Description
n Week 2, you created a Systems Thinking Diagram that mapped the stock, inflows, outflows, and feedback loops of your organization. As you become more familiar with your environment and the relationships and interactions between departments and people, you will begin to discover existing strengths and weaknesses. The analysis of the weaknesses and threats to a system is essential during the initial phase to make operational improvements, and it will reveal existing opportunities to plan and execute effective solutions.
VIDEO 1
“- Week one begins with scanning the environment for your project.
It’s part of the analysis phase.
The analysis phase is how you’re going to structure the project selection in the organization and that usually depends on the scope of where you’re at in the organization.
There are three basic levels of where You’d be when your employed, youd be at the unit, the organization and the system And the project that you choose should be commensurate with where your employment is in the organization You’re gonna want to start with a process that starts to look and weigh evenly the variables that you discover in your environment for an idea of what a project might be.
I would begin with a SWOT analysis.
The SWOT analysis really is strenghts, weaknesses, opportunity, and threats with an environment al evaluation And you’ll notice in the SWOT theres an inverse for every piece, so strengths really is weaknesses also So what you do as a strengthen organization is gonna be counterbalanced by what you can improve as a weakness.
There are three kinds of stakeholders in an organization You have the individuals that are shareholders or owners of the organizations, then you have leadership and the staff, and then you have your customers.
Each element of that stakeholder group will have to be prepared in order to interact with how you’re going to scan the environment or how you’re gonna analyze the scope and scale of where your project’s gonna fit.
We’re gonna identify those stakeholders that are key to crafting and narrating the project communicating with those team members of plan a beginning, a middle, and an end of where you’re going to take your project I would suggest that you begin with a Gantt chart of and then communicating that back to leadership so they identify or they can see visually exactly what the steps are for your potential project Nothing can derail a project more than leaders or people that are in the management function that are unaware that this is happening in an organization that they begin to say “hey that needs to stop because it doesn’t have the appropriate approval to begin” This project needs to be highly aligned with the goals that they want for the company That is simply just looking at the strategic mission and vision and the annual goals for your organization and making sure that the project that you’re doing speaks to one of those goals so when you have the alignement of your project to the organizational values, it’s gonna be helpful for you to get buy-in from the leadership.
And then once you actually do the walk, most people should be informed about why you’re doing the walk and most people should understand what your process is for the walks.
So if you’re employed at a unit level, you may not have the opportunity to interview a controller or CFO or financial analyst to understand the impact of your proposal, but what you can do is probably meet with your immediate supervisor to identify that scope and start to leverage people that have the expertise in your organization to bring additional value into the scope of your project so that your project can ultimately be successful and adopted by the organization.
It’s helpful for you to understand with those Gantt and PERT project tools to be able to come back to the team to say “This is where I feel we need human ressource piece or “This is where I think a financial piece would do well or “An operational person needs to be here or “I need a clinician in the scope of processes here to really kind of tease out all of the element that are involved in reducing waste and creating process improvement that are gonna support ultimately the gemba walk You may have been exposed to lean or sigma in the past and you’re really choosing a different methodology for a process improvement initiative that begins by understanding the tacit and explicit skill set of behaviors of your organization.
So this all begins with you walking through an organization and using that gemba walk as a foundation of where to kind of prepare and how to understand the behavior you observe and what you’re teaching.
Where did the organization begin at as far as where it was design to operate and then what actually operating like So that you can see where, what, where the value is gained and lost from your own observation.
So that gemba walk is an opportunity to humbly assess what’s happening in the organization and then look for opportunities to teach and mentor and gain an understanding of why things are happening So it gives you an opportunity to begin that planning process to craft a aha moment for almost everybody that you speak to about what they could do that would make their job a little bit better That can come across in a humble way if you do it Socratically by asking questions like “Do you think that that interactions or “What do you think could have been better about that interaction?” Let’s have a dialogue about improving everything that we do and really pulling efficiency into that model so that we become better and more efficient at how we do our work.”
VIDEO 2
– The SWOT analysis really is strenght, weaknesses and opportunity, and threats with an environmental evaluation That strengths piece is about what you do well in the organization.
And you’ll notice in the SWOT, there’s an inverse for every piece.
So, strengths really is weaknesses also.
So, what you do as a strenght in an organization is gonna be counterbalanced by you can improve as a weakness.
And then, the opportunities are really about where you see the industry going and it allows no matter where your at in the organization, no matter what level, to have a different observation on an opportunity Let’s say you’re in housekeeping, the opportunity could be the contact time that you have to disfecting the room and then the ultimate resulting and hospital induced infections rates.
So, you could look at the environment of having the proper procedure of disinfecting a room and look at the outcome of hospital induced infection So, no matter where you’re at in the scope and scale of the organization, there are different opportunities that you’re gonna be able to see and capture and include in this project.
The threats are those cultural pieces that get brought in to your organization either from the inside or outside that the staff are not necesarily brought in to the team and that’s where you might wanna see or evealuate productive work behaviors or counterproductive work behaviors and an organizational citizenships behavior So, if you can take that SWOT analysis and actually layer it in to your Gantt chart as elements of, we notice that we have these strenght are something we want to build on.
We notice we have these opportunities and their specific projects to look at.
You can layer that Gantt chart with some real meat to improve the organization ”
https://smallbusiness.chron.com/swot-analysis-comp…
Complete a SWOT Analysis of your organization. Use the SWOT Analysis Worksheet and complete the following steps:
Complete a preliminary walk around the organization to scan the:
Internal environment for strengths and weaknesses (e.g., workflows, products, personnel, processes).
External environment for opportunities the organization might take advantage of and threats that the organization should mitigate against (e.g., new markets, advances in technology, proposed regulations, competition, etc.).
Follow up with additional research that may provide clarity on elements you are hesitant about or indecisive to list.
Review your systems thinking diagram from Week 2 and determine if there are any details you can add or adjustments you can make to enhance your understanding of the organizational system.
Write an objective for your SWOT analysis.
List the organization’s strengths, weaknesses, potential opportunities, and potential threats.
Select the items that should be prioritized.
Cite 3 reputable references to support your SWOT Analysis (e.g., trade or industry publications or government or agency websites).
Unformatted Attachment Preview
SWOT Analysis Worksheet
Conduct a SWOT Analysis on your employer or
department
1.
2.
3.
4.
5.
Conduct a preliminary walk around the organization.
Probe your organization and the structure of its system.
Write an objective for your SWOT analysis.
List the organization’s strengths, weaknesses, potential opportunities and potential threats
Select the items that should be prioritized.
Cite three reputable references to support your SWOT Analysis (e.g., trade or industry publications,
government or agency websites, scholarly works, or other sources of similar quality).
Format your assignment according to APA guidelines.
SWOT Analysis Table
Internal or
External
Helpful
Strengths
•
Internal
•
•
What does the organization do
well?
What unique resources can the
organization draw on?
What do other organizations
see as strengths?
Opportunities
•
External
•
•
What opportunities are available
to the organization?
What trends could the
organization take advantage of?
How can the organization turn
strengths into opportunities?
Harmful
Weaknesses
•
•
•
What could the organization
improve?
Where does the organization
have fewer resources than
others?
What are other organizations
likely to see as weaknesses?
Threats
•
•
•
What threats could harm the
organization?
What is the competition doing?
What threats to the organization
expose weaknesses?
1
2
Report Overview
The Master of Health Services Administration (MHA) program offers a strategic blend of
academic knowledge and practical skills to hone leadership abilities, operational understanding,
and strategic insight in healthcare management. As a current team leader in an insurance
company, my participation in this program is not merely an academic pursuit but a calculated
endeavor to enhance my current role and future growth within the organization.
Structural, Behavioral, and Intersectional Attributes
a) Structural Attributes
In the context of my current organization, the structure is predominantly hierarchical,
featuring a clearly defined chain of command. The present structure ensures that decisionmaking is streamlined albeit centralized (Fernandopulle, 2021). The hierarchical structure further
allows for an organized workflow but also presents challenges for those lower in the hierarchy to
influence decision-making.
b) Behavioral Attributes
Behaviorally, the organization leans towards agility and adaptability. The institution is
receptive to changes in the insurance and healthcare industries and quickly implements new
strategies. The present behavioral culture promotes innovation but can sometimes result in rapid
changes that may disorient some team members.
c) Intersectional Attributes
The organizational culture emphasizes a collaborative approach. Teams across different
departments are encouraged to communicate and work together on cross-functional projects.
This intersectionality fosters a sense of community but also requires high coordination.
3
Systems Thinking Diagram
Explanation of Diagram
The systems thinking diagram serves as a comprehensive tool for understanding the
complex dynamics within the organization and offers a framework for strategic planning and
decision-making (Amissah et al., 2020). The ‘stock’ represents the foundational resources vital
for the organization’s functioning. ‘Inflows’ and ‘outflows’ are dynamic elements affecting the
stock. ‘Feedback loops’ allow the organization to monitor and adjust its strategies. The arrows
indicate the direction of influence and interaction among these components (Amissah et al.,
2020). For instance, inflows contribute to the stock, while outflows deplete it. Feedback loops
analyze the effects of outflows and provide insights for adjustments in the stock.
The diagram visually represents the systems thinking approach applied to the organization. It
highlights the four key components:
4
•
Stock: This refers to the foundational resources, such as human capital, financial
resources, and technological assets. Stock is what the organization uses to function and
achieve its objectives.
•
Inflows: These elements feed into the stock, enhancing its capabilities. New recruitments,
financial investments, and technological upgrades are examples.
•
Outflows: These elements deplete the stock, such as attrition, expenses, and technology
depreciation. Outflows are inevitable but can be managed.
•
Feedback Loops: These mechanisms monitor the system’s state and inform adjustments.
Employee satisfaction surveys, customer feedback, and financial audits serve as
examples.
How the MHA Program Benefits Me and My Organization
Skill Augmentation
The MHA program’s curriculum, rich in healthcare management theories and best
practices, significantly augments my skillset. It enhances my understanding of healthcare
systems, which is crucial in the insurance sector. The knowledge gained aids in making more
informed decisions, benefiting client interactions and internal processes.
Emotional Intelligence
One of the program’s core is developing emotional intelligence (Khalil et al.,2023). As a
team leader, mastering this skill is imperative for effective team management. It fosters a positive
work environment, enhances team cohesion, and contributes to higher productivity.
Building Social Capital
The very act of engaging in an advanced degree such as the MHA is a signal to the
organizational leadership about my commitment to personal and professional growth (Park.edu,
5
2023). This initiative aligns well with the organization’s strategic values, thereby accruing social
capital, which can be leveraged for future opportunities.
Conclusion
The Master of Health Services Administration (MHA) program catalyzes personal and
professional development. It augments my current role as a team leader in an insurance company
and serves as a stepping stone for future leadership roles within the organization. From
enhancing specific skills, such as understanding healthcare systems, to developing emotional
intelligence, the program offers a rounded approach to career development.
6
References
Amissah, M., Gannon, T., & Monat, J. (2020). What is systems thinking? Expert perspectives
from the WPI systems thinking colloquium of 2 October 2019. Systems, 8(1), 6.
https://doi.org/10.3390/systems8010006
Fernandopulle, N. (2021). To what extent does hierarchical leadership affect health care
outcomes? Medical Journal of The Islamic Republic of Iran.
https://doi.org/10.47176/mjiri.35.117
Khalil, H., Liang, Z., Karimi, L., Ferrier, J. A., & Liu, C. (2023). Evaluation of a health
administration program and future considerations. Journal of Health Administration
Education, 39(3), 409-428.
Park.edu. (2023, September 26). Importance of a Master of Healthcare Administration (MHA)
degree. Park University. https://www.park.edu/blog/the-importance-of-a-master-ofhealthcare-administration-mha-degree-breaking-things-down/
1
2
Report Overview
The Master of Health Services Administration (MHA) program offers a strategic blend of
academic knowledge and practical skills to hone leadership abilities, operational understanding,
and strategic insight in healthcare management. As a current team leader in an insurance
company, my participation in this program is not merely an academic pursuit but a calculated
endeavor to enhance my current role and future growth within the organization.
Structural, Behavioral, and Intersectional Attributes
a) Structural Attributes
In the context of my current organization, the structure is predominantly hierarchical,
featuring a clearly defined chain of command. The present structure ensures that decisionmaking is streamlined albeit centralized (Fernandopulle, 2021). The hierarchical structure further
allows for an organized workflow but also presents challenges for those lower in the hierarchy to
influence decision-making.
b) Behavioral Attributes
Behaviorally, the organization leans towards agility and adaptability. The institution is
receptive to changes in the insurance and healthcare industries and quickly implements new
strategies. The present behavioral culture promotes innovation but can sometimes result in rapid
changes that may disorient some team members.
c) Intersectional Attributes
The organizational culture emphasizes a collaborative approach. Teams across different
departments are encouraged to communicate and work together on cross-functional projects.
This intersectionality fosters a sense of community but also requires high coordination.
3
Systems Thinking Diagram
Explanation of Diagram
The systems thinking diagram serves as a comprehensive tool for understanding the
complex dynamics within the organization and offers a framework for strategic planning and
decision-making (Amissah et al., 2020). The ‘stock’ represents the foundational resources vital
for the organization’s functioning. ‘Inflows’ and ‘outflows’ are dynamic elements affecting the
stock. ‘Feedback loops’ allow the organization to monitor and adjust its strategies. The arrows
indicate the direction of influence and interaction among these components (Amissah et al.,
2020). For instance, inflows contribute to the stock, while outflows deplete it. Feedback loops
analyze the effects of outflows and provide insights for adjustments in the stock.
The diagram visually represents the systems thinking approach applied to the organization. It
highlights the four key components:
4
•
Stock: This refers to the foundational resources, such as human capital, financial
resources, and technological assets. Stock is what the organization uses to function and
achieve its objectives.
•
Inflows: These elements feed into the stock, enhancing its capabilities. New recruitments,
financial investments, and technological upgrades are examples.
•
Outflows: These elements deplete the stock, such as attrition, expenses, and technology
depreciation. Outflows are inevitable but can be managed.
•
Feedback Loops: These mechanisms monitor the system’s state and inform adjustments.
Employee satisfaction surveys, customer feedback, and financial audits serve as
examples.
How the MHA Program Benefits Me and My Organization
Skill Augmentation
The MHA program’s curriculum, rich in healthcare management theories and best
practices, significantly augments my skillset. It enhances my understanding of healthcare
systems, which is crucial in the insurance sector. The knowledge gained aids in making more
informed decisions, benefiting client interactions and internal processes.
Emotional Intelligence
One of the program’s core is developing emotional intelligence (Khalil et al.,2023). As a
team leader, mastering this skill is imperative for effective team management. It fosters a positive
work environment, enhances team cohesion, and contributes to higher productivity.
Building Social Capital
The very act of engaging in an advanced degree such as the MHA is a signal to the
organizational leadership about my commitment to personal and professional growth (Park.edu,
5
2023). This initiative aligns well with the organization’s strategic values, thereby accruing social
capital, which can be leveraged for future opportunities.
Conclusion
The Master of Health Services Administration (MHA) program catalyzes personal and
professional development. It augments my current role as a team leader in an insurance company
and serves as a stepping stone for future leadership roles within the organization. From
enhancing specific skills, such as understanding healthcare systems, to developing emotional
intelligence, the program offers a rounded approach to career development.
6
References
Amissah, M., Gannon, T., & Monat, J. (2020). What is systems thinking? Expert perspectives
from the WPI systems thinking colloquium of 2 October 2019. Systems, 8(1), 6.
https://doi.org/10.3390/systems8010006
Fernandopulle, N. (2021). To what extent does hierarchical leadership affect health care
outcomes? Medical Journal of The Islamic Republic of Iran.
https://doi.org/10.47176/mjiri.35.117
Khalil, H., Liang, Z., Karimi, L., Ferrier, J. A., & Liu, C. (2023). Evaluation of a health
administration program and future considerations. Journal of Health Administration
Education, 39(3), 409-428.
Park.edu. (2023, September 26). Importance of a Master of Healthcare Administration (MHA)
degree. Park University. https://www.park.edu/blog/the-importance-of-a-master-ofhealthcare-administration-mha-degree-breaking-things-down/
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