Organizational Systems and Structures Evaluation
Organizational Systems and Structures Evaluation Quality is something that every health care agency strives to achieve. The Institute of Medicine (IOM) suggests that health care organizations develop a culture of safety such that an organization's care processes and workforce are focused on improving the reliability and safety of care for patients (Groves, Meisenbach, & Scott-Cawiezell, 2011). In order to address an issue related to health care quality, it is important to look at the frameworks that will analyze an organization and identify opportunities to improve performance. The purpose of this paper is to provide a description of an organization and an analysis of the following: mission, vision and values, strategic plan, goals, and objectives, key operational processes and patterns, informational technology use, organizational priorities and investments, the elements of the organization's culture, and the influence of culture on meeting organizational goals.
Frameworks
Humility of Mary Health Partners (HMHP) will serve as the organization for analysis. The two frameworks that offer the best insight into how to make changes in HMHP's organization are that of Good to Great and the five P's. Geller (2006) discusses that good-to-great companies simplify their complex world into a single unifying principle or vision that provides organization and focus for their daily activities. According to the American Society of Health-System Pharmacists (ASHP) Foundation (n.d.) the five P's include purpose, patients, professionals, processes, and patterns and allows an organization a unique view of the microsystem's anatomy by guiding them to see things differently, ask new questions, and consider new options for the future (ASHP Foundations, n.d.). With these two frameworks in mind, HMHP can be further analyzed.
Mission, Vision, and Values The mission of HMHP is to "extend the healing ministry of Jesus by improving the health of our communities with emphasis
Frameworks
Humility of Mary Health Partners (HMHP) will serve as the organization for analysis. The two frameworks that offer the best insight into how to make changes in HMHP's organization are that of Good to Great and the five P's. Geller (2006) discusses that good-to-great companies simplify their complex world into a single unifying principle or vision that provides organization and focus for their daily activities. According to the American Society of Health-System Pharmacists (ASHP) Foundation (n.d.) the five P's include purpose, patients, professionals, processes, and patterns and allows an organization a unique view of the microsystem's anatomy by guiding them to see things differently, ask new questions, and consider new options for the future (ASHP Foundations, n.d.). With these two frameworks in mind, HMHP can be further analyzed.
Mission, Vision, and Values The mission of HMHP is to "extend the healing ministry of Jesus by improving the health of our communities with emphasis
References: ASHP Foundation. (n.d.). Assessing your microsystem with the 5 Ps. Retrieved February 5, 2012, from http://www.ashpfoundation.org/lean/CMS9.html Bellot, J Desmidt, S., Prinzie, A., & Decramer, A. (2011). Looking for the value of mission statements: A meta-analysis of 20 years of research. Management Decision, 49(3), 468–483. Geller, E Groves, P. S., Meisenbach, R. J., & Scott-Cawiezell, J. (2011). Keeping patients safe in healthcare organizations: a structuration theory of safety culture. Journal of Advanced Nursing, 67(8), 1846-1855. Humility of Mary Health Partners. (2013). HMHP Annual Report to the Community. Retrieved from http://www.hmpartners.org/aboutus_annualreport.aspx Humility of Mary Health Partners Marquis, B. L., & Huston, C. F. (2012). Leadership roles and management functions in nursing: Theory and application. Philadelphia, PA: Lippincott, Williams & Wilkins. Nelson, W. A., & Gardent, P.B. (2011). Organizational value statements Healthcare Executive, 26(2), 56-59. Schein, E