LifeLong Medical Care provides high-quality health and social services to underserved people of all ages. read more
Morale at Lifelong Medical Care
Morale at Lifelong Medical Care can be high or low depending on job security, career advancement opportunities, the work environment and many other facets. Morale at Lifelong Medical Care can be gravely affected by a sense of security and the office vibe; many Lifelong Medical Care employees describe their environment as negative, and feel insecure about their job. Overall Lifelong Medical Care's employees rate their happiness a F which can also give some insight into morale at Lifelong Medical Care.
Are you typically recognized for the impact and accomplishments you make for your current company?
How secure do you feel your job is at your company?
Is your work environment positive or negative?
Recent Questions about Lifelong Medical Care
- What are you most excited about working at Lifelong Medical Care?Nothing really. It's not an organization that really creates an environment where employees "get excited" about the work they're doing. Everyone is asked to do more than is possible and resources at the direct care level are slim while administrative office personnel keeps growing and salaries at that level are significantly more than people who actually provide the care to our patients.
How Well Does Lifelong Medical Care Perform at Boosting Morale?
Does your manager seem to care about you as a person?
Do you look forward to interacting with your coworkers?
Are you typically excited about going to work each day?
- If you could make changes, how would you improve the culture at Lifelong Medical Care?Decentralize leadership/administration allowing each program/separate clinic or program to act independently in regards to hiring, budgeting, billing, call center etc.....Some ideas for improving the culture of LMC would be to allow more individual clinic and program autonomy related to making business decisions. Also, having administrative support that is focused on education and training related to what the employees want versus what the administration thinks is needed. Having experienced leadership throughout the organization that is not simply "management"(old school) based and keeps up with changes in leadership development. Psychosocial perspectives in administration are also needed versus medical model based perspectives.
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