I am a Registered nurse with 29 years of experience but this is the first time I have worked on the insurance side of the healthcare industry. I am currently employed by a large Managed Care Organization/Insurance company. My division’s job is to provide home and community based services to members in need; to keep them safely and cost effectively in their homes. As I think about what makes our company successful and what core values have an impact on that success, I find myself thinking about the fact that we strive to demonstrate operational excellence on a daily basis. By operational excellence, I mean that we are always attempting to do more and be better. My organization is constantly looking for ways to improve the customer’s experience
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The development of our employees is key to the success of the business. A company’s values and reputation are the glue that holds it together (Manning & Curtis, 2012). It is important that we enhance skills and leadership competencies of our employees to make them the best that they can be. My direct reports all work from home as telecommuters. This means that I administer long-distance management. According to Manning & Curtis (2012), the use of values to provide structure and stability for people of diverse backgrounds in a long distance environment is not uncommon and can be very useful. I feel that it is important that we cultivate diversity and inclusion and educate staff on the importance of working together regardless of our differences. We should be building on our strengths not tearing each other down with our differences. It is also very important to ensure employee engagement. Engaged employees are emotionally involved with the company and they care what happens. Bhuvanaiah & Raya (2015), believe that employee engagement is a powerful tool in retaining employees, reducing absenteeism and increasing productivity, profitability and customer loyalty. For that reason alone, it would be important for the company to develop its employees and make them the best, most engaged employees
The development of our employees is key to the success of the business. A company’s values and reputation are the glue that holds it together (Manning & Curtis, 2012). It is important that we enhance skills and leadership competencies of our employees to make them the best that they can be. My direct reports all work from home as telecommuters. This means that I administer long-distance management. According to Manning & Curtis (2012), the use of values to provide structure and stability for people of diverse backgrounds in a long distance environment is not uncommon and can be very useful. I feel that it is important that we cultivate diversity and inclusion and educate staff on the importance of working together regardless of our differences. We should be building on our strengths not tearing each other down with our differences. It is also very important to ensure employee engagement. Engaged employees are emotionally involved with the company and they care what happens. Bhuvanaiah & Raya (2015), believe that employee engagement is a powerful tool in retaining employees, reducing absenteeism and increasing productivity, profitability and customer loyalty. For that reason alone, it would be important for the company to develop its employees and make them the best, most engaged employees