Dignity Health Organization Evaluation
Healthcare organizations play a significant role in meeting the healthcare needs of the citizens. They provide healthcare services to different health populations, predominantly minority populations, thus addressing the health disparity gap. Some health organizations also offer healthcare services at a fair cost, catering to the less fortunate populations from socioeconomically deprived backgrounds.
Others also focus on a certain condition, such as cancer or diabetes, thus ensuring exclusive quality care provision for the patients. Organizational evaluation helps identify the performance of the health organization and therefore plans for improvement initiatives. This essay evaluates a health organization, Dignity Health Organization, based on its readiness to meet the healthcare needs of the citizens in the next decade.
Healthcare Organization Description
The health organization selected is Dignity Health Organization (formerly Catholic Healthcare West). It is a nonprofit public benefit corporation operating hospitals and ancillary care facilities across twenty-two states. It is based in California but has other Arizona and Nevada hospitals. Dignity health organization is the fifth largest hospital in California and the largest not-for-profit public benefit hospital provider in California.
The organization provides quality and compassionate healthcare services across the three states through 39 hospitals and over 400 care centers in the communities. Dignity health organization was founded in 1986 by the catholic sisters of mercy to conduct health initiatives. In 2019, the Dignity Health Organization merged with the catholic health initiative to form CommonSpirit Health.
Overall Readiness of the Organization to Meeting Healthcare needs of Citizens in the Next Decade
Healthcare organizations should be ready to adapt to the ever-changing dynamic healthcare field. The needs of citizens are also changing with issues such as an aging population and an increase in chronic disease incidences. The current healthcare needs of citizens will be different in the next few years. Thus, being ready to address the changing health needs is essential. Dignity health organization has demonstrated adequate readiness to meet healthcare needs in the next decade and beyond by ensuring the sustainability of its programs and initiatives.
Additionally, they ensure space for innovation in their programs, thus accommodating changing needs. The organizational structure uses a top-down management approach to facilitate easy readiness for the organization. Also, the organization is apt to advance hospital equipment and medical technologies to suit the changing needs of different health populations.
Strategic Plan to Address Network Growth, Nurse Staffing, Resource Management, and Patient Satisfaction
A strategic plan outlines the envisioned future in line with the organization’s purpose, values, and mission. Willis, Cave & Kunc (2018) note that a strategic plan directs a health organization to where it intends to be by laying out the exact steps and directions. A strategic plan is required to address the future issues that may face the organization, including network growth, nurse staffing resource management, and patient satisfaction.
Dignity health organization has been expanding its network ever since it was founded. The primary reason for creating health networks and enhancing constant network growth for the organization is reaching a larger scope in offering dignified health services to the most deserving populations.
The organizations intend to expand and grow the network further. The organization has connected community networks (CCNs) to enhance health equity among underserved communities and provide services to people in need of vital services (Dignity Health, n.d.). It seeks to connect stakeholders who can use local community resources to address the health equity issue.
Nurse staffing is one of the major concerns of dignity health organizations. The nursing workforce significantly contributes to the quality of healthcare services the organization provides. According to Aiken et al. (2021), safe nursing ratios contribute to better patient health outcomes and vice versa.
The organization aims to produce desirable patient outcomes by ensuring adequate nursing staff for all its hospitals. The hospitals will continue providing safe nursing ratios by creating a conducive environment for nurses and exercising a nursing reward system to motivate nurses throughout the decade.
Resource management is crucial for an organization to meet its goals. Dignity health organization has laid out robust resource management strategies to ensure maximum resource utilization in all its hospitals and networks. Effective resource management in the organization enhances their standardized hospital equipment, thus reducing the cost of care and making it affordable to minority populations. Additionally, there is a system of high coordination of resources trickling down from the headquarters to the constituent care facilities, ensuring efficient resource management over time.
One of the organization’s significant aims is enhancing patient satisfaction. It facilitates the aim by providing good quality healthcare services to patients with humanity and compassion. The organization plans to continue promoting patient satisfaction in all the constituent hospitals and care centers by employing the most competent care providers. There are also regular professional training and workshops for the staff to enhance constant professional development, thus continue offering the best services.
Current and Potential Issues Within the Organizational Structure that would Affect the Strategic Plan
Various issues within the organizational structure may impact Dignity Health’s strategic plan. Research shows that the organizational structure of an organization affects the strategic plan and its implementation by influencing collaboration, error management, error evasion, and advice-seeking (Panda, 2022).
The current and potential issues within the organizational structure that would affect the strategic plan include teamwork, innovation, and advocacy, and action. The basic organizational structure of Dignity Health is hierarchical and driven by teamwork, innovation, advocacy, and action (Dignity Health, n.d.).
The issue of teamwork and innovation can positively influence the strategic plan since the team works together toward achieving the organization’s objectives. The organization’s direction trickles down from the top management in a top-down approach, enhancing the easier implementation of the strategic plan.
Furthermore, teamwork enhances adaptability and acceptability to change, thus improving the pace of the organizational direction in phases of change. An organizational structure that values advocacy and action-taking ensure that all members’ needs and considerations are included in the strategic plan, thus easing implementation.
Model Used for the Implementation of the Strategic Plan
The most appropriate model that can be used for the implementation of the strategic plan is the 5Ps model of strategic implementation. According to Pryor, Smith, and Toombs (2019), the 5Ps model of strategic implementation stipulates that strategic plan implementation involves the purpose, principles, processes, people, and performance.
Dignity health organization can successfully implement the strategic plan by understanding the purpose, incorporating the principles and values of the organization, evaluating the processes, involving the people, and evaluating the performance. The 5Ps model is the most appropriate model since it incorporates all the important aspects of strategic plan implementation.
Evaluation of health organizations and networks is essential in assessing the organization’s readiness to address the diverse health needs of different populations. Dignity Health Organization is adequately prepared to meet the future healthcare needs of varying health populations. It has a strategic plan to address health issues such as nurse staffing, resource management, and network growth. As discussed above, the most appropriate model for strategic implementation is the 5Ps model.
Aiken, L. H., Simonetti, M., Sloane, D. M., Cerón, C., Soto, P., Bravo, D., Galiano, A., Jere, B., Smith, H., McHugh, M. & Lake, E. T. (2021). Hospital nurse staffing and patient outcomes in Chile: a multilevel cross-sectional study. The Lancet Global Health, 9(8), e1145-e1153. https://doi.org/10.1016/S2214-109X(21)00209-6
Dignity Health Organization. (n.d.). About, Organizational Mission, Vision, and Values. https://www.dignityhealth.org/about-us/our-organization/mission-vision-and-values
Panda, D. K. (2022), Impact of organizational culture on strategic planning. Management Decision. No. 5, pp. 1349-1368. https://doi.org/10.1108/MD-10-2020-1375
Pryor, M., Smith, D. & Toombs, L. (2019). Strategic Implementation as a Core Competency The 5P’s Model. https://www.researchgate.net/publication/338236699
Willis, G., Cave, S., & Kunc, M. (2018). Strategic workforce planning in healthcare: A multi-methodology approach. European Journal of Operational Research, 267(1), 250-263. https://doi.org/10.1016/j.ejor.2017.11.008