Technology has become such an intricate part of daily life it often goes unnoticed until it does not work. As hospitals look at leaving paper behind this too will soon become the new normal for health care. Nurses will adjust daily routines to ensure patients do not think they are neglected. Physicians will learn to embrace the benefits remote access will provide. Administrators will rejoice at the ease with which regulatory reporting is accomplished.
From the time the project was introduced, organizational inertia was present in the way physicians responded to the changes that would be required to implement the new system. Board members had a lack of belief in the project and did not believe it could be done in 18 months. To help ease the anxiety over the implementation of the project, it would help for board members to see step-by-step plans for implementing the CPOE. It would also be beneficial to include any problems anticipated as well as ways to overcome them. Having a plan of action shows the board members that every aspect has been considered.
Analysis and Findings – 1. As it was highlighted that the employee Morale is continually deteriorating over last 12 months, this can be attributed to newly opened hospital because all other factors have not changed. It is also known that new hospital has better facilities and advanced technology for patient care and treatment. These are the things lacking at Middlefield. So
The learning curve will present challenges in that, employees will maintain the need to refer to the old system to proceed with business as usual. Possible struggles presented by the learning-curve are expected from several employees. Some will adjust more than others, but the main challenge is in the adaptation or orientation phase. Technologically, since the system is equipped with back up software, it should eventually eliminate the need for hard copy records and files. This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change.
As far as being 100% effective goes, the employees may still be able to effectively do their jobs, but she has to take into consideration the fact that by not getting new equipment, the methods in which they do their jobs is outdated. If they wait to make the purchase until prices go down to a level the supervisor finds satisfactory, the employees may no longer be able to work at the “100% efficient” level. I would also explain the concept of Moore’s Law, the prediction that computer performance would double every 18 months, to the supervisor. This would allow her to see how important it is to stay
In an effort to realign the hospital staff; administration decided that it was costing the organization a lot of money to employ a high flux of Registered Nurses (RNs) at the Extended Care Facility (another 24-hour Skilled Nursing Services and Rehabilitation inpatient services provided by Hilo Medical Center). Leadership decided to weed out the number of RNs in the ECF and have more LPNs work in the ECF instead. LPNs were targeted due to what management thought as LPNs were limited in their scope of practice in the acute care setting, so the management decided that they would not be needed on the Acute Care Units any longer. All LPNs employed in the hospital would be transferred in doing duties in the ECD. The only downfall on leadership for the Medical Unit was getting backfill for the LPNs that were being transferred off the floor.
This change has been implemented in order to better meet the organization’s goal of “one call resolution.” As is the case with many health care organizations, this change seems to only be a minor improvement in the quality of service that we provide (Tubbs, Husby & Jensen, 2009). Conversely, the addition of the SME teams several years ago seems to have reduced the number of wrong answers per million opportunities, or WAPMOs. Fewer WAPMOs means fewer member callbacks and fewer instances in which the organization must pay for non-covered services due to the initial incorrect quoting of benefits. Conclusion In conclusion, this call center has a formal organizational structure and is an open system. The organization has a strong base, but recent process improvements have had mixed results.
Management also discussed the possibility of those employees who had no intention in learning the skills conducive to function in an EMR based facility. The team believed this could cause an increase in employee retirement, terminations, and a reduction in volunteer employees because of noncompliance. Even more than finance pressures of implementing the EMR system, management thought that the community impact and political influences would also be a huge presence that could hinder a successful change. Keeping local organizations informed throughout the process is important to preventing possible issues in this area. Change is always hard when it concerns a large undertaking like the EMR system, everyone gets involved.
What many people do not realize is that exercise plays a key role in how healthy a person can be. If people are sedentary, they are more at risk of heart disease and possible early death. The purpose of this paper is to educate others about the many health benefits that exercise can have on the body and how it can help prevent disease. This topic is very important because we are dealing with so many diseases that could possibly be prevented if exercise was incorporated into a daily routine. So many people are sickened with disease, yet most only know to take a medication to fix the problem when something as simple as exercise might be a very important component in trying to fix whatever ails them.
Spooked by Computers Case Study Organizational development is a collection of change methods that try to improve organizational effectiveness and employee well-being. Change can be a hard process with anyone especially when something has worked for you for so long. Organizational change can be difficult for people you’ve been with an organization for years and adapting to something new can be scary. Organizational development with any company is good because anything that can strengthen the employees will strengthen the company. Organization development is appropriate in this company situation because the company is not moving in the direction of a growing company.