Change happens in a business environment for a variety of reasons. Those reasons depend on both internal and external factors.
Clear responsibilities and roles, the structure of the team, job descriptions, competencies, accountabilities, resources, tools and equipment should all be provided. Problem solving, communicating, managing conflicts, tasks, planning meetings, performance evaluation, managing change and decision making should follow clear procedures ensuring effective team working. Positive relationships, mutual respect and trust, continuing support and inclusion, valuing diversity and listening to feedback can overcome challenges to effective team performance. A strong credible leader with clear expectations can also overcome challenges to an effective team.
However, diversity of the group is not managed properly and conflicts are not handled effectively because of poor communication. There is a serious degree of trust problem in the team. For example, Merz has not much confidence in team members’ competence and she is not believing in their ability to deliver the product. Therefore, we can’t talk about a team efficacy for this team. Everyone asserts his/her expertise and experience but no one regards and trust each other’s. Lastly evaluation system of performance of the employees is a serious problem. While they were working both in the project and in their functional areas, they were evaluated only on the basis of performance on their functional area. This situation definitely destroys motivation of the team.
Interdepartmental communication and medical errors have both been proven as causes of harm to patients in health care settings. When there are gaps in communications between nurses changing shifts or patient transitions from one department to another, medical errors can occur and cause harm to patients. Even though there has been improvement in recognition of these problems and actions taken to reduce communication gaps and medical errors, there still needs to be more work, especially in individual facilities.
It has only been within the last five years that health information management (HIM) has experienced exponential changes, due to the healthcare reform. The electronic health record (EHR) is connected to health information exchanges and other systems of interoperability. The timely completion of charts, coding and release of information (ROI) has become much more efficient with the electronic record. Traditional HIM functions will just be transformed and will always be an integral part of successful patient care. Professionals must be flexible and willing to adapt and even generate change. As Health Information Technology continues to evolve, so will the roles
Their duties include planning the information system, developing the health policy to suit this system and identifying the present and future information requirements. These professionals use informatics to collect, store, use, and transmit information in such a way that the expert, legal, and organizational record keeping needs of the healthcare institutes, are met. They also ensure appropriate collection, management and application of information within the healthcare system for purposes of effective detection of health problems and for identifying inventive solutions to improve health outcomes.
Out of the three goals, (Personal, educational, and professional) I chose two of the goals that I am focusing on and that is my personal and educational goals. For my personal goals, I want to create a big picture of what I plan to do in life. Then I want to break them down in order to reach my goals, then once I have them together, then I would start working on them to achieve them. For example(Specific and Measurable goals), I plan on finding a job that has great benefits and the best rate of pay, and one that does not require working on weekends(Monday-Friday only), and not working overtime.
Taking the personal surveys and creating SMART goals has taught me a lot about myself, and interacting with others. I learned about what style of learning fits me the best and I can use that information to help me reach my goals. If I use the styles of learning that benefit me the most, I can make the most with my time and achieve my goals quicker and easier. I also learned about how I interact with people with the personal surveys that we took. I can use this information to help better the interactions and relationships that I have with people. Creating the SMART goals can help me in achieving my goals. It puts my goals into a different perspective and shows me that I can achieve them easier than I previously thought. I can take smaller steps
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:
Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.
In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this
Satisficing, in turn, is an old Scottish word that defined the desire to find a practical, real-world solution to a problem – rather than a utopian, optimal solution to a highly simplified (and very possibly oversimplified) model of that problem. The concept of satisficing, as opposed to optimization, was introduced by Herbert Simon in 1956.
The principal of the goal setting applied in this case is implicated new changes to employees by working smarter and reducing the stress overload on a daily basis. Changing the nature of it employee work environment. Introducing culture, policies, procedures, technology and the volume of task and the type of task an employee preforms. Another goal setting is for managers and directors may use indicators as change in work to determine whether a rearrangement is warranted. These indicators fall into three types: sector changes, organizational changes, and employees ' perceptions. These indicators are accessed by managers and directors on a daily
In order to fully employ Job enrichment in an organization, the motivational goals must be put in place. Goal setting is a medium in which managers can help to motivate workers to be more efficient while performing their tasks. While redesigning jobs for HIS department workers, the SMART goal setting principles was applied. The Smart goal is the acronym for specific, measurable, achievable, realistic, and timely. All these characteristics are evident in the goals, cut out by the management of the HIS department in the bid of motivating the workers and increasing productivity. HIS set its goals in four levels, the engineering goals, restructuring goals, work redesign goals and job redesign goals. The engineering goals were set to analyze the visions, regulations and organizational structure. The restructuring goals will reevaluate the organizational structure. Work redesign goals also reevaluate the tasks assigned to the workers and the job redesign were set to remove, add or restructure the tasks assigned to the workers. The goals set was