Importance of an ideal workforce in the business industry

Discuss about the Work Diversity for Ideal Worker in Administration.

In any form of business industry having an ideal workforce is important to maintain the efficiency of the production output. Business organizations contribute in enhancing the economic output of the area and by extension the government (Wirtz, Tuzovic & Ehret, 2015). Training and education in a organization is not enough to teach the importance of integrity, work ethics, professionalism and hard work (Fernández, 2013). These traits come inherently from within the individual. There are certain common properties of an ideal worker, which are described in the following section.

• Action-oriented: an ideal worker must focus on the actions and manage their production output accordingly. In order to provide action-oriented output, employees will need to take chances which might lead them to failure but will most definitely lead to success. Employees who are unable to provide actions will not be able to provide productivity.
• Intelligence: Intelligence is strength of an employee, which helps them, optimize their performance, provide better time management and better reactions to stress (Patterson Silver Wolf, 2014).
• Ambitious: keeping an ambitions and aspiring to achieve success in life is ideally a characteristic of an ideal worker. Employees who help themselves as well as the company for the best possible outcome get the best out of their career. Ideal workers utilize their creativity, innovation and hard work to fulfill their ambitions (Patterson Silver Wolf, 2014).
• Autonomous: Employees who are generally ideal have the potential to autonomously perform a given task without much help and execute the task with positive outcome. This does not necessarily mean that the employee is not a team player but rather self sufficient.
• Leadership Qualities: Ideal workers exude leadership qualities from the very beginning and show self-confidence, self-motivation and self-dependent qualities that help the company progress. Ideal workers mold their leadership qualities by using positive reinforcement, encourage and motivate other to provide more effort.
• Energy: ideal workers are generally energetic in their daily activities and enthusiastic bout their productivity. The ideal workers will out produce other workers and provide inspiration for them. They stay involved in the activities, provide deeper input and make their own work life easier.
• Confidence: Ideal workers have immense amount of confidence that is inspiring for other and provide better output. They do not shy away from activities or innovations and always make their input known to other. This attracts officials to provide them with better opportunities to succeed.
• Honesty: Ideal workers have an honest approach to their work life and productivity. They achieve their timely goals in an honest manner, which provides better productivity to the company (Patterson Silver Wolf, 2014).
• Detail oriented: Employees providing attention to detail is very important in a business organization which allows the workers to make less mistakes and provide a more detailed perfect output. Ideal workers perform their task with an effortless attention to detail.
• Modest: ideal workers do not take boastful actions into consideration after their performance. The evaluation of their works speaks for itself and demonstration of power is meaningless to employees.
• Hard work: ideal workers strive to achieve their goals and pusher their boundaries for provide higher standards of work. Their hard work and endurance makes them successful and obtains trust from the company’s officials. They put their work and passion together and above everything else which them more marketable and utilize their skills to more profit.

Medical health services require similar workforce of ideal workers who would put their best foot forward to achieve the best outcome for the healthcare services. The role of the healthcare workers plan, direct and coordinate medical as health requirements. The management of practitioners, nurses and other healthcare providers also falls under the domain of health administration. Ideal health service managers provide improvement in providing efficiency and quality in the production (Frow, McColl-Kennedy & Payne, 2016). The health managers to keep themselves updated on the current health policies to recognize the discrepancies of the health work force and make the transparency of the workforce. It is the duty of health service managers to supervise the administrative officials for maintaining the balance in large healthcare facilities. Health service managers also maintain the financial records of the organizations and mediate disputes between the patient and the service providers related to payments. Health service managers give out work schedules to the staff (Shanks, 2016). They also mediate between governing boards and represent the organization in meeting with the investors. They keep the records of the healthcare workforce as well the records of the patients. they mediate between the interdepartmental heads and sort out discrepancies and disputes.

Ideally, the analogy of the health service manager is similar to any corporate notion of an employee. The health survive manager has to be action oriented and achieve the best for the health organization as well as provide quality care for the patients. They have to be very intelligent to deal with investors; government officials as well as educated practitioners who will help flourish the organization maintain a certain reputation. Ideally, health service managers have to be very ambitious to obtain success on their career and look up to make the best of the given opportunities. Health service managers also have to autonomously perform their duties and maintain the supervision of the healthcare workforce to ensure that the best possible patient outcome is provided as well as keeping the integrity of the business intact. They must ideally have excellent leadership qualities, which will allow them to instruct and control the workforce as well as motivate other to provide their maximum output (Liebler, & McConnell, 2016). Health service workers need to have a lot of confidence to carry out their task and control the workforce as well as present their ideas and input in front governmental and share holders of the organizers keeping the best interest of the organization in mind. They also must put effort and detail into their work and leave no room for correction as the lives of the people are at stake in the healthcare industry and any mistake can lead to end of life situations. Health service must have lot energy to perform their daily tasks and solve disputes along with handling the workforce. This requires both hard work and passion for their career. These are all the qualities important in the health service provider in analogy to the ideologies of an ideal employee. Importance need to be given to the ideologies that the individual carriers as a part of the healthcare industry where the importance of life is the main criteria (Homer-Dixon et al, 2013). They also need to have a sense of unbiased power, which is needed to control the workforce and obtain maximum output out of them. The healthcare service managers need to have a strong sense of self-identity to be able to motivate others and provide output and remain grounded to keep reaching for better opportunities

Common properties of an ideal healthcare worker and manager

There are certain inclusion and exclusion criteria traditionally for the position of an ideal worker, which are proper arrival to workplace on time, taking designated breaks and maintained the agreed upon time, performs the allocated work on time limit and puts in effort in the work place for the particular time (Burke et al., 2014).. Although there is other, factors, which come into play in the preconceived notion of gender, bias which is generally directed towards women. These preferences are based on the age-old notion that men can perform better than women just basing on physical strength and assumed less social responsibilities. Another preference is the unmarried bachelors which is based on the concept that they can work for longer hours without having to have the ties to married responsibility (Thornton, 2013). Additionally in terms of women, pregnant women are considered less desirable since they have to live up to the role of care provider for the child. This is thought to decrease their responsibility as a worker. Today’s women are more focused on their jobs so there is no need for any biased preference. Some even consider women more diligent and respectful to their jobs, which can be hampered if male employees exude egoistic dominance in the workplace. 

The identity of an ideal employee can be molded for the betterment of both the company and the personal growth. Both men and women have the capability to become healthcare leaders and maintain the strength of the workforce with dignity and efficiency (Hurley et al., 2016). It is implicated that irrespective of gender the work commitment is extremely personal and varied for one individual to another. Social responsibilities and professional responsibilities form the ground for which the society is built upon. Sometimes personal ethics for commitment indicate the employee’s motivation for work. 

References 

Burke, R. E., Guo, R., Prochazka, A. V., & Misky, G. J. (2014). Identifying keys to success in reducing readmissions using the ideal transitions in care framework. BMC health services research, 14(1), 423.

Fernández, J. T. (2013). Professionalisation of teaching in universities: Implications from a training perspective. International Journal of Educational Technology in Higher Education, 10(1), 345-358.

Frow, P., McColl-Kennedy, J. R., & Payne, A. (2016). Co-creation practices: Their role in shaping a health care ecosystem. Industrial Marketing Management, 56, 24-39.

Homer-Dixon, T., Maynard, J. L., Mildenberger, M., Milkoreit, M., Mock, S. J., Quilley, S., … & Thagard, P. (2013). A complex systems approach to the study of ideology: Cognitive-affective structures and the dynamics of belief systems. Journal of social and political psychology, 1(1), 337-363.

Hurley, J., Cashin, A., Mills, J., Hutchinson, M., & Graham, I. (2016). A critical discussion of Peer Workers: implications for the mental health nursing workforce. Journal of psychiatric and mental health nursing, 23(2), 129-135.

Liebler, G., & McConnell, C. R. (2016). Management principles for health professionals. Jones & Bartlett Publishers.

Patterson Silver Wolf, D. A. (2014). What are the ideal characteristics of empirically supported treatment adopters?. Journal of Human Behavior in the Social Environment, 24(3), 408-414.

Shanks, N. H. (2016). Introduction to health care management. Jones & Bartlett Publishers.

Thornton, M. (2013). The mirage of merit: Reconstituting the ‘ideal academic’. Australian Feminist Studies, 28(76), 127-143.

Wirtz, J., Tuzovic, S., & Ehret, M. (2015). Global business services: Increasing specialization and integration of the world economy as drivers of economic growth. Journal of Service Management, 26(4), 565-587.