MBA Healthcare Management Case Study

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MBA Healthcare Management Case Study

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In this report, an attempt has been made to tell what is the situation of healthcare workforce across the world. What kind of improvements are needed to solve the crisis of healthcare workforce has also been covered in this report. To prepare this report on the current situation, different countries have been kept in view of their different issues and different opportunities. The methodology has been used to bring changes and drive some improvement in the healthcare workforce. This report also worked on how leadership quality supports the running of a health care workforce.

Health services challenges

The workers in healthcare have faced different challenges, the first of which is that there is no advancement in their career growth. In some health care centers workers are less and the workload on the worker is high and their salary is very less according to their job. Because of the health care center's lack of leadership quality, the organisation culture remains very poor, making it difficult for workers to work and patients to receive care. According to research conducted by Thome et al..,(2020) Many of the issues arise as a result of a lack of worker training in health care facilities, where there is a significant loss of patient health-related items.

The global healthcare employment condition

There have been 57 nations that have a problem of shortage of healthcare professionals, with a 2.4 million doctor and healthcare staff shortfall. Africa does seem to have 2.3 health professionals per 1000 people, while the Americas possess 24.8 healthcare professionals for every 1000 people. In comparison to other European nations, the UK has a lesser number of medical professionals. Based on the research conducted by Mar? et al..,(2019) there has been one doctor about every 356 patients in the United Kingdom. In comparison, there seems to be one doctor for every 277 patients in other correspondingly developed economies.. There seems to be a high demand for health care system employees at every level, which would include nursing assistants, general practitioners, subject matter experts, care staff, and linked healthcare providers.

Methodology of solving healthcare workforce challenges

  • Improving governance framework: It is critical to establish a good governance framework to manage medical training, health work opportunities, regional and global exchange of hospital facilities, healthcare workforce movement of people, and build stronger relationship concepts.
  • Making use of innovation: To prepare, learn and develop, as well as encourage healthcare staff, the healthcare sector is accelerating the use of e-health and e-learning methodologies, AI, VR computation, and the wireless sensor networks. According to Willis et al..,(2018) from personalised smart technology for home-based care to moment in time, intelligent systems, and remote patient monitoring approaches for community engagement remote health insurance, public health care distribution is being transformed
  • . Rebalancing health care system responsibilities: Nursing staff and general practitioners can be motivated to select life-saving methodologies, recognise plays a very significant role in time, and refer patients to appropriate professionals. Based on the research conducted by Beladi et al..,(2015) it would not only contribute to lowering reliance on the limited variety of individuals available in the world, and it will also reduce the time and resources required to significantly increase industries that contribute.
  • Creating new treatment plans: Health systems based on medical clinics must shift their focus to preventative medicine care and promote an integrative medicine approach that includes all socio demographic environmental factors. New care concepts should always be developed, with a "hub and spoke '' investment agreement in place and a workplace trained purpose of providing increased, neighbourhood, comprehensive health insurance centred on surveillance systems, preventative measures, and diagnostic services. It would not only help to avoid utterly pointless in rather than case of emergencies report incorporates, and it will also translate into better overall medical outcomes for the general public.
  • Gender based healthcare staff: Globally, improved representation of the health system is also expected to facilitate collaboration and coordination in medical training and work opportunities among nations. For example, numerous countries have different registered nurse course curricula; nevertheless, cultural differences can cause issues. This is effectively solved, and even more enabling environment provisions for the interaction of healthcare professionals can be implemented.

Improve the healthcare workforce

There 5 ways to improve the quality of healthcare workforce

  • Data Collection and Analysis of Patient Health: The first step towards enhancing the organization's standard patient healthcare is to monitor various data to determine under which opportunities lie . According to Fawaz et al..,(2018) to address a problem, they could perhaps conduct an analysis of both their population of patients and their organisational operations.
  • Make objectives and make a commitment to evaluation process: Once the specific patient research was completed to comprehend their hazard and the practise processes have been researched to continually improve, it is the period to prioritise those places and make objectives. If organizations need help and support, there's many health organisations that have created effective and consistent actions that can guide your organisation through the shot on target method.
  • Increase Healthcare coverage: Availability of healthcare is the main factor in enhancing quality quality and patient effects. To achieve the best results, people with the disease had to have access to the necessary care there at the proper moment. Regrettably, nearly 15% of the community still seems to be able to get insurance, limiting these patients' access to the necessary care, forcing them to forego preemptive or fundamental care, and forcing them to depend largely on significant expense (and thus lower number) facilities.
  • Emphasis on Client Interaction: Patients must be the best communicators about their own well being, but those who must first be committed and supposed to teach to be constructive healthcare users. According to research conducted by Cummings et al..,(2018) it was not a simple process, and it is one that general practitioners are uniquely prepared to accept.
  • Communicate and collaborate with several other institutions: Healthcare organisations that genuinely would really like to continue improving their standard patient healthcare should undertake routine research and understand from many other organisations, both locally and nationally.

Leadership facilities assist the healthcare workforce

  • This will enable them to mentor, maintain, and make objectives for every one of their group members, and also provide useful feedback. The above, in fact, promotes professional growth for something like the rest of the team, rather than just a few ambitious people in executive positions.
  • Effective health-care leaders consistently highlight the importance of providing safe, greater, appropriate care. Based on the research covered by Fekaduet al.(2016) organizations encourage staff to continually enhance their understanding, capabilities, and strengths in order to increase the effectiveness of treating patients, wellbeing, love and kindness, and the patient satisfaction.
  • Leadership is necessary in the medical sector even though expense, performance, and barriers to access must be addressed. There really is a considerable lack of management moral behavior, real understanding, skill sets, and potential at the individual level of analysis supervisor.
  • Leadership has been essential for providing high-quality health care. Leaders would have a perspective of what would be accomplished, converse it to anyone else, and develop plans for meeting the perspective . According to the research conducted by Cheng et al..,(2015) organizations are capable of motivating others as well as negotiating for resource management and some other forms of assistance in pursuit of competitive advantage.

Recommendation for positive impact on healthcare workforce

Yes, the approximated shortfall can be made up. There are many recommendations for a positive impact on the healthcare workforce.

  • Prepare the Groundwork for Adjustment: To modify how employees understand transformation, healthcare practitioners must be patient as well as provide personalized attention to all of those who endure when having to hear their concern regarding . Based on the research covered by Truxillo et al..,(2015) workers can tell whenever a superior isn't genuinely interested in hearing their complaint. To address this, supervisors must preserve a multiple dialogue and acquire a complete understanding of the complaints made by employees.
  • Demonstrate the Way towards the Long term: Supervisors can start encouraging organizations to apply by telling stories about how their coworkers can prosper in a changed surroundings. Supervisors must complement toothpaste' issues with having to build excitement for upcoming changes in order to achieve this result. In the words of Adams et al..,(2020) superintendents, for illustration, can title winners keep changing associated with healthcare transformation by branding the statement in a particular manner.
  • Make preparations for the Company for Transition: A transformation movement's reliability is commonly evaluated by how much it incentivizes the others to concede innovative thoughts. As a result, healthcare leaders should indeed recognise and articulate the starting point that propels article presents among staff members.
  • Create the New Idea: Staff members generally depend on their managed to learn behaviours to make appropriate care decisions because once representing service users in a surroundings which often allows time for availability in the application.


Cheng, S.Y., Bamford, D., Papalexi, M. and Dehe, B., 2015. Improving access to health services–challenges in Lean application. International Journal of Public Sector Management.

Thome, J., Coogan, A.N., Fischer, M., Tucha, O. and Faltraco, F., 2020. Challenges for mental health services during the 2020 COVID?19 outbreak in Germany.

Beladi, H., Chao, C.C., Ee, M.S. and Hollas, D., 2015. Medical tourism and health worker migration in developing countries. Economic Modelling, 46, pp.391-396.

Mar?, M., Bartosiewicz, A., Burzy?ska, J., Chmiel, Z. and Januszewicz, P., 2019. A nursing shortage–a prospect of global and local policies. International nursing review, 66(1), pp.9-16.

Willis, G., Cave, S. and Kunc, M., 2018. Strategic workforce planning in healthcare: A multi-methodology approach. European Journal of Operational Research, 267(1), pp.250-263.

Fawaz, M.A., Hamdan-Mansour, A.M. and Tassi, A., 2018. Challenges facing nursing education in the advanced healthcare environment. International journal of Africa nursing sciences, 9, pp.105-110.

Cummings, G.G., Tate, K., Lee, S., Wong, C.A., Paananen, T.,Micaroni, S.P. and Chatterjee, G.E., 2018. Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International journal of nursing studies, 85, pp.19-60.

Fekadu, A., Hanlon, C., Medhin, G., Alem, A., Selamu, M., Giorgis, T.W., Shibre, T., Teferra, S., Tegegn, T., Breuer, E. and Patel, V., 2016. Development of a scalable mental healthcare plan for a rural district in Ethiopia. The British journal of psychiatry, 208(s56), pp.s4-s12.

Adams, J.G. and Walls, R.M., 2020. Supporting the health care workforce during the COVID-19 global epidemic. Jama, 323(15), pp.1439-1440.

Truxillo, D.M., Cadiz, D.M. and Hammer, L.B., 2015. Supporting the aging workforce: A review and recommendations for workplace intervention research. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.351-381.

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