HIM 520 Milestone Two Guidelines and Rubric

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Business Finance

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Overview: In Milestone One, you outlined the background, goals, purpose, and principles of your change-management plan. For this milestone, submit the focus areas, rationale, and risk to your change-management plan. You should focus on the cultural competence of the main areas targeted for change, the drivers and constraints for change in terms of risk to the organization, and the structures needed to implement the plan that foster collaboration and cultural sensitivity. Recommend policies and procedures for your department relevant to the change.

Prompt: You are the manager of the medical records department of a small community hospital. It has recently come to light that employees in your department regularly access confidential personal and medical information about people they know that is not relevant to their jobs and use it for their own personal information. In addition, they are sharing this information by gossiping about it with coworkers. You found this out when a patient’s attorney contacted the hospital alleging that his client’s confidential information was made public in regard to her child’s summer day-camp application. It seems that, due to cultural and religious reasons, the child’s mother has chosen not to immunize her children. A recent outbreak of mumps in the area has people on alert, and, not understanding the cultural and religious implications of the mother’s choice, the community’s reaction upon finding this out has been strong. The day camp did not admit the child, and the family is being ostracized from community activities as well as social interactions. You find yourself in the position of needing to address this enterprise-wide breach of ethical practice and understanding as well as needing to develop personal and professional development plans for employees who retain their jobs.

Using the scenario, continue drafting the change-management plan that will address this ethical lapse by addressing the following:

I. Focus Areas, Rationale, and Risk A. Describe the structures needed to target change that foster collaboration and cultural sensitivity. B. Evaluate the drivers and constraints for change in terms of risk to the organization. C. Discuss the rationale for employing these strategies. D. Describe the change-plan elements, including structures, processes, policies, and procedures required to implement the change.

Your instructor will provide feedback on this milestone, with specific aim to provide feedback on the focus areas, rationale, and risk factors.

For more information, see the Final Project Part I Guidelines and Rubric document. Your final project will be assessed, in part, according to the extent to which you have incorporated instructor feedback from your rough drafts.

Guidelines for Submission: Your rough draft should be 3 to 4 pages in length and should follow APA formatting including double spacing, 12-point Times New Roman font, and one-inch margins.


Rubric

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HIM 520 Milestone Two Guidelines and Rubric Overview: In Milestone One, you outlined the background, goals, purpose, and principles of your change-management plan. For this milestone, submit the focus areas, rationale, and risk to your change-management plan. You should focus on the cultural competence of the main areas targeted for change, the drivers and constraints for change in terms of risk to the organization, and the structures needed to implement the plan that foster collaboration and cultural sensitivity. Recommend policies and procedures for your department relevant to the change. Prompt: You are the manager of the medical records department of a small community hospital. It has recently come to light that employees in your department regularly access confidential personal and medical information about people they know that is not relevant to their jobs and use it for their own personal information. In addition, they are sharing this information by gossiping about it with coworkers. You found this out when a patient’s attorney contacted the hospital alleging that his client’s confidential information was made public in regard to her child’s summer day-camp application. It seems that, due to cultural and religious reasons, the child’s mother has chosen not to immunize her children. A recent outbreak of mumps in the area has people on alert, and, not understanding the cultural and religious implications of the mother’s choice, the community’s reaction upon finding this out has been strong. The day camp did not admit the child, and the family is being ostracized from community activities as well as social interactions. You find yourself in the position of needing to address this enterprise-wide breach of ethical practice and understanding as well as needing to develop personal and professional development plans for employees who retain their jobs. Using the scenario, continue drafting the change-management plan that will address this ethical lapse by addressing the following: I. Focus Areas, Rationale, and Risk A. Describe the structures needed to target change that foster collaboration and cultural sensitivity. B. Evaluate the drivers and constraints for change in terms of risk to the organization. C. Discuss the rationale for employing these strategies. D. Describe the change-plan elements, including structures, processes, policies, and procedures required to implement the change. Your instructor will provide feedback on this milestone, with specific aim to provide feedback on the focus areas, rationale, and risk factors. For more information, see the Final Project Part I Guidelines and Rubric document. Your final project will be assessed, in part, according to the extent to which you have incorporated instructor feedback from your rough drafts. Guidelines for Submission: Your rough draft should be 3 to 4 pages in length and should follow APA formatting including double spacing, 12-point Times New Roman font, and one-inch margins. Rubric Critical Elements Focus Areas, Rationale, and Risk: Cultural Competence Focus Areas, Rationale, and Risk: Drivers and Constraints Rationale Change Plan Element Articulation of Response Proficient (100%) Comprehensively describes the structures needed to target change that foster collaboration and cultural sensitivity Evaluates the drivers and constraints for change in terms of risk to the organization Comprehensively discusses the rationale for employing the change-plan strategies Comprehensively describes the change-plan elements, including structures, processes, policies, and procedures required to implement the change Submission has no major errors related to citations, grammar, spelling, syntax, or organization Needs Improvement (80%) Describes the structures needed to target change that foster collaboration and cultural sensitivity but description is cursory or illogical or contains inaccuracies Evaluates the drivers and constraints for change in terms of risk to the organization but evaluation is illogical or contains inaccuracies Discusses the rationale for employing the change-plan strategies but discussion is lacking in knowledge and application Describes the change-plan elements, including structures, processes, policies, and procedures required to implement the change but discussion was lacking in knowledge and application Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas Not Evident (0%) Does not describe the structures needed to target change that foster collaboration and cultural sensitivity Value 22 Does not evaluate the drivers and constraints for change in terms of risk to the organization 22 Does not discuss the rationale for employing the change-plan strategies 22 Does not describe the change-plan elements 22 Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas Total 12 100%
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Tags: goals policies Processes and rationale purpose 12-point Times New Roman font not understanding the cultural and religious implications of the mother’s choice see the Final Project Part I Guidelines and Rubric document. Your final project will be assessed in part Overview: In Milestone One you outlined the background and principles of your change-management plan. For this milestone submit the focus areas and risk to your change-management plan. You should focus on the cultural competence of the main areas targeted for change the drivers and constraints for change in terms of risk to the organization and the structures needed to implement the plan that foster collaboration and cultural sensitivity. Recommend policies and procedures for your departm they are sharing this information by gossiping about it with coworkers. You found this out when a patient’s attorney contacted the hospital alleging t due to cultural and religious reasons the child’s mother has chosen not to immunize her children. A recent outbreak of mumps in the area has people on alert the community’s reaction upon finding this out has been strong. The day camp did not admit the child and the family is being ostracized from community activities as well as social interactions. You find yourself in the position of needing to address t continue drafting the change-management plan that will address this ethical lapse by addressing the following: I. Focus Areas and Risk A. Describe the structures needed to target change that foster collaboration and cultural sensitivity. B. Evaluate the drivers and constraint including structures and procedures required to implement the change. Your instructor will provide feedback on this milestone with specific aim to provide feedback on the focus areas and risk factors. For more information according to the extent to which you have incorporated instructor feedback from your rough drafts. Guidelines for Submission: Your rough draft shou
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Explanation & Answer

Attached.

Running head: CHANGE MANGEMENT PLAN

Change Management Plan
Student’s Name
University Affiliation

CHANGE MANAGEMENT PLAN

2

Change Management Plan
The structure of an organization plays a vital role in fostering collaboration and cultural
sensitivity in a firm. In order to ensure that all members are working together and that they are on
the same truck, an effective structure has to be put in place. This encompasses an arrangement that
allows people to work together towards a particular goal in a flexible manner.
Among the structures needed to foster collaboration is a networked and non-hierarchical
arrangement. It has no rigid hierarchical roles. Instead, the structure is much more fluid with
greater responsibility given to individuals such that members can make decisions suitable to their
task concerned. Moreover, teams are not defined by their organizational positions, but by their
goals, either for a specific project or the overall organizations processes. Similarly, members are
not defined by their roles or seniority but by their skills, experience and knowledge that they can
contribute to a particular organization’s activity or task.
One of the benefits of non-hierarchical structure in working environments is that, ...


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