Organization's Culture, ORCA, Electronic Health Record System, Stakeholders and Technology

Organizational Culture and Readiness
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Organizational Culture and Readiness
Describe the organization's culture and explain to what degree the culture supports change. Consider organizational and leadership structure, mission and values, inter-professional collaboration/team engagement, communication, perception of the organization by employees, etc.
Every organization craves revolutionary change. However, only a few are prepared or have a structure that will readily welcome the desired change. An organization that readily accepts change is ready for a change long before the change comes. The preparation is seen through the organization's active role in helping its professionals to share values and beliefs that promote evidence-based practice-related (EBP) change. The culture of an organization has to be open to accepting change. There needs to be an air or atmosphere that is willing and ready to make a change. As Yoo et al. (2019) indicate, an organization must create a culture that makes it easier for healthcare professionals to believe in EBP-related change and the advantages or enhancements that come about through EBP implementation.
For the organization at hand, the culture supports the change. It seems to be promoting the same by encouraging the healthcare professionals to seek information outside of what is made available. Fostering innovation is a great sign of an organization that is ready and willing to accept and implement change. This speaks to the flexibility of an organization and the leadership's willingness to adopt changes or systems that seem to work. The leadership structure of an organization is key to how readily an organization picks up change. Sfantou et al. (2017) note that effective leadership is key in promoting care. The organization at hand employs a transformational leadership style that seeks to inspire and motivate staff members. Such leadership uses different means to encourage staff members, including empowerment and a shared vision. A shared vision is a crucial tool that can be used to promote change in an organization. When the staff share a vision and believe in it, such a combination fosters productivity.
Furthermore, staff members are likely to be more loyal than when forced to adopt or believe in something they care little about. This organization promotes a culture of freedom where people are free to share their views and fault the organization at times. In the end, the employees' perception regarding the organization has been transformed, and more are sold to the vision and mission of the organization.
It is also crucial to note that the organization prides itself on finding the perfect matches for its staff members. According to Mayo and Woolley (2016), teamwork in healthcare helps maximize intelligence, likely to promote healthcare. However, there is a need to find the right people for every team to enhance effectiveness. This organization works hard to ensure that the right people are in the right group and working towards a common goal. Such a move makes it easier to promote change because of an environment that somehow considers the strengths of everyone.
Select an organizational readiness tool and assess the level of readiness for change...