Essay on "Action Planning"
Essay 7 pages (1993 words) Sources: 7
[EXCERPT] . . . .
Action PlanningSituational Background- Stevens Heath Center is a smaller sized (200 bed) hospital in a suburb of a mid-sized American city. For various reasons, not all disclosed to employees, Stevens merged with the larger, Rainier Health Systems who operate a 3 tier hospital campus, several clinics and outpatient facilities, and have a total of 1500 beds available. Previously, Rainer was considered a huge mega-hospital and strong competitor of Stevens. It is now six months since the merger, and a decision was made to redesign patient care delivery. The administration decided that instead of so many specialized workers, a universal worker would be more efficient. This universal worker would have the skills to offer numerous support services. However, at times this model has failed in the past, and it is now incumbent on our department to make the redesign work this time. In order to make this more efficacious this time, the organization has decided to implement a six stage program of job redesign, which will also allow cross training and unique situational analysis in preparation for the new program. The roll out model is shown below.
Step
Model
Issue
Implementation Goal and Project Standards
Job redesign project
Sequence of necessary actions for project
Stages for implementation
Estimation of time needed to carry out, develop schedule
Time constraints in view of patient care
4
Determine accountability for each step
Departmen
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5
Estimate cost and necessary resources for each action step
Variable and fixed costs
6
Identify potential problems and/or road blocks and determine how to avoid or minimize
Where might this project hold up?
Step 1 -- Implementation Goal and Project Standards for Job Redesign Model -- Before we can enlist a working model, we must define the new position for all to understand. A universal worker is an employee that is cross-trained in multiple departments that interact with one another, and therefore is able to be more flexible on assignments. For instance, a universal worker can go to a department or situation in which there is a staff shortage, an absence, or even in the case of cross-training RNs for the Emergency and Operating rooms, natural disasters and public emergencies. The value to the organization is enormous, individuals trained in multiple tasks tend to be more vivacious, more willing to step into new situations without fear, and are usually able to see a more holistic approach to individual case loads. There are, of course, drawbacks to this concept -- sometimes quality assurance and employee support are lacking. Other employees feel like someone who is only 20% one job does not have the sense of expertise and can become frustrated. The Universal Worker can also be frustrated with too many multiple horizontal priorities -- given many tasks without the ability to excel at any of them (Pearce, 2007, 269-72).
Step 2 -- Sequencing of Events
Stakeholders
Stage 1
Stage 2
Stage 3
Stage 4
Stage 5
Administration
Plan
Discuss with staffing
Interview current and potential staff
Implement Training
Review Procedures and Redefine
Current Staff
Meet to understand
Participate in interview process; interview themselves if desired
Participate in training
Participate in evaluation
Potential Universal Workers
Investigation
Participate in interview process
Participate in training
Participate in evaluation
Additional Departmental Staffing
Meet to understand
Allow input
Training if needed
Allow input
Regulatory Bodies
Inform
Apply regulations
Ensure compliance
Step 3 -- Time Issues and Constraints-
Stakeholders
Stage 1
Stage 2
Stage 3
Stage 4
Stage 5
Time Issues
Administration
Plan
Discuss with staffing
Interview current and potential staff
Implement Training
Review Procedures and Redefine
Scheduling Training within bounds of current patient needs
Current Staff
Meet to understand
Participate in interview process; interview themselves if desired
Participate in training
Participate in evaluation
Staffing availability and shift issues
Potential Universal Workers
Investigation
Participate in interview process
Participate in training
Participate in evaluation
See above
Additional Departmental Staffing
Meet to understand
Allow input
Training if needed
Allow input
May add 20% more to timeframe
Regulatory Bodies
Inform
Apply regulations
Ensure compliance
No control over regulatory bodies
Step 4 -- Accountability - While there are a number of departments involved in this project, the primary accountability for the whole project is the actual project manager and their team. Ideally, this would be someone wish a broad level of experience in administration and/or Human Resources. During the course of this project, that individual would manage an implementation committee filled with department experts who are "on loan" for 20-30% of their time specifically on this project.
Stakeholders
Primary Accountability
Secondary Accountability
Administration
Executive Committee, Board
Director or Manager for Project
Current Staff
Human Resources
HR Contact in Implementation Committee
Potential Universal Workers
Human Resources, Individual Department Heads (Chief of Medical Staff, Chief of Nursing, etc.)
Individual Department Contacts in Implementation Committee
Additional Departmental Staffing
See above and CFO
CFO and Individual Department Contacts in Implementation Committee
Regulatory Bodies
Legal Department
Regulatory Affairs and Compliance Manager
Step 5- Cost issues -- Cost issues for this project are variable and may be buried within the budgets of some departments. However, a cross section of management level employees, in this case we estimate 10-12 on the committee, plus one full time project manager for 6 months would yield the approximate costs:
Full Time Project Manager at Upper Level - $50,000 plus benefit and tax costs = $75,000 for six months
Travel and misc. costs, support, copies, office, etc. = $50,000
Part Time Implementation Team at Manager Level -- 12 at $35,000 plus benefit and tax costs = $46,500 each, or $558,000
Training Costs = $75,000
Regulatory, inspection, relicensing costs = $10,000
Potential facilities and/or office construction = $25,000
Total potential implementation impact = $718,000 with $32,000 override cushion, $750K
Step 6 -- Roadblocks and/or Problems - Change management within an organization, particularly the public sector involves a number of variables: internal and external theory management, change planning and specific strategic and tactical methodologies that will ensure the likelihood of long-term success. Numerous theoretical approaches have been suggested to mitigate change within organizational structures. These theories of change arise within the public and private sectors, academia, global political systems, and even an upward dissemination from entrepreneurial ventures. Within these various rubrics, there is no single, all-encompassing model that fits all situations with equal robustness. Each has its own unique model, resources, and approach; each evolved under differing circumstances; each provides a strategic and tactical vision of success through its own worldview. However, the process of change can be mitigated by deciding on an approach (Six-Sigma, Kaizan, Total Quality Management, Business Process Management, etc.). Working with HR we would use those methods, which all have a common theme -- open communication and understanding -- to help the organization through the issues at hand (Culp, 2001;Choi, 1995).
Similarly, there is no way to ensure 100% job satisfaction with every employee all the time. One can only cross-train, communicate, work on a job extension and stretch plan, and use every potential resource available to allow the employee to self-actualize. Change is frightening to some, but with perserverance, tenacity, and commitment, our organization will be stronger because of it. Additional roadblocks might include government and/or regulatory agencies, personal resistance from some employees, etc. This is why making the plan combine with a new learning organizational paradigm and being sold from the top down will be most effective.
The Implementation Plan - There is an overall expectation that health care workers at all levels have a patient-centered approach to health care, and that there work processes are consumer-centric. Producing exceptional health care is the manner in which services for individuals increase healthy living, health outcomes, and are consistent with current professional standards and knowledge. Since we already have detailed job descriptions and process management reports for current positions that will be part of the Universal Worker's job description, our task is to first evaluate which of those positions are critical, which duties appropriate, and which schedules are flexible for our needs. Working with Human Resources and Department Heads, then, we will apply those strategic goals and tactical skill plans to the new position (Huber, 2006, 830-1).
Change management within an organization, particularly the public sector involves a number of variables: internal and external theory management, change planning and specific strategic and tactical methodologies that will ensure the likelihood of long-term success. Numerous theoretical approaches have been suggested to mitigate change within organizational structures. These theories of change arise within the public and private sectors, academia, global political systems, and even an upward dissemination from entrepreneurial ventures. Within these various rubrics, there is no single, all-encompassing model that fits all situations with equal robustness. Each has its own unique model, resources, and approach; each evolved under differing circumstances; each provides a strategic and tactical vision of success through its own worldview. However, the process of change can be mitigated by deciding on an approach (Six-Sigma, Kaizan, Total Quality Management, Business Process Management, etc.). Working with HR we would use those methods, which all have a common… READ MORE
Quoted Instructions for "Action Planning" Assignment:
This 7 page, doctoral level essay should be written in American syntax, double spaced, Times New Roman, 12 pt. The subject of the essay is *****"action planning*****" and specifically references G. Yukl and R. Lepsinger*****'s (2004) book entitled *****"Flexible Leadership: Creating Value by Balancing Multiple Challenges and Choices. San Francisco: Jossey Bass. ISBN: 0787965316.
Specifically, in this essay, USE THE SIX STEPS FOR ACTION PLANNING LISTED BELOW, IDENTIFY A PROJECT THAT NEEDS TO OCCUR WITHIN AN ORGANIZATION AND CONSTRUCT AN ACTION PLAN THAT INCORPORATES EACH OF THE SIX STEPS. Use APA headings (one or two levels) to denote each step in the planning process.
Yukl and Lepsinger*****'s six steps for action planning are listed in Table 3.2 (page 43) of the above listed textbook.
The steps are:
1.Develop an implementation goal and project standards
2.Identify the sequence of necessary action steps for a project
3.Estimate the time needed to carry out each action step and develop a schedule
4.Determine accountability for each action step
5.Estimate the cost and necesary resources for each action step
6.Identify potential problems and determine how to avoid or minimize them
Please use 7 references in the correct APA style (6th edition). If you use direct quotations, include the page number. Please use an appropriate number of intext citations on each page.
Another textbook used in this course that may be helpful with this essay is L. Bolman & T. Deal*****'s (2008) book titled *****"Reframing Organizations: Artistry, Choice and Leadership. San Francisco, CA: Jossey-Bass. ISBN 0787987999.
The main learning outcome for this essay is to construct a six step action in response to a project within an organization.
Please advise if you have questions or need further clarification. Thank you for your ideas on this subject.
Regards,
AW
west.msw@gmail.com *****
How to Reference "Action Planning" Essay in a Bibliography
“Action Planning.” A1-TermPaper.com, 2011, https://www.a1-termpaper.com/topics/essay/action-planning-situational-background/66634. Accessed 3 Jul 2024.
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