Functions, Relationships, and Legal Responsibilities of Stakeholders

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Table of Contents

Various Functions of Stakeholders and Legal Responsibilities
Relationships between Different Stakeholders
Interrelationships, Conflicts, and Synergies
A Real World Situation
Conclusion
References

Administration, managers, governing bodies, and employees are essential contributors to the sufficient functioning of a long-term care facility. A primary goal of this paper is to describe the substantial functions, relationships, and legal responsibilities of various stakeholders.

It is vital to show the complexity of these relationships and determine the occurrence of the problem with the assistance of the real world case. Some synergies and conflicts, which occur during the relationships, will be evaluated and discussed.

Various Functions of Stakeholders and Legal Responsibilities

It is necessary to describe the duties of each stakeholder before starting the analysis. The administration is responsible for paying the attention whether all employees follow all of the aspects outlined in the Union Contract (Singh, 2010). In general, the administrator is responsible for maintaining the long-term care facility is to preserve sustainable interrelationships between the workers.

It is obligatory to have governing bodies in the long-term care facilities, and these institutions are represented by the board of directors. The board is fully responsible for the actions of the organization such as providing the facility with a mission and distributing the resources (Singh, 2010).

It could be said that the board is legally responsible for all the actions and operations related to the hospital activities (Shi & Singh, 2011). It is apparent that the governing body has to establish a sufficient scheme to sustain the flow of everyday activities. Lastly, the board has to make a final choice while hiring the personnel (Shi & Singh, 2011).

As for departmental managers, their primary duty is to maintain the sufficient relationships between different members of the department. However, they have also to contribute to building a team spirit and enhancing the flow of information (Singh, 2010). It is clear that departmental managers have to act in agreement with the law, pay attention to schedules of the personnel in order to act in accordance with the Code of Ethics.

Speaking of the consultants, their primary duty is to enhance the relationships between different members of the facility with the help of the training programs for the managers and employees (Singh, 2010). As for the employees, their primary function is to provide high-quality services to the patients.

In this case, beneficiaries are the ones, who receive the care and financial support from the benefactor, such as Medicare (Singh, 2010). It is apparent that medical institution is legally obliged to contribute to the improvement to a state of a beneficiary (Shi & Singh, 2011).

Relationships between Different Stakeholders

Governing body and stakeholder have to share the responsibilities with the administrator (Singh, 2010). As this specialist has a clear understanding of a current situation in a modern community and able to act in accordance with the demands of the local population. The necessity of the distribution of the power occurs due to the contribution of this fact to improving quality service for the beneficiaries.

In turn, the administrator has to deliver the information and maintain day-to-day operations. Subsequently, he remains in contact with managers, as it allows delivering the mission to the lower classes of the hierarchy. Additionally, it helps build an image of the long-term care facility in the society.

It is apparent that departmental managers are in direct contact with the administration and the employees. It could be said that they are playing the role of the intermediaries between two important bodies to enhance the communication process. As for the consultants, their primary goal is to strengthen the quality of interaction between different members of the long-term care facility (Singh, 2010).

Consequently, they are in direct contact with both managers and employees. Lastly, the employees are communicating with the beneficiaries, as they have to provide high-quality services to the patients. It is apparent that the primary goal of the whole organization is to improve the maintenance and deliver a high-quality service to the end user.

Interrelationships, Conflicts, and Synergies

It is apparent that the long-term care organization works as a complex and united mechanism. Each member of the facility has a contribution to the building of the external and internal image of the institution. The departmental managers, consultants and employees have to establish efficient synergy to achieve the expected outcomes.

However, the governing department and the administrator cannot perform their duties separately, as their work is aimed at a common goal of the whole organization. Additionally, the opinions of beneficiaries have to be taken into account and understood, as this point has a direct contribution to the overall performance.

Nonetheless, despite pursuing a common goal conflicts still take place. Most of the time, these adverse actions appear due to the inability of the employees and other members of the long-term care organization to act in accordance with the established rules.

Moreover, misunderstanding between physicians and patients might occur due to the lack of cultural competence (Rose, 2011). Another reason is personal attitudes and perceptions about particular matters of the personnel.

A Real World Situation

As for a real world situation, one of the facilities has noticed that a majority of patients were having the “gastrointestinal symptoms” (U.S. Department of State & Human Services, 2010, para. 7). It is apparent that this situation rather often occurs in the long-term facilities.

In this case, the departmental manager has to distribute the employees efficiently in order to improve the conditions of the beneficiaries. In turn, beneficiaries have to follow all of the instructions provided by the medical specialists. At the same time, the departmental manager has to report to the administrator about the progress regarding the improvement of the situation.

While the process of enhancement of the state of the patients takes place, the administrator with the shift manager has to determine the source of the problem and block the spread of the infection. In the end, the news has to reported to the governing bodies to develop and establish new policies regarding prohibitions of future reasons for the food poisoning in the long-term care facility.

Conclusion

In conclusion, the complexity and interdependence of different bodies of the long-term care organization cannot be unnoticed. It is apparent that functioning of the hospital depends on the sufficient and efficient operations of all departments. The problems and challenges have to be carefully evaluated and rapidly solved in order to deliver a high-quality service to the end users.

It is apparent that various issues often take place due to the emergencies or lack of the cultural competencies. However, the necessity for synergy was revealed with the help of the case situation, as all of the members of the long-term care organization have to work as a united mechanism to solve the problem and prevent its appearance in future.

References

Rose, Patti. (2011). Cultural competency for health administration and public health. Sudbury, MA: Jones & Barlett Publishers.

Shi, L. & Singh, D. (2011). Delivering health care in America. Burlington, MA: Jones & Barlett.

Singh, D. (2010). Effective management of long term care facilities. Sudbury, MA: Jones & Barlett.

U.S. Department of State & Human Services: TeamSTEPPS Long-Term Care Specialty Scenarios. (2012). Web.

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