Health care Supervisors play a significant role in overseeing the actual work of employees. Supervisors notice the employees who excel in specific tasks and motivate them to pursue additional education and assign them more duties. Health supervisors track poor performers and help them to either improve or find replacements. However, during their daily activities, health supervisors face numerous challenges.
Human resource challenges. This entails the deficiency of the workforce and its inappropriate distribution of one of the major problems faced by health care supervisors. Due to increased workload, workforce shortage increases tensions and conflicts and reduces the opportunity to create welcoming relationships between the supervisors and personnel. Next issue regarding human resource is unsuitable pre-employment together with the on-the-job employment in relations to the content, amount and even untrained educators. The disproportionate appointment and fee and employee’s performance promotion, unstable and insufficient bonus do not stimulate persons. The next leadership challenge in health care organization is the extensive diversity of members of the staff in terms of social class, level of education, income and profession and also the desire to know these variations to apply leadership methods and motivational relative to a diverse number of people.
Another challenge faced by supervisors is the way to resolve conflict. A large number of supervisors ignore problems and address conflicts indirectly with their team members and employees. The performance problems range from trust issues, conflict among the members of the team and personality clashes. Supervisors are confronted with addressing issues immediately as they occur, ensure employees emotions and feelings concerning the problem are diffused and ensure they listen to the needs of both parties. Also, supervisors face the challenge of stakeholder relationships. For instance, the supervisors should ensure they manage relationships with numerous stakeholders ranging from employees, patients, directors, community leaders and unions. The viability and reputation of hospital finance rely mainly on the efficient management of the above relationships.
Next is the motivational challenge. People decide to work for a particular organization for different reasons. According to Gallup, some people work to acquire necessities that offer a sense of well-being. While for others, it is because of the work itself and the works capability to provide a sense of achievement, purpose or meaning. The degree to which the above expectations are achieved has a significant impact on the effort workers devote to attaining the goals and objectives essential in their jobs. There are two factors which influence workers engagement. The first factor is the conditions related to work as some workers want a certain level of autonomy in the way they perform the assigned task. Workers desire a work which enabled them to build a proficiency level which can be defined as mastery. To do so, supervisors need to know what is expected of the workers, supervisors having the resources and materials meant for doing the assigned work and chance to get into responsibilities they performed well and with feedback and understanding for their achievement. Another factor identified by Gallup comprises the actions and behaviours of the supervisor in overseeing and giving support to workers in doing their responsibilities. Workers wanted a supervisor who created a conducive environment that helped them in tasks related to work. This implies they needed a supervisor who paid attention to their views, who gave them a priority and informed them that their opinions and ideas play a vital role, a leader who would support them when there is a necessity. Workers wanted a supervisor who has the chances to grow and develop. Therefore, the much effort given by workers to their assigned duties depends on the behaviours and actions of the supervisor, and work the supervisor’s requests them to perform. Supervisors in health care organizations create the best environment that empowers the workers via prospects to learn, grow and develop.
Another challenge facing healthcare supervisors is stress. Supervision needs a whole set of skills whereby incoming people to the new positions do not have. Also, handling the behaviours and staff response and supervisors should manage their stress. The transition to supervisors from workers is usually difficult, and upcoming supervisors work excess to compensate. Excess work eventually results in stress, illness, and burnout. The next challenge facing healthcare supervisors is the Vision challenge. The real job of a supervisor is to inspire the health care organization to take accountability for establishing a better future. Employees are moved by a clear vision designed for the future; they need a future vision that showcases their aspirations. Therefore, successful leadership entails the creation of a vision. Indeed, a study of leaders found that the superior quality needed in leaders is their aptitude for conveying a strong intellect of vision. Most supervisors lack defined concept, and the final result is the downfall of a large number of chief executive officers.
The next challenge is the rising costs of healthcare. As people endeavour to live a longer and healthier lifestyle, the apprehensions of healthcare rises and which eventually leads to an increase in expenses and supervisors work hard to bring down the healthcare costs. Reimbursement models are fluctuating from a fee-for-service to performance-based model. It implies that supervisors are rewarded in terms of the quality of delivered population health and the results of the clinic. The model is initiated by the Centers for Medicare and Medicaid Services (CMMS), and the invented performance-based models have improved cost management but have several challenges. Healthcare supervisors should rethink their businesses. It needs essential changes to the process of doing business and the provision of services to the customer. Healthcare leaders need to be ready to guide the members in the above changes by finding other methods to combat the increasing costs of healthcare. They need to research to obtain funding, contributors and grants to aid them in conducting the research. Similarly, hospitals rely on the spending of government health care, including Medicaid and Medicaid payments. Healthcare supervisors should not plan for an increase in limited revenue due to the constraints of federal and state budget.