Organizational Change Plan Part one
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Organizational Change Plan Part One
Organizations change plans constantly because health care is a field is constantly in competition and growing. Looking at the needs of an organization for a change is important and will be discussed. Then an examination of individual and organizational barriers will be discussed. Factors should identify what could influence the proposed change. The theoretical model that will relate to the change will be noted. Identifying external and internal resources available for support on the initial change. The chosen organization is SunnyBrook Assisted Living. Change is important for patient satisfaction.
Need for Proposed Change
Patients who reside at SunnyBrook Assisted Living have to be ready to see providers at appointments times. The neediness is for caring for the patient and assessment of physical and mental status (Rycroft-Malone, Kitson, Harvey, McCormack, Seers, & Titchen, 2002). Once the patient has checked in at the front desk, they expect to see the medical staff at the scheduled time. If he or she is in the waiting area for an extended amount of time, he or she could get upset and possibly think his or her needs are not important to the medical staff. The patient can spread the dissatisfaction by word of mouth. Often patients will sit for an extended amount of time waiting to see medical staff.
When a patient goes to the front desk to check in the receptionist will enter them into the computer system. It will notify the nurse, doctor, or executive director of his or her arrival via a paging system. As charting recently went to electronic the check-in is now done with the new system. All medical staff has access to the system and is aware of the capability of the check in process. Changing to a notification on the computer will not interrupt current meetings or medical checks. The notification will be immediate allowing for shorter waiting times.
Individual and Organizational Barriers
Problems are found, the identified problem can have a computer glitch, server problems, or power outages. If a computer fails staff can use other computers, however, the organization only has one extra computer. So if more than one fails it will be hard to get work done. Each staff member has his or her computer and each shift shares. Each computer has Electronic Medication Administration Record or E-MAR. If internet, server, power outage staff will have to know what to do. The current policy is to use paper MARs. When the power goes out, staff will have to keep residents in their rooms for safety reasons. Staff will escort those who are not in his or her rooms. Staff must do this as it is in the policy and protocol. If any appointments were scheduled, management would reschedule accordingly.
Individual barriers can include the loss of familiarity with duties, stressors, and declining of support from staff members (Borkowski, 2005). The loss of familiarity is losing support from other staff members during a change (Borkowski, 2005). There is an unconscious and conscious act when patients go to check in at the front desk. Checking in takes some time so it will add more time into the process. Since it adds time to the process, it puts stress on staff. Stress on staff members can change because of any imagined or real consequences from the change. The stress can have a psychological and physical reply from staff. Staff members should be aware of any procedures of the check-in rules, in case he or she will have to do it. It will allow them to do it with ease.
Factors That Influence Change
There are many factors that can influence change. The most important one is communication with staff others could be the environment and the involvement of staff members with the change. If a change is not in the right manner, it can be a disaster for staff members. Communication is a tool that management and staff can use. Staff will be able to voice concerns and questions. The staff can also see the change in a new light and he or she can see that it is a positive move. The staff members can give information to other staff about the change and how it is positive. The staff will need to know the pros and cons of the change. The staff should be able to share ideas and new implementation ideas. What that will do is get the employees involved and give him or her a sense of worth.
Summary Influencing Organizational Readiness
The readiness of the organization can affect the capability of change as it will show results of negative or positive. The readiness of the organization has a reflection of intentions, attitudes, and beliefs of the staff during the change. Some factors that affiliate with change is the availability of resources, organizational commitment, and climate within the organization. Availability of resources will show the pledge with training the staff with any new procedures that will be associating with the new alert system and its processes. There will be staff that is supportive of the change. Support staff will be able to answer any question or listen to concerns from other staff members. Staff should be able to trust management, other staff, policies, procedures, and the organization as a whole body. Commitment comes from the trust this will give support to the organization and help the proposed change. Commitment has to come from both sides so that would mean the staff needs to have support from management. One way is to let staff voice concerns for the change and support what he or she says. The