Feb 23, 2024 HCA 545 Using the example of a governance team following a major change process, discuss a situation in which you were involved
HCA 545 Using the example of a governance team following a major change process, discuss a situation in which you were involved
HCA 545 Using the example of a governance team following a major change process, discuss a situation in which you were involved
Using the example of a governance team following a major change process, discuss a situation in which you were involved. Include the problem, the team members involved, identification of stakeholders, processes followed, etc. How effective was the team approach? What major challenges did the team face and how were they resolved? What could your team have done to be more effective?
HCA 545 Module 1 DQ 2
The text discusses the characteristics of complex adaptive systems and managing those systems. How do such systems differ from traditional management systems? How are they the same?
Situation
Managers and leaders play a critical role in promoting change in their organizations. They lead others in ensuring that change agents are successfully implemented in their settings. They also implement interventions such as training the adopters of the change agent as a way of minimizing resistance to change (RUBINO, 2018). An example of a situation that I was involved in my organization is implementing the use of evidence-based practice in our organization. I was tasked with the responsibility of ensuring that nurses understand the ways in which evidence-based practice can be implemented in their practice. I organized training sessions where nurses were trained on the significance of evidence-based practice. I also worked with them closely in performing a critical analysis of the available evidence that can be used to inform evidence-based practice in nursing. Successful use of evidence-based practice also demands facilitation of the change process. Therefore, we proposed the provision of incentives that could enhance the adoption of the change by the nurses. Through these interventions, the change was successfully implemented in the organization.
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Problem
Nurses and other healthcare providers have the responsibility of providing safe, efficient, and quality care to the patients in need. They work in collaboration with their patients and significant others to identify the actual and perceived health needs that should be addressed for optimum health and wellbeing. The ability of nurses to provide care that addresses the prioritized needs of their patients is dependent on the use of principles of evidence-based practice. Evidence-based practice entails the use of best-available clinical evidence to inform the healthcare decisions by healthcare providers. Our institution leads in the provision of quality healthcare in the region. However, the use of evidence-based practice is a relatively new concept. Therefore, I was tasked with the responsibility of leading the implementation of evidence-based practice in the unit I work in the organization.
Team Members Involved and the Stakeholders
The assessment and introduction of evidence-based practice involved individuals from different healthcare professionals. They included nurses, doctors, nutritionists, lab technologists, and social workers. We worked collaboratively in determining the best ways in which evidence-based practice could be implemented in the organization. The stakeholders that were involved included the healthcare providers, the managers, leaders, and experts in the use of health information technology.
Processes Followed
Several processes were followed to ensure the success of the change. One of them was raising the level of awareness and understanding of the healthcare providers about evidence-based practice. This was achieved with the use of interventions such as training and increasing the availability of materials on evidence-based practice. The other process that was used was facilitating the adoption of the change (Hughes, 2019). The leaders and managers acted as the role models of the adoption of the change. They led in the adoption of the intervention. The other intervention was creating an enabling environment for the change. The management fostered open communication between and among healthcare providers. The adopters were free to share their concerns, ideas, and perceptions about the ways in which the project could be a success. Lastly, incentives were provided to increase the adoption process and minimize resistance to change from the healthcare providers.
Effectiveness
The teamwork was highly effective. There were minimal challenges encountered in the process. The healthcare providers were willing to embrace the change since they believed it could improve their efficiency and the quality of care that they give. They were also ready to implement their ideas, as a way of promoting the success of the intervention.
Major Challenges and how They Were Addressed
One of the major challenges that were experienced was lack of willingness among the staffs to adopt the change. Some of the staffs expressed fear about the unknown outcomes of the intervention. The other challenge was the lack of time to engage in activities that promote evidence-based practice. Some of the staffs complained of high workload, which made it difficult for them to engage in critical review of existing evidence that inform their practice. One of the ways in which these challenges were addressed was through active involvement of the staffs in the process. Their involvement made them understand the relevance of the change. The other intervention entailed creating open channels of communication where the staffs expressed themselves (Langabeer, 2018). Additional personnel were hired to reduce the workload in some units, thereby allowing staff to engage in activities that promote evidence-based practice. However, the team could have been more effective if it selected a representative from each of the healthcare professionals. It could have also developed rules guiding them to enhance the efficiency of teamwork. Despite this, the initiative was a success to the organization.
References
Hughes, M. (2019). Managing and leading organizational change. Oxon; NY.
Langabeer, J. R. (2018). Performance improvement in hospitals and health systems: Managing analytics and quality in healthcare. Boca Raton: Taylor & Francis.
RUBINO, L. (2018). New leadership for today’s health care professionals. Burlington, MA: Jones & Bartlett Learning.
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Re: Module 1 DQ 2
The use of effective and efficient management models has gained significant popularity in the modern world. Organizations are considering the need for management systems that respond efficiently to the demands of their markets. Managers and leaders are therefore required to embrace management and leadership styles that will allow flexibility in decision-making. The selected models should also take into consideration both the current and future trends in the target markets. The management practice in the modern world has placed more emphasis on the use of complex adaptive systems over traditional systems of management. However, each of these management approaches has its benefits as well as pitfalls. Therefore, this discussion question examines the difference as well as similarities between complex adaptive systems and traditional management systems.
Complex adaptive systems of management consider organizations to be comprised of complex systems. The systems work together in different ways to ensure that a common organizational goal is achieved. The management plays the role of trying to understand the behavior of the complex systems and the ways in which they can be organized to achieve a common goal in the organization. Traditional systems of management believe in the existence of a defined way of interaction between the systems of an organization. The role of the managers is to ensure that organizational tasks are undertaken in accordance with the laid rules and procedures of the systems (Mittal, Diallo & Tolk, 2018). Therefore, there is a high risk of lack of innovation and adaptability in this system when compared to complex adaptive systems.
Complex adaptive systems are also perceived to be emergent in nature. The interaction between systems results in the emergence of new behaviors that influence the manner in which organizational tasks are undertaken. As a result, there is a lack of predictability or higher ordered thinking in this type of management system. The behaviors in the traditional management system are not emergent in nature. They occur in a defined manner that must adhere to organizational norms and practices. This implies that there is the existence of higher ordered behaviors as well as predicted behavior in an organization (Rouse & Serban, 2014). Therefore, the entirety of the organization is less than the totality of its parts.
Despite the above differences, complex adaptive systems and traditional management have some similarities in relation to their use in organizations. One of the similarities is that both systems aim at optimizing efficiency. Traditional management systems place emphasis on creating order for the desired outcomes to be achieved. The management ensures that the limited resources are used efficiently to ensure the realization of optimum outcomes. Complex adaptive systems also emphasize the understanding of the relationships between the systems, as a way of optimizing on the benefits of their interactions. The management leverages on the agility of the relations to enhance organizational performance. Both systems also rely on some use of incentives for organizational objectives to be achieved (Georgiev et al., 2019). The management recognizes the existence of inhibitions, hence, the need for some degree of control in performance.
In summary, organizational success in the modern world depends largely on the management model that is used to achieve the set organizational goals. Organizations can embrace the use of either traditional management system or complex adaptive system. Evidence has shown that complex adaptive systems have significant efficacies over the traditional system of management. The system allows for adaptability, innovation, and efficiency in responding to emerging demands in the market. Despite this, both systems of management have some similarities. They include their focus on promoting efficiency and use of incentives to manage inhibitions in their performance. Therefore, it is essential that management consider the use of management systems that will optimize outcomes with the use of limited resources.
References
Georgiev, G. Y., Smart, J. M., Flores, M. C. L., & Price, M. E. (2019). Evolution, Development and Complexity: Multiscale Evolutionary Models of Complex Adaptive Systems. Cham, Switzerland: Springer.
Mittal, S., Diallo, S. Y., & Tolk, A. (2018). Emergent behavior in complex systems engineering: A modeling and simulation approach. Hoboken, NJ: John Wiley & Sons.
Rouse, W. B., & Serban, N. (2014). Understanding and managing the complexity of healthcare. Cambridge, Massachusetts: The MIT Press.
The text discusses the characteristics of complex adaptive systems and managing those systems. How do such systems differ from traditional management systems? How are they the same?
The traditional system and Complex Adaptive Systems, which are under complexity science, differ in a variety of ways.
Roles: The traditional system emphasizes management and chain of commands while complex adaptive systems focus on leadership and collaboration.
Method of mobilizing people: In the older system, the control is done by the highest in the hierarchy. Information goes down a unidirectional channel through commands. The newer system however utilizes positive and negative reinforcements, recognizing achievements and focusing on the behavior rather than the person when rectification is needed.
Measuring improvements: In the traditional way of organizing healthcare systems, one way of measuring improvements is through realization of activities that were deemed necessary to develop a system. Ticking all activities in a checklist means success. On the other hand, Complex Adaptive Systems allow diverse ways on achieving success, measuring outcomes instead of activities.
Focus of Success: In the traditional system, focus of achieving improvements is through efficiency of each component. Complexity science looks at agility, the trends and changes within the organization.
Working Relationships: With the newer system, personal commitments describe work relationships as compared to contractual work with the older system. This coincides with the method of improvement that looks at accomplished activities regardless of the people behind the success in the traditional system. In contrast, Complex Adaptive Systems create work commitments from people who become experts in the process. This becomes part of process improvement.
Organizational Network and Design: While the older system deals with hierarchy that is adamant about its organizational design, a complex adaptive system is heterarchical that allows dynamic self-organization.
They are the same because the intelligence resides in the whole system. This means that, while different individuals may hold specific knowledge or differing interpretations of a common reality, no one person is capable of processing all the information within the system. Self-organizing systems produce intelligence only when they have the capacity to process the diversity of knowledge that resides within the entire system. Thus, organizations are most intelligent when they have a rich diversity of perspectives and the means to aggregate their collective intelligence.
References:
Boynton.B (2016) Complex Adaptive Systems in Healthcare: A Leader’s Perspective – Part 1.Retrieved from https://www.manageupprm.com/blog/2016/4/11/complex-adaptive-systems-in-healthcare-a-leaders-perspective-part-1
Collins. R (2017) The Management Wisdom of Complex Adaptive Systems. Retrieved from http://optimityadvisors.com/insights/blog/management-wisdom-complex-adaptive-systems HCA 545 Topic 1 Discussion Questions 1 and 2
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
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