Interaction between healthcare suppliers is delivered in a separate way using electronic health records to provide effective patient care. Electronic health records are very vital in recording critical incidents where communication performs an important role in root cause analysis (Wojciechowski, Pearsall & Murphy et al., 2016). This is the case given about the Local health district's management team so that she can review medical records for the improvement of quality improvement. To put this into training, the nursing leader of the hospital advised nurse unit managers to have a board meeting on email errors (Bakari, Hunjra & Niazi, 2017). System is also possible as the nursing head is instructed to use computer hardware and software systems. The unit nurse will execute this change to address the concern of patient safety. This essay will revolve around the application model of change management along with the critical evaluation of authentic and transformational leadership.
Electronic health record systems are applied in healthcare groups to interact with all groups for group and invention. The main purpose of automated health records is to barter information electronically so that it could be easy to analyze and interpret. This provides good management to healthcare service providers so that information provided to the patient as well as other staff members is up to date, complete, and accurate (Bender, 2016). Coordination and efficiency in care are ensured in this manner that is by maintaining medical records. Communication and interaction ensure to provide improvement with patients by healthcare convenience. Electronic health records are thus there to provide a diagnosis of patients, reduction in medical error, and safer care. Thus, paperwork is decreased in this way and it improves patient safety, duplication leading to improved health. Electronic health records are there to maintain the privacy of the patient by preventing the leak of information. This help in supporting accurate, complete, and legible documentation system. This ensures that there is a great need for maintaining quality care to patients at all levels. Lewin's model helps make out the change with the involvement of all healthcare service providers (Bianchi, Bagnasco & Bressan et al., 2018).
The nursing profession is that requires a change to accept challenges in the healthcare environment to ensure quality patient care. The nursing leader presents the role of evolving change among healthcare professionals to shape the healthcare environment for effective support management. The framework and guidance are provided with effective management so that it could be helped in providing safe and reliable care (Davis, 2018).
Leadership skills are followed in the organizations to make changes so that advancement and refining can be done in hospitals. Changes are required for the organizations so that initiatives are taken by the organization for the advancement of institutional goals and objectives. Healthcare organizations aim to provide safer and reliable care (Harris & Mayo, 2018). The changes made in healthcare organizations ensure that nursing professionals follow day-to-day operations by struggling with the frequency of leading change.
Kurt Lewin was the author of the relaxing-change over-refreezing model for organizational development. This is the three-phase model that is used to detect and assess factors responsible for shaping the situation. The theory works on the model of reducing or denying previous behavior and switching it with the new one that is useful for the association as well as individual (Lumbers, 2018). This is done to lessen and improves the elements that allow bringing about change with the partnership of potential forces. This process is described by Lewin to maintain the balance between running forces in the opposite direction. The first step will start with unfreezing in which the procedure would be found to provide any support for the drop-down of performance and easing to overcome group conformity and resistance (Lv & Zhang, 2017). This stage causes great disruption into the system because a person is targeted for a change in career life. Some techniques are used to increase driving forces that directly affect present situations, decrease in restraining forces, and a mixture of these to have a negative effect from the status.
The second stage of the Lewin model involves alter and changes that are used to affect thoughts, feelings, and behavior (Pryby, 2016). This step involves the involvement of staff members so that they could be persuaded with a problem to look after new viewpoint, connection with powerful leaders, and seeking out relevant information. This is known as the most challenging phase because it takes lots of effort for a person to implement the desired change.
The last stage refers to refreezing which is the adoption of a new tradition and expansion of oneself according to that. An efficient application process is required so that one can be put to change categorized (Rocha, Munari & Ribeiro, 2017). This stage involves staring at new levels and assessing performance to a high level of hopes. Healthcare situations usually follow this technique so that the change model efficacy introduced by a leader can be assessed. An administrative change is industrialized by building relations with members, diagnosis of a problem, maintenance, selection of a pathway for the solution, and purchase of resources for change.
Hence, this is the model that is approved by the nursing managers to keep patient records and quality in the health care system. The change in the method will help in preserving the processes and equilibrium for an association (Salinas, Johnson & Conrardy et al., 2019). Throughout the change control process, many things are required to be kept such as effective communication, the reaction from staff, education, and support system through application. The change is effected with effective and strong leadership. Similarly, all these steps were followed by the care for leader to adopt a change within the organization for quality patient care (Davis, 2018). She followed a transformational style to motivate and inspire the staff to step ahead in a healthcare group. This theory is best suited over the mindset and skills of both leaders and followers in donating to sessions for change management.
Authentic and transformational leadership are two opposite because they influence people in a distinct sense. Transformational leadership is followed to generate excitement with respect, role modeling, trust, prospects, and vision of employees. This type of management helps in building relationships with leaders and followers (Davis, 2018). The transformational leadership style helps in improving skills, potential, self-esteem, and abilities of an individual by kicking the intrinsic motivation for focused and continued enjoyment. An evidence-based approach is followed to have positive effects from transformational leadership. On the other side, authentic leadership is such that it results in drawing mental capacity resulting in managerial development. Transformational and authentic leaders have a great difference in their attitudes and behavior. Authentic leaders create steadiness in ethical and reliable culture within the organization (Lee & Lee, 2015). These leaders are said to accomplish great success because they focus on long-term success in the organization. Strong ethical principles are followed by leaders such as moral values, integrity, dependability, and ethics. However, in this organization, transformational leadership was supported by the nursing leader to have changes by focusing on the upliftment of the individual needs and positive vision with stimulation of ideas with a reasonable purpose. Transformational leaders are highly charismatic whereas authentic leaders are not (Hidayat, Hariyati & Muhaeriwati, 2020).
In this essay, a great discussion was held on bringing out the change for the successful implementation of electronic record systems in healthcare organizations. This scheme has more accuracy because this helps in evaluating the root cause of the problem along with interaction about the problem. The transformational leadership style is here followed by the nursing leader to have a positive effect on the vision and upliftment of the needs of the organization. The nursing leader will be assisted by the Local health district director to review quality importance in a healthcare organization. Transactional leadership will enhance mental and individual attitudes for the donation to the advancement of an electronic health records system. Quality of care is given to the patients in this way to value organizations and personnel.
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