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Health Organization Evaluationresearch A Health Care Organization Or N

Evaluate a healthcare organization or network that spans several states within the United States (such as United Healthcare, Vanguard, Banner Health). Assess the organization’s readiness to meet the healthcare needs of citizens over the next decade. Prepare a 1,000-1,250 word paper presenting your assessment and proposing a strategic plan to ensure future readiness. Include a description of the organization or network, its overall readiness based on your findings, and a strategic plan addressing network growth, nurse staffing, resource management, and patient satisfaction. Identify potential issues within the organizational culture and discuss how these may impact the strategic plan. Proposed support for implementation should include a relevant theory or model, with justification for its suitability. Follow APA guidelines as per the Student Success Center.

Sample Paper For Above instruction

Title: Strategic Planning and Organizational Readiness for a Multistate Healthcare Network

Introduction

The rapidly evolving healthcare landscape in the United States necessitates that large healthcare organizations proactively strategize to meet future demands. Organizations like United Healthcare, Vanguard, and Banner Health operate across multiple states, providing diverse services to vast populations. This paper assesses the readiness of such a healthcare network, focusing on its capacity to meet citizens' needs over the next decade. A strategic plan is proposed to address critical areas, including network expansion, staffing, resource management, and patient satisfaction, considering current organizational culture and the appropriate theoretical framework for implementation.

Description of the Healthcare Organization

For this assessment, we focus on Banner Health, a prominent non-profit healthcare system operating in multiple western states. Banner Health provides hospital, outpatient, and specialized care, serving a diverse patient demographic. Its extensive network includes hospitals, imaging centers, and primary care clinics, emphasizing integrated health services. Banner's mission centers on improving health and healing, supported by a leadership committed to innovation and community health. Its strategic initiatives involve expanding telehealth, adopting electronic health records, and enhancing patient-centered care.

Organizational Readiness Assessment

Banner Health demonstrates significant organizational readiness to address future healthcare needs. The organization has invested in technological infrastructure, such as interoperable electronic health records, facilitating seamless care delivery. Its leadership actively promotes innovation, quality improvement, and workforce development. Staff training programs aim to enhance skill sets aligned with future healthcare trends, including telemedicine and digital health tools.

However, challenges remain, particularly regarding workforce shortages, especially in nursing, and resource allocation disparities among different facilities. The organizational culture emphasizes collaboration and continuous improvement, but some resistance to change persists in certain units, potentially hindering rapid adaptation. Overall, Banner Health appears well-positioned but requires targeted strategies to fortify weaknesses that could impede future readiness.

Strategic Plan for Future Readiness

Network Growth

To accommodate increasing demand, Banner Health should prioritize expanding its telehealth services, particularly in rural and underserved areas. This expansion will require investments in technology infrastructure, staff training, and partnerships with community organizations. Additionally, establishing new outpatient centers in emerging markets will ease hospital congestion and improve access.

Nurse Staffing

Addressing nurse shortages demands a multifaceted approach, including recruitment incentives, enhanced educational partnerships to accelerate training, and retention strategies. Implementing flexible scheduling and wellness programs can improve job satisfaction and reduce burnout, ensuring a stable nursing workforce prepared for future demands.

Resource Management

Implementing advanced analytics can optimize resource allocation, forecasting patient volume trends, and managing inventories efficiently. Sustainability initiatives, such as energy-efficient facility operations and waste reduction, will contribute to cost savings and environmental responsibility.

Patient Satisfaction

Enhancing patient experience involves integrating patient feedback into quality improvement processes, expanding telehealth capabilities for convenience, and training staff in culturally competent care. Transparent communication and personalized care plans foster trust and loyalty among patients.

Organizational Culture and Potential Issues

While Banner promotes a culture of collaboration and innovation, resistance to change remains a challenge, especially among long-tenured staff. This resistance can slow implementation of new initiatives essential for future readiness. Additionally, disparities in culture across different facilities may lead to inconsistent standards of care. Addressing these issues requires targeted change management strategies, including staff engagement and transparent communication.

Theoretical Framework for Implementation

The Lewin’s Change Management Model is a suitable framework for guiding the implementation of this strategic plan. It comprises three stages: unfreezing, changing, and refreezing. This model emphasizes preparing staff for change, implementing new practices, and solidifying new behaviors into organizational culture. Its simplicity and proven effectiveness make it ideal for managing the complex organizational transformations required for future readiness. Engaging staff early in the process during the unfreezing stage reduces resistance, while ongoing communication supports sustainability of change efforts.

Conclusion

Banner Health’s strong technological infrastructure, leadership commitment, and focus on quality position it well for future challenges. Nonetheless, strategic investments in workforce development, resource management, and cultural change are vital. Using Lewin’s Change Management Model can facilitate successful implementation, ensuring the organization remains resilient and responsive to healthcare needs in the coming decade.

References

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• Lewin, K. (1947). Frontiers in group dynamics: Concept, method, and reality in social science; social perception and interpersonal behavior. Human Relations, 1(1), 5-41.
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