TECHNOLOGICAL INSTITUTE OF THE PHILIPPINES

1338, Arlegui St. Quiapo, Manila, Metro Manila

THE TEACHING HOSPITAL

IE 001
CH41FB1

Submitted by:
Bautista, Mariel Wynlove M.
Bejo, Frans Lyndon B.
Facilo, Christel Grace C.
Salcedo, Elijohn

Submitted to:
Engr. Maria Jessica Ebio

October 2019
 THE TEACHING HOSPITAL

I. Time Frame

Present time

II. View Point

Dr. Robert Uric is a tenured faculty member and head of the Renal Medicine Unit.

He was very popular with the students and house staff but the teaching hospital faculty as

well as the top management do not take him seriously. Despite of having peculiar stories

about him being too involved with his patients, and his unit not prioritized, staff under Dr.

Uric’s leadership maintained high morale.

Dr. George Conrad, replaced Dr. Uric as the head of Renal Medicine Unit. He is

known as inflexible and ruthless or ‘hardnosed’, but the top management assigned him as

he has an image and an aura of a physician. In Dr. Conrad’s third month of being the

head, problems arose involving employees leaving and roster of residents applying to the

service dropped dramatically.

The case also indicated that the top management is the only one common among

the two institutions so to address the problem occurring among the medical school and

the hospital. The events that have transcribed in the renal unit should have been

prevented also if the problems have already been addressed by the top management in

the first place. DI AKO SURE KUNG ILALAGAY PA TO.

III. Statement of the Problem

 Smooth communication between employees and patients as well as with other

employees is one of the factors to have a good working environment. What are the

things to be done to acquire smooth communication with the patients and the

employees of the hospital and improve motivational strategies to regain the teaching

hospital’s reputation back. PASUNDAN NALANG HEHEHE

IV. Objectives

 To associate the general effect of having communication gaps between the

employees.

 To determine the administrative powers that should be given to the officials of the

organization.

 To resolve the issues surrounding the employees with regards to the superiors’

working attitudes.

 To ascertain the consequence of having personal connections between workers

of the institution.

PARAPHRASE NALANG NATIN TONG OBJ? TINGIN NYO? HAHAHAHA

V. Areas of Consideration:

ITO DIN PADAGDAGAN LANGS. DAGDAGAN KO DIN PA MAYA

Strength Weakness
 Connection with patients and 
subordinates
 Good leadership skills

ITONG STRENGTH AT WEAKNESS, ABOUT KAY URIC AT STAFF/PATIENTS.NOT
SURE YUNG ABT KAY CONRAD AT PATIENTS KUNG SAN ILALAGAY
 Opportunity Threats
 Patient satisfaction 
 Good reputation

ITONG OPPORTUNITY & THREATS YUNG SA BUONG HOSPITAL O SCHOOL

VI. Assumption

Hospital employees, especially doctors, saw and experience lots of things that can

trigger emotions and affect their professionalism. They needed to be aloof and try not to

be affected as they move on with their duty.

A lot of us visit the hospital at times, having a check – up, doing a therapy, or getting

operations done on us. Nowadays the costs of certain operations and other medicines

are extremely expensive if not expensive the procedure takes a lot of time before the

procedure is ready to be done. For the doctors, we know that they’re just human too

and as a person we should know that what they’re doing are part of their job. Doctors

need to be cold or not feel attached to his/her patients and not let this be a factor to

cause a conflict or problem in their duty. They should know and understand that a lot of

people depends on their skills and professionalism and they expect that they can do

good or way the better than they already are doing.

GUYS GANTO, DI KO SURE KUNG LALAGYAN PA NATIN ASSUMPTION. SABI

NAMAN KASI NI MAAM, LAGYAN LANG DAW IF NECESSARY. EH SA TOTOO LANG

DI KO MAINTINDIHAN TONG GAWA NILA.

VII. Alternative Courses of Action:

1. Secured motivation
 - The administrators should secure the motivation of their employees.

Motivated employees tend to work more effectively than those who are

not.

2. Promote good working habits

- The administrators should encourage the employees to have a good

working habits. By promoting and at the same time fostering, they can be

an example to the employees

3. Clear communication

- The administrators and employees should have a clear communication to

avoid misunderstanding and to resolve the existing problems faster

4. Properly assigned roles

- The administrators should properly assign roles based on what their

strengths are to avoid discordance in work

VIII. Analysis

Alternative Course of Action 5 4 3 2 1

1. Secured motivation
2. Promote good working
habits
3. Clear communication
4. Properly assigned roles
BEJ BAKA PWEDS PAASK SI FRIEND MO ABOUT DITO. DI KO KASI ALAM PAANO

GAGAWIN EH. ANG ALAM KO GRADE-AN NATIN TONG ACA ISA ISA. KASO

BASED ON WHAT. GANTO LANG NAKADRAWING SA NOTEBOOK KO PERO DI KO

MAALALA ANONG GAGAWIN. HAHAHAHA SORRYY. THANKS PUH.

IX. Recommendation
KUNG ANO DAW YUNG MAY PINAKAMATAAS NA “GRADE” SA ACA, YUN ILALAGAY

NATIN SA RECO

Since there is no specified division of administrative control between the teaching hospital

and the medical school, and the clear involvement and participation of the medical

school’s professionals to hospital administration, there is a great chance that everything

will be in favor for those under the greater position. In this case, the physicians and other

officials of the medical school who has the power over administrative positions. It involves

the drastic diffusion of salaries towards those under the wing of Department Chairs.

Moreover, it is clear that there is a perceptible result arising from the relationship between

workers. With regards to Dr. Robert Uric’s style, it is evident that being pleasant in the

eyes of the public, though there are rumors about the doctor, creates a stimuli to promote

a good working relationship between him on those under his wing.

X. Action plan

Activity Officer/s in Charge Duration Remarks

1. Secured
motivation
2. Promote good
working habits
3. Clear
communication
4. Properly
assigned roles