Organizational Readiness Assessment Paper

Organizational Readiness Assessment Paper

Organizational Readiness Assessment

Organizational culture significantly affects the implementation of change initiations in health care. The successful implementation of change initiatives requires supportive culture characterized by transformational leadership, teamwork, and interprofessional collaboration in task undertaking. Nurses and other healthcare providers act as crucial change agents for change in their organizations. Therefore, the purpose of this paper is to explore organizational readiness to embrace change and strategies that would be implemented to facilitate the process.

healthcare providers

Organizational Culture Description

The organizational culture supports the proposed change initiative. One of the pieces of evidence of its support for change is the utilization of teamwork in service provision. The staff works as teams in implementing care initiatives to achieve quality, safety, and efficiency in the care process. The organization also utilizes transformational leadership to influence change. Transformational leadership empowers the staff to play a proactive role in the implementation of innovative healthcare practices. The organizational mission also aims at delivering high-quality, safe, and efficient care. Its realization depends on the implementation of quality improvement initiatives that include a change in nursing care. The mission also supports a safety culture, open communication, and patient-centeredness in the care process (Arthurs et al., 2018). Consequently, the above organizational aspects support change.

Organizational Readiness Assessment

The organizational readiness assessment was done using a tool developed by Buildingmovement.org. The tool assesses different areas of organizational readiness that influence change, including vision, mission, and goals, leadership and governance, and staff. The tool demonstrated that the organization is ready to implement the proposed change. It has a mission statement that aligns with change initiatives that improve safety, quality, and efficiency of care. The organizational staff understands the mission and vision statements and engages in activities that contribute to their realization. The organization also evaluates its interventions to ensure their alignment with its mission, vision, and goals. It also has enabling leadership that motivates the staff to engage in activities directed towards enhancing service provision in the organization.

The assessment tool revealed organizational strengths, weaknesses, and opportunities that should be explored for its excellence. The identified strengths include the existence of a vision statement that the staff understands well. It also aligns its strategies with the mission, vision, and goals. It also uses strategy evaluation data to improve its interventions and effectiveness in achieving the desired outcomes. The organizational leadership and governance also understand how to improve efficiency and performance among its staff. The staff is dedicated to achieving their community needs. The identified weaknesses from the assessment include minimal leadership and governance expression of actions and words that drive the desired organizational excellence. The staff also has minimal awareness about the contributions of their actions to organizational success. Some of the identified potential barriers to the proposed change include high workload and low level of knowledge among patients. Therefore, interventions that increase staff awareness and participation in quality improvement initiatives should be explored to enhance organizational success and performance.

Health Care Process and Systems

Health care systems can be used to enhance quality, safety, and cost-effectiveness in the organization. Covid19 pandemic affected the project site by increasing the workload for the nursing staff. As a result, it is recommended that the project site should implement telehealth for service provision. Telehealth would reduce nursing workload by eliminating unnecessary hospital visits by patients. Nurses and other healthcare providers can be trained to provide virtual care services to patients to address overcrowding and unnecessary hospitalizations. Telehealth would also strengthen patient-centeredness and continuity in the care process since patients can interact with their providers whenever they need it (Mataxen & Webb, 2019). Consequently, telehealthshould be considered to improve quality, safety, and cost-effectiveness in the organization.

Strategies for Facilitating Organizational Readiness

The organizational stakeholders should be ready to adopt the proposed change initiative. One of the strategies that will be adopted to facilitate organizational readiness is training change implementers. Nurses will be trained about project implementation. Training will enhance their knowledge and skills on project implementation and evaluation (Spalluto et al., 2018). The other strategy will be incorporating change initiatives into organizational routines. Practices such as hand washing will be considered part of the organizational routine to ensure project sustainability. Lastly, frequent, open communication will be adopted (Rahmayanti et al., 2020). The aim will be to address any stakeholder concerns that may affect successful project implementation.

Stakeholders and Team Members

Successful project implementation will require some stakeholders and team members. They will include nurses, nurse managers and leaders, trainers of trainees, and a data analyst. Nurses will be the primary project implementers. They will recruit the participants and collect the data needed for the project. Nurse leaders and managers will oversee the project implementation process. They will also obtain feedback from nurses on the project success and improvement strategies needed for the realization of its desired outcomes. Trainers of trainees will be hired to train nurses about the project implementation. A data analyst will analyze the collected data and develop project recommendations.

Information and Communication Technologies

Integrated electronic health records will be needed for project implementation. The records will allow the capturing of relevant data for the project. An example will be the tracking of the health status of the participants recruited for the project. The integrated electronic health records will allow the project stakeholders to have an accurate assessment of whether the participants in the project or usual care have an increased predisposition to hospital-acquired infections or not (Luyten & Marneffe, 2021).

Conclusion

Organizational culture affects change implementation. The culture in the project site supports the proposed change. The organization has supportive leadership and governance that will enhance project success. Strategies to facilitate the change process in the organization will be implemented. Stakeholders and team members will be encouraged to play a proactive role in the project implementation process.

References

Arthurs, K., Bell-Gordon, C., Chalupa, B., Rose, A. L., Martinez, D., Watson, J. A., & Bernard, D. P. (2018).A culture of nursing excellence: A community hospital’s journey from Pathway to Excellence RG to Magnet RG recognition.Journal of Nursing Education and Practice, 8(5).

Luyten, J., &Marneffe, W. (2021).Examining the acceptance of an integrated Electronic Health Records system: Insights from a repeated cross-sectional design.International Journal of Medical Informatics, 150, 104450. https://doi.org/10.1016/j.ijmedinf.2021.104450

Mataxen, P. A., & Webb, L. D. (2019).Telehealth nursing: More than just a phone call. Nursing2022, 49(4), 11–13. https://doi.org/10.1097/01.NURSE.0000553272.16933.4b

Rahmayanti, E. I., Kadar, K. S., & Saleh, A. (2020).Readiness, Barriers and Potential Strenght of Nursing in Implementing Evidence-Based Practice.International Journal of Caring Sciences, 13(2), 1203–1211.

Spalluto, L. B., Arleo, E. K., Lewis, M. C., Oates, M. E., &Macura, K. J. (2018). Addressing Needs of Women Radiologists: Opportunities for Practice Leaders to Facilitate Change. RadioGraphics, 38(6), 1626–1637. https://doi.org/10.1148/rg.2018180023

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Rubric
expand Organizational Culture and Degree to Which Culture Supports Change assessment
Organizational Culture and Degree to Which Culture Supports Change
12 points

expand Organizational Readiness Tool and Readiness Assessment assessment
Organizational Readiness Tool and Readiness Assessment
13 points

expand Health Care Process and Systems Recommended for Improving Quality, Safety, Cost-Effectiveness (B) assessment
Health Care Process and Systems Recommended for Improving Quality, Safety, Cost-Effectiveness (B)
10 points

expand Strategies to Facilitate Organizational Readiness assessment
Strategies to Facilitate Organizational Readiness
10 points

expand Stakeholders and Team Members Needed assessment
Stakeholders and Team Members Needed
10 points

expand Information and Communication Technologies Needed (B) assessment
Information and Communication Technologies Needed (B)
10 points

expand Required Sources assessment
Required Sources
5 points

expand Thesis Development and Purpose assessment
Thesis Development and Purpose
7 points

expand Argument Logic and Construction assessment
Argument Logic and Construction
8 points

expand Mechanics of Writing assessment
Mechanics of Writing
5 points

In order to successfully implement a change within an organization, the change agent must assess the organization’s culture and readiness for change. In 750-1,000 words, analyze the culture and level of readiness of the organization for which your evidence-based practice project is proposed. You will use the assessment of the organization’s culture and readiness in the Topic 8 assignment, during which you will synthesize the various aspects of your project into a final paper detailing your evidence-based practice project proposal.

Include the following:

Describe the organization’s culture and explain to what degree the culture supports change. Consider organizational and leadership structure, mission and values, interprofessional collaboration/team engagement, communication, perception of the organization by employees, etc.
Select an organizational readiness tool and assess the level or readiness for change within your organization. Identify the readiness tool and summarize the survey results. Discuss the degree to which the culture will support and sustain an evidence-based practice change. Consider strengths and weaknesses, potential barriers, stakeholder support, timing of the proposal, and resources. Provide rationale.
Discuss what health care process and systems you would recommend for improving quality, safety, and cost-effectiveness for the organization.
Propose strategies to better facilitate the readiness of the organization.
Identify the stakeholders and team members for the project. Include what their duties will be in the evidence-based practice project proposal.
Explain what information and communication technologies are needed for the implementation and how they will be integrated in the setting by the internal stakeholders. Explain how these will help improve nursing practice and care delivery for individuals and populations for your intervention.
Refer to the “Evidence-Based Practice Project Proposal – Assignment Overview” document for an overview of the evidence-based practice project proposal assignments.

Proposed project : Hospital acquired Infection (ICU )