The Mayo Clinic - An Enduring Organizational Culture
Question
A typed “executive summary”
It should include a) background information on the company(The Mayo Clinic: An Enduring Organizational Culture.
** Don't answer the dissection questions int the attached file Case 8 mayo clinic ***
Thank you


Solution
Executive Summary
Mayo Clinic is considered one of
the best and oldest hospitals in the United States of America. The medical
practice was established in 1899, and it has grown tremendously since then.
With a headquarters in Rochester, Minnesota, Mayo Clinic runs on a business
model that sees patients pay for services. Hospitals like Mayo help improve
health care services worldwide by establishing longevity and value-based care
with cutting-edge cures and technologies (Mayo Clinic, 2019). The organization
is also known for its patient satisfaction rate, which exceeds 90%. Employees
at Mayo Clinic can work in over 200 countries, with over 60% taking part in
international missions.
The company has over 3,000 staff
doctors employed full-time, which is more than the number of full-time faculty
employed by the University of Minnesota. The quality of health services offered
at Mayo Clinic extends across different medical fields and specialties. Through
its values, the organization has created a strong culture of excellence and
patient care delivery.
The history of Mayo Clinic dates
back to the late 19th century with its establishment in Rochester, Minnesota. Drs
founded the clinic. William Worrall Mayo, Charles Horace Mayo and William James
Mayo (Mayo Clinic, 2019). Their vision was to offer excellence in health care
services with a primary focus on acute illnesses affecting the common
population at that time (Mayo Clinic, 2019). The practice incorporated
state-of-the-art medical practices like surgery and hospital care. They also encouraged
their employees to carry out medical research and inventions while they were
offering patient care services.
There is some debate about whether
there should be a change in organizational culture and philosophy within Mayo
Clinic. Despite all benefits brought about by the current organizational
practices, some experts and leaders in the healthcare industry have proposed a
change in organizational structure and ways of doing things at Mayo Clinic.
This document will look at possible strategies that could help Mayo Clinic in
decision-making and change management to help it attract more patients.
The Mayo Clinic - An
Enduring Organizational Culture
Background
Information on The Company
The Mayo Clinic began operations in
1899, and since it has grown in all areas of the hospital’s operation. The
hospital is recognized as one of the best hospitals in America. It is listed
among the top hospitals by U.S News & World Report Magazine and is one of
only four hospitals that are included in this prestigious list. In addition,
Mayo Clinic is also a part of the American College of Surgeons National
Surgical Quality Improvement Program (ACS NSQIP) (Berry & Seltman, 2014).
The medical practice runs on a business model that sees patients pay for
services rendered; while they pay a co-payment and deductible, they do not have
to pay out-of-pocket for any expenses incurred during their stay at Mayo Clinic
Hospital or Clinics.
The primary value of the firm is
that “The needs of the patient come first at Mayo Clinic. The staff at the
medical practice is committed to providing value-based care to patients, and
they demonstrate it by working towards curing diseases and illnesses (Mayo
Clinic, 2019). One of the strategies they use to achieve this is focusing on
prevention rather than treatment of medical conditions. The organization has
set up a technology innovation program that helps researchers develop new
methods of diagnosing and treating diseases. The research program has been very
successful in helping patients improve their health care and understand their
diseases. The medical practice has also been able to improve care for patients
through computerized systems (Berry & Seltman, 2014). Mayo Clinic offers
virtual care and cares for many patients through this technology.
Some of the main challenges facing
Mayo Clinic in future surgery include increasing waiting time for patients
seeking care on an emergent basis; and also increasing costs that could be
brought about by factors such as inflation, insurance companies, and workers’
compensation premiums, among others (Noseworthy, 2014). In addition, the
hospital may also lose revenue and clients due to contracts being awarded to
other hospitals. The hospital will also lose revenue if there is a reduction in
customer service expectations, resulting in a reduction in quality standards at
the practice.
The hospital is known to offer
thousands of free services to patients and their families. These include
programs that provide low-cost medications, medications for chronic illness,
dental care and health screenings (Noseworthy, 2014). Despite all benefits
brought about by the current organizational practices, some experts and leaders
in the healthcare industry have proposed a change in organizational structure
and ways of doing things at Mayo Clinic. This document will look at possible
strategies that could help Mayo Clinic in decision-making and change management
to help it attract more patients.
These strategies include the Schön
Church Leadership Model, integration of the Seven Sources of Power Strategy,
and the Understanding Management Model. In addition, the paper will also
examine some of the barriers that could hamper or slow down the implementation
of a new organizational culture at Mayo Clinic. These barriers include
leadership resistance, lack of collaboration, and organizational readiness for
change. All this information can be used for any organization that is
considering change and those who are already undergoing a change process.
The present strategy of Mayo Clinic
has been based on simple principles that have been used over the years to build
a successful business model (Berry & Seltman, 2014). These principles
include putting patients first, trust and respect for each other as well as
physicians, keeping quality high and improving efficiency in hospital
operations.
References
Berry, L. L., & Seltman, K. D. (2014).
The Enduring Culture of Mayo Clinic. Mayo Clinic Proceedings, 89(2),
144–147. https://doi.org/10.1016/j.mayocp.2013.10.025
Mayo Clinic. (2019). About Mayo Clinic -
About Us - Mayo Clinic. Mayoclinic.org.
https://www.mayoclinic.org/about-mayo-clinic
Noseworthy, J. H. (2014). What Is Ahead for
Mayo Clinic? Mayo Clinic Proceedings, 89(4), 440–443.
https://doi.org/10.1016/j.mayocp.2014.02.008



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