ACDI Document Analysis

According to Porter-O’Grady, 2016 et al p 324, our healthcare systems today are at the center of what is considered major change. Much of the change today is directly related to the foundational principles, concepts and associated with complexity in systems and relationships, and an understanding by nurse leader and follower; of what it takes to make meaningful change. Nurse Leaders, registered nurses, advance practice nurses, and other followers, at every level of our organizations must be increasingly aware of meaningful and sustainable changes that improves our healthcare systems (Porter-O’Grady, 2016 et al p 324).

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.

What will be required during the changing process is a lot of patients and attention to detail to make sure that the process will work. Changes take time and the managers and staff will need to know how to implement these changes safely and effectively. Once the change

In the ever-changing healthcare field, organizations must be willing to adapt and make changes when necessary. Patient-centered care is of utmost importance in today?s healthcare landscape. Therefore, management must not view change as a threat, but as a challenge to do something new and innovative (Marquis, B., & Huston, C., 2015).

The healthcare system is a constantly changing field. Change is a part of life and a part of change is learning how to cope with the new environment. Doctors, nurses, social workers, and managers are continuously educating themselves, staying updated on current events, attending seminars, learning about new technology, pharmaceutical breakthroughs and broadening their knowledge in their area of work. In this field, healthcare professionals have to be wiling to adapt and accept change. For the patients, it is the responsibility of healthcare providers to make the environment as stable as possible to accommodate patients well-being, however, the staff should be willing to accept an unpredictable environment. Sound Shore

Monitoring change processes during/after implementation determines the effectiveness of the organizational change, unsuspected problems and reveal potential solutions to problems that surface during the change. Dr. Lindsey Medical Clinic recently employed a filing staff to sort records, file records in accordance with the correct patient, and scan records into electronic format. The monitoring process consist of training two file room employees to use a computerized change monitor software. The change monitor software implementation addresses performance evaluations based on

While some people are receptive to change, others may not be so forth coming. The concept of change in itself can be terrifying because people get used to doing things a particular way, therefore, any deviation from the norm poses difficulty. Within the context of this paper, I will examine two components related to my learning goal and my clinical placement at St. Michael’s hospital. First, the knowledge component will entail a critical review of five evidenced-based scholarly journals related to change and the Electronic Medical Record (EMR), incorporating the strengths and limitations of each study. Then, I will discuss the chosen framework and its use to guide my nursing practice and achieve my learning goal. Next, I will discuss the

Changes in the workforce is inevitable. Changes bring opportunity for improvement and innovation. Even though these changes may be overwhelming and impacting; it important to be proactive when dealing with these changes. It is how a health care facility adapts to these changes will reveal how successful the facility could be. There are four trends to monitor when changes are taking place in the workforce.

The start of the change must start at its core, and that is when the imbalance between stability and chaos. The need for change was identified at the outpatient clinic that I work at due to several reasons. First, the clinic is growing in terms of patient population and health care providers, the increasing amount of work leads to overwhelming number of tasks overdue, which in turn leads to a great amount of patient’s dissatisfaction. Second, changes are indicated due to the nurse dissatisfaction of the work responsibility, which deviates the definition of nursing from the American Nurses

According to Banner Health ([Talent & Organizational Effectiveness], 2018), change requires leadership and management. To manage change Banner employs a scientifically proven change management methodology to guide individuals through change (Banner Health [Talent & Organizational Effectiveness], 2018). With the adoption of this change management the responsiveness to change by leadership and nursing staff results in openness and willing to engage. With this new renovation Banner is currently undertaking, this change management approach is essential and banner employees are embracing the changes. Banner communicates the changes efficiently through email and leadership for a smooth transition. Their goal is to increase the speed of adoption by

I Work at the county hospital where I provide indirect patient care. Just in this year alone due to regulation change or structural change in leadership, are molding for the reconstruction in how the hospital is seen in the community. Focusing on new technology and changing the overall practice of how the hospital treats and care for their patients. Health care around the world is quintessence reconstructed with the rapid expansion going in all direction in the healthcare field I found three trends in providing valuable assets that are critical to transforming patient's care. Since it is essential that medical institutions are expected to grow and in reaching and achieving defined standards of care, excellent merit in medical education, research

Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

It is clear from the abstract of the article that managing change is a complex dynamic and challenging process which refers to a structured approach that facilitates the adoption of change by groups and individuals within an organization, in the second paragraphs. The author starts by saying that managing healthcare change, is the process of planning and implementing

I totally agree with you that change is constant and we need to adapt and deal with it. The healthcare industry is becoming more demanding and the advancement in the information technology makes it more complicated, including the social media that can spread news like a virus. There are too many challenges within the organization such as improving quality of care by using benchmark standards, insufficient reimbursement, and changes related to insurance and government policy. “Change should not be viewed as a threat but as a challenge and a chance to do something new and innovative” (Marquis & Huston, 2015). I think you are heading in the right direction as a transformational leader for scoring so high on your self-assessment, and according

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