NRS 415 CLC – Health Care Organization Evaluation
Sample Answer for NRS 415 CLC – Health Care Organization Evaluation Included After Question
Assessment Description
This is a Collaborative Learning Community (CLC) assignment.
This assignment is to be completed in a group, which will be assigned by your instructor. The presentation will be submitted and graded as a group assignment.
The purpose of this assignment is to evaluate a strategic plan as a means to assess readiness for change within a health care organization or network.
Research a health care organization or network within the United States (e.g., United Healthcare, Vanguard, Banner Health, Kaiser Permanente, Cleveland Clinic, etc.). Assess the readiness of the health care organization or network you have chosen to meet the health care needs of citizens in the next decade.
Prepare a 12-15-slide PowerPoint that summarizes your assessment of the organization and proposes a strategic plan to ensure readiness. Include the following:
- Identify the health care organization or network. Discuss the organization’s mission, vision, and values. Describe the types of services that this organization provides and the geographic areas it serves.
- Describe the organization’s overall readiness to improve care outcomes based on your findings.
- Analyze your selected organization’s strategic plan to determine to what extent it addresses issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction.
- Examine how interprofessional collaboration and shared governance influence organizational culture and values.
- Identify a change management theory or model that could be used to support implementation of the strategic plan for this organization. Explain why this theory or model would be the best.
You are required to cite a minimum of three sources to complete this assignment. Sources must be appropriate for the assignment and relevant to nursing practice.
Refer to the resource, “Creating Effective PowerPoint Presentations,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.
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.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
American Association of Colleges of Nursing Core Competencies for Professional Nursing Education
This assignment aligns to AACN Core Competencies 2.2, 7.1, 7.2, 7.3.
A Sample Answer For the Assignment: NRS 415 CLC – Health Care Organization Evaluation
Title: NRS 415 CLC – Health Care Organization Evaluation
Overall Readiness to Improve Care Outcomes 1 of 3
Providence strives to create change and improve patient outcome by acknowledging issues and coming up with strategies to create changes. Providence is open with their plans of improvement and posts their improvement plans on their website. Improvement plans are created for each facility because each facility has their own weaknesses and strengths that must be acknowledged. Improvement plans focus heavily on community resources and collaboration with others to help provide best care for patients.
Overall Readiness to Improve Care Outcomes 2 of 3
#2- Min Ji -Describe the organization’s overall readiness to improve care outcomes based on your findings.
Providence Hospital Mission (Mission Viejo and Laguna Beach) are the 2 Mission organizations closest to me so I chose these facilities to focus on. Improved patient outcome is divided into 2 major ways for Providence organization. One way of improving patient care outcome is community needs and another is improvements that can be made within the hospitals. This slide focuses on community care and needs being addressed. Providence believes that patient care isn’t only in hospital setting but also outside the hospital as well. That is why in order to improve care, they utilize community hearings identify improvements needed. Providence takes both inputs from listening sessions along with surveys to see where their priorities need to be and offer strategies to create these improvements. The improvement plan has not been posted for the 2024-2026, but for the improvement plan for 2021-2023, improvements included mental health challenges and access to healthcare. Providence’s plans to improve these issues of care included community programs, services that can be offered and low cost resources (2021-2023 community health- providence, n.d.).
Overall Readiness to Improve Care Outcomes 3 of 3
#2- Min Ji -Describe the organization’s overall readiness to improve care outcomes based on your findings.
Providence utilizes CORE to analyze and collect data to see where improvements can be made. CORE utilizes data to identify improvements anywhere from management changes to changes in how physical care to patient is given. CORE looks at data more involved with hospital setting, although it also does look at community changes. By utilizing CORE, Providence acknowledges that there is room for improvements and looks to actively make changes for the better
Introduction
Providence Health & Services launched its Mission: Forward strategic plan in 2019, addressing network growth, nurse staffing, resource management, and patient satisfaction. The plan has been adjusted to reflect current issues, challenges, and opportunities in healthcare, ensuring a well-planned approach to healthcare.
Strategic Plan Analysis
Under Don Antonucci’s leadership, the organization has strategically pursued network growth through dynamic partnerships with various groups, including Virta Health, Kaia Health, and Cigna. The organization also uses its integrated system and technology to increase members’ access.
Proper nurse staffing is crucial for better health outcomes and patient satisfaction (Cho et al., 2020). Providence House plans to ensure an adequate number and skilled mix of patient care staff. The organization has added four new staff members to its growing team in 2022-2023.
Resource management is crucial for the distribution of healthcare professionals. The organization is aware of inflation-related issues, such as heating buildings and hiring new staff (Mousa & Othman, 2020). To address these issues, the organization plans to restructure managerial roles and relaunch Silver Lining House as a peer-based program for young single men.
To increase patient satisfaction, the organization plans to use technology integration, such as a patient engagement platform launched within Renton. This platform connects fragmented data sources and point solutions, creating better patient experiences.
Conclusion
In conclusion, the Mission: The initiative followed by Providence Health & Services is an example of a strategic plan that includes network growth, nurse staffing, resource management, and patient satisfaction. The facility leadership uses mutable alliances to develop a broad approach to networking; new members are joined as an expression of commitment towards nurse staffing. In the strategic restructuring of resource management challenges related to inflation, the organization seeks technological integration to enhance patient satisfaction.
Conflict within Interprofessional Collaboration
#4- Kate
1.Examine how interprofessional collaboration and shared governance influence organizational culture and values.
Change Model for Providence’s Strategic Plan: Kotter’s Change Theory
#5-Regina
Change implementation models are essential when executing transformation in organizations, including Providence Health. Change models provide guidelines on ways to implement new ways of doing things in a healthcare organization to improve service provision and care delivery (Campbell et al., 2020). The selected change model or theory is Kotter’s change model. The model is a middle-range framework to manage change as it can be tested empirically, distinguishing it from grand theories. According to Kotter, change entails both emotional and situational components (Mohiuddin et al., 2020). The model comprises eight-step process aimed at transitioning individuals from one identity to a new one during the process.
Stages of Kotter’s Change Model
#5- Regina
At the core of this model is effective implementation of change by organizational leaders. They attain change or transformation by improving the organizational culture and motivating employees, nurses, to contribute to quality improvement. Through engaging employees in the change process, the theory ensures acceptance of the transformation and enhance the success of the quality improvement process (Harrison et al., 2021). Kotter’s change theory entails eight steps that enable healthcare organizations and their leaders to implement change. These include creating a sense of urgency or demonstrating the need for change, creating s coalition or team to lead and guide the change, developing and sharing a vision for change, and communicate the vision to the employees. The fifth step is to empower employees to implement the developed vision for the organization (Mohiuddin et al., 2020). The sixth step is to implement quick actions aimed at attaining quick wins based on the developed vision. The seventh step is to build on the change based on quick wins while the eighth step is to make the changes part of the organizational culture and processes. For instance, the healthcare organization will make the new changes part of its systems for better care services delivery.
Significance of the Change Model
Kotter’s change model is one of the most prevalent models in change management. The model is appropriate for the organization as it allows stakeholders to adapt to changes in a systematic manner. The model helps the organization to empower its employees to attain effective changes in their processes and procedures. It also enhances unity to improve the quality of care by following each step (Harrison et al 2021). The model is appropriate since it improves organizational as it requires entities to employ the new practices and motivate employees to implement them to change care delivery. The model offers an evidence-based practice approach for enhanced care delivery Campbell et al., 2020). Kotter’s eight-step model assists healthcare leaders to implement change in a strategic manner for better care delivery in org.
References
Center for Outcomes Research and Education. PH&S OR. (n.d., b).
Chna and Chip Reports. PH&S OR. (n.d.). https://www.providence.org/about/annual-report/reports/chna-and-chip-reports
Environmental, Social and Governance Report. 2022. Providence.
Cho, S. H., Lee, J. Y., You, S. J., Song, K. J., & Hong, K. J. (2020). Nurse staffing, nurses prioritization, missed care, quality of nursing care, and nurse outcomes. International Journal of Nursing Practice, 26(1), e12803. https://doi.org/10.1111/ijn.12803
Livet, M., Blanchard, C., & Richard, C. (2022). Readiness as a precursor of early implementation outcomes: an exploratory study in specialty clinics.
Implementation science communications, 3(1), 94. https://doi.org/10.1186/s43058-022-00336-9
Nagle, K. (n.d.). Organizational behavior. 10.3 Causes and Outcomes of Conflict| Organizational Behavior.
https://courses.lumenlearning.com/suny-orgbehavior/chapter/10-3-causes-and-outcomes-of-conflict/
- Mousa, S. K., & Othman, M. (2020). The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal of cleaner production, 243, 118595.
2021 – 2023 community health – providence. (n.d.).
Campbell, R. J. (2020). Change Management in Health Care. Healthcare
Medical & Allied Sciences, 10(1), 25-32.
DOI: 10.5455/jmas.76372 Management, 39(2):50-65.DOI: 10.1097/HCM.0000000000000290.
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears,
S., & Le-Dao, H. (2021). Where do models for change management,
improvement and implementation meet? A systematic review of the
applications of change management models in healthcare. Journal
of healthcare leadership, 85-108. doi:10.1136/leader-2020-000379
Mohiuddin, S., & Mohteshamuddin, K. (2020). Combination model for
sustainable change by utilizing the Kotter’s change model and the
Hersey & Blanchard’s leadership model for improving medication
errors reporting. Journal of