Planned Change in a Department or Unit
Introduction
In the contemporary business surrounding, organizational transformation is an avoidable aspect in order to obtain a competitive position. Organizational transformation is mainly purposed for creating motivation to all the participants within the organization so that changes can be embraced as well as adopted for the long run efficiency (Kotter, 2012). With respect to this context organizational change is a broad scope that incorporates operational transformations, structure, and culture of the given changes of operative activities. It should be noted that organizational transformation acts in addressing the provided inefficiency that is created in the organization. Change is usually the best occurrence because it helps in addressing the existing issues thus leading to effectiveness.
Problem/ Issue within the Department or Unit
Presently conservative paper based systems are highly embraced by nurses in the organization in managing all the operations of the hospital on daily grounds. This system is normally characterized by inefficiencies that affect health care services quality. This is usually the case given that the papers are lost, destroyed and may therefore not be useful for future references. For example some there are some issues which cannot be avoided such as human errors, improper prescriptions as well as safety issues are a normal occurrence when the system is paper-based (Kotter, 2012). In essence, the healthcare system that operates on the grounds of papers usage can be considered as harmful mainly to the healthcare institution and the involved patients. As the result of this occurrence, this creates the necessity of devising effective approaches that healthcare professionals and nurses in the institution should adopt so that efficiency and effectiveness can be achieved (Kotter, 2012).
Specific and Realistic Change to Address the Issue
Healthcare is among the sectors that have been impacted positively by innovation and technological advancement. One of the prime advancement that has occurred are can be many benefits to healthcare institutions is the utilization of computer-based recording. A healthcare system that depends on computer services can be regarded as highly effective in accomplishing operative tasks (Suchman, Sluyter, & Williamson, 2011). This application is essential for delivering quality in that it seeks to eradicate human errors that are associated with the use of traditional pen and paper drafting approaches. Computers are useful because they can be utilized as the primary tools in lowering errors that might be expensive for the institutions thus creating quality in all the medical processes and enhancing the safety of the patients. In addition, the system seeks to ensure that the nurse’s needs are addressed by ensuring that they acquire satisfaction. Computer systems create these benefits through the provision of electronic based storage for all the patient’s data and all the related information such as medical history, treatment option, and family medical background (Suchman, Sluyter, & Williamson, 2011). Moreover, the systems can be utilized in maintaining records of billing information and different prescription that suits the patients. Through this, the safety of the patients is enhanced since the systems may also query all the medical related database illustrating the permitted and the non-permitted prescriptions.
When compared to the traditional paper writing system the doctors are less likely to create any error that might be expensive and destructive on the health of the patients. This, therefore, shows that a healthcare system that is computer based tends to be highly productive and operative when compared to the traditional based in the contemporary society (Kelley, 2016). In this context, the computer systems can be utilized by nurses in tracking and analyzing all the results generated from the tests through conducting medical comparisons. The application of computer aid in healthcare is not only useful in the provision of storage and prescription records traces. This is because the system can also incorporate software’s that can thus be utilized in making a diagnosis through computerized software’s that creates effectiveness when the symptoms are provided which is accomplished through body tissues examination. Some of the recent developments have resulted in the aiding of surgical operations through computer systems. Actually, most of the healthcare operations can be accomplished with the assistance of computers which demonstrates computer technologies importance (Kelley, 2016). Further, the systems help in saving both time and cost through enhancing efficiency.
Alignment of Change with Mission Vision and Values of the Organization and Well as Professional Standards
The company’s vision and mission mainly assert on the general provision of quality healthcare services and this can best be accomplished with the assistance and the adoption of nursing practices that are effective for the application of computer aid within the healthcare system. This means that electronic medical records implementation within the organizational setting will be highly useful in facilitating the organization to achieve this vision. In reference to the institution’s values, the organization asserts mainly on nurses productivity and efficiency as well as the utilization of nursing practices that are objected on creating patient safety. The existing paper-based structure within the organization fails to offer an effective surrounding given that its culture does not guarantee full productivity, effectiveness, and competence of the nurses and the safety of all its patients. With respect to this perspective, electronic records adoption is bound to create a favorable working surrounding that will foster productivity of all the nurses while simultaneously guaranteeing safety to the patients and the nurses (Suchman, Sluyter, & Williamson, 2011). In regard to the professional norms, it is clear that electronic records system implementation in the hospital will be useful in ensuring that effective and high-quality healthcare services are delivered by the organizational nurses without the occurrence of errors.
Change Model for Implementation Change Plan
The most suitable change model for the study is the Three-Step Change approach by Kurt Lewin. This model mainly involves liberating, change and freezing (William, 2003). Liberation involves forces reduction that is mainly objected at retaining the position quo while terminating the persisting mindset (William, 2003). Liberation can, therefore, be conducted through the presentation of an experienced issue within the organization so that it can be ensured that the change necessary is viewed by every individual so that they can start on investigating for probable solutions (William, 2003). On the other hand, change mainly incorporates the creation of fresh perceptions, behaviors as well as values with the use of the changing process, development approaches and the structure of the organization (William, 2003). The last step is termed as freezing which is the last stage of change implementation and returning to the conventional operations (William, 2003). This model best suits the problem situation given that in the institution nurses are mainly utilizing the paper-based technique in the provision of healthcare services and therefore ensuring that they adopt the fresh technology might generate resistance. This, therefore, necessitates the transition procedure to be a gradual one as advocated by the model.
Change Facilitation Steps
Prior to the change process implementation, a critical evaluation is necessary to establish whether this change is appropriate. This, therefore, means that after the evaluation then suitable strategies for the implementation are then identified so that the rising issues might be combated. The second step of the procedure is to clearly outline change process vision. This is essential in ensuring that the change process is well placed (Kelley, 2016). This means the consideration of all the driving forces to ensure that efficiency is acquired. The vision can additionally be useful in fighting any form of resistance. Next is to communicate the intentions with all those that are involved which helps in the creation of commitment from all the staffs. The real implementation is the other stage where the strategy is implemented based on the needs of the institution. However, the implementation cannot be effective until strategies for overcoming barriers are fully adopted for the transition to occur which necessitates flexibility (Kelley, 2016).
Individuals Involved In the Management and Initiation of the Change
The system change incorporates all the health personnel’s in the entire system implementation so that the challenges and disappointments can be combated in the early stages (Kelley, 2016). Changing from the free surrounding into a more that has restrictions must be accompanied by several challenges. All the managers in the departments will be required in acting as the pivot of the change procedures via the operative vision change articulation and the general utilization of effective leading qualities in ensuring that the members are motivated fully (Green, Bowie & McGraw, 2011).
Conclusion
It is apparent that organizational change is of great importance in acquiring operation efficiency. However, this changes are accompanied by different barriers due to resistance and thus suitable approaches should be developed in dealing with each. The implementation of electronic records in the institution will work to create patient safety be lowering errors and emphasizing on services quality. Electronic records adoption is bound to create a favorable working surrounding that will foster productivity of all the nurses while simultaneously guaranteeing safety to the patients and the nurses.
References
Green, M. A., Bowie, M. J., & McGraw, S. L. (2011). Essentials of health information management: Principles and practices. Clifton Park, NY: Delmar Cengage Learning.
Kelley, T. (2016). Electronic health records for quality nursing & health care. DEStech Publications.
Kotter, J. P. (2012). Leading change. Harvard Business Press.
Suchman, A. L., Sluyter, D. J., & Williamson, P. R. (2011). Leading changes in healthcare: Transforming organizations using complexity, positive psychology, and relationship-centered care. London: Radcliffe Pub.
William, B. (2003). Managing Transition: Making the Most of Change. New York: Cambrige.
