Accountability is a situation in which people who exercise authority are controlled by external means and internal norms Medical ethics the amount to which a person is accountable too superior authority. (1) A condition in which individuals who exercise power are constrained by external means and internal norms. 2) Taking responsibility for one’s own actions and defending them to anyone who asks (McGraw-Hill, 2002). Why is accountability important in the health care industry? Accountability has become the most important problem in health care. Accountability entails the procedures and processes by which one party Justifies and takes liability for its behavior.
The theory of accountability contains three important components: 1) the loci of accountability–health care consists of at least 1 1 different parties that can be apprehended accountable or hold others accountable; 2) the domains of accountability–in health care, parties can be held accountable for as many as six activities: professional competency, legal and ethical conduct, financial outing, sufficiency of access, public health promotion, and community benefit; and 3) the procedures of accountability, including formal and informal procedures for evaluating compliance with domains and for disseminating the evaluation and responses by the accountable parties (Emanuel EX and AL, 1996). How to measure an employee’s accountability in the health care industry Accountability means being held answerable for accomplishing a goal or assignment. Unfortunately, the word “accountability” often connotes punishment or negative consequences. Certainly, management should not tolerate poor performance and should take action when It occurs. However, when organizations use accountability only as a big stick for punishing employees, fear and anxiety permeate the work environment.
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Employees are afraid to try new methods or propose new Ideas for fear of failure. On the other hand, If approached correctly, accountability can produce positive, valuable results. These positive results occur when employees view accountability programs as helpful and progressive methods of assigning and completing work. For example, managers who Involve employees In setting goals and expectations find that employees understand expectations better, are more confident that they can achieve those expectations, and perform at a higher level. Positive results also occur when employees don’t associate accountability only with negative consequences.
If employees do not fear failure, If managers recognize employees for their accomplishments, and If managers support their employees when goals become difficult, employees are more likely to be creative, Innovative, and committed to their ark. Arguments for practicing constructive accountability are overwhelming. In his book, The Accountability Revolution, Mark Samuel says that “accountability means people can count on one another to keep performance commitments and communication agreements. ” According to Samuel, accountability can result In Increased synergy, a safe climate for experimentation and change, and Improved solutions because people feel supported and trusted. All of these positive results create higher employee morale and satisfaction.