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Introduction
Data collection and analysis help identify a problem and locate possible solutions for it. Therefore, choosing an approach that suits the issue is essential for resolving organizational problems. Data collection is especially crucial for healthcare establishments because it allows creating evidence-based approaches to managing organizations, patients, and employees. This paper aims to present a brief explanation of the issue, explain data collection methods, and provide an understanding of feedback collection.
Main body
The organizational problem is an insufficient corporate culture due to improper leadership that adversely affects staff members and patients. Vaughn et al. (2019) characterize the issue in the following manner – “limited ownership, not collaborative, hierarchical, with disconnected leadership” (p. 74). According to the authors, a significant number of healthcare establishments suffer from these factors because they share similar characteristics. However, Lardeiri (2017) argues that data assessments can help healthcare consultants enable changes. The following parts discuss the methods and approaches that will be used to carry out the process.
The primary method to collect data for this analysis is conducting interviews. The nature of the approach that implies an ability to obtain answers from a small group of responders is the reasoning for choosing this method. According to Flick (2018),
an unstructured interview would allow using responses from previous responders to design further questions. In this way, it is possible to identify core issues that contribute to improper organizational culture because individuals will be able to explain their rationale for particular answers. The data collection should be administered via email to minimize the effect of the interviewer’s presence that can impact the responses.
The sample for this research would consist of personnel members of the organization – physicians, nurses, and administrative personnel. The executives would be excluded to avoid bias and its negative impact on the results. The age range of the sample will vary together with other characteristics. Selecting employees that worked in the establishment for over five years can present a more cohesive understanding of the issue.
Identifying which content should be included in the interview is crucial as it determines the outcomes. Due to the fact that the chosen method is an unstructured interview, the questions would be altered after receiving the first answers.
Thus, the sample should be divided into two and the second group of responders should provide more insight into the issues that the first group mentions. The article by Vaughn et al. (2019) provides a valuable understanding of leadership issues that healthcare organizations experience, which can be used as a guide for data collection. Giving feedback on results is necessary to present the initial understanding of the outcomes. It can be done in the form of an email to responders after the answers are analyzed. Examples of the questions for the interviews are as follows:
- Do you think that the current leadership has enough connection with the employees?
- Do you think that the executives provide support to staff members?
- Do you think that the current practices support collaboration between personnel? Why?
- In your opinion, do team leaders dedicate enough time to examine problems that staff members encounter?
- Is the current hierarchy of the organization provide easy access to the executives and managers?
Conclusion
Overall, the data collection problem can help resolve organizational issues by providing a better understanding of the topic. In this case, interviews were chosen to determine the level of satisfaction with the establishment’s leadership and possible solutions. Unstructured interviews should be applied to collect comprehensive responses from two groups of staff members. This approach will help locate the core aspects of the problem and understand the opinions of employees.
References
Flick, U. (Ed.). (2018). The SAGE handbook of qualitative data collection. London, United Kingdom: SAGE.
Lardeiri, W. (2017). Data analytics can drive change in healthcare. US News. Web.
Vaughn, V. M., Saint, S., Krein, S. L., Forman, J. H., Meddings, J., Ameling, J., … Chopra, V. (2019). Characteristics of healthcare organisations struggling to improve quality: Results from a systematic review of qualitative studies. BMJ Quality and Safety, 28(1), 74-84. Web.
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