HCA 615: It’s Not My Job Case Study
Complete the “It’s Not My Job Case Study” questions on pages 99-100 of Organizational Behavior in Healthcare.
This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.
Course Code+D8C1AA1:G10 Class Code Assignment Title Total Points
HCA-615 HCA-615-O500 It’s Not My Job Case Study 50.0
Criteria Percentage Unsatisfactory (0.00%) Less Than Satisfactory (65.00%) Satisfactory (75.00%) Good (85.00%) Excellent (100.00%)
Content 90.0%
Proposes what Dan should do to address the problem. 30.0% Does not propose what Dan should do to address the problem. Proposes what Dan should do to address the problem, but proposal is not clearly articulated or is unfeasible. Proposes what Dan should do to address the problem. Proposes what Dan should do to address the problem and provides supporting evidence and details for the proposal by referencing some module readings or relating prior knowledge or experience. Proposes what Dan should do to address the problem and provides supporting evidence and details for the proposal by referencing all relevant module readings and relating prior knowledge and experience.
Decides whether or not Dan should meet with Leah individually or communicate with all staff. 30.0% Did not decide whether or not Dan should meet with Leah individually or communicate with all staff. Decides whether or not Dan should meet with Leah individually or communicate with all staff, but rationale behind the decision is not clearly articulated or is unfeasible. Decides whether or not Dan should meet with Leah individually or communicate with all staff. Decides whether or not Dan should meet with Leah individually or communicate with all staff and provides supporting evidence and details for the decision by referencing some module readings or relating prior knowledge and experience. Decides whether or not Dan should meet with Leah individually or communicate with all staff and provides supporting evidence and details for the decision by referencing all relevant module readings and relating prior knowledge and experience. HCA 615: It’s Not My Job Case Study
Decides who should have communicated ongoing problem with Dan. 30.0% Does not identify who should have communicated this ongoing problem with Dan. Decides who should have communicated ongoing problem with Dan, but rationale behind the decision is not clearly articulated or is unfeasible. Decides who should have communicated ongoing problem with Dan. Decides who should have communicated ongoing problem with Dan and provides supporting evidence and details for the decision by referencing some module readings or relating prior knowledge and experience. Decides who should have communicated ongoing problem with Dan and provides supporting evidence and details for the decision by referencing all relevant module readings and relating prior knowledge and experience.
Organization and Effectiveness 10.0%
Mechanics of Writing (includes spelling, punctuation, grammar, and language use) 10.0% Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are employed. Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) and/or word choice are present. Some mechanical errors or typos are present, but are not overly distracting to the reader. Audience-appropriate language is employed. Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of sentence structures and effective figures of speech. The writer is clearly in command of standard, written academic English.
Module 1 DQ 2
“Connecting Strategically with BCBSF’s Employee” states that “there’s nothing like successfully tying communication to achieving results [as one way] to institutionalize communication behaviors.” Referencing the module readings, evaluate this statement in 150-200 words. HCA 615: It’s Not My Job Case Study
Re: Module 1 DQ 2
When I first think about the statement, “there’s nothing like successfully tying communication to achieving results [as one way] to institutionalize communication behaviors”, I think about organizational culture. Organizational culture is the environment and norms that characterize an organization as well as the behaviors and social norms that exist within the individuals within the organization (Mercadal, 2018).
Many see organizational culture as the “personality” of the organization and like humans, each personality is unique. Culture change is a time consuming process that requires persistence, dedication, and focus. In order to effectively make a change in the right direction for an individual, it requires a team of the right individuals. These individuals are those that are competent in the use of communication to drive results (Wamble-King, 2009). Those right individuals are aware of the different forms of communication that can be used to aid in driving results. They are well versed in a variety of communication methods. Not everyone communicates the same way. People are different in the way that they retain or interpret the information they are receiving. Some can absorb information simply by listening to another’s ideas while others require visuals such as newsletters or power points. It’s all about understanding your organizational culture.
In order to build a strong organizational culture, it is important to work towards a common goal. By institutionalizing communication behaviors, this does not mean that each individual within the culture needs to be the same as the next. Individuals are unique and bring their own ideas to the table. When I think of institutionalizing communication behaviors, I think of the importance of shared beliefs and cross communication. Cross communication is vital to organizational culture. When there is a lack of this communication, there is isolation among the team members, resulting challenges that may be irreparable. They need to be able to work together as a team to truly implement a change. If they are not able to do so, there are no results. One person’s work may rely on another’s. It is important for team members to know one another, feel motivated, and empowered.
Mercadal, T. (2018). Organizational culture. Salem Press Encyclopedia. Retrieved from
Wamble-King, S. (2009). Connecting strategically with BCBSF’s employees. Strategic Communication Management, 13(2), 20-23. Retrieved from
