HCA 615 Describe the relationship between employee professional development, organizational change, and organizational goals

HCA 615 Describe the relationship between employee professional development, organizational change, and organizational goals

HCA 615 Describe the relationship between employee professional development, organizational change, and organizational goals

Discussion Question 1

Describe the relationship between employee professional development, organizational change, and organizational goals. Provide an example to support your description.

The relationship between employee professional development, organizational change and organizational goals is one that should be nurtured appropriately since the three influence each other. In the present health care dispensation, having the necessary skills has become an integral necessity for a health care employee. Thus, employee development enables one to acquire new skills that will allow him to operate well in a dynamic health care environment. Indeed, employee development has become an antecedent for organizational change. During the organization change, a health care leader looks to influence the structure, operational methods, strategies, organizational culture, and technologies in order to feel the effects of the change within the health care facility (Al-Haddad & Kotnour, 2015). However, for the change to be effected, it becomes incumbent upon the leader to understand the objectives of the health care facility and the dynamism therein. Borkowksi (2011) opines that understanding the goals and objectives of a health care facility in relation to its future trajectory is integral for an organization change to occur. Further, organizational change can occur when in a continuous manner using the organizational development concept when the objectives cannot be achieved instantaneously.

The adoption of the organizational development to effect organizational change cannot be used in very situation. However, its application is important as it may offer the management the time and resources to initiate employee development. By identifying the goals and objectives of an organization, the management can then institute proper stratagems such as employee training, and various employee development activities. The institution of employee development undertakings that encompass professional development and personal growth will ensure that the employees are ready to lead organizational change. Indeed, the development of employees may also make them ready for more responsibilities such as becoming an OD practitioner, whom Borkowski (2011) posits appears to be in charge of the change process.

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A quintessential example of a health care organizational change process occurs during the acquisition of a paperless system in the operations. The Joint Commission reports that the presence of an electronic health record system is integral in ensuring that safety goals and healthy population goals are achieved. This means that a health care facility leader needs to formulate the objectives of the facility as reducing readmission rates through the usage of HER. However, for the organizational change to be effected, the personnel needs to be acquainted with the various aspects of the system. As such, the facility may facilitate trainings on the same in a continuous manner from one department to the next. Further, during the implementation of such a project, one of the employees will be designated as the OD practitioner in order to ensure its successful implementation.

References

Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), 234-262.

Borkowski, N. (2011). Organizational behavior in health care. Sudbury, MA: Jones and Bartlett.

Responses

The employee professional development, organizational change, and organizational goals are indeed related in a way. Borowski (2011) captures it well when she implies that for an organizational change to occur, a health care leaders needs to understand the organizational objectives and goals of their facility. As such, by that understanding, they can formulate integral stratagem to ensure that the employees are ready to undertake the change. In fact, the employees may not only participate but also own the change process initiative. Thus, through the professional development initiative of the employee, they will be able to oversee the organizational change by achieving the goals as set out by the management.

References

Borkowski, N. (2011). Organizational behavior in health care. Sudbury, MA: Jones and Bartlett.

Yes a strong association exists between organizational change and professional development. As Borowski (2011) implies, the fact that a change needs to be implemented in an organization means that the employees also need to be ready for it. For this reasons, it means that the organizational leadership and individual employees need to strategize how to ensure that each one of them will be ready for the change. Indeed, the objective of initiating change is such that it the organization meets its goals that are influenced by the dynamism of the health care market. Thus, the correlation between the organizational change, professional development and organizational goals has never been more necessary in healthcare due to the adoption of technology.

References

Borkowski, N. (2011). Organizational behavior in health care. Sudbury, MA: Jones and Bartlett.