Work With Your Preceptor To Assess The Organization 087934
Work With Your Preceptor To Assess The Organization For Required Resou
Work with your preceptor to assess the organization for the resources needed for the implementation of a strategic change proposal. Review your strategic plan and identify at least four essential resources required to successfully carry out this change. The list will serve as a foundation for developing a comprehensive implementation plan. Although APA style is not mandatory for the body, academic writing standards should be maintained, and sources must be documented following APA formatting guidelines.
Paper For Above instruction
The process of implementing strategic changes within healthcare organizations requires meticulous planning and resource assessment. To ensure successful execution, it is essential to evaluate organizational capacities and identify critical resources needed to facilitate the proposed change. Working closely with a preceptor provides valuable insights into organizational dynamics and resource availability, ultimately shaping an effective implementation plan.
One of the primary resources essential for executing any strategic proposal is staffing. Adequate human resources are vital to ensure that operations continue smoothly during and after the change process. This includes hiring or reallocating skilled personnel capable of managing and supporting the transition. For example, specialized nurses or administrative staff might be needed depending on the nature of the change (Institute of Medicine, 2010). Without sufficient staffing, the risk of burnout and decreased patient care quality increases.
The second resource pertains to financial resources. Budget allocation is fundamental to support training programs, equipment procurement, and process modifications. Financial planning involves estimating costs associated with new technologies, training sessions, and potential overtime payments. Ensuring adequate funding minimizes delays and mitigates financial barriers that might hinder progress (Dibben & Williams, 2017).
Technology and equipment constitute the third critical resource. Many strategic initiatives, especially those related to quality improvement or safety, rely on new or upgraded technological tools. Implementation might include Electronic Health Records (EHR) upgrades, telehealth systems, or new medical devices. Availability of appropriate technology ensures the change is sustainable and aligns with organizational goals of efficiency and improved patient outcomes (McGinnis et al., 2016).
Lastly, organizational support and leadership are invaluable resources. Leadership commitment from top management fosters a culture receptive to change and provides strategic direction. This support includes facilitating communication, motivating staff, and setting clear expectations. Training sessions, stakeholder engagement, and continuous feedback mechanisms depend heavily on leadership involvement (Kotter, 2012). Leadership also influences resource allocation and problem-solving during hurdles that may arise in the implementation process.
In conclusion, successful implementation of a strategic change in healthcare organizations hinges on assessing and securing essential resources. Staffing, financial resources, technology, and leadership support form the backbone of effective change management. Collaborating with a preceptor ensures a realistic and comprehensive resource assessment, leading to a feasible and impactful implementation plan.
References
Dibben, M., & Williams, L. (2017). Financial planning in healthcare: Strategies for success. Journal of Healthcare Management, 62(4), 249-258.
Institute of Medicine. (2010). The future of nursing: Leading change, advancing health. National Academies Press.
Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
McGinnis, J. M., Williams-Russo, P., & Knickman, J. R. (2016). The case for more active policy attention to health promotion. Health Affairs, 36(4), 729-736.