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Running Head: TYPE 2 to 3 WORDS OF YOUR TITLE HERE 1 TYPE JUST THE PAPER TITLE HERE 5 Title of Paper Your name HCA375– Continuous Quality Monitoring and Accreditation Type Instructor Name Here Type Date HCA375 - WEEK 4 ASSIGNMENT PART 1 – DESCRIPTION OF ADVERSE EVENT Refer to the instructions in the Week 4 Assignment of your online course to understand what is expected in each column. This completed template should be between six to seven pages in length. Include APA citations within the description column where appropriate. List your references in APA format according to the Ashford Writing Center guidelines on the last page of this template. CONTENT DESCRIPTION ADVERSE EVENT CHOSEN DESCRIBE THE EVENT WHO WAS INVOLVED IN THE EVENT (Health care Personnel) COMMUNICATION TECHNIQUES/METHODS UTILIZED TO RESOLVE THE PROBLEM OPERATIONAL OR SAFETY PROCESSES RECOMMENDED TO AVOID FUTURE EVENTS FROM HAPPENING. LIST AT LEAST 2. HISTORICAL, CONTEMPORARY, AND LEGAL INFORMATION ABOUT THE EVENT CHOSEN APPLYING CONTINUOUS QUALITY MONITORING - STATE THE IMPACT OF THIS EVENT FROM THE ORGANIZATION’S AND PATIENT PERSPECTIVE WEEK 4 ASSIGNMENT PART 2 – CQI TOOL Choose a CQI Tool that best suits your chosen Adverse Event from this list of three: · Flowchart · Fishbone Diagram (Cause & Effect) · Pareto Use the CQI Tool to illustrate the use of the tool with your chosen Adverse Event. You will be responsible for creating the CQI Tool, completing the tool, taking a screenshot, and copying/pasting the screenshot into the space below. WEEK 4 ASSIGNMENT PART 3 - FUTURE PREVENTION APPLYING PDSA - Worksheet PHASE PHASE ACTIVITIES EXPLANATION PLAN Identify the problem. What is your objective? Identify the team members that will work on the problem. How would you communicate the plan to the stakeholders? What data are you collecting? Whom are you piloting your plan on? (You need to select a small group to pilot your plan on before you implement fully). DO Develop possible solutions to the problem. Select one of the possible solutions to implement in this pilot phase. What was the result of the pilot? Detail the method(s) utilized to communicate the improvement process. List observations and note any problems. STUDY Summarize the data collected and measure if the pilot solution was effective. Identify any issues that occurred. Include any communication issues. Compare your objective in the Plan phase to that of the actual pilot result. Revise plan if needed – describe. ACT Implement the plan for improvement. Describe how you will be continually monitoring for the improvement plan’s sustained success. References Excluding your textbook or course readings include a minimum of four scholarly, peer-reviewed sources; two of which must be from the Ashford University Library that were published within the past five years. All references must be in APA format according to the Ashford Writing Center. Stories of Change Title: Cours.
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Discussion: Anchoring Change The end result of a successful change process should include a change in an organization’s culture. This change in culture ensures that the vision is permanently entrenched in the organization. Kotter warns against change visions that begin with a cultural change—he maintains that the roots have not been established to sustain the long and often exhausting change process. Rather, Kotter suggests, if you adhere to his eight-stage process, cultural change will occur naturally, creating a culture that encourages future opportunities, empowerment, and continual renewal. To prepare for this Discussion: · Review this week’s Learning Resources, especially: · Step 7: Consolidating gains and producing – See attachment · Step 8: Anchoring new approaches – See attachment · The hard side of change management. Harvard Business Review, 83(10), 108–118. · Kotter, J. P. (2012). Leading change. Boston, MA: Harvard Business Review Press. · Chapter 9, “Consolidating Gains and Producing More Change” · Chapter 10, “Anchoring New Approaches in the Culture” Assignment: Read a selection of your peers' postings. Respond to at least two of your peers' postings in one or more of the following ways: · Provide your peers with some additional ideas on how to overcome returning to the status quo and how to ensure they are not moving forward too rapidly. · Identify any ideas you may have on the importance of anchoring change within culture and how these ideas might benefit their change plan. · Compare the levels of culture discussed in the Learning Resources to the levels of culture your peers will use to shape their change plan. Is there any additional ideas you can offer to ensure they are successfully anchoring change within the culture? · 3 – 4 paragraphs · No plagiarism · APA citing 1st Colleagues – Natasha Mills Natasha Mills Anchoring Change Collapse Top of Form One of the primary factors that makes change difficult to achieve within an organization is culture. As a result, many change leaders would think that changing the organization’s culture first before implementing the proposed change vision is the best idea (Kotter, 2012). On the contrary, changing an organization's culture should be the last step and should occur naturally. This is because cultural change, particularly in mature organizations, requires unlearning and replacing existing values and assumptions with new ones, which proves difficult and uncomfortable for many (Schein, 2009). This can pose as an obstacle in the implementation of the change vision even before the process begins. This aspect validates Kotter’s argument that culture change should come last after altering people’s actions, realizing some benefits as a result, and establishing the connection between the new action and performance improvement. Before implementing the proposed change, my organization is one where the various departments work independently that it is difficult to dete ...
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OL 663 Final Project Guidelines and Rubric Overview To be an effective leader, one must be able to lead change efforts in a way that is collaborative and demonstrates the culture of the organization. At some point, all leaders will be tasked with either leading an organizational change effort or being part of upper-level team planning and implementation of an organizational change effort. Your final project in this course is the development of a change plan based on a case study. Your plan will utilize Kotter’s change implementation plan components for an organization. Kotter’s plan will take you through steps that demonstrate what should be looked at during each step of a change effort. Changes take time to implement, and it is vital that all aspects of an organization are considered when making these changes. This project addresses the following course outcomes: Determine the root causes and driving forces for effectively implementing an organizational change effort Diagnose gap differences between current situations and targeted goals of change efforts for determining the needs of a change effort Analyze the impact of a change effort for its implications on the roles of employees Predict areas and causes of resistance within an organization to develop a well-informed, effective change plan Determine the communication needs in a change effort involving employees for successfully implementing a change effort Enhance the influence of organizational culture on organizational change efforts Prompt In this project, you will develop a change plan based on a case study with stated objectives to accomplish an intended goal or goals. Once the objectives are established, you will build backward from those goal(s) in order to develop a timeline for completion in a phase-by-phase sequence. This change plan will analyze what is needed for the implementation of a change to be successful and things to look out for along the way. Specifically, the following critical elements must be addressed: I. Analysis and Diagnosis A. What is the problem in need of addressing at this point in time? Describe which forces are driving the change effort. B. How did this problem arise? Determine how this problem is currently impacting the organization. C. Identify the specific organizational needs driving the change. Explain each. D. Identify specific variables, conditions, issues, individuals, and other factors that will impact the change effort negatively. Describe how these should be handled prior to planning the change effort. E. What are the underlying causes of the problem? How should these be addressed? F. Identify the gap between what the problem’s current situation is and what the hoped-for targeted outcome will be. Establish what needs to occur to build a process to bridge this gap. II. Developing a Change Plan Using Kotter’s Model for Implementing Organizational Change A. Create Urgency.
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Discussion Anchoring ChangeThe end result of a successful chang
Discussion Anchoring ChangeThe end result of a successful chang
OL 663 Final Project Guidelines and Rubric Overview .docx
OL 663 Final Project Guidelines and Rubric Overview .docx
Change Process for NYPA-Seeley
1.
2.
Reasons for Change Kottlers
8 step Process Survey Monkey Agenda
3.
REASONS FOR CHANGE
4.
Kotter's 8-Step Change Model Implementing
Change Powerfully and Successfully
5.
Choose a Change Here
At NYPA
6.
Step 1: Create
Urgency
7.
Step 2: Form
a Powerful Coalition
8.
Step 3: Create
a Vision for Change
9.
ACTIVITY
10.
Work with the
person next to you and come up with some things you will say to your employees to create the vision
11.
Step 4: Communicate the Vision
12.
Step 5: Remove
Obstacles
13.
Step 6: Create Short-Term
Wins
14.
Step 7: Build on
the Change
15.
Step 8: Anchor
the Changes in Corporate Culture
16.
ACTIVITY
17.
Survey https://www.surveymonkey.com/s/Y5LL2NG What part of
the process do you think will be easiest and hardest and Why?
18.
Content in this
presentation was developed from the article by retired Harvard Business School professor John P. Kotter. This article, originally published in the spring of 1995, previewed Kotter’s 1996 book Leading Change.
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