The hospital is a public hospital with a wide geographic network for the provision of diverse health services. The hospital is a part of Cook County Health and Hospital System that offers primary, specialty, as well as tertiary healthcare services to the locals. The mission of the hospital is to provide integrated health services to all patients; to collaborate with other health providers and communities to improve public health, and to promote and protect the physical, mental and social well-being of the people of Cook County. The key stakeholders for the hospital include the patients, care providers, payors, and lastly the policymakers. Patients mostly include the residents who seek healthcare services from the hospital. Providers provide care to patients and at the same time maintain patients’ health information. In addition, providers coordinate patient care and collaborate with other healthcare providers to work as a team. On the other hand, payors operationalize the financial components and sign up patients as beneficiaries. Payors also procure care services on behalf of patients. Policymakers are responsible for the population’s health and collect information from patients, care providers, as well as payors to come up with population-level metric for informing the health and health economic policies (Mosadeghrad, 2014) Organizational Change Assignment Essay.
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External and Internal Forces that Drive Organizational Change
Information technology and eHealth refers to the utilization of information and communication technology in reinforcing health and healthcare; this is a key force in the health industry. For instance, in my organization, digital technology is often used to deliver preventative, educational, diagnostic, treatment and care (Ossebaard & Van, 2016). Additionally, the electronic health record system is also an important element in health information. Technology is used in care coordination for patient in order to allow better IT interoperability. However, since the majority of the electronic health record systems lack sufficient support data exchange, across healthcare practitioners and settings, and hence paper communication with outsiders is common (American Hospitals Association, 2015). Therefore, for adequate support information exchange, it is essential for the data to be presented in a standard manner throughout the system. Information technology is also a key strategy to advance our healthcare organization and build data warehouses for managing health and predicting healthcare outcomes. Finally, the organization can use eHealth to strengthen opportunities for self-care and patient engagement (Ossebaard & Van, 2016). Accordingly, this indicates the need to implement technology changes Organizational Change Assignment Essay.
Patients and consumers are also driving force in the healthcare industry. This is particularly with the rising cases of chronic diseases due to the longer life expectancy. This is putting pressure on the healthcare organizations and our hospital is among such organizations (American Hospitals Association, 2015). Therefore, healthcare organizations need to adopt changes in order to be able to accommodate the rising medical needs. Economic factors are also major driving forces in the health industry. According to the American Hospitals Association (2015) there have been negative pressures in hospitals since the 2008 financial crisis. This is particularly applicable in our organization because it is a public hospital especially when it comes to value-based payments.
Information Technology as the Driving Force
Information technology is a key driving force for change in the organization. Information technology can be an influential powerful force to reset healthcare priorities, as well as health practitioner roles via reimbursement incentives/penalties. Secondly, for the healthcare system to be able to unleash the power of molecular data to assist in preventing and treating diseases such as cancer will involve capturing multifaceted, changing, high-volume information and correlation of the data with patients’ specific data (Ossebaard & Van, 2016). Technology will be a driving force in provision of individualized, precision healthcare. Additionally, information technology will provide the organization with a competitive advantage. For the organization to effectively obtain research-quality data from patient records, the organization will be required to use organization competitive advantage in operations and finance on a scale that is only possessed by big healthcare delivery systems. Accordingly, information technology will be a major drive in defining forms of relationships that health practitioner establish when building their systems and bionetwork (Mosadeghrad, 2014).
Steps Needed to Respond to Implementation of Information Technology
The specific change would be implementation of electronic health record functionality in the hospital. The first step would be to clarify the purpose of the technology. Therefore, a comprehensive mapping of the existing local procedures would be necessary in order to identify the problems and areas for improvement (Kotter & Cohen, 2002). Moreover, it would be necessary to evaluate, if the health information technology being implemented would support organizational strategic goals. The second step would be to build Professional, managerial, as well as administrative around the strategic vision to ensure there is a unified support of the vision. Thirdly, it would be essential to consider the available options for instance to identify all available system providers. The fourth step would be to select systems that are cost effective and meet clinical needs. This means that the implemented system should be suitable for organizational purpose and for clinical practice as well (Mosadeghrad, 2014). For instance, the system should not undermine the professional values of healthcare providers. The system should be usable for end-users, economical for the organization, in addition to being interoperable to facilitate secondary utilization of the data. It is also important to ensure infrastructure is considered during planning activity. The sixth step includes training the staff because this will ensure users (staff) understand system capabilities and are more satisfied with the technology. After implementation of the proposed change, it would be appropriate to ensure continuous evaluation and ensure effective system maintenance (Cresswell et al, 2015) Organizational Change Assignment Essay.
Employees’ Response to the Change
The management and administrative levels are likely to fully support the change. However, staff members might resist the proposed change because at times changes creates uncertainty and also they might be afraid of the change (Boonstra et al, 2014). In addition, there may be team pressure from healthcare providers to resist the change while some may feel they are not competent and lack skills to use the technology or effectively provider patient care using the technology. Therefore, it would be important for the management and change champions in the hospital to support the change and influence other staff members on the significance of the change implementation (Boonstra et al, 2014).
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Vision for the Change
The vision for change is to provide support for the organizational mission through staff development. This will ensure delivery of quality healthcare and generally improve the health of Cook County residents. In addition, the recruitment and retention procedures in the organization will be prioritized to ensure that the recruitment process gives an advantage to applicants with the suitable skills and the organization favors skill retention. A strong program for professional continuous education and professional skill building that target the proposed change will be developed. A program of continuous process of improvement when it comes to patient care, quality, safety and health outcomes will also be created. This will be achieved by building the infrastructure for data analysis and measurement. This is because the implementation of electronic health records aims at generating data that will improve the quality of patient care, safety and health outcomes (Cresswell et al, 2015). Finally, a diverse program to integrate cultural competency will be implemented because the hospital is located within the city of Chicago that harbors a multicultural population.
How the Vision will assist Internal Stakeholders to Support the Change Initiative
The vision includes providing training and continuing staff development to the internal stakeholders. This will equip internal stakeholders with the necessary skills to handle the change initiative. In addition, implementation of recruitment and retention procedures will ensure that the recruited employees have the required skills about the change initiative and that there is skill retention. Moreover, a continuous process program will ensure continuous improve of the change initiative which will make the change more acceptable to the internal stakeholders (Sheema & Alanazi, 2018).
The vision will be presented to internal stakeholders through a presentation whereby facts about the vision, impact of the vision, as well as the benefits of the vision will be demonstrated to them. This will significantly influence their feelings and in turn inspire them to accept and support the change (Sheema & Alanazi, 2018) Organizational Change Assignment Essay.
The hospital provides diverse healthcare services and is mission is to provide integrated healthcare to all patients. The key stakeholders consist of patients, care providers, payors, and policymakers. External and internal forces that drive organizational change in the healthcare industry include information technology and eHealth, patients and consumers, and economic factors. Information technology has been selected as the key driving force for change in the organization. This is because technologies that support better patient care keep on evolving. While the management and administrative level employees are likely to fully support the change, general staff members such as the nurses are likely to resist the change until they are fully convinced on the importance of the change. The vision mainly focuses on the provision of training and continuing staff development to the internal stakeholders in order to equip internal stakeholders with the necessary skills to handle the change initiative.
American Hospitals Association. (2015). Take A Look at How Market Forces Will impact Health Care. Retrieved from https://www.hhnmag.com/articles/4012-take-a-look-at-how-market-forces-will-impact- health-care
Boonstra A, Arie V & Vos J. (2014). Implementing electronic health records in hospitals: a systematic literature review. BMC Health Services Research.14(370).
Cresswell K, Bates D & Aziz S. (2015). Ten key considerations for the successful implementation and adoption of large-scale health information technology. J Am Med Inform Assoc. 33(4), pp.496-506.
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change
their organizations. Boston, MA: Harvard Business Press.
Mosadeghrad M. (2014). Factors influencing healthcare service quality. Int J Health Policy Manag. 3(2), pp. 77–89.
Ossebaard H & Van G. (2016). eHealth and quality in health care: implementation time. International Journal for Quality in Health Care. 28(3), 415–419.
Sheema B & Alanazi. (2018). Assessment of factors influencing nurses acceptance of electronic medical record in a Saudi Arabia hospital. Informatics in Medicine Unlocked. 10(1), pp.82-88 Organizational Change Assignment Essay.
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