Healthcare organizations have the responsibility of implementing change that is beneficial to the patients and staff of any system. Healthcare organizations are composed of professionals in the healthcare sector from several disciplines. The professionals form numerousinterrelated care teams that are mandated with providing safe and consistent care(Ratnapalan &Uleryk, 2014).Union organizations within the healthcare system have the primary responsibility of improving the working conditions of the healthcare staff, resolving disputes amongst members, and bargaining for the best pay of the healthcare staff. The primary objectives of healthcare organizations comprise quality enhancement, change of the healthcare workforce, and delivery of primary care services, mental health services and social care services. This essay analyzes the main objectives of healthcare and union organizations within the healthcare system and the way the twomay at times find themselves in opposition to each other.
Healthcare organizations have the primary responsibility of improvingthe quality of services that are provided to the patients because they are mandated with licensing healthcare professionals who meet the minimum requirement to practice.Another objective of healthcare organizations is to punish members who violate rules and regulations that guide the practice of the healthcare professionals like the associations of nurses. Healthcare professionals who violate the code of ethics are punished by such organizations through cancelling their licenses. Different healthcare organizations have the authority to withdraw the licenses of indiscipline members who compromise healthcare standards that have been put in place by such organizations (Ratnapalan &Uleryk, 2014).
The primary objective of unions within healthcare organizations is to secure maximum pay for the healthcare staff like the nurses, doctors, pharmacists, and lab technicians. Members within the labor unions advocate for a better pay for the healthcare staff because theybelieve that workers have a share in the success of the healthcare system and they should be rewarded for increased productivity. Unions within healthcare organizations expect their staff to receive fair pay for the work of taking care and treating patients.
Secondly, unions within healthcare organizations strive to ensure that the working conditions of the healthcare staff are good. They advocate for the good working conditions of the nurses, doctors, pharmacists lab technicians and other employees within the healthcare system.They demand that healthcare professionals have shorter working hours so that they can deliver their serviceseffectively and efficiently. For instance, unions within healthcare organizations demand medical and insurance covers for healthcare professionals to motivate them to work harder. The objective extends to the provision of healthcare allowance for vacations for healthcare professionals to boost their morale. As part of the improved working conditions, unions within healthcare organizations seek job security for their professionals in the healthcare system by demanding that workers have an annual wage at the time of employment (Ratnapalan &Uleryk, 2014).
Thirdly, unions within healthcare organizations also have objectives of resolving disputes amongst practitioners who may conflict on various issues. Healthcare professionals may have disagreements with their supervisors over severalmatters and unions within healthcare organizationsdevelop grievance ways of solving the dispute.
Healthcare organizations and union organizations within the healthcare system may find themselves in opposition to each other because of conflict of interest. Healthcare organizations conflict with unions within healthcare organizations when they try to enforce quality standards. Some healthcare organizations violate the rights of healthcare practitioners, thus conflicting with unions that are mandated with championing for their rights(Ratnapalan &Uleryk, 2014).
Ratnapalan, S., & Uleryk, E. (2014). Organizational learning in health care organizations. Systems, 2(1), 24-33.