Culture management is an important aspect of healthcare reform

Culture management is an important aspect of healthcare reform

Culture management is an important aspect of healthcare reform.  The cultural transformation includes structural and procedural changes to deliver improved quality and performance, which is directly related to the organizational culture (Scott, Mannion, Davies, & Marshall, 2015). A thriving organizational culture emphasizes teamwork, coordination, and effective communication strategies to facilitate the implementation of quality improvement initiatives. The context of culture change within an organization elicits fear of the unknown, and how the employees embrace depends on the leadership techniques employed. Developing the vision of culture change should be based on teamwork and effective communication (Davies, Nutley, & Mannion, 2016). I will express my perspectives concerning the change of hypertensive patient management and be open-minded to the views of other staff and integrate all relevant information to foster acceptance and accountability. My team members need a reliable back-up concerning the effectiveness of exercise and reduced diet in reducing blood pressure levels for patients 40-60 years of age. Expressing my ideas based on evidence-based practices, case studies, and scientifically proven information will give assurance and confidence to my colleagues to implement the strategies.

A leader should be aware of the barriers to culture change in the organization. The changes made can either affect the quality and performance within the organization negatively or positively. These factors include cultural diversity, inappropriate leadership, external influence, complexity, and lack of ownership. I will first ensure that all employees agree with the notion of culture change through clearly defined goals and implementation strategies. Health organization involves several stakeholders, and I will take their contribution into account, address their concern (Scott et al., 2015). I will involve both the internal and external stakeholders in developing a better approach to implement the change. Together, we can determine the nature of exercises, length and appropriate time, and the type of diet that is compatible which each exercise—besides, the cost of the project and the address of legal implications and patient and staff perspectives. “Culture change strategies need to heed the constraints posed by external stakeholders in determining the values and behavior of health professionals” (Scott et al., 2015 pg. 115).

Personal innovative change requires an individual to acknowledge the issues and understand between push and pull (Davies, Nutley, & Mannion, 2016). Most of the elderly patient has an increased rate of hypertensive-related complications due to polypharmacy and age-related comorbidities. With this in mind, I will strive to develop a strategy to ensure that they live their lives fully and receive adequate support. In the previous discussion, integrative thinking is an aspect of innovation. I will address the conflicts I encounter positively and involve others in my project. Integrative thinking involves integrating opposing ideas to come up with a more effective solution. In implementing my CSP, I will review evidence-based articles on current practices on the management of hypertension. I will also engage the patients and obtain their consent to reevaluate the project and elevate anxiety. Studies have been done, and it is evident that there is a positive correlation between anxiety and hypertension, with the authors supporting the idea of early detection and management of anxiety in patients with hypertension (Tang, Wang, & Lian, 2017). The more important aspect of culture change is to ensure that all the effort and available resources are directed towards the attainment of positive outcomes.

References

Davies, H. T., Nutley, S. M., & Mannion, R. (2016). Organizational culture and quality of health care. BMJ Quality & Safety, 9(2), 111-119. Retrieved from: https://qualitysafety.bmj.com/content/9/2/111.short

Scott, T. I. M., Mannion, R., Davies, H. T., & Marshall, M. N. (2015). Implementing culture change in health care: theory and practice. International journal for quality in health care, 15(2), 111-118.  https://doi.org/10.1093/intqhc/mzg021

Tang, F., Wang, G., & Lian, Y. (2017). Association between anxiety and metabolic syndrome: a systematic review and meta-analysis of epidemiological studies. Psychoneuroendocrinology, 77, 112-121.https://  doi: 10.1016/j.psyneuen.2016.11.025