Paper

Running head: Organizational Change

Organizational Change

Organizational Change

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Introduction

According to (Brans, 2014), an organization is perceived as a unit of familiar people who work together towards achieving a particular goal. An organizational issue is a problem that is considered to bottleneck or bring problems that will prevent the organization from achieving its goals. In 2014, the hospital began using a new computer system, Cerner. Because this system is harder to navigate than the old regime, nurses are not completing all areas where documentation is required each shift. Because I work in various nursing units, I notice this problem. Because there is no one specifically assigned to audit charts daily, this has gone unnoticed by nursing management as far as I am aware. One of these problems is the lack of consensus which affects the productivity of an organization.

An organization is a team that should have a shared vision towards problem-solving. When this is not the case, (Diedrick et al., 2012) opine that the productivity and the goal that was to be achieved will not be recognized or if at all, it is realized it will not yield the expected results. This issue usually occurs when two or more partners disagree as if one person argues that the reason patients are now satisfied with health care is the service of the nurses while another person argues that it is the present facilities that do not allow satisfactory service. The underlying specifics of a goal are the primary cause of disagreements within an organization. Another cause of this problem is the priority list; the concerned parties may not agree on a policy that explains the step by step planning of a process. Thus, there will be a collision of ideas if this is not smoothed out.

Current leadership style

In a hospital setting, collaborative and efficient information is integral to the service provided in the hospital or clinic. For example, a patient will interact with a lot of employees within the hospital; there will be nurses, doctors, technicians, and surgeons. All of these people specialize in different areas and have to be accurate in their diagnosis and decisions. Thus, correct and effective communication is part and parcel of the environment otherwise the patient’s life will be put at risk. All the employees operate at different levels according to the level of prowess and education as depicted in (American Nurses Association, 2015). It has been determined that for effective and satisfactory service in a workplace they must be cohesion between the workers of the hospital. Therefore, all the employees are professional people who excel at their work, with this in mind; then there must be respect, humility, and observation of boundaries. Such that no one steps on anyone else’s toes and no discrimination in personnel. This is the whole reason for inter-professional communication. Overall, the current leadership style is mainly democratic. All voices are heard. Recommendations made by nurses usually take into consideration as opposed to being overlooked. Although, when working with some physicians, their leadership style reflects one of dictatorship.

Clinical decisions and stakeholders

Decisions inside a clinic have to be made considerably and systematically otherwise there will be a collision of ideas and policies. When an important decision is being made, there is a criterion to be followed. Decisions cannot be done in a clinic without consultation and advice from key stakeholders. (Diedrick et al., 2012) provide that stakeholders have a large sway in decision making. They include, patients, these are the people receiving medical care and need to be considered in the process, doctors and their professional bodies. These are the people who work in the clinic and need to be contacted through the bodies that govern them. Health care institutions and their affiliates who can also weigh in on the choices being made, employers and purchasers who either own or have majority shares in the clinic and manage most of the finances.

The health care industries who provide supplies for the hospital, legal and federal partners who maintain the law in the clinics, researchers and healthcare institutions who provide additional help. These stakeholders become important when dealing which decisions. Also in this facility, there is a nursing leadership group which meets monthly to discuss various topics as they relate to healthcare. This group is comprised of nurses from each unit within the hospital. Any decisions to change clinical practices are not made by individuals, but are approached as a group. The stakeholders in making these decisions include the nurse leadership group, nursing education department, and nursing management. All clinical decisions are based on best evidence-based practices.

Issue reflection on the policies

Currently, there are no policies in the facility addressing specific nursing documentation to be completed each shift on each nursing unit. Although, everybody has to be managed by a set of laws and guidelines that limit extents in which someone can endeavor into. These policies also have a say in any institution. In the case of an issue in the workplace, then these laws will be applied appropriately to solve the matter at hand. The policy of privacy in any organization is important for any organization. In the policy any unresolved matters can be solved by putting the matter to a vote if it is possible, if not, a committee is formed to investigate the advantages and disadvantages of the matter, it conditions and the parties that it will affect and in such a way determine the correct method of approach that is not biased in any way. (Spirig et al., 2014) provide that these committees are formed by the outsourcing individual who is not directly involved in the matter and giving them the time and materials required completing the research. After the period of research has passed, they present the work to the public if applicable and give their recommendations as to what way should be followed. As from that point, then a decision can be made.

Relationship between the issue and the National Patient Safety Initiative

All patients are protected by a safety, patient initiatives that give laws and rules to be followed by the organization providing health care. The Joint Commission on Accreditation of Hospitals utilizes documentation provided by hospitals in determining quality effectiveness. As a result, findings are reported to the public. If documentation is omitted, the findings are skewed. These regulations are available to the public. A disagreement of ideas might cause an infringement of the laws put in place to protect patients from unfair treatment in hospitals. The policies, shelter the patients from any conflict that might emanate from the leaders thus if a disagreement occurs and a patient is hurt in the process then the law comes in to make it right. (Antwi & Kale, 2014) observes that if the disagreement does not come to a conclusion, then the involved parties are put on hold till an amicable solution is arrived to. If the disagreement causes any violation of privacy of the patient the clinic will be held responsible for the breach and consequences appropriately applied. The law provides for a right of privacy of medical information such that no information can be obtained without legal approval or the individual himself.

Technological advances around the issue

Technology is part and parcel of the clinic’s operations and will need to implement correctly. This said it was also the main culprit of this issue. Since all documentation has been enforced by using the computer, this has resulted in a paperless system of documentation except in very rare circumstances such as computer downtime. Controversies may come up with this, because of price, sourcing, price or operation of technology. Medical equipment is needed for the smooth running of an organization and how this machine is made available might cause conflict. First, the price of any machine varies from vendor to vendor and might cause the conflict of interest among related parties while competing for market and money. (Antwi & Kale, 2014) reveal that this issue can cause a squabble among leaders and is quite common. It occurs when an individual wants to purchase equipment from a seller who he knows and has an agreement with while another person picks a brand that he wants to be implemented, this then causes a disagreement. To solve such a feud, a standard should be agreed upon to which equipment will be leveled against and if it does not meet the criteria it should not be used.

Research findings on the issue

Change is mostly not accepted by each and every one, especially if new technological advances or innovations are incorporated. For this reason, a new idea to be implemented requires the strict adherence to certain criteria. People have different reasons for not accepting change, and this makes solution mechanisms very difficult. To be able to initiate a move to a new system consultation and reasons should be established and given to employees to study. Failure to do this might cause a boycott, which will cripple the organization. Change is said to be a process and one that cannot be taken alone. Following from (Brans, 2014), the cause of the issue is the rigidness of some individuals. A more dynamic person is easier to work with and can acclimate to the environment quickly without any struggle. To sway people to embrace a new system, it is advisable to let them know before the change and give them the reasons as to why the particular change.

Intervention plan

Lack of consensus is a growing issue in many organizations that needs to be solved. Nurses who fail to document adequately could be reprimanded, but since this is such a widespread issue, this could cause nurses to leave the facility as a result of being penalized, resulting in the further nursing shortage. It can be solved by creating a committee that will study the case at hand and weigh the advantages and disadvantages then give their recommendations according to their findings. This inclusion of a third party can prove effective only if the integrity is upheld. Similarly, (Joel, 2013) reports that before a decision is made a requirement, policy and costing document should be made and distributed to the interested parties so that they can study the decision prior to its implementation and any corrections to be made and recommended are put on the table weigh against and voted for inclusion into the decision for implementation. After this, the document is compiled and signed for verification before any implementation is done. In the case where there is a deviation from the budget or policy, then the consequences are enacted or if not the case then the policy is revised and faulty areas corrected.

Cultural Issues to be considered

The (Sheriff, 2014) recognizes that culture is a code that a body stands by implements throughout its livelihood. Thus, it must also be considered when implementing the system. For example, older staff nurses are usually reluctant to change with technologies. They despise being nearly a paperless facility as they have nursed with the papers during most of their careers. An option would be to offer more education as it relates to the computer system. After education, follow-up can take place. Someone could be assigned to follow-up with them to ensure questions are answered and concerns are addressed. Cultural values are upheld by any community and should be put into consideration so that the organization does not for against its immediate market which is its direct environment. A culture like resting days, holiday or other functions should not be tampered with. It requires humility to apply and communicate with the community in a way that will be easily understandable to them. For this reason, one must employ local workers who can inform the company on the different cultural beliefs of the people in the area and how they are carried out. By doing so, it gives the business confidence of the community and incentive to invest in it. It also establishes a level of trust that must be maintained and cultured to develop each and every day as long as the organization shall run.

References

Antwi, M. & Kale, M. (2014).Change Management in Healthcare Literature Review. The Monieson Centre: Queens School of Business. Retrieved from https://smith.queensu.ca/centres/monieson/knowledge_articles/files/Change%20Management%20in%20Healthcare%20-%20Lit%20Review%20-%20AP%20FINAL.pdf

Brans, P. (2014). Five Common Causes of Organizational Dysfunction. Retrieved from: http://www.informit.com/articles/article.aspx?p=2168986

Diedrick, L., Sandau, E.K. & Schaffer, A.M. (2012).Evidence-based practice models for organizational change: overview and practical applications. Journal of Advanced Nursing. Retrieved from http://marianjoylibrary.com/Nursing/journalclub/documents/Evidence_based_aug14.pdf

Joel, L. A. (2013). Advanced practice nursing: Essentials for role development (3rd Ed.). Philadelphia, PA: F.A.

Sheriff, N. (2014). Factors that act as facilitators and barriers to nurse leaders’ participation in health policy development. Retrieved from: http://bmcnurs.biomedcentral.com/articles/10.1186/1472-6955-13-20

Spirig, R., Fitzsimons, D., McCormack, B. Martin, J. (2014). The importance of inspiring a shared vision. International Practice Development Journal. Retrieved from http://www.fons.org/Resources/Documents/Journal/Vol4No2/IPDJ_0402_04.pdf