Change In Healthcare

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.

Change is a hard concept for most, but change in the hospital setting can be beneficial for both staff and patients. According to Mclean (2011), “Every change begins with an ending” (p.79). How people respond to change can make the process easy or hard depending on how the change is presented.

Health care is continuously changing. In the past several years there has been a large shift in the focus in hospitals. The focus has changed from the staff to patients, patient satisfaction, and cutting costs in order to budget more tightly (Tarrant & Sabo, 2010). Because of this, along with the extreme increase in a number of patients seen and the acuity of the patients, nurses are being overworked. As a result, role conflict and ambiguity is becoming an issue. The purpose of this paper is to discuss role conflict and ambiguity, its significance, and its application to nursing.

Do you know leaders in healthcare have a new style of managing? Healthcare field is one of the fields that changes occur frequently. With the introduction of the Affordable Care Act (ACA) brought a lot of changes in every aspect of healthcare delivery, from reimbursement to quality control to elimination of wasteful and inefficient practices and having huge impact on the U.S. healthcare delivery system, with many more changes to come. When leaders in healthcare organizations are asked, “what’s the one word that best characterizes the impact of the Affordable Care Act (ACA) on the U.S. healthcare delivery system,” most will answer “change”. These changes also brought new managing styles to healthcare leaders. I would be writing in my own discourse community, which is Health Systems Management. To give guide lines for a neighbor who is thinking of jointing this discourse community, how we operate and to be successful in this filed.

In chapter three of the Estes Healthcare policy, she explores the healthcare reforms now and in the future. Her analysis borrows from other studies that had been done to explore the implications of the healthcare reforms to all the stakeholders. The article explores the implications of the Patient Protection and Affordable Care Act, Medicaid and Children`s Health Insurance Program Provisions, and Community Living Assistance, Services and Support Act. The changes would have significant changes in the healthcare delivery systems. One of the implications of the changes would be decreased quality of healthcare.

Participation of all employees in a healthcare organization is needed within a transformational organization. Change is probably never popular, but is necessary for the transformation and restructuring of the healthcare industry. There are several models in the scope of transformational changes and learning organizations. The capacity to change is embraced by organizational transformation and initiatives sustained are representative of learning organizations (Johnson, 2009).

Organizational change can be an intimidating process for everyone that is involved. Resistance may be met, which is why strong leadership is crucial for implementation of an organizational change to succeed. The purpose of this paper is to discuss the effectiveness of an organizational change once implementation has occurred. It will also discuss outcome measurement strategies related to the organizational change process to include the tools necessary for these measurements. During this paper analysis of costs, quality of care and patient satisfaction measurements will also

Every profession embraces change. Whether it is small, like a simple word addition to the important Patient Information document, or large, like a staff shift, the medical field is constantly changing. To fully understand the scope of what it means to change, I have been challenged to ask “Why?” The answers have helped me grow at Eastside Medical Center.

One of the greatest changes in healthcare in the past ten years has been the rise of managed care, much to the displeasure of many patients and physicians alike. Managed care arose out of concern about spiraling healthcare costs and was designed to encourage physicians to give patients treatments that were cost-effective out of their own financial interests. "The consumer strategy was directed at imposing some barriers to use by levying various forms of co-insurance. The most common approaches used either deductibles (where the consumer paid the first portion of the bill a technique familiar in other types of insurance) or co-payments (where the consumer paid a portion of the bill and the insurance company the rest) or a combination of both' (Kane et al 1994). Managed care has given health insurance companies an increasingly significant voice in how treatment is administered and allocated. Managed care has proliferated in the past decade despite considerable criticism of the practice of 'nickel and diming' patients as well as the considerable bureaucratic red tape it is has generated. Also, research indicates that healthy, well-insured patients tend to over-consume care without meaningful co-pays but poorer, sicker patients can be deterred even by moderate co-payments and suffer negative health consequences (Kane et al 1994). However, managed care has not gone away and is a reality that all healthcare

The major current issue that could influence change in healthcare is the presidential election. The impact could last for the next decade or more. The US Healthcare had massive changes in healthcare with almost every newly elected president. The changes in the proposals by both the leading candidates, Hillary Clinton and Donald Trump are distinct. With either of the candidates winning, ACA will undergo changes that could lead to the change of policies and regulations.

According to Business dictionary it defined healthcare as “The act of taking preventative or necessary medical procedures to improve a person's well-being. This may be done with surgery, the administering of medicine, or other alterations in a person's lifestyle. These services are typically offered through a health care system made up of hospitals and physicians”. I believe the access of healthcare should be a basic right because every individual working in the united states legally must pay their taxes, which indicate most of tax payer’s money go towards healthcare subsidization. With these reasons, I believe healthcare should

The year I was born brought a great change in medical history, and no it wasn’t simply because I was born. In 1986 the Emergency Medical Treatment and Active Labor Act was created. This is an act that the United States Congress passed as a part of the Consolidated Omnibus Budget Reconciliation Act (COBRA). It is stated that “It requires hospitals that accept payments from Medicare to provide emergency health care treatment to anyone needing it regardless of citizenship, legal status, or ability to pay. There are no reimbursement provisions. Participating hospitals may not transfer or discharge patients needing emergency treatment

NHS has undergone many changes since its inception in 1948 and it has become a cliché to say that only thing which is constant in the NHS is change. There are many drivers of these changes-the external and internal, the patient led, the policy led and also the changes driven by politics (Buchanan et al, 2013) and finances (DOH, 2010). This essay will critically analyse models of change and how they are relevant to my organisation (NHS). This essay will also critically evaluate human dimensions of change and how they impact on success and implementation of organisational change.

Healthcare is under constant reassessment because of daily innovation. With this assessment comes the realization that one process has better outcomes than another indicating the need for change and change. Since change is only as good as the planning that goes into it leaders in nursing must be prepared to manage change properly and effectively. The purpose of this paper is to identify an inefficiency in an organization and develop a change management plan in accordance with the organization’s mission, vision, and values. This change is based on principles from Lewin’s theory of change and diffusion of innovation with clear steps to follow involving all of those affected by the change.

While many health care practitioners are willing to change, the issue is that change is often mismanaged by leaders whom are either incompetent or lack the resources to follow through in the implementation of change. An example was documented in a study of a California hospital unit where patient satisfaction scores rose and immediately fell. At the time, the hospital was going through transition. The nurses in the unit saw this as an opportunity to improve patient satisfaction score. They initiated the process by recommending that the new chief executive officer (CEO) change the current procedure to one that could led to the improvement of patients’ satisfaction. The result, in a few months