Description Of A Health Care Manager For Your Facility

Descriptionas Health Care Manager Your Facility Will Soon Be Implemen

As a healthcare manager, your facility will soon be implementing an electronic health record (EHR). Some employees feel that they are not technologically gifted, and there are concerns that the computer systems may lead to layoffs. Employees are discussing the impending change and passing rumors about whether the implementation will actually improve the medical record quality. The essential questions are: how does change impact employee motivation? How should you communicate with employees about the EHR implementation? What information should you provide regarding training and how employee job skills will evolve with this change?

Paper For Above instruction

Implementing new technology in healthcare settings, such as an electronic health record (EHR) system, is a significant organizational change that profoundly influences employee motivation and performance. Understanding the psychological and practical impacts of change, effective communication strategies, and training programs is crucial for successful implementation and maintaining staff morale.

Change often evokes a spectrum of emotional responses from employees, including anxiety, resistance, or apprehension. According to Lewin’s Change Management Model, unfreezing existing behaviors and beliefs is a necessary precursor to change. When staff perceive a change as threatening—such as fears about technological inadequacy or job security—they may experience decreased motivation, resistance, or reduced workplace engagement (Harvard Business Review, 2016). Conversely, when change is managed well, and employees understand the purpose and benefits, motivation can increase through enhanced sense of purpose and professional growth. Motivational theories, such as Self-Determination Theory, emphasize that employees' intrinsic motivation flourishes when they feel competent, autonomous, and related to the organization (Deci & Ryan, 1985). Thus, addressing fears and building confidence are key to maintaining motivation amid transition.

Effective communication is imperative for alleviating fears and fostering a positive attitude towards EHR implementation. As a healthcare manager, transparency and clarity are necessary. Initial communication should acknowledge the employees’ concerns directly and provide a clear rationale for the change, emphasizing the benefits of EHR systems, including improved patient care, enhanced record accuracy, and streamlined workflows (McGinnis & VanSickle, 2017). It is also vital to involve staff in the change process through participative communication channels like meetings, open forums, or suggestion boxes, which allow employees to voice concerns and ask questions, thereby reducing rumors and misinformation (Klein & Knight, 2017). Regular updates should be provided to keep staff informed about progress, milestones, and any adjustments, creating a culture of transparency and trust.

Regarding training, healthcare managers must communicate that comprehensive training will be provided to all employees before and during the transition. This training should be tailored to different skill levels, ensuring that less technologically confident employees receive additional support and practice sessions. Clear information about the training schedule, resources, and ongoing support should be made available to prevent feelings of neglect or being left behind (Sittig & Singh, 2015). Effective training programs not only improve competence but also foster employee confidence, thereby reducing resistance and boosting motivation (Cresswell & Sheikh, 2013).

In terms of job skills, EHR implementation will inevitably alter certain roles and responsibilities. Staff members may need to develop new technical skills, adapt to new workflows, or take on additional responsibilities related to data entry, troubleshooting, or system maintenance. It is important to communicate that these changes are designed to enhance the quality of care and operational efficiency, and to outline pathways for skill development and career advancement (Powell & Scheid, 2018). Providing continuous education and opportunities for upskilling demonstrates organizational support and encourages staff to view change as a professional growth opportunity rather than a threat.

In conclusion, managing change effectively in healthcare requires a strategic approach that prioritizes communication, training, and motivation. Addressing fears proactively, involving employees in the process, and providing the necessary resources are key elements of a successful EHR implementation. Such efforts help maintain staff morale, foster a culture of continuous improvement, and ultimately ensure the realization of the benefits of modern health information systems.

References

• Cresswell, K. M., & Sheikh, A. (2013). The impact of eHealth on patient safety. Journal of the Royal Society of Medicine, 106(8), 303-308.
• Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
• Harvard Business Review. (2016). Leading change: Why transformation efforts fail. Harvard Business Review.
• Klein, G., & Knight, P. (2017). Managing change and resistance to change. Journal of Change Management, 17(2), 123-132.
• McGinnis, J. M., & VanSickle, D. (2017). Improving healthcare through electronic health records. New England Journal of Medicine, 377(10), 943-945.
• Powell, C., & Scheid, E. (2018). Upskilling healthcare professionals: Strategies for successful transition. Healthcare Management Review, 43(4), 312-319.
• Sittig, D. F., & Singh, H. (2015). Modern health information systems and patient safety. Biomedical Informatics Insights, 8, 1-10.