Choosing a Successor

Choosing a Successor
Name
Institute Affiliation
Choosing a Successor
Background Statement
The job vacancy in this particular case requires a recruit that will be 100% committed and willing to go the extra mile in ensuring operations are well coordinated. Considering the size of the facility, it goes without saying that work schedules are ever busy 24/7. As a change is made, it is expected that whoever takes the job will bring changes to the hospital. The Centre aims at having a hold of a broader base of patients to remain viable in the field. The new administrator of the multispecialty is supposed convince neighboring communities that the health care center can attend to anyone regardless of their age.
Major Problems and Secondary Issues
The major challenge that Ambulatory Care Center is trying to solve is its slow-paced growth rate. Therefore, the candidates applying for the job have to be vetted on their likelihood to change this. This poses a threat to the facility in the sense that its competitors might outdo it.
Writer’s Role
Taneshia is excellent when it comes to coding, and she has helped in the implementation of electronic medical records. However, her weakness is how she handles criticism or suggestions that are different from hers (Thompson, 2004). According to Taneshia, she is always right and does not have to listen to a second party’s opinion.
For Felipe who is the only gent among candidates for the job, he is social and can easily interact with people (McEwan, Ruissen, & Eys, 2017).

Perhaps he attained this skill through his daily work of contracting and marketing. He is energetic and has got good looks which make him charming to ladies. Although so far he has not had any controversy at work his popularity when it comes to ladies might lead him into one. As for Amanda, her significant strength is that she has work experience. She has worked for the company for a decade which means she has a better understanding of how the facility operates. Amanda is a wife and a mother, which makes her less available for overtime, this is her weakness as it makes her inflexible.
Organizational Strengths and Weaknesses
The Ambulatory Care Center has been in business for quite a period, and it has earned a reputation and an image. Additionally, the facility is not associated with any irregularities or low-quality deliverance. However, the institution is perceived by a large population to be only catering for seniors. It is likely that this is the reason behind its slow growth rate.
Recommended Solutions
All the candidates come from different ethnical backgrounds which is a good thing since ethnicity has no impact on a person’s performance. What matters the most is how an individual presents himself or herself to the staff and patients. Of the three candidates, Felipe seems to be the fit person for the task. He recently got a master’s degree, and yet he has not even reached age 30 (Richardson & Webber, 2012). Felipe is ambitious and has put all his focus in his career. Also since he is just fresh from school, he is likely to bring in the new changes that the financial department is demanding. A change in environment would not have a negative impact on Felipe.
Evaluation
If Taneshia were chosen for the job, there would be much tension as people will always have suggestions but restrain from airing them. Her relationship with Amanda would not have been that good, because she would have always ignored what she is told, just to show her capability in handling the post all by herself. In conclusion, the best administrator has to be social, attentive and innovative. The person chosen should not be self-centered, but instead, they should be able to bring people together in one accord.
References
McEwan, D., Ruissen, G. R., & Eys, M. A. (2017). The Effectiveness of Teamwork Training on Teamwork Behaviors and Team Performance: A Systematic Review and Meta-Analysis of Controlled Interventions. PLOS ONE, 12(1), e0169604.
Richardson, B., & Webber, L. (2012). Age Discrimination in the Evaluation of Job Applicants. Journal of Applied Social Psychology, 43(1), 35-44.
Thompson, S. A. (2004). The Top 10 Qualities of a Good Nurse Manager. AJN, American Journal of Nursing, 104(8), 64C-64D.