Health Organization Evaluation: Banner Health
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Health Organization Evaluation: Banner Health
This paper's primary goal is to assess the capacity of a multi-state healthcare network to provide for citizens' healthcare demands during the coming ten years. One of the largest non-profit healthcare systems in the US, Banner Health, has been selected as the topic of this evaluation. The study intends to pinpoint problem areas like network growth, nurse staffing, resource administration, and patient satisfaction. The paper will also discuss potential organizational culture problems that can hinder the implementation of the suggested strategic strategy. Finally, a theory or model will be suggested to help Banner Health carry out its strategic goals successfully.
Description of the Healthcare Organization
A full-service healthcare provider with offices all around the country is called Banner Health. Hospitals, primary care clinics, specialist care facilities, and medical research institutes are among the healthcare services they offer. Phoenix, Arizona, is the corporate office's home (Yoder, 2019). The company promotes research, innovation, and a wide range of healthcare services. Banner Health actively participates in clinical trials, academic partnerships, and medical research to advance medical knowledge and enhance patient outcomes. Banner Health works to stay at the forefront of medical advancement by engaging in cutting-edge research and implementing cutting-edge technologies.
Banner Health services a sizable population throughout many states with a network of more than 30 hospitals and many outpatient facilities. The countless honors and awards it has won attest to its dedication to providing top-notch medical treatment. For patient safety and quality indicators, prestigious organizations like the Centers for Medicare and Medicaid Services (CMS) have regularly given Banner Health the highest marks and rankings. These accomplishments demonstrate the organization's commitment to offering top-notch, patient-centered care. With plenty of resources and well-equipped facilities, Banner Health is ready to meet the various healthcare demands of people in several states during the next ten years. Its emphasis on high-quality care, innovation, and community involvement is well-positioned to fulfill future healthcare demands.
Overall Readiness
In the upcoming ten years, Banner Health is well-equipped to meet the needs of the country in terms of healthcare. The company has a track record of providing top-notch medical care and has invested substantially in infrastructure, technology, and scientific research. Banner Health emphasizes innovation and better patient outcomes by forming relationships with esteemed academic institutions and research institutes. The business also has a broad network of healthcare providers and good financial standing, which enable it to adjust to changing healthcare demands. Banner Health exhibits a high level of readiness to address the healthcare needs of the general public in the next ten years thanks to its well-established reputation, partnerships, investments, financial stability, and broad network. Banner Health can maintain its success in providing top-notch care and take the lead in guiding the future of the healthcare industry by utilizing these strengths and putting into practice a strategic plan that tackles critical areas.
Strategic Plan
Network Growth
Banner Health should concentrate on increasing its regional presence by partnering with or purchasing healthcare organizations that support its long-term objectives. This growth will facilitate patient access to treatment and guarantee that people in various regions can readily obtain top-notch healthcare services. Additionally, better coordination and continuity of patient care will result from the pooling of resources and consolidation of services through network expansion.
Nurse staffing
Banner Health should implement extensive measures to attract and keep qualified nurse practitioners to solve the predicted nursing shortage. Working with nursing schools and attending specific job fairs will help you draw in new and seasoned nurses. Offering nurses alluring remuneration and benefits, such as reimbursement for tuition, loan forgiveness programs, and flexible work schedules, will encourage them to join and stay with the company. Further enhancing recruiting and retention efforts include investments in mentorship programs, professional development programs, and supportive work environments for nursing personnel. Setting nurse staffing as a top priority will guarantee enough resources to provide high-quality patient care and maintain patient safety.
Resource Management
Effective resource management is essential to increase operational effectiveness and provide high-quality care. For example, electronic health records (EHRs) and data analytics platforms can help with effective resource allocation, better provider communication, and the streamlining of administrative procedures. Using data analytics, Banner Health can pinpoint areas for development, make informed choices, and make the most of its resources. Additionally, implementing consistent standards and best practices throughout the network will encourage uniformity in care delivery, improving patient outcomes.
Patient Satisfaction
To increase patient satisfaction, all facets of care delivery should be based on a patient-centered philosophy. Putting patient participation and communication first is essential to attaining this objective. The entire experience of patients is greatly improved by open and effective communication, which includes giving them thorough information about their diseases and including them in decision-making. Emphasizing transparency in the provision of healthcare, such as through disclosing quality measurements and outcomes data, fosters patient trust and shows a dedication to accountability (Kington et al., 2021). Additionally, putting plans in place to continuously monitor and improve patient experiences—which may involve asking patients for regular feedback, creating personalized care plans that take their preferences into account, and improving patient education and involvement in treatment decisions—will encourage long-term patient loyalty and favorable word-of-mouth recommendations, supporting the expansion and success of the organization.
Issues within the Organizational Culture
The organizational culture's problems must be identified and fixed if the strategic plan is to be carried out successfully. Any current hierarchical structures that obstruct effective communication and collaboration within the firm should be aggressively identified and addressed by Banner Health. The free exchange of ideas and information might need to be improved by hierarchies (Auschra, 2018). Banner Health needs to promote a creative, cooperative, and flexible culture to get past this. This can be accomplished by fostering a climate where employees at all levels are encouraged to express their opinions, offer helpful criticism, and actively participate in decision-making. Banner Health may use the wealth of expertise and experience already within the company by empowering staff members and fostering an environment that recognizes their efforts.
Addressing work-life balance and employee well-being issues is also necessary for maintaining staff morale and avoiding burnout. Banner Health should implement policies and initiatives to enhance employee well-being, including flexible work schedules, wellness programs, and easy access to mental health resources. Making work-life balance a priority encourages employees to feel supported and valued, which boosts output and job satisfaction (Pranata et al., 2022). A successful workplace that prioritizes employee happiness increases retention rates and draws top talent. The organization's ability to satisfy the public's healthcare expectations in the next ten years will eventually be improved by recognizing the importance of employee well-being and building a supportive culture.
Proposed Model or Theory
Kotter's 8-Step Change Model offers a helpful framework to help Banner Health carry out its strategic plan successfully. This rigorous strategy entails creating a feeling of urgency, building a solid coalition, outlining a compelling vision, empowering people, and putting the change into action and maintaining it (Gupta, 2018). By implementing this model, Banner Health can alter the company at all levels, engage its people, and harmonize organizational culture with business goals.
Kotter's model's first four steps are essential for laying the groundwork for transformation. Building a guiding coalition ensures that important stakeholders are actively moving the transformation forward while instilling a sense of urgency that inspires employees to support the strategic plan. Cooperation is promoted, and staff members are given the freedom and tools needed to carry out the strategic vision by effectively expressing the vision. These actions set the stage for a successful implementation.
Kotter's model's last steps concentrate on sustaining and integrating the change into the organization's daily operations. The transformation is woven into the organization's fabric through achieving quick wins, consolidating successes, and integrating cultural changes. Tracking development also makes ensuring the modification stays on track. Banner Health can successfully negotiate the difficulties of change management, involve its staff, and support the efficient implementation of the strategic plan by utilizing Kotter's technique.
References
Auschra, C. (2018). Barriers to the integration of care in inter-organizational settings: a literature review. International journal of integrated care, 18(1).
Gupta, S. (2018). Organizational barriers to digital transformation.
Kington, R. S., Arnesen, S., Chou, W. Y. S., Curry, S. J., Lazer, D., & Villarruel, A. M. (2021). Identifying credible sources of health information in social media: Principles and attributes. NAM perspectives, 2021.
Yoder, L. M. (2019). Purpose in Place: Communicating the Corporate Soul. Frontiers of Health Services Management, 36(1), 30-35.