The study of employee engagement has been gaining interest over the past many years. Although an exact definition of this concept has not been formalized, a consensus seems to be emerging about the various dimensions which constitute employee engagement. The most commonly used dimensions of employee engagement include: communication, management effectiveness, alignment with organization, opportunity for development & recognition, and salary & compensation. There seems to be an analogy between office/work settings and health care settings, especially with regards to manager –subordinate and health care provider–patient relationships. Other similarities include the existence of rules & procedures and specific objectives. Based on these commonalities, it is prudent to study the dimensions of employee engagement in health care settings. Akin to employee engagement, a concept of patient engagement is introduced. The 5 proposed dimensions of patient engagement include: communication, provider effectiveness, alignment of objective, information & encouragement, and patient incentive. A model depicting the interrelation between these dimensions is also presented. Examples are provided to leverage each dimension in a health care setting. Lastly, it is argued that better health outcomes can be achieved by adequately addressing patient engagement.
|Keywords:||Employee Engagement, Patient, Health Outcomes|
PhD Student in Engineering Management, College of Technology, Eastern Michigan University, Ypsilanti, MI, USA