Doctor @ Home Conflict: EI Competencies of Manager: An Analysis
I am hereby trying to make analysis of an interaction that i closely observed at my work place.
Context of the Situation: Doctor @ Home is a service that the management of Callhealth was always skeptical about. The base model of CallHealth is to provide healthcare leveraging the advances in Information Technology and Telemedicine. The business model included many verticals aiming at providing everything about health @ the comfort of patient's home just excluding emergency services. One of the services provided at the organisation is e- Consultation; wherein the doctor consultations are provided through Audio/ Video calls. Video calls by specialists are facilitated at the comfort …show more content…
The Doctor at Home, as a service was proposed by Dr. GJ, member of the team and the manager at e- Con department. Though the concept of sending General Practitioner Doctors to homes of clients was long back denied by the directors and mentors of the organisation, Dr. GJ was succesful in convincing the CEO that it would be advantageous to provide this service (similar service provided by other players in the market) and can grab a good market share of patient services when provided with quality.
The other members of the team were not very happy with the plan as they were skeptical about the availability of doctors for the same and also are aware of the high attrition rate of the GP team at e- Con. However, they kept calm as they saw the CEO being excited about the new service. The Consenses of the team was not considered and yet the project to develop the business plan and launch of Doctor @ Home is given green …show more content…
He was not open to feedback from the few who warned him against the initiative and its consequences.
Dr. GJ was self- confident, could voice his views that were unpopular; but unfortunately those views were not based on ground research.
He was also not fully aware of his own persuasive abilities and weaknesses when dealing with his team members. (Lack of Self- awareness). He could not display good emotional self- control and confronted his team through his impulsive and forcing instructions.
Thinking clearly, staying focused under pressure and being able to make sound decisions despite uncertainties and pressures are few of the traits that a manager has to display when he faces a challenge.
Resorting to unethical and manipulative techniques of persuasion, lack of empathy towards doctor's concerns resulted in generation of a bitter atmosphere between him and his team. He not only failed to colloborate, share plans and information effectively but also lost the faith of his team. Giving attention to interpersonal relationships, honesty, integrity, promoting a transparent friendly and cooperative team environment, working towards shared goals was something Dr. DJ would have built in his managerial experience. As a team manager and representative of doctors at higher management, it is important for Dr. DJ to build trust
I am hereby trying to make analysis of an interaction that i closely observed at my work place.
Context of the Situation: Doctor @ Home is a service that the management of Callhealth was always skeptical about. The base model of CallHealth is to provide healthcare leveraging the advances in Information Technology and Telemedicine. The business model included many verticals aiming at providing everything about health @ the comfort of patient's home just excluding emergency services. One of the services provided at the organisation is e- Consultation; wherein the doctor consultations are provided through Audio/ Video calls. Video calls by specialists are facilitated at the comfort …show more content…
The Doctor at Home, as a service was proposed by Dr. GJ, member of the team and the manager at e- Con department. Though the concept of sending General Practitioner Doctors to homes of clients was long back denied by the directors and mentors of the organisation, Dr. GJ was succesful in convincing the CEO that it would be advantageous to provide this service (similar service provided by other players in the market) and can grab a good market share of patient services when provided with quality.
The other members of the team were not very happy with the plan as they were skeptical about the availability of doctors for the same and also are aware of the high attrition rate of the GP team at e- Con. However, they kept calm as they saw the CEO being excited about the new service. The Consenses of the team was not considered and yet the project to develop the business plan and launch of Doctor @ Home is given green …show more content…
He was not open to feedback from the few who warned him against the initiative and its consequences.
Dr. GJ was self- confident, could voice his views that were unpopular; but unfortunately those views were not based on ground research.
He was also not fully aware of his own persuasive abilities and weaknesses when dealing with his team members. (Lack of Self- awareness). He could not display good emotional self- control and confronted his team through his impulsive and forcing instructions.
Thinking clearly, staying focused under pressure and being able to make sound decisions despite uncertainties and pressures are few of the traits that a manager has to display when he faces a challenge.
Resorting to unethical and manipulative techniques of persuasion, lack of empathy towards doctor's concerns resulted in generation of a bitter atmosphere between him and his team. He not only failed to colloborate, share plans and information effectively but also lost the faith of his team. Giving attention to interpersonal relationships, honesty, integrity, promoting a transparent friendly and cooperative team environment, working towards shared goals was something Dr. DJ would have built in his managerial experience. As a team manager and representative of doctors at higher management, it is important for Dr. DJ to build trust