RESPONSE W2 DB1 C
you are required to write a response containing a minimum of 100 to 200 words. APA style formatting is required, and solid academic writing is expected.
RESPONSE 1
Rapid Organizational Assessment (ROA), as the name implies was created to rapidly (one to two days), evaluate organizational readiness for change. This tool recognizes organizations do not exist in a vacuum and take into account environment. As I plan to assess the impact of increased faculty support on nursing students in a diverse metropolitan area, this tool is most applicable to my evidenced-based practice plan. Within the ROA, areas of environment evaluation include:
1.) Administrative/Legal
2.) Social/Cultural
3.) Political
4.) Economic
Organizational assessment includes:
1.) Organizational performance
2.) Organizational motivation
3.) Organizational capacity (Universalia, 2013).
The Organizational Capacity Self-Assessment tool aims to provide educational support to organizations seeking to implement change or a culture of performance improvement. A questionnaire is provided including questions ranging from knowledge of organization mission statement, to evaluation of process improvements. A rating is provided allowing organizations to quickly identify weaknesses. A multi-department approach is taken incorporating human resources, management, finance, constituents, other organizational resources and volunteers (United States Agency for International Development, n.d.).
The Organizational Capacity and Self-Assessment tool may be best suited for a healthcare organization, as it takes into account all players involved and addresses all stages of process improvement within an organization. The ROA tool is in my opinion best suited for the largest college of nursing in the state’s largest city. A firm commitment to learning and continuous evaluation is embedded within the culture of my employer. Several factors including social, cultural, and economic considerations impact student success and must be a consideration of faculty.
References
Universalia. (2013). Pocket guide for organizational assessment.
https://www.universalia.com/sites/default/files/outils-evaluation/fichiers/pocket-
guide-en.pdf
United States Agency for International Development. (n.d.) Organizational capacity self-
assessment tool: Guidelines for developing an organizational training plan.
Academy of Educational Development.
https://www.ngoconnect.net/sites/default/files/resources/OrganizationalCapaci
tySelf-AssessmentTool.pdf
RESPONSE 2
The two organizational readiness tools I selected to compare are the Organizational Readiness to Change Assessment (ORCA) and The Team Climate Inventory. Both tools can help with Evidence-Based Practice implementation within a hospital organization.
The Organizational Readiness to Change Assessment (ORCA) is a tool that was created to gauge the overall readiness of an organization to bring about change and identify specific barriers or challenges to implementation (Organizational readiness to change assessment, 2009). The ORCA tool also helps to reveal factors that facilitate or inhibit implementation, which include communication among services, physician decision in clinical care, progress feedback, overall goals and evaluation of intervention, clarity of team roles, leadership support, and resource availability (Organizational readiness to change assessment, 2009).
The Team Climate Inventory (TCI), according to Beaulieu et al (2014) is one of few instruments that have been validated and used in a variety of contexts. The TCI is measured on four subscales, which include focusing on clear and realistic goals, participatory safety, high standards of performance, and innovation support (Beaulieu et al., 2014).
The tool chosen to assess my organization is the organizational readiness to change assessment. (ORCA). My organization is large and involves many different people to make a EBP change. An organization as large as mine could affect the readiness to change for many different reasons, which could its own barriers or challenges to implementing a change. For example, the staff must buy into the proposed new implementation and be ready to do extra work outside their normal role. This goes along with the overall goals, the evaluation of the interventions, clarity of team roles, and leadership support. This tool can help assess the readiness of everyone in the organization and could be a positive initiative to implementing a successful EBP change that benefits to all involved in the project.
Reference
Beaulieu, M. D., Dragieva, N., Del Grande, C., Dawson, J., Haggerty, J. L., Barnsley, J., Hogg, W. E., Tousignant, P., & West, M. A. (2014). The team climate inventory as a measure of primary care teams’ processes: validation of the French version. Healthcare policy = Politiques de sante, 9(3), 40–54.
Organizational readiness to change assessment (ORCA): Development of an instrument based on the Promoting Action on Research in Health Services (PARIHS) framework. (2009). Implementation Science, 4, 38–50. https://doi-org.lopes.idm.oclc.org/10.1186/1748-5908-4-38