Implemented in an organization. It determines the manner in which people make decisions that contribute to organizational success. Organizational culture should be facilitative in nature. Further, it should allow the use of new approaches to implementing organizational strategies. The phenomenon should also be flexible to ensure that new interventions are used to enhance the realization of the set organizational goals. Besides, the employees should take responsibility of the decisions they make in undertaking their assigned tasks. They should also have the freedom to try innovative ways in which the goals of their organization can be achieved. Therefore, this essay examines the readiness of my organization to embrace the proposed change. It also refines the developed PICOT statement and summarizes research articles relevant to it.
Nursing is a calling. This has always been my believe. For you to be a nurse and care for someone in their lowest point of their lives means you have been called to be the peace of the patient. It takes compassion, determination, perseverance, and the spirit of endurance to nurse someone. Looking at the story of Moses, he was called by God to lead the people of Israel when they were enslaved in Egypt. This role didn’t come easy as he was to face Pharoah to advocate for the release of the Israelites. As nurses we have the responsibility to advocate for the good of our patients in our care. We speak to the physicians and other healthcare professionals who are on the care team of the patients. If we as nurses are prompt and persistent to ensure the patient gets good care, there is a positive outcome in the health of the patients. There are times we will be faced with difficult situations in our nursing profession, but it does not mean we must give up. these experiences shape us for greater task ahead. In the case where other care team members are making our work difficult and failing to listen to us, we have the option of reporting to the higher authority in our field to ensure patient safety. When Moses met a resistance from Pharoah, he did not give up but rather went back to speak with God for guidance.
Analysis of Readiness Assessment
Organizational culture and readiness assessment for this project was done using a tool developed by Cameron and Quinn (2011). According to the tool, assessment of organizational culture and readiness is done with a consideration of six main dimensions of organizational culture. The dimensions include dominant characteristics, organizational leadership, and management of the employees, organizational glue, strategic emphases, and criteria of success. Each of these dimensions has four questions that are scored based on the prevalent conditions. For instance, an alternative is scored 55 if it has very similar characteristics with the organization, 20 if somewhat similar, five if similar, and zero if dissimilar. An average is then computed to determine the organizational readiness and culture. The analysis tool by Cameron and Quinn (2011) was selected because of its focus on multiple aspects of organizational culture and readiness. It also allows for the determination of the improvement initiatives that can be adopted to enhance organizational readiness for change.
The outcomes of the readiness and culture assessment revealed that my organization is ready to embrace the proposed change. The organization has an overall score of 90% in its readiness and cultural assessment. The organization had the highest scores in areas that included criteria for success, strategic emphases, management of employees, and organizational characteristics. There were moderate scores in dominant characteristics in the organization. The organization scored poorly in organizational glue. It had a number of strengths that demonstrated its readiness to embrace change. They included people sharing information freely, being ready to take risks, leadership exemplifying excellence in facilitating development, and utilization of teamwork to get organizational tasks done. A few potential barriers to change were identified. They included the lack of formal rules related to implementing change, resource inadequacy to create new changes, and lack of efficient processes that improve resource use. However, these obstacles will be addressed by ensuring that the proposed intervention addresses the critical needs of the organization, optimizing opportunities brought by the intervention, and aligning the intervention with the expectations of the organizational stakeholders.
Conclusion
In sum, organizational readiness assessment should be undertaken prior to implementing evidence-based interventions in the clinical settings. The assessment provides insights into the organizational strengths as well as areas of weaknesses that will enhance the implementation process. It also guid
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