NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Sample Answer for NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools Included After Question

Compare two organizational readiness tools. Identify the tool you selected and explain why it is most appropriate for assessing your organization.

A Sample Answer For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

The two organizational readiness tool that I had chosen are The Patient Assessment of Chronic Illness Care (PACIC) and the Organization Readiness Change Assessment (ORCA).  The organization’s readiness assessment for change is a crucial factor in the implementation phase of any given public health intervention (“Selecting A Tool”, n.d.). These tools can assist in evidenced-based practice (EBP) interventions.

The Patient Assessment of Chronic Illness Care Questionnaire also known as PACIC is a tool that is used to make an evaluation of the perspective of the patient with regards to the receipt of patient care delivery in the 5 domains namely: activation, delivery system, goal setting, problem solving, and follow-up (Gensichen et al., 2011). PACIC tool can be used for conditions that incurable and illnesses that lasts for a prolonged period time. On the other hand, the ORCA tool has 4 main purposes: learning about the degree of motivation, assessment of organizational abilities, improvement of organizational capacities, and empowerment of organizations (Dearing, 2018).

The most appropriate tool for assessing my organization is the ORCA tool because it can help with identifying and monitoring of organizational strengths and weakness or an organization (“Organizational Readiness”, 2017).By using this tool in clinical settings which it was originally intended for, can help with providing support and success of EBP.

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References

Dearing, J. (2018). Organizational readiness tools for global health intervention: A review. Frontiers In Public Health. https://doi.org/10.3389/fpubh.2018.00056

Gensichen J, Serras A, Paulitsch MA, Rosemann T, König J, Gerlach FM, Petersen JJ. (2011).The Patient Assessment of Chronic Illness Care questionnaire: Evaluation in patients with mental disorders in primary care. Community Ment Health J, 47(4):447-53. doi: 10.1007/s10597-010-9340-2.“Organizational Readiness”. (2017). National Collaborating Centre for Methods and Tools. http://www.nccmt.ca/resources/search/187.

“Selecting A Tool”.(n.d.). National Collaborating Centre for Methods and Tools. https://www.nccmt.ca/knowledge-repositories/search/279

A Sample Answer 2 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Organizational readiness assessments allow for change leaders and champions to assess key areas of organization structure, stability and culture in order to make an informed decision as to whether or not a change or improvement initiative is going to be successful, and the right intervention at the right time (HRSA, 2021). Upon comparison of two different examples of organizational readiness assessments designed for healthcare, there are certainly similarities but also differences that must be considered when selecting one that is right for a particular organization and initiative.

The Agency for Healthcare Research and Quality (AHRQ) has an evidence-based safety and teamwork communication program by the name of TeamSTEPPS. This evidence-based program has been around for 20 years, and is now an evidence-based intervention effective at improving perceptions of teamwork, communication and trust, as well as sound data supporting improved patient safety metrics in an organization (AHRQ, 2021). With this, a readiness assessment is highlighted as a key part of the process to ensure an organization is ready for TeamSTEPPS implementation. Utilizing the AHRQ TeamSTEPPS Readiness Assessment, areas of defined need, readiness for change in culture, time/resources/personnel, and sustainment of the change are assessed in a checklist format that is easy-to-use for any individual assessing whether or not this intervention is right for one’s organization (AHRQ, 2021).

Comparatively, the Maryland Healthcare Commission (2019) provides a tool for healthcare organizations interested in implementing a standardized telehealth program with aim to improve the safety, quality, fiscal stewardship and patient experience side of healthcare. The readiness assessment provided- includes core readiness, financial considerations, operations, staff engagement and patient readiness. Maryland Healthcare Commission highlights a toolkit they’ve created to guide the assessment of successful improvement of one’s healthcare system telehealth practices.

Upon comparison of these two organizational readiness assessments, I believe that both highlight similar high-level aims, such as resources, leadership support and current human culture and openness to change. However, due to the current state of my place of employment, the TeamSTEPPS organizational readiness assessment appears to be targeted toward our highlighted goals of patient safety and teamwork/communication among staff. With these key areas highlighted in the assessment, and a pre-survey attached to the AHRQ readiness assessment to gauge with sound validity and reliability the perceptions of the caregivers, I believe this would be best suited for my current organization.

References

US Department of Health and Human Services (2021). Readiness assessment & developing project aims. Https://www.hrsa.gov/sites/default/files/quality/toolbox/508pdfs/readinessassessment.pdf

Agency for Healthcare Research and Quality (2021). Readiness assessment. https://www.ahrq.gov/teamstepps/reaidness/index.html

Maryland Healthcare Commission (2019). Telehealth readiness assessment toolkit. https://mhcctelehealthtool.herokuapp.com

A Sample Answer 3 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

There are many challenges in improving the health of populations and one of the biggest challenges has to do with the delivery and utilization of the interventions that are being proposed (Dearing, 2018). When it comes to the delivery of the interventions, it incorporates more than one factor. The factors that are considered in the delivery of the interventions include communication, training, leadership, coordination, and management (Dearing, 2018).

When it comes to change, organizational readiness needs to be assessed. Two tools that can be used to assess organizational readiness includes the Organizational Readiness to Change Assessment (ORCA) tool and the Organizational Readiness for Implementing Change (ORIC). As my organization is a Magnet facility and already supports and implements evidence-based practices, I chose the ORIC tool to discuss. The ORIC tool is the most appropriate for assessing my organizations readiness as this tool focuses on the readiness of the organizational members for implementing change.

Being a Magnet facility, my organization has proven that they support nursing excellence and to determine if the team members are ready for change implementation, the ORIC tool would be ideal to evaluate this. When the organization’s readiness is high, the members are more likely to initiate and put forth greater effort for implementing change and on the flip side when the organization’s readiness is low, the team members are more than likely to view change as undesirable and may resist change (Shea et al., 2014). With my proposed evidence-based change, it does involve a fully engaged team which is even more of a reason to use the ORIC tool to help determine the team’s readiness for change and hopefully lead to a successful change implementation.

References:

Dearing, J. W. (2018). Organizational readiness tools for global health intervention: A review. Frontiers in Public Health, 6, 56. doi:10.3389/fpubh.2018.00056

Shea, C. M., Jacobs, S. R., Esserman, D. A., Bruce, K., & Weiner, B. J. (2014). Organizational readiness for implementing change: A psychometric assessment of a new measure. Implementation Science, 9, 7. doi:10.1186/1748-5908-9-7

A Sample Answer 4 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

There were so many great organizational readiness tools to use. The first tool I researched was the Discussion-Oriented Organizational Self-Assessment (DOSA) which provided a broad view assessment for an organization. The outline of the assessment offered discussion topics for each of the seven categories. The tool intended to evaluate the organizations capacity from a bird’s eye view (Resource Centre, 2018). The DOSA tool was a great option but I elected to search further for a more appropriate readiness tool.

Upon further research I found the Organizational Capacity Assessment Tool which offers a comprehensive and systematic approach for organizations to evaluate their organizational capacity in seven key areas. The key areas include governance, financial, operations, human resources, program management, project management and organizational sustainability. The tool utilizes the self-assessment approach for each of the key areas. The tool guides the organization but doesn’t dictate a plan, instead it assists with plan development.

Therefore, the tool allows the organization to define what’s important to them and ultimately creates their own plan. The tool also provides guidance by offering assistance with next steps for ways to expand capacity (Learning Lab, 2016). The tool goes above and beyond to assess various aspects in greater detail that will offer a true reflection of my organization’s readiness. Currently, my organization is in the planning phase of a merger therefore a thorough assessment, such as Organizational Capacity Assessment, of my organization is vital to the overall process. In fact, the tool is so comprehensive I’m a little intimidated to use such a well-thought-out guide.

References

Resource Centre. (2018). Discussion-Oriented Organizational Self-Assessment (DOSA). https://resourcecentre.savethechildren.net/library/discussion-oriented-organizational-self-assessment-dosa

Learning Lab. (2016). Organizational Capacity Assessment. https://usaidlearninglab.org/library/organizational-capacity-assessment

A Sample Answer 5 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Organizational readiness is a concept that many managers and practitioners omit while planning about organizational motivation and empowerment. Readiness is defined as the extent to which an organization is ready, both behaviorally and psychologically, to adopt and implement change or take a particular course of action (Dearing, 2018). The success or failure of an organization to implement a change process depends on how ready the organization is to do so.

Therefore, readiness assessment is a critical element of public health as it measures the organizational capacity to utilize the new change (Dearing, 2018). There are many readiness assessment tools that organizations have adopted to measure their capacity to implement change. This discussion post will discuss the Organizational Capacity Assessment (OCA) Tool and Management and Organizational Stability Tool (MOST). On the one hand, OCA is a structured tool that allows organizations to self-assess their capacity and action plan intended to be utilized for improvement. On the other hand, MOST is a structured tool that enables organizations to assess their management performance in developing an action plan for improvement and monitoring progress (Management Sciences for Health, n.d.).

Comparing the two, I would select MOST for my organization because of the two fundamental advantages explained here. Firstly, MOST are easy to use, require little training, and can “identify changes in status over time” (Management Sciences for Health, n.d.). This tool would be applicable in a health organization where change is significantly rapid and little time is needed to adopt and implement these changes. Secondly, MOST allows organizations to diagnose and identify management priorities met for improvement within the shortest time possible (Management Sciences for Health, n.d.). This would help my organization adjust to changes swiftly as priorities are organized according to urgency, especially during a pandemic like a coronavirus, which keeps mutating from one variant to another.

References

Dearing J. W. (2018). : A Review. Organizational Readiness Tools for Global Health

Intervention. Frontiers in Public Health, 6, 56. https://doi.org/10.3389/fpubh.2018.00056

Management Sciences for Health. n.d. Management And Organizational Sustainability Tool

(MOST). https://www.msh.org/resources/management-and-organizational-sustainability-tool-most

A Sample Answer 6 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Assessing organizations for readiness for change/new interventions is necessary for implementing successful and lasting change. Organizational readiness tools and assessments can be used for a multitude of reasons. This includes assessing the organization’s level of motivation for change, the strengths and weaknesses within an organization, and facilitators/barriers to change (Dearing, 2018). Two organizational readiness tools are the total interpretive structural modeling (TISM) tool and the organizational readiness to change assessment (ORCA).

TISM is utilized to identify contributing factors that may impact an organization’s state of readiness for a new intervention/change before implementation (Vaishnavi et al., 2019). The TISM approach for organizational readiness for change in a healthcare system has multiple steps in the process (Viashnavi et al., 2019). The steps include identifying and defining factors that impact change within an organization, interpret the relationship between each factor and the change, determine the driving power for each factor, and finalize the list of factors from most influential to least (Viashnavi et al., 2019).

The ORCA tool measures organizational readiness for new and/or evolved evidence-based practice implementations (Helfrich et al., 2009). ORCA looks at three major elements: the organization’s capacity to facilitate the change, the organizational culture to support the change, and the strength of the evidence for the proposed change/innovation (Helfrich et al., 2009).

I am selecting the ORCA tool to assess my organization, an obstetrician office. This tool would work well for this organization and my proposed intervention of EHR communication/telehealth to improve safe sleep practices and reduce SUID rates among African American infants. For example, there is quality research to support the efficacy of this intervention in clinical practice. There is also a culture of change and infant safety since guidelines and best practices are constantly changing. Lastly, with good leadership and implementation plans, the organization can facilitate this innovation.

References

Dearing, J. W. (2018). Organizational readiness tools for global health intervention: A review. Frontiers in Public Health, 6(1), 56. https://doi.org/10.3389/fpubh.2018.00056

Helfrich, C. D., Li, Y. F., Sharp, N. D., & Sales, A. E. (2009). Organizational readiness to change assessment (ORCA): Development of an instrument based in the promoting action on research in health services (PARIHS) framework. Implementation Science, 4(1), 38. https://doi.org/10.1186/1748-5908-4-38

Vaishnavi, V., Suresh, M., & Dutta, P. (2019). A study on the influence of factors associated with organizational readiness for change in healthcare organizations using TISM. Benchmarking: An International Journal, 26(4), 1290-1313. https://doi.org/10.1108/BIJ-06-2018-0161

A Sample Answer 7 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

I agree with you that preparing the ground for change is important. Preparations involve engaging with participants and listening their feedback. Also, assessing the impact of change on individual and organizational performance is also important in the preparatory stages (Sony & Naik, 2020). Poor planning for change interferes with the implementation and management. Therefore, nursing leadership is mandated with the responsibility of preparing their organizations for change.

Leaders are always the champion of change in their respective organizations (Jung et al., 2020). Organizational readiness tools and assessments can be used for a multitude of reasons. This includes assessing the organization’s level of motivation for change, the strengths and weaknesses within an organization, facilitators, and barriers to change. Healthcare organizations use heavy financial resources on initiating and implementing change. Therefore, effective preparation protects these facilities from incurring losses due to failed projects. The ORCA tool measures organizational readiness for new and/or evolved evidence-based practice implementations.

References

Jung, K. B., Kang, S. W., & Choi, S. B. (2020). Empowering leadership, risk-taking behavior, and employees’ commitment to organizational change: The mediated moderating role of task complexity. Sustainability, 12(6), 2340. https://doi.org/10.3390/su12062340

Sony, M., & Naik, S. (2020). Key ingredients for evaluating Industry 4.0 readiness for organizations: a literature review. Benchmarking: An International Journal, 27(7), 2213-2232. https://doi.org/10.1108/BIJ-09-2018-0284

A Sample Answer 8 For the Assignment: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Title: NUR 590 Topic 2 DQ 1: Compare Two Organizational Readiness tools

Assessing an organization’s readiness can be conducted by determining the amount of motivation within a potential organization for the distribution and implementation of global health interventions, evaluating the establishment’s abilities, assisting with improving the organizational volume, and strengthening the organization to improve value within their clients (Dearing, 2018). The Institutional Development Framework (IDF) can assess five organizational capacity areas including management resources, human resources, oversight and vision, financial resources, and external resources (Lessik & Michener, 2011).

The IDF tool can be used with or without a facilitator and the assessment is based primarily on regarded capacities. Lessik & Michener explain that this method collects data on multiple employees through group discussions. It measures clear-cut areas of capacity versus a well-defined benchmark. Lessik & Michener illustrate that an important component of this type of organizational assessment tool is that it constructs a qualitative description of the company’s ability in the developmental phases. Moreover, Lessik & Michener emphasize that an advantage to using the IDF tool is that it provides numeric ratings, therefore all components can provide a summary score for each capacity region. With this helpful data, goals can be set and evaluated.

Another organizational readiness tool is the Organizational Capacity Assessment Tool which measures the final capacity of an organization concerning five key areas including program management, human resources management, organizational management, financial management, and governance (Advancing Partners & Communities, 2019). Advancing Partners & Communities explain that a compilation of the results initiates a plan of action for the organization to tackle prioritized areas such as the problems and breaches within the organization. This tool is helpful for leaders who want to improve their institution’s efficiency (Raghavendra et al., 2022). Raghavendra et al. explain that this tool identifies the issue and evaluates the real needs of the organization and through a decision-making process action is taken.

Organizational Capacity Assessment Tool is the method this author chooses for the organization of employment. The reason this tool seems most logical for the prison system is based on its simplicity and prioritizing of the main problems since it is hard to tackle all at once. All five key areas exist within the prison system and there are many gaps between these areas. However, if the obvious needs are given precedence, the organization can begin to problem-solve and develop solutions.

References

Advancing Partners & Communities. (2019). Organizational capacity assessment (OCA) tool. Advancing partners & communities. https://www.advancingpartners.org/resources/organizational-capacity-assessment-oca-tool#:~:text=The%20Organizational%20Capacity%20Assessment%20(OCA,resources%20management%2C%20and%20financial%20management.

Dearing, J. (2018). Organizational readiness tools for global health intervention: A review. Frontiers in Public health, 6(56). https://doi.org/https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5840160/

Lessik, A., & Michener, V. (2011). Performance monitoring & evaluation TIPS mesuring insitutional capacity. USAID from the american people. https://pdf.usaid.gov/pdf_docs/Pnadw115.pdf

Raghavendra, A., Vijayakumar, G., & Adarsha, K. (2022). Operationalizing organizational capacity assessment for identifying capability gaps in the indian hospital sector. Business Perspectives & Research., 1. https://doi.org/https://journals-sagepub-com.lopes.idm.oclc.org/doi/10.1177%2F22785337221077397