Strategic Planning Change

Successful organizations develop both, short and long term goals focus on operational and financial strategies. This process needs constant evaluation in order to identify opportunities for growth. The goal of every healthcare facility should be to become a leader in the industry, attract high-quality staff and health experts, and establish cutting-edge services for the community. By reviewing current operational realities while working a market research enables the organization to develop strategy solutions to address environmental concerns.

To better understand where my facilities progress is concerning EHR’s, I will first explain the six step process in implementing an EHR. In the first step, an organization must assess their preparedness to initiate an EHR. This includes their

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

The following assignment options provide the opportunity for you to identify how a health care process might be updated, streamlined, or implemented in a health care organization.

41). A systematic approach should be used when implementing a strategic change. The first step of the process would be redesigning how the initiative is currently being administered. The process should include how employees can contribute to cost control and outline the desired performance outcomes. Employees would be coached by their direct supervisor and fellow team members to achieve the preset goals. Supervisors can assess current employees to gage their current performance and encourage improvement. In addition, leadership should recruit future employees based desired skills and replace those not meeting or not willing to align to the new desired behaviors. The final strategic step would be having system in place to measure the behaviors and reward them accordingly. The systematic framework will require strong leadership skills to ensure its

Managers need to determine the best method of communicating the changes to the employees that are directly affected. This material presented in last weeks class and in the course material helped us understand how important communication is when implementing changes in a work environment. The course book identified four main approaches to managing change in an organization. Lewins’ Three-Step Model argued that successful change in an organization follows three steps: Unfreezing the status quo, movement to a desired end state, and refreezing the new change to make it permanent. (Robbins & Judge, 2011). This approach requires manages to evaluate the need for change and implement a plan of action to help the organization manage changes effectively.

Welcome to the world of change, no matter how well we deal with change, it 's continuous and shows no signs of abating any time soon. In order to remain competitive in this environment, healthcare organizations need to improve patient safety, revenue capture, operational efficiency, and clinical outcomes. Electronic Health Record (EHR) was the first step to transformed health care.

EHRs and related systems can be expensive to develop, implement, and support (Wager, Lee, & Glaser, 2013, p. 164). One way to overcome this barrier is by making sure the healthcare organization participates in incentives such as Medicare and Medicaid programs that reimburse a health care organization for using EHRs in a meaningful way. Organization and behavioral barriers include everything from lack of physician acceptance to changes in the workflow to differences in state licensing regulations (Wager, Lee, & Glaser, 2013, p. 165). You can overcome this barrier by helping the health care organization recognize that EHRs will bring about change in the workflow and process. This is a great time for readiness and planning by engaging all staff, which will allow them to become actively engaged in

Electronic Medical Records & Access, this gives the ability to have past records of patients for long term and easily access from any place whereas paper based document and can be loss or not able to get it when it’s needed. Ensuring that the EHR is as adopted as other clinical applications can greatly impact the patient experience, including; patient registration, records management, and information infrastructure systems. As Roham et al points out, many healthcare providers are still in early staging of implementing an EHR and if not completely installed can have a negative impact on patient satisfaction metrics(2014, p. 134)11.

The project management team will divide the implementation of the EHR system into four phases. Phase 1 will be the project startup, which is the initial assessment and planning stage. Phase 2 will involve data migration from paper

Strategic planning can dictate the success of any organization if properly planned as well as the failure of an organization if not implemented as planned. Strategic planning is all about making choices. It is a process designed to support leaders in being intentional about their goals and methods. Simply stated, strategic planning is a management tool, and like any management tool, it is used for one purpose only—to help an organization do a better job. This portion of the strategic plan will explain why an

This paper will explain the managers’ role within a company and their responsibility when implementing a change within a company. It’s not just the planning and organizing talking about what plans need to be placed in order to create a change in a company, but the manager must know what to expect and how to completely deal with staff to make a positive outcome for the team. In the end this paper will provide and explain the change process; assessment, planning, implementation, and evaluation.

In his article, “The Fall and Rise of Strategic Planning,” Henry Mintzberg (1994) provides his views on the process of strategic planning. He offers that most companies and organizations start a strategic planning process with little understanding of the definition or actual purpose of planning. He tends to admonish much of the conventional understanding concerning strategic planning and proposes his interpretations. He states that “the most successful strategies are visions, not plans” (Mintzberg, 1994, p. 107).

Committing to an open environment will establish trust and open-door policies. Open-door policies allow feedback and allow for employees and change agents to give and receive feedback with less defensive approaches. Employees need to feel comfortable when change is being implemented, providing training and allowing them to be a part of the change process are ways to help them feel comfortable. Allowing employees to help with the change making decisions will help them to accept the change. Employees that work with the customer may also have better insight on how to better provide for the customers. Providing the employees with training on why and how the change to electronic medical records will be implemented and making sure they know what is going on will help keep the employee more comfortable about the process. Letting employees know that some failure is okay will help ease them when failure comes. Changing agents need to look at failure as a positive learning experience and encouraging them to think the same way. Taking these steps and recognizing the employees efforts along the way can have a huge effect on if the employee feels positive about the change or not. If these practices are not implemented then employees may resist the change (Richards, 2012).

The change plan prepared for the business provides significant information regarding the current situation in internal environment. The information provided is based on analysis of internal elements necessary in formulating an overall organizational culture. The desired performance and culture is also defined in terms of its tangible elements. A detailed plan includes the necessary steps for an organization to carry forward its change objectives including the handling of transition. The process adopted for change management should include a clear purpose for change as well as a strategy for implementing the desired change.