How to Resolve Organizational Problems

Organizational Resources Needed to Bring Resolutions to the Identified Problem 

Different resources will be required to address the problem posed by hospital rates. Some of the resources include funding, space, and staff. Additionally funding is required to hire more care providers to meet the demand at the hospital. Employing additional staff will help to combat fatigue and burnout among staff. Additionally, higher staffing will result in quality care and improved patient outcomes (Griffiths, Dall'ora & Ball, 2017). The funding can also be used to purchase essential care equipment to improve patient outcomes. Funding can be used to facilitate staff training to equip nurses with the required competencies to handle high hospital rates. The organization can expand by renting additional space that can be used to hold a high number of patients. To secure additional funding, the management will need to engage with the board. Management must demonstrate that the plan will help the organization solve the problem posed by hospitalization rates and that the plan is sustainable. 

Strategies to Create Vision for Internal and External Stakeholders 

Stakeholder management is critical in maintaining healthy relationships with the different stakeholder groups. Stakeholder management is critical in the change process. Stakeholder involvement is essential in improving coordination efforts and increasing support for critical decision-makers (Albritton, 2010).it is vital to create a concise vision for internal and external stakeholders to ensure effective stakeholder management. The best strategy to employ when developing a strategy for internal stakeholders is one that demonstrates profitability and sustainability over the long term. On the other hand, the best strategy to create a vision for external stakeholders should demonstrate the efficiency and improved outcomes. The strategies to create vision should demonstrate a direct benefit to external and internal stakeholders. 

Short-Term and Long-Term Goals Needed to Implement Organizational Change 

Short-Term Goals 

Implementing short-term goals will help the care institution accomplish organizational change. One short-term objective is hiring additional staff who will help deal with the high hospital rates. Proper staffing will help to improve efficiency within the healthcare institution, which translates to improved patient outcomes. Another short term objective is organizing the workload and employing set institutional protocols that will ensure the quality of care. Implementing short-term objectives will help attain organizational change. 

Long-Term Goals 

Implementing long-term goals will help the care institution implement organizational change. One long term goal is expanding by renting additional space to hold greater patient capacity. Having greater capacity will help the organization expand its operation while also helping the organization deal with the high hospital rate. Additionally, the hospital can also create and integrate a long term training program that will help staff gain the needed competencies to improve care outcomes. Training programs will allow for professional development and improve satisfaction ( Mehdaova, 2017 ). Implementing long-term goals will help the hospital implement change. 

Role of Detailed Timeline in Plan Implementation 

A detailed timeline is integral in the implementation of the new plan to institute organizational change. The timeline offers a timetable that sets out the milestone for the implementation of the new plan and indicates dates when each milestone is supposed to be reached. The timeline will help offer a clear direction and hold all critical stakeholders accountable for reaching their milestones. The healthcare institution will implement an iterative plan to cater to the changing demands during implementation ( Alwashmi et al., 2019 ). The implementation plan will be revisited after every phase to ensure all critical objectives are met. The iterative plan will help cater for unseen changes. 

Evaluation Process to Determine Effectiveness of Change 

The hospital will use the PDCA model to implement continuous organizational change. The model presents a continuous loop that offers a simple yet effective approach for solving existing problems within an organization and managing change. The PDCA model is ideal for evaluating the hospital plan because it is useful in appraising improvement measures on a small scale before incorporating changes to practices and procedures. This will help ensure continuous improvement within the health institution ( Chakraborty, 2016 ). Therefore, the organization will use the PDCA model to evaluate the hospital plan to institute continuous change. 

References 

Albritton, E., Edmunds, M., Thomas, V., Petersen, D., Ferry, G., Brach, C., & Bergofsky, L. (2010). Engaging Stakeholders to Improve the Quality of Children’s Health Care. Implementation Guide Number 1. The National Evaluation of the CHIPRA Quality Demonstration Grant Program . https://www.ahrq.gov/sites/default/files/wysiwyg/policymakers/chipra/demoeval/what-we-learned/implementation-guides/implementation-guide1/impguide1.pdf 

Alwashmi, M. F., Hawboldt, J., Davis, E., & Fetters, M. D. (2019). The iterative convergent design for mobile health usability testing: mixed methods approach.  JMIR mHealth and uHealth,  7(4), e11656. 

Chakraborty, A. (2016). Importance of PDCA cycle for SMEs.  SSRG International Journal of Mechanical Engineering,  3(5), 30-34. 

Griffiths, P., Dall'ora, C., & Ball, J. (2017). Nurse staffing levels, quality and outcomes of care in NHS hospital wards: what does the evidence say? Health Work: Evidence Briefs, 1(1). 

Mehdaova, E. A. (2017). Strategies to overcome the nursing shortage. Walden University .