Ohio Health Care Mission Statement Analysis

Organization and Unit Mission, Vision and Values; Shared Governance All successful organizations have developed a mission statement. This discusses the organization’s values and goals. It is the employees’ responsibility to be aware of this, and to align themselves accordingly. The purpose of this paper, is to discuss the organization that I work for, Ohio Health. Ohio Health’s, as well as my specific department’s mission, vision, values and goals will be identified. The terms centralized and decentralized models and how they pertain to my department will also be examined.
Mission, Vision and Values, Stated Goals: Organization The Ohio Health System was established in 1891 (Ohio Health, 2015). The mission

When caring for a patient, it is imperative to care for him or her in the best way possible, despite race, gender, or financial status. All patients are cared for in the same manner. It is also important to be empathetic and compassionate to the patient’s current situation, in order to best care for the individual. The goal for the patient’s outcome is for him or her to be in a better situation when the procedure is complete. For example, a patient who comes in with a life-threatening condition, such as a deep vein thrombosis (DVT), will leave my department with a filter. This will catch the clot, potentially saving the patient’s life. Having daily reminders of Ohio Health’s mission and vision, recognizing those who go beyond their duties, as well as encouraging others to follow these key concepts, are strategies to keep the department in line with the organization’s

When hiring other staff nurses or radiology technologists, the manager is responsible for interviewing and hiring. The manager is also responsible for our department’s budget, productivity, and evaluations. When decisions are made by management only this is considered to be a centralized model (Huber, 2014). The centralized model works well in situations where there may not be a strong nurse leadership presence; however, it can be very time consuming for management to be responsible for all of the departments decisions (Huber, 2014). The department is also structured in a decentralized model. An example of this model is shared governance (Huber, 2014). Shared governance empowers, as well as makes staff nurses accountable, on subjects such as scheduling, unit specific policies, issues, and education opportunities (Ott & Ross, 2014). The decentralized model empowers nurses to make decisions and changes. This allows more time for management to focus on other issues (Huber, 2014). A challenge to the decentralized model may be the lack of some staff nurse’s participation due to lack of interest or time barriers (Huber,