Od In Healthcare Essay, Research Paper

ORGANIZATIONAL DEVELOPMENT IN HEALTH CARE

Literature Research

Submitted To:

In Partial Fulfillment of the Requirements for

HRM 440

Pull offing Organizational Change

By:

Andy Ross

Colorado Springs, CO

9 December 1999

Table OF CONTENTS

Table OF CONTENTS 1

ORGANIZATIONAL DEVELOPMENT IN HEALTH CARE 2

Introduction 2

Traditional MODELS IN HEALTH CARE 2

THE NEW HEALTH CARE MODEL 4

THE NEW MODEL CHALLENGES AND SUCCESSES 5

Decision 7

Plants Cited 8

ORGANIZATIONAL DEVELOPMENT IN HEALTH CARE

Introduction

The past few decennaries has seen monumental alterations in the Health Care Industry. The altering concern clime, in concurrence with technological progresss and social alterations have brought wellness attention to the head of the American conscious. The traditional theoretical account of Health Care is no longer a feasible option. With information engineering going more accessible to the populace through the Internet, along with a oppugning society, an addition in consumer protagonism, and governmental ordinances concentrating on the quality and handiness of wellness attention, the Health Care Industry must alter to better suit the demands and desires of the populace. Effecting alteration in an organisation is hard, but altering an full industry can turn out to be about impossible. For the Health Care Industry to last the twenty-first Century, it is imperative that alterations are implemented. The procedure has already begun, but there is yet a long route for the Health Care Industry to go before it can run into and fulfill the demands of the twenty-first Century consumer.

Traditional MODELS IN HEALTH CARE

For many old ages, the traditional theoretical account for wellness attention has served the public good. In this theoretical account, the function of wellness attention suppliers has been that similar to a parent or instructor. The populace has depended on these suppliers to guarantee that they received the proper attention and

intervention. Hospitals were provider-centered, with the doctor at the hub and the patient going through a labyrinth of confusion, dependent upon the suppliers to steer through. Health attention was fragmented, with primary and secondary attention suppliers each working independent of the others. Increasing wellness attention costs led to a decreasing handiness for many Americans. Families have seen their health-related costs lifting faster than their incomes. They are paying more for wellness insurance and for wellness attention. Obviously, the more households spend on wellness, the lupus erythematosus they have for other necessities, such as lodging, vesture, and nutrient. ( MDAdvice.com 1999 ) Health attention was in a province of flux, going from being decentralized system to a hospital-centered system so back to decentalisation.

Governmental ordinances, along with a altering concern clime and general societal alterations demanded a alteration in the Health Care Industry. The force per unit area for wellness attention reform has led to the rise of managed wellness attention and has forced infirmaries and doctors to look for more effectual ways to present services. ( Wordelman, Lemonds, and Goltz 1998 ) Managed attention became the new theoretical account for wellness attention. The managed attention theoretical account was to take to an addition in the quality of wellness attention while diminishing wellness attention costs. The benefits of managed attention were decreased by the capitalistic, provider-based system.

In order for managed attention to be effectual, cost caps must be in topographic point, and the system has to go patient-centered ; non merely in the manner patients are treated, but in the manner they travel through the system and the installations. Managed Care organisations and the Health Insurance companies have helped maintain costs through capitation. The challenge for Organizational Development in the Health Care Industry is to assist make a point-of-service system that is user friendly, effectual and meets client satisfaction. Recent developments in today s wellness attention market, nevertheless, mean a cardinal displacement in the manner the field is structured. And no health care organisation that intends to remain competitory tomorrow can afford to be a inactive informant to these passages today. ( Rooney 1999 )

THE NEW HEALTH CARE MODEL

The new Health Care Model is characterized by an integrated wellness attention bringing system. Hospital s development, characterized by their and other supplier s motion into successful incorporate bringing systems, will necessitate new cognition, endowment and preparation & # 8230 ; ( Campbell 1998 ) This is the function of the Organizational Development Practitioner ; to assist wellness attention suppliers and organisations learn these new endowments and cognition. The primary theoretical account for incorporate wellness attention is that of autonomous work squads. Although the construct of multi-disciplinary conferences and workshops in wellness attention is non new, holding suppliers and decision makers working as a squad in the bringing of attention twenty-four hours to twenty-four hours is. With suppliers of the different subjects within the wellness attention field working together, the quality of wellness attention is improved. Within the infirmary scene, these squads work toward results directed at hardening, rehabilitating and even continued wellbeing of the patient. In the managed attention sphere, the construct of the gatekeeper or primary attention supplier moving as a affair or coordinator of attention for the patient can be compared to an integrated squad.

Another of import facet of the new wellness attention theoretical account is the flow of attention or service that the patient must travel through for attention or intervention. In be aftering workshops, the staff was challenged to redesign the manner patients flow through the wellness attention installations & # 8230 ; The most dramatic consequence of this challenge was the determination to convey wellness attention to the patient instead than traveling patients through the installation. ( Wordelman, Lemonds and Goltz 1999 ) The thought of conveying the attention to the patient is about evocative of house calls and rural medical specialty. This increases client satisfaction which is an of import facet of the new wellness attention theoretical account. A recent survey concluded that m

ore than 50 % of employers and managed attention companies dropped suppliers who failed to run into client service criterions. ( Gropper and Boily 1999 ) It besides provides for a cardinal glade installation for patient information, easy accessible for any and all suppliers involved in the attention of the patient. This can salvage the organisation and the patient clip and money, increasing the quality of attention and decreasing costs ; the basic premiss of managed attention.

THE NEW MODEL CHALLENGES AND SUCCESSES

There are many challenges confronting the wellness attention industry as it goes through the evolutionary procedure from the old to the new theoretical account. As the managed attention construct takes a strong bridgehead in the wellness attention industry, organisations competing for survival find themselves involved in a alteration attempt toward the new theoretical account. One such attempt that is ongoing is at the Medical Center of Louisiana at New Orleans. They recognized the demand for alteration, and their reengineering attempts centered around a case-management theoretical account. When the plan was initiated, they encountered some of the jobs frequently associated with any alteration attempt in an organisation: opposition. The opposition came from both inside and outside of patient attention countries. The construct is for the Case Manager to follow the patients attention and advancement, guaranting quality attention without unneeded cost or disbursal. At present, the test for this theoretical account is being tested in the injury section. As the plan developed, staff attitudes changed from opposition to demanding more squads. The plan has increased collegial audience, managerial coaching, squad mutuality, and mature professional opinion and creativeness. ( Godchaux 1999 )

Another wellness attention installation that has successfully undergone a alteration attempt is the Detroit Medical Center ( DMC ) . Some of the forces that caused the DMC to see the demand for alteration were their shrinking inpatient population, increased client outlooks, the rise in managed attention and at hazard contracts, and the association and amalgamations of other wellness attention suppliers and organisations. The lone manner to battle the jobs faced by DMC was to implement an integrated, cost-efficient wellness attention bringing system.

A set of steering rules was developed. These rules served as ushers for the alteration procedure and as the standards for measuring options:

1. constitution of a continuum of attention ;

2. integrating of clinical services across the full market served ;

3. integrating of academic plans ;

4. meeting/exceeding client outlooks ;

5. set uping a consolidation / centralisation that makes sense logically, clinically, and economically ;

6. development of a system of precedences and overall benefits to the wellness system ( systems believing ) ;

7. improved community wellness ;

8. increased community input.

( Horak, Campbell and Flaks 1998 )

When the dust at DMC settled, they had successfully met the challenge and implemented a alteration in organisational construction that benefited all involved. An of import facet of the lessons learned from the reorganisation of the DMC was what they called the Ten Critical Success Factors. The critical success factors included:

1. Structural alterations in administration and direction must be portion of an overall scheme and program & # 8230 ;

2. Structural alteration must simplify the decision-making procedure & # 8230 ;

3. Change must get down with administration & # 8230 ;

4. An outside adviser or facilitator should be considered & # 8230 ;

5. A little, internal alteration direction squad should be created & # 8230 ;

6. Continuous betterment must be the direction doctrine to efficaciously steer alteration in the organisation & # 8230 ;

7. Community and employee support must be portion of implementing alteration & # 8230 ;

8. The medical staff must be involved and continually informed of alterations & # 8230 ;

9. Time frames for execution must be established and communicated.

10. The CEO, with the nucleus support of administration, is the primary agent of alteration.

( Horak, Campbell and Flaks 1998 )

These are two of the many establishments and organisations in the wellness attention industry that has successfully implemented alteration to run into the challenge of the hereafter. Unfortunately, for every success, there are as many failures.

Decision

As the wellness attention industry strides into the twenty-first Century, its focal point is on endurance. Management hierarchies are being replaced by autonomous squads, integrated wellness attention bringing systems are replacing the labyrinth of confusion that used to environ wellness attention, and the consumer is going the primary focal point. Managed attention and capitation are assisting better quality while diminishing costs. The lesson learned over the past century is that alteration is non merely inevitable, its uninterrupted. The nucleus maps of the squads will alter invariably. These alterations will reflect the development of wellness attention in this state and the versions that disposals will necessitate to do in response to those alterations. ( Blejwas and Marshall 1999 )

Plants Cited

Blejwas, Lucy and Wendy Marshall. A Supervisory Level Self-Directed Work Team in Health Care. The Health Care Manger. ( Jun ) : 14-21

Godchaux, Charlotte W. Case Mangers Drive Care Integration. Nursing Management. ( Nov ) : 32b-32g.

Gropper, Cindy and Alness Boily. Breathing Life into Customer Satisfaction. Nursing Management. ( Nov ) : 64-68.

Horvak, Bernard J. , David J. Campbell and Jeffrey A. Flaks. Strategic Positioning: A Case Study in Governance and Management. Journal of Healthcare Management. ( Nov/Dec ) : 527-540

Managed Care. Understanding Our Changing Health Care System. MDAdvice.com. Internet: hypertext transfer protocol: //www.mdadvice.com/topics/general/info/manage2.htm

Rooney, Mike. Assessing Organizational Viability. Healthcare Executive. ( Jul/Aug ) 43-44

Wordelman, Scott, Donald K. LeMonds and Howard Glotz. Creating and Establishing a New Health Care Model. The Academy Journal. Internet: hypertext transfer protocol: //www.e-architect.com/pia/acadjour/articles/06a.asp