Essay about Organizational Change

1294 Words Jan 18th, 2015 6 Pages
Organizational Change Plan
09/08/2014
Marnelle Paul
HCS 587
Professor: Virginia Weatherston

Many health care organizations in New York, including Long Island are moving toward the continued growth of improved documentations and communication. It is a big change of moving from paper-based nursing documentation to Electronic Medical Record (EMR) as required by the department of Health law that documentation of nursing intervention be done appropriately, and the care given be evaluated accordingly to improve the quality of care that nurses are rendered. This proposed change that is selected is designed for a long term care facility in Syosset, Long Island, with the vision to maintain excellence in care. The need in this health care
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When the charts are hand written and the doctor’s orders are illegible, it creates rooms for errors and the administration of incorrect treatment. With the EMR system, all entries are typewritten reducing the risk for errors. The facility can also benefit from the EMR services to prevent the missing of charts and important documentation papers that can be easily left in fax machines or copiers. Some of the organizational barriers to the change are the unclear goals and inefficient leadership strategies. Leaders often don’t use the right communication strategies to get the employees involved in the change (Spector, 2010). The organization leaders must use the right approach to handle the individual barriers. Spector, (2012) suggests that a plan of action be well defined with a specific goal to achieve while providing a succinct statement of vision with a detailed rational for the projected change (p.10). The acceptance of a new change depends on the personality of individuals, demographics, and ability to manage barriers (Whittaker, Aufdenkamp, & Tinley, 2009). Some employees of the facility would be resistant to the change because of their demographic status, and their inability to grasp the change. Spector, (2010) states that not all employees welcome change with the same enthusiasm (p. 9). The older nurses in particular, with the fear of change, are not willing

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