Applying Change Theory Of Electronic Medical Records

Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.

The United States health care industry is a dynamic industry that is consistently evolving to meet the changing needs of patients. This use of information technology to improve how patients are being managed within a healthcare organization is generating substantial awareness amongst hospitals and physicians. Your CEO hired pClinical Research, LLC to provide a summarized overview on how Healthcare Information Technology (HIT), more specifically electronic medical records (EMR) is impacting the healthcare system. After reviewing this summary, your leadership team will learn how intergrading electronic health records (EHR) within your entire organization will (1) improve patient care management (2) provide financial incentive to your hospital

The scenario for this assignment has asked me as a health care employee to provide information on electronic health records. The information I include should provide positive and effective feedback to convince the medical management staff to switch their current record filing system which happens to be paper records to electronic filing.

Containing ninety participants, 36% of the respondents were hospital CIOs and I.T. executives, 19% from integrated delivery systems headquarters, 19% from group practices, and 27% from other facilities. Survey results pertained to patient health records, electronic health record (EHR) certification, and other IT issues in healthcare. According to the survey, “81% of respondents said their I.T. budgets will grow, with the most common prediction being growth of 5% to 10%. Implementing electronic health records was the No. 1 software investment priority for the coming year for hospitals, integrated delivery systems and group practices alike.” (CIOs Predict Future Trends, n.d) Interestingly, despite the economy at the time showing signs of a recession, “the vast majority of health care organizations expect their information technology budgets to grow during the next fiscal year, and this growth is driven primarily by a need to improve access to information for clinicians, the survey shows.” (CIOs Predict Future Trends, n.d) This improved access to information can be applied to patients as well, as the push towards cloud storage and record/test results access alleviates the need to wait, call, and require record searches from the physician’s staff. On the subject of streamlining access to the implementation to patient EHRs, 19% of

There are inherent risk and benefits of hospitals utilizing electronic medical records. Three problems that could occur involve workflow, registration and drug interactions. The aforementioned are problems that spill over into the other because they are interrelated. This is caused by inconsistency among “disparate systems,” communication between departments and errors involving medication (Gartee, 2011, p. 183).

“If we understand change better, we will be able to influence (but not control) it for the better” (Fullan, 2014). When change in a culture is in effect, the organizational culture tends to be unsettled. This may seem like an inopportune time for our staff to be unsettled, but this is the best opportunity to identify and create breakthroughs (Fullan, 2014). When analyzing the structure for a change initiative, strategic planning must first take place. What problems are foreseen or obvious? Are there

With our main research question we aim at exploring the importance of effective change management and the characteristics of a successful change management program in a hospital. The main research question can be formulated as: To what extend is change management necessary and how can it most efficiently be implemented in a hospital?

In the article entitled “Lewin’s Theory of Planned Change as a Strategic Resource”, the author, Shirey (2013) stated that Lewin’s approach to change involves looking at the forces that are needed to diminished or strengthened in order to bring about change within an organization. Burnes and Cooke (2012) added to Shirey’s point by noting that it is important to understand the psychological forces influencing peoples’ behavior at a given point in time before change can be made. Both authors main point of agreement is that there are a number of forces that drive, restrain or balance peoples’ behavior. These authors stated that organizational change is necessary to meet consumer needs. Also, as technology changes, such as the change from the paper medical record to the EMR, health care organizations have to adopt these changes to improve patient safety. In addition, change provides a learning opportunity for employees and allows

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

The models of change that I have chosen to describe are the ADKAR model and Kotter’s 8 step change model. The ADKAR model is mainly used to help identify and drive change as well as a tool to understand any gaps that are needed to strengthen along the change process. It is also a useful framework for planning change within an organization, before implementation, and in the execution phase of the change management process. This process begins with five key goals that are the basis of the model; awareness of the need to change, desire to participate and support the change, knowledge of how to change, ability to implement the change on a daily basis, and reinforcement to keep the change in place. Each step in the ADKAR model

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Health care organizations that choose to convert to an electronic medical record system (EMR) have several advantages; most important it increases patient safety, efficiency, cost-effectiveness and security. Accepting such a transition also presents with its share of challenges like preparing for the required significant time obligation and resources that will make the transition a successful one. Leadership and management must create an atmosphere that will get the buy-in of all stakeholders. Providing information about the process and what methods will be best to make the conversion to an EMR system is an important aspect of the implementation

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.