Since the risks associated with the potential solutions have been identified to address the problems in the CBDI division, this report will recognize the impacts of every one of those potential solutions. Throughout this process it might be revealed that the solution that was one time believed to be the apparent choice is presently lower on the list because of the possible negative impact to the organization if it were implemented.
Impact identification exposes the negative effects on an organization that may have longstanding and crucial impacts on individuals, processes, and techniques. Impact identification recognizes the components of required change by concentrating on and scrutinizing efforts that are obstructing performance. The significant element of the CBDI division is to concentrate on meeting the division’s mission, vision, and code of conduct by applying solutions presented in this paper. This paper will concentrate on the short and long term impacts, stakeholder interests, and suggested solutions for the CBDI division, in addition to provide mission critical measurements for every solution.
Unprofessionalism and uncourteousness
The CBDI division’s mission, vision and Code of Conduct is not gone over and the importance of them is not stressed. Thus every employee that is hired or already working within the division has different interpretations of being professional and courteous to patients, families, agencies and other employees. To fix this issue, the suggestion was to have a meeting with all employees within the CBDI division reiterating the importance of mission, vision and Code of Conduct. It is essential that all employees have stringent rules to guarantee that Code of Conduct, mission and vision are being portrayed and all new employees are aware of the same. The immediate impact of this resolution creates regularity in care promises to bring the performance care delivery system to life and fixes core values of all employees. The long-term impact will be a division that generates revenue, is running well, and can rely on employees to treat everyone respectfully. The effects on stakeholders, all employees, and leadership, include a guide for employee decisions, inspiring assurance in patients, families and agencies and showing the divisions mission, vision and code of conduct. This resolution is Mission Critical and disregarding the suggestions will possibly end in a High impact or decrease in patients being seen by the division or agencies dealing with division in all capacities.
“Favoritism in the workplace can have very negative effects on the overall morale of the workplace” (Indvik & Johnson 2012). The suggested solutions were to offer training by educating and giving managers and employees information on methods to refrain from favoritism. Also, by fostering professionalism it will help with the favoritism problem. To effectively implement these suggestions, Cincinnati Children’s Hospital needs to ensure that employees in the CBDI division understand the repercussions of favoritism and the negative impacts on the division. They are also accountable for setting guidelines in position to make sure quality initiatives are transpiring and that managers and leaders are not playing favoritism between employees. The immediate impacts of the solutions include enhanced employee morale, increased productivity, and low turnover rates. The long term effects are employees will take pride in their work, they will take less days off, and will help create a great work atmosphere. The urgency of employing this solution is serious. If it is not implemented the division will remain operational, however it will not be at the anticipated and required levels.
The last issue involved politics. Divisional politics inflict chaos on a division and cause separation and conflict among employees and leadership. “Most people take a defensive position when it comes to office politics; they want to survive what they perceive to be the actions of aggressors” (Cairns 2017). The suggested resolution to this issue is making leaders take classes on being politically savvy and recognizing political factors that have emotional impact on division objectives. The immediate impacts of these suggested resolutions will fend off the negative effects of politics in the division by ceasing such actions in their path and permitting all employees to work on a level playing field. Employees will comprehend the significance and dissimilarities among good politics and bad politics and concentrate on the impending assignment. The long term effects are the capability to decrease bellicose actions, create structure in the division, and help to treat all employees equally. The CBDI division and the whole hospital will benefit from these suggestions and resolutions and it permits employees to work in collaboration and satisfaction again. The urgency of employing this solution is serious. Building efficient and well skillful employees that can work in cooperation to execute the numerous facets of the mission is essential to the proper functioning of this division.
Impact identification includes calculated thinking about procedures and evaluating how to diminish negative impacts while leveraging positive ones for the division. The goal of this evaluation was achieved with a complete approach of getting the CBDI division to perform at adequate service levels through conscious activities, preparation, and solid suggestions for leadership. The last tool in this analysis is to reevaluate and alter any processes that require altering to ensure they are adding value.