MHA570 CASE MODULE 4 IMPLEMENTING AND MONITORING STRATEGIC ACHIEVEMENT

MHA 570 Case Module 4: Implementing and Monitoring Strategic Achievement Student's Name Institutional Affiliation Course Code & Title Professor's Name Submission Date The healthcare system has to change and adjust to respond to the continuously changing aspects such as laws, patient wants, and health technology. Complex organizational structures, risk-averse attitudes, and legal matters make it difficult for healthcare organizations to effect changes. Thus, healthcare managers should be aware of the causes of organizational change, plan adequately for each phase, ensure that change is consistent with organizational procedures and culture, and promote inclusivity and diversity to address ongoing issues. This paper explores the characteristics of change management concerning healthcare organizations and incorporates survey questions to determine strategic readiness. Part 1: Understanding Healthcare Organization Change What makes change so difficult for many organizations? Many organizations struggle with change due to their structures, cultures, and external circumstances. Change is difficult in healthcare organizations due to numerous distinct challenges. Healthcare systems' established processes and practices are a significant issue. Healthcare organizations are highly structured and regulated, with standards and procedures guiding every element of patient care. These restrictive systems may make staff uncomfortable with change and reluctant to adopt new methods. The risk-averse culture in healthcare institutions makes change resistance worse. Healthcare workers put patient safety and quality of treatment first; thus, any changes that could compromise these principles are viewed with skepticism and criticism. Healthcare organizations' hierarchies can also hinder the communication and collaboration needed for change implementation. Top management decisions are often cascaded down the organization, disempowering frontline staff. Healthcare legislation and practices change frequently, complicating reform projects. Legal and compliance constraints make it difficult for healthcare organizations to adopt changes quickly and efficiently (Caparros et al., 2020). Why must an organization prepare for each phase of change? To implement change successfully and sustainably, organizations must plan for each phase. Change requires planning, execution, and assessment (Walston, 2018). Organizations examine the need for change, set clear goals, and build ways to overcome obstacles during preparation. The following stages depend on this phase for stakeholder buy-in and change momentum. Organizations adopt changes and monitor progress to meet goals and timetables. This phase requires effective communication, stakeholder participation, and resource allocation to overcome resistance and reduce risks. There is a consultation of stakeholders, evaluation of change initiatives, and modifications to optimize results. This phase helps evaluate change initiatives and influence future decisions. Preparing for each change phase reduces disruption and risks and increases success. A systematic approach to change management keeps organizations agile and adaptable to changing problems and opportunities (Newman & Ford, 2021). How can change be anchored in an organization's culture and processes? A business must anchor change in its culture and processes to succeed and leave a lasting influence. Culture—shared values, beliefs, and norms—influences employee behavior and change receptivity. Leaders must present a compelling future vision and communicate it to stakeholders to impact an organization's culture. This vision should reflect the company's beliefs and goals, encouraging employees to see change as an opportunity for growth and innovation (Cameron & Quinn, 2011). Leaders must also model desir...