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Assignment: Application: Planned Change in a Department or Unit

Assignment: Application: Planned Change in a Department or UnitAssignment: Application: Planned Change in a Department or UnitHealth care organizations are continuously immersed in change from the emergence of new policies, to promote quality care and improve patient safety to keeping pace with the rapid growth in knowledge and best practices. Establishing a solid framework for planning and implementing change is a wise move, as it provides a foundation for the extensive coordination that will be needed to successfully facilitate the change.For this Assignment, you propose a change at the department or unit level and develop a plan for guiding the change effort.To prepare:Assignment: Application: Planned Change in a Department or UnitReview Chapter 8 in the course text. Focus on Kurt Lewin’s change theory, and contrast it with other classic change models and strategies.Reflect on problems, inefficiencies, and critical issues within a specific department, unit, or area in your organization or one with which you are familiar. Select one issue as a focal point for this assignment, and consider a change that could be made to address the issue.Think about how the change would align with the organization’s mission, vision, and values as well as relevant professional standards.Using one of the change models or strategies discussed in Chapter 8, begin formulating a plan for implementing the change within the department/unit. Outline the steps that you and/or others should follow to facilitate the change effort. Align these steps to the change model or strategy you selected.ORDER A PLAGIARISM-FREE PAPER HEREDetermine who should be involved in initiating and managing the change. Consider the skills and characteristics that are necessary to facilitate this change effort.To complete:Assignment: Application: Planned Change in a Department or UnitBy Day 7Write a 3- to 5-page paper (page count does not include title and reference page) that addresses the following:Identify a problem, inefficiency, or issue within a specific department/unit.Describe a specific, realistic change that could be made to address the issue.Summarize how the change would align with the organization’s mission, vision, and values as well as relevant professional standards.Assignment: Application: Planned Change in a Department or UnitIdentify a change model or strategy to guide your planning for implementing the change. Provide a rationale for your selection.Outline the steps that you and/or others would follow to facilitate the change. Align these steps to your selected change model or strategy.Explain who would be involved in initiating and managing this change. Describe the skills and characteristics that would be necessary to facilitate the change effort.Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements. All papers submitted must use this formatting.Assignment: Application: Planned Change in a Department or UnitPlease include a purpose statement.References must be 5 years or less.Rubric will be uploaded. Please follow the rubric. Planned Change in a DepartmentStudent’s NameInstitution Affiliation  Planned Change in a DepartmentIn recent times, record keeping in healthcare institutions has evolved from manual systems to Electronic Health Record (EHR).  Through EHR, clinicians provide patient information through a digital concept. Besides, these records contain both administrative and clinical dates. Digital record management has revolutionized records management in most health institutions. The system improves patient care and outcomes.  Additionally, the new technology promotes patient-centeredness, education and communication. Despite these immense developments, records management departments in healthcare face risks related to EHR. Notably, there is uneven standardization of EHR equipment across the healthcare organizations.Besides, there is potential negligence of data and unauthorized access to patient information. The clinicians in the departments also portray laxity in accepting EHR due to issues of productivity, slow work flow, and inadequate support. Alike, physicians feel that the new system interferes with the manner in which theyorganize their thoughts on patient treatment and care.Therefore, there is a need for change in how clinicians manage data using EHR system.Assignment: Application: Planned Change in a Department or UnitMission and Vision of Health OrganizationsThe mission of a health organization is to provide consistent access to healthcare services for all people regardless of economic status and ability. The vision is to develop a healthy community, while the core values are built on respect and empathy. The change aligns with the vision, mission, and values of the health organization, as efficiency in EHR promotes patient outcome. The main objective of any healthcare organization is to save life and sustain wellness in the society.Assignment: Application: Planned Change in a Department or UnitChange ModelFor efficient change in the health organization, all departments must participate in training on the function and use of EHR.According to Kurt Lewin’s Three-Step Change Theory, the initial step in implementing change is to unfreeze the present situation. The unfreezing process entails overcoming individual resistance, and preventing any forces that create an unfriendly work environment. The procedure also entails motivating the participants to embrace and trust on the need for a change. Manchester et al. (2014)posit that Lewin’s second step involves persuading employees to support a new strategy for work.The employees are also fortified to view the problem from a positive perspective.The employees are also allowed to air their suggestions and solutions towards the problem. The third step involves refreezing, and happens after implementationof change.This stage is important, as it prevents employees from resisting change. This stage is important as it allows employees to integrate new values that relate to change. The refreezing stage stabilizes the new equilibrium by balancing both restraining and balancing forces.Assignment: Application: Planned Change in a Department or UnitSteps for ChangeThe rationale for Lewin’s Three-Step-Theory is that change in health organizations is crucial and inevitable. The theory explains the efficiency in which leaders are able to modify their structures and processes. According to Geer, Anast-May and Gurley (2014),Lewin’s perspective clearly describes the stages of organizational change. The three stages depict the experiences that clinicians undergo in the quest of adapting to a new technology in records management. The model also provides cautionary processes that ensure a successful implementation of a new technology. Additionally, the theory provides a constructive framework that informs management of organizational change in all its three stages.Assignment: Application: Planned Change in a Department or UnitInitiation and Management of ChangeThrough the application of Kurt Lewis model, all departments must gain skills on the use of electronic data system. A training program must be availed to all employees on all e-records. All care givers must be informed on the need to embrace technological change for efficiency, as explained in the first phase of Kurt’s theory. First, the executive team should be trained, as they are in charge of supervision. The training involves an actual operation of the electronic machine. Besides, the healthcare givers must know the legal employees, who have access to information to avoid data breach.Medical practices demand that health organizations must preserve patient information. Alike, modificationof patient data leads to legal consequences. Healthcare leaders must develop policies that address documentation and retention of records.The second step is the actual use of the electronic devices in all departments (Bischoff, 2014). This should be done with the help of a professional in IT. The expert will be in charge of guiding employees on big data, patient records, and internet use. The healthcare givers must comply with the policy provisions related to data management.Assignment: Application: Planned Change in a Department or UnitThe executive leaders in a health organization are responsible for communicating change to other employees. The leaders begin by creating awareness on the need for change.Caregivers from different departments deliberate and provide their view on the same technology.Besides, they are responsible for facilitating training activities, which bridges the old and the new way of operations (Hayes, 2014). In other cases, it would be prudent for the organization to hire a technology expert, whose duty is to educate others on operations and functions of the e-record device. Moreover, the leaders are responsible for measuring change, to check on the success in the implementation of a need technology. Apart from gauging success, the executive team also determines a corrective system that aids in identifying any areas that require improvement. After a successful implementation, each individual is accountable for their actions in handling both patient and administrative records.Assignment: Application: Planned Change in a Department or Unit   ReferencesBischoff, K. (2014). Electronic health records and rural hospitals.Retrieved from http://digitalcommons.providence.edu/cgi/viewcontent.cgi?article=1031&context=auchsGeer, G. C., Anast-May, L., & Gurley, D. K. (2014). Interns perceptions of administrative internships: Do principals provide internship activities in areas they deem important?.International Journal of Educational Leadership Preparation, 9(1), n1.Retrieved from https://eric.ed.gov/?id=EJ1024113Hayes, J. (2014). The theory and practice of change management.Palgrave Macmillan.Retrieved from https://books.google.com/books?hl=en&lr=&id=-jMdBQAAQBAJ&oi=fnd&pg=PP1&dq=Hayes,+J.+(2014).+The+theory+and+practice+of+change+management.+Palgrave+Macmillan.&ots=51Te9xoCQw&sig=lZ1VIzC6qsO7JotG1CXcrO6tqfkManchester, J., Gray-Miceli, D. L., Metcalf, J. A., Paolini, C. A., Napier, A. H., Coogle, C. L., & Owens, M. G. (2014). Facilitating Lewin’s change model with collaborative evaluation in promoting evidence based practices of health professionals. Evaluation and program planning, 47, 82-90.https://doi.org/10.1016/j.evalprogplan.2014.08.007. Assignment: Application: Planned Change in a Department or Unit

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