Marketing Assignment
beegirlie61
9781284087819_SLID_CH02.pptx
Chapter 2
THE CHALLENGE OF CHANGE
Objectives
Identify the impact of change on organizational life.
Identify the manager’s role as change agent.
Review examples of successful change.
Examine a major change having ongoing impact.
Describe the organizational change process.
Identify specific strategies for dealing with resistance to change.
The Impact of Change
Consumes financial and administrative resources
Drains emotional and physical energy from primary goals
Adds a new function to manager’s role: change agent
The Manager as Change Agent
Mediates imposed change by adjusting patterns of practice, staffing, and administrative routines
Monitors horizon events through active assessment of trends
Creates a change-ready environment
Takes the lead in accepting change
Examples of Successful Change
Y2K: Change as opportunity
Patient Self-Determination Act of 1990 (PSDA)
HIPAA: Extensive change due to legislation
Electronic health record: Proactive change
Economic and market forces: Anticipatory readiness restructuring
Disruption in personal circumstances: Revitalization through career development
Change as Opportunity: Y2K
Carefully define the characteristics of the anticipated change
Compare approaches
Use the opportunity to make a major change (new systems) all at once
Use the opportunity to assess and update related plans
The Routinization of Change: PSDA
Outreach to educate re: living wills
Review and update DNR and related protocols
Review plan of care re: “balance of life” admission
Increase emphasis on spiritual and psychological considerations
Renew involvement of the ethics committee
Augment documentation and related administrative processes
HIPAA: Extensive Change via Legislation
Major aspects:
Employee health insurance portability
Promote medical savings accounts
Set standards for covering long-term care
Administrative simplification, including privacy
Title II of HIPAA: “Administrative Simplification” (1 of 2)
Focus on the Privacy Rule
An unanticipated, massive change
New policies and procedures re: patient information
Training programs for all employees re: privacy
Monitoring programs for compliance
Title II of HIPAA (2 of 2)
Maintaining documented proof of compliance
Setting up trust agreements with suppliers, etc.
Addressing physical layout to ensure privacy
Establishing position of Privacy Officer
The Electronic Health Record: Proactive Change
A welcome change to enhance existing documentation practices
A change flowing from emerging technology
An opportunity to link ongoing vision and mission to new technology
An opportunity for leadership
Six-Fold Strategy
Individual initiative within the workplace
Advocacy in the public arena
Partnership with key stakeholders
Outreach to clients/patients
Continual adjustments to the information system
Reassessment of HIM roles and credentialing
Individual Initiative
Continual adoption of new technology
Gradual conversion of workflow and processes
Internal administrative systems as building blocks for expansion
Computerized systems to include the electronic health record
Advocacy in the Public Arena
Contribute professional knowledge to the debate
Assist lawmakers and regulatory agency officials with technical detail
Participate in work groups and task forces re: the issues
Partnership with Key Stakeholders
American Health Information Management Association
American Health Information Community (DHHS)
American Medical Informatics Association
Medical Group Management Association
National Library of Medicine
Corporate Partner Industry Briefing
Outreach to Clients/Patients
Community Education Campaign: public awareness
AHIMA-created presentations: at local level
Blue Button Initiatives
Economic and Market Forces
Anticipatory readiness through organizational restructuring
Example of a continuing care community
Emerging from hibernation
Anticipated changes in state law and regulation
Reconfiguration of services being offered
Revitalization Through Career Development
Example of major change in personal circumstances
Assessment of job prospects
Utilization of resources for career assessment
Additional formal study
Additional career experience
Sources of Change
Management turnover
Product or service lines added, dropped, or altered
Introduction of new technology
Job restructuring
Methods and procedures updated
Organizational policies
Addressing Resistance with Employees
Tell them what to do (rarely successful)
Convince them of what must be done (always possible)
Involve them in determining the nature of the change (ideal, but not always possible)
For Effective Management of Change
Plan thoroughly
Communicate fully
Convince employees
Involve employees when possible
Monitor implementation
The Patient Protection and Affordable Care Act of 2010
Major change affecting all levels of health care
Gradual implementation over several years
Necessary to have a process to monitor the facts
For Tracking Changes to PPACA
Impact on the organizational setting
Patterns of care developments
Changes in practitioners’ roles
Effect on clients
Needs of employees
Systems impact
