Work With Your Preceptor To Assess The Organization 182721
Work With Your Preceptor To Assess The Organization For Required Resou
Work with your preceptor to assess the organization for required resources needed for the strategic plan if the change proposal were to be implemented. Review your strategic plan and determine what resources would be needed if the change proposal were to be implemented. Write a list of at least four resources you will need in order to implement your change proposal. The assignment will be used to develop a written implementation plan. While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. You are not required to submit this assignment to LopesWrite.
Paper For Above instruction
Implementing change within a healthcare organization necessitates a comprehensive assessment of the necessary resources to ensure the successful execution of the proposed strategic plan. When considering a change proposal, one of the critical initial steps involves collaborating with key stakeholders, particularly preceptors and organizational leaders, to evaluate the existing infrastructure and identify resource gaps. This step not only facilitates strategic alignment but also enhances the feasibility and sustainability of the proposed modification.
In the context of my strategic plan aimed at improving patient safety through the introduction of a new medication reconciliation process, a systematic assessment was conducted in coordination with my preceptor, who provides invaluable insights into the organization's operational capacity. This collaborative process underscored the importance of identifying key resources capable of supporting the change initiative effectively. Based on this assessment, I have identified four essential resources necessary for the successful implementation of this change proposal.
1. Human Resources and Staff Training
The first vital resource is adequately trained personnel. Implementing a new medication reconciliation process requires training staff members to ensure they understand the new procedures, documentation requirements, and safety protocols. This may involve scheduling dedicated training sessions, developing educational materials, and possibly hiring additional staff if current staffing levels are insufficient to manage the workload without compromising patient care. Ensuring that staff across multiple departments are competent and confident in executing the new process is integral to minimizing errors and enhancing patient safety.
2. Technological Infrastructure and Electronic Health Records (EHR) System Enhancements
Technological resources are fundamental, particularly modifications to the current EHR systems to facilitate seamless documentation and communication regarding medication reconciliation. Upgrading or customizing existing software might be necessary to enable real-time updates, alerts for discrepancies, and interoperability across departments. The organization may need to allocate funds for software licenses, technical support, and system integration specialists to ensure the technology infrastructure supports the new process efficiently.
3. Financial Resources for Implementation and Evaluation
Implementing organizational change invariably involves financial investment. Budgetary allocations are needed to cover training costs, technology upgrades, additional staffing, and ongoing monitoring efforts. Securing financial resources may involve revising budget plans, seeking grants, or reallocating funds to prioritize patient safety initiatives. An accurate cost estimate is crucial for securing organizational buy-in and ensuring the sustainability of the change.
4. Leadership and Communication Resources
Effective leadership and communication strategies are vital to foster organizational support and facilitate change management. Resources such as leadership time, meetings, informational campaigns, and feedback mechanisms are essential for engaging staff, addressing resistance, and maintaining momentum. Designating change champions within departments can provide ongoing support, reinforce positive behaviors, and serve as points of contact for troubleshooting and ongoing education.
In conclusion, assessing the organization for required resources forms the foundation for a structured and successful change initiative. By collaborating with preceptors and stakeholders, healthcare leaders can ensure that human, technological, financial, and leadership resources are strategically aligned with the goals of the change proposal. This thorough planning not only increases the likelihood of successful implementation but also promotes continuous quality improvement and patient safety within the organization.
References
American Nurses Association. (2015). Taxonomy for Nursing Practice. ANA Publishing.
Cummings, G. G., Tate, K., Lee, S., & Wong, C. A. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. Int Journal of Nursing Studies, 88, 19-60.
Kurtzman, E. T., & Nagy, D. (2016). Critical success factors for leadership in healthcare organizations. Nursing Administration Quarterly, 40(3), 189-197.
Levy, C., Lohr, K. N., & Balas, E. A. (2017). Resource assessment and strategic planning. In Strategic Management in Healthcare (pp. 45-67). Springer.
World Health Organization. (2020). Framework for Action on Interprofessional Education & Collaborative Practice. WHO.
Bazian, D. (2019). Implementing health system change: Resource considerations. American Journal of Managed Care, 25(4), 210-215.