Creating Vision: Organization Change - John Hopkins Bayview Nursing Center

Organizational Change
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Organization Change
John Hopkins Bayview Nursing Center
Most of the hospitals globally are under the state of realignment, reorganization and re-engineering to fit the current social and technological healthcare environment. The John Hopkins Bayview Hospital has not been left behind as it is under realignment to become a premier center that offers high quality and compassionate services through the integration of contemporary organizational knowledge and skills. By utilizing collegiality, diversity, integrity, inclusion and leadership as its core values, the nursing organization has the vision of providing an enriching workplace for its workers and incomparable medical care experience for its customers (John Hopkins Bayview Medical Center, 2016). The realization of the vision originates from its dedication to provide advanced nursing and medical services to be deferential and those that reflect the qualities of effective medical care delivery model. The primary stakeholder groups are comprised of the Baltimore community residents, organization’s internal leadership and elected officials, faith-based organizations’ members and leaders from neighborhood associations.
Forces Driving Organization Change in Nursing
External forces
Nursing like business organizations is affected by external and internal forces that drive changes required for versatility. External forces that drive changes in the nursing sector include technology, competition turbulence, reimbursement changes, and social changes (Boykin, Schoenhofer, & Valentine, 2014).
Technology
Technology is the leading driving force for changes in the healthcare sector. Healthcare technology such as electronic record keeping, flexible computerized operations, and information systems which change over time forces an organization to adopt them to remain savvy with the digitization of health care delivery. Technology as a driving force challenges the organization to adopt for them to be responsive.
Competition turbulence
Competition turbulence is another force that triggers organizational change. The force originates from the need to shape competitive advantage over other rivals and are triggered by changes in medical research technology which an organization might not be aware hence forcing the organization to change to counter the revolution.
Reimbursement changes
Reimbursement changes as external forces that affect the viability of the nursing in terms of overhead costs. When the costs are higher, hospitals are forced to undergo changes to avert the losses that can result from unmanaged health care contracts. To avoid running at a loss, the nursing organization has to change the strategy of awarding contracts such that contracts can be awarded to better-managed organizations which are at will to offer similar services at lower prices.
Social changes
The need for social changes is another trigger for organizational change in nursing. It follows the need to adapt the digital strategy for marketing the services of an organization. Society thrives in a technological age where medical facilities are researched over the internet. Marketing of hospitals and nursing in the...