Week Nine: Evidence-Based Research Capstone (Implementation Plan) The purpose of

Question

Week Nine: Evidence-Based Research Capstone (Implementation Plan)

The purpose of this assignment is to complete a draft of your Implementation Plan which includes the following:

Implementation Plan

Sample/Practice Setting/Clinical Context Readiness for Change Assessment (development of measure to assess the department/organization readiness for change) Outcome Measures/Tools (to test/measure the effectiveness of your recommendation(s))

Financial Analysis [if applicable] HIM Ethical Considerations Summary

The final draft will yield a five (5) - six (6) paged, double-spaced typed 12-font (Arial or Times New Roman) in APA format which includes a cover and reference page. Feel free to consult with your Professor in the event you have any questions and/or in need of assistance. Submit one (1) single Microsoft Word document at the conclusion of Nine no later than Sunday, by 11:59 PM EST. This is an individual assignment.

The topic is implementing Building a health informatics workforce in any Country/place

Explanation / Answer

answer-

Organizational Change Process Readiness:

The readiness of organizational change process constitutes following visible scenarios in an organization…

Management team creating a sense of urgency towards the employees
Building alliances – Contracting, Vendor Management Initiatives
Creation of Strategic Vision, Mission, and Initiatives
Enlist and volunteering programs
Enabling actions by eliminating barriers
Generating short terms wins
Sustained acceleration
Institutionalize change
Learning organizations transcend political boundaries and organizational cultures in multiple different ways. For example, a start-up organization will go through various different complex situations in their business as setting up Operations that is responsible for customer deliverables is the most important requirement for any business. When that is initiated, other aspects pertaining to people, availability of raw materials from suppliers, processing procedures, availability of standard operating procedures, guidelines, quality standards, checks and balances for the accuracy model, sales & marketing, customer facing teams etc., need to be an integral part of the core functions that looks after each other in various different modes for their individual deliverables. There will be several political barriers that a new organization needs to go through while they set up their system. For Example, A knowledgeable resource without good communication skills suffers from burn out situations where someone else presents the former's ideas to get credits. The political situation starts from here. Like this, there are several examples where organizations fail to learn from their mistakes and come up with a lot of preventative measures. Cultural barriers is another drawback for a learning organization (if it is globally located) cultural differences of employees located in different locations becomes a hindrance to delivering better performance & productivity. Learning organizations can overcome this only by means of recording the lessons learned and taking corrective and preventive actions during the course of their stabilization.

Organizational Issue that is a target for Change & its Root Cause:

In my organization, cultural change is managed in the following ways… For the understanding purpose, let us consider the following business situation. Executive Board Members & the top leadership (appropriate level to initiate the change) have decided to sell the organization to a private equity firm. How does this change get communicated to staff? For a Public Limited organization like mine, Leadership team need to announce the change in public with what is the change, why are we making the change, when/how/to whom etc., details to be made available. This is a huge change and this is likely to have an impact on people due to various different HR related people policies. First and the foremost thing, my organization did is to ensure people do not panic about their job security. This was addressed by the chairman in the town hall organized by all staff. Later they announced the changes step by step on various aspects how it makes sense for the company to sell its portfolio to a different private equity firm. How some of the disadvantages that we had in the parent organization is overcome by bringing this change etc., were clearly explained to staff.

The above-mentioned scenario is a classical example that my organization strongly reflects the characteristics of a learning organization. They don’t make some announcements which don’t make sense to people. The executive committee forms a focus group who discusses various FAQ’s from people and ensures those questions are answered during the announcement to reduce or eradicate staff making rumors or grapevine about the change. Here the cultural diversity plays a significant role. .

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