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Grand Canyon University. (Ed.). (2018). Nursing leadership and management: Leading a

NRS 451 Health Organization Evaluation Research Paper

nd serving. URL: https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-andmanagement_leading-and-serving_1e.php “Grand Canyon University prepares learners to become global citizens, critical thinkers, effective communicators, and responsible leaders by providing an academically-challenging, values-based curriculum from the context of our Christian heritage.” (GCU Mission Statement) Review the “Statement on the Integration of Faith and Work” to become familiar with many fundamental Christian worldviews, and consider how they may apply in the context of this course. URL: https://www.gcu.edu/Documents/Statement-IFLW.pdf Final Week!!! Welcome to the final week of Nursing Leadership and Management!!! This week, the topic is Reengineering Health Care. The objectives include: • Describe the role of the nursing leaders and managers in reengineering health care. • Propose a change management model/theory to help support an organizational goal. • Assess organizational readiness. • Describe the process of continuous quality improvement (CQI). The assignment this week will be researching a health care organization or network that spans several states with in the United States (United Healthcare, Vanguard, Banner Health, etc.). Assess the readiness of the health care organization or network you chose in regard to meeting the health care needs of citizens in the next decade. Please use the attached paper template to complete this assignment. Include the following in your assignment (1,000-1,250 words): • Describe the health care organization or network. • Describe the organization’s overall readiness based on your findings. • Prepare a strategic plan to address issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction. • Identify any current or potential issues within the organizational culture and discuss how these issues may affect aspects of the strategic plan. • Propose a theory or model that could be used to support implementation of the strategic plan for this organization. Explain why this theory or model is best. All assignments must be posted by midnight Sunday night. No late work will be accepted per GCU policy. I look forward to completing this week with you, and getting you one step closer to attaining your BSN. Running head: Health Organization Evaluation 1 Health Organization Evaluation Student Name Grand Canyon University: NRS 451 Date HEALTH ORGANIZATION EVALUATION Health Organization Evaluation Provide a brief introduction of what you will be writing about within the body of the paper. This paragraph should include a thesis statement. Healthcare Organization Describe the health care organization or network. Organization Readiness Describe the organization’s overall readiness based on your findings. Strategic Plan Prepare a strategic plan to address issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction. Theory/Model Propose a theory or model that could be used to support implementation of the strategic plan for this organization. Explain why this theory or model is best. Conclusion Provide a brief conclusion paragraph that describes what was discussed in the body of the paragraph. The word count for this assignment is 1,000-1,250. REFERENCES – should be on a separate page, and in APA format Sources must be published within the last 5 years and appropriate for the assignment criteria and relevant to nursing practice. 2 Research a health care organization or network that spans several states with in the United States (United Healthcare, Vanguard, Banner Health, etc.). Assess the readiness of the health care organization or network you chose in regard to meeting the health care needs of citizens in the next decade. Prepare a 1,000-1,250 word paper that presents your assessment and proposes a strategic plan to ensure readiness. Include the following: 1. Describe the health care organization or network. 2. Describe the organization’s overall readiness based on your findings. 3. Prepare a strategic plan to address issues pertaining to network growth, nurse staffing, resource management, and patient satisfaction. 4. Identify any current or potential issues within the organizational culture and discuss how these issues may affect aspects of the strategic plan. 5. Propose a theory or model that could be used to support implementation of the strategic plan for this organization. Explain why this theory or model is best. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Course Code NRS-451VN Class Code NRS-451VN-OL191 Criteria Content Percentage 80.0% Health Care Organization or Network 15.0% Assessment of Overall Organizational Readiness 15.0% Strategic Plan 20.0% Identification of Current or Potential Issues in Organizational Culture and Impact of These to Strategic Plan 15.0% Theory or Model to Support Implementation of Strategic Plan 15.0% Organization, Effectiveness, and Format 20.0% NRS 451 Health Organization Evaluation Research Paper

Thesis Development and Purpose 5.0% Argument Logic and Construction 5.0% Mechanics of Writing (includes spelling, punctuation, grammar, language use) 5.0% Paper Format (use of appropriate style for the major and assignment) 2.0% Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) 3.0% Total Weightage 100% Assignment Title Health Organization Evaluation Unsatisfactory (0.00%) Health care organization or network is not described. Assessment of overall organizational readiness is omitted. Strategic plan is omitted. Current or potential issues in the organizational culture and the impact of these to strategic plan are omitted. Theory or model to support strategic plan implementation is omitted. Paper lacks any discernible overall purpose or organizing claim. Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources. Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used. Template is not used appropriately, or documentation format is rarely followed correctly. Sources are not documented. Total Points 180.0 Less Than Satisfactory (65.00%) Health care organization or network is partially presented. There are significant omissions and inaccuracies. Assessment of overall organizational readiness is partially presented. There are significant omissions. Degree of organizational readiness is not established. Strategic plan is partially presented. Plan contains major omissions. The plan fails to address issues outlined in the assignment criteria. Current or potential issues in the organizational culture are partially summarized. The potential impact of these on the strategic plan is unclear. There are omissions and inaccuracies throughout. Theory or model to support strategic plan implementation is partially described. It is unclear how the theory or model would support implementation of strategic plan for the organization. Thesis is insufficiently developed or vague. Purpose is not clear. Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied. Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent. Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors. Satisfactory (75.00%) Health care organization or network is summarized. Some information is needed. There are minor inaccuracies related to the representation of the organization or network. Assessment of overall organizational readiness is summarized. Degree of organizational readiness is partially established. More information, rationale, and support are needed. The strategic plan generally addresses network growth, nurse staffing, resource management, and patient satisfaction. More information, rationale, and support are needed. Current or potential issues in the organizational culture are generally discussed. The impact of these on the strategic plan is summarized. Evidence and rationale are needed to support claims. Theory or model to support strategic plan implementation is proposed. The theory or model demonstrates some support for implementation of the strategic plan for the organization. It is unclear why this theory or model is the best choice. More information is needed. Thesis is apparent and appropriate to purpose. Argument is orderly but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis. Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed. Appropriate template is used. Formatting is correct, although some minor errors may be present. Sources are documented, as appropriate to assignment and style, although some formatting errors may be present. Good (85.00%) Health care organization or network is described. Some detail is needed for clarity. Assessment of overall organizational readiness is described. Degree of organizational readiness is generally established. Some evidence or rationale is needed for support. The strategic plan addresses network growth, nurse staffing, resource management, and patient satisfaction. Some evidence or rationale is needed for support. Current or potential issues in the organizational culture and the potential impact of these on the strategic plan are discussed. Some evidence or rationale is needed. Theory or model to support strategic plan implementation is proposed. The theory or model demonstrates support for implementation of the strategic plan for the organization. General rationale is provided for why the theory or model is the best choice. Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose. Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative. Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech. Appropriate template is fully used. There are virtually no errors in formatting style. Sources are documented, as appropriate to assignment and style, and format is mostly correct. Excellent (100.00%) Health care organization or network is clearly and accurately described. Assessment of overall organizational readiness is described in detail. Degree of organizational readiness is established. Strong evidence and rationale support the assessment. The strategic plan is well developed. Network growth, nurse staffing, resource management, and patient satisfaction are addressed in detail. The plan is supported with strong evidence and rationale. Current or potential issues in the organizational culture are clearly identified. The potential impact of these on the strategic plan is thoroughly described and supported with evidence and rationale. Theory or model to support strategic plan implementation is proposed. The theory or model demonstrates strong support for implementation of the strategic plan for the organization. Compelling rationale supports why the theory or model is the best choice. Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear. Comments Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative. Writer is clearly in command of standard, written, academic English. All format elements are correct. Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error. Points Earned Read Chapter 5 in Nursing Leadership and Management: Leading and Serving. URL: https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-andmanagement_leading-and-serving_1e.php …

Organizational culture and values are critical components that allow nurses to deliver care to patients. Organizational culture is based on values, norms and practices that the management uses to develop mission and vision statements. Nurses thrive in friendly organizational cultures that value diversity and are transformational based on their values, mission, and vision statements (Kang et al., 2020). Through such environments, nurses enhance their patient engagements, develop better and innovative patient care models and this leads to positive patient outcomes (Braithwaite et al., 2018). The purpose of this presentation is to discuss the role of organizational culture and values based on mission and vision and its influence on nurses’ engagement. The presentation also explores the role of organizational culture and values in conflict resolution and management in health care setting.

Organizational culture entails shared beliefs, values, and attitudes. An organizational culture also include the conduct and way of behaving, communication aspects, customs and the vision crafted by those involved. Furthermore, values and culture within an organization denote to a system of sharing assumptions and common approaches to issues as well as how employees behave in their duties (Braithwaite et al., 2018). Values are moral tools and components within the organization that guide overall conduct. Shared values and beliefs have robust influence on employees in the organization.

Organizational culture is important to different stakeholders who include the management and employees. Organizational culture and values encourage collaborations, motivates employees, leads to attainment of goals. Organizational culture and values provide the requisite foundation for ethical conduct and way of doing things for an entity (Runtu et al., 2019). Organizational culture influences the type of nursing and patient care models used by an organization. culture and values also shape the way staff, nurses, and providers develop relationships, communicate and collaborate in the healthcare setting (Manion & Davies, 2018). Organizational culture and values also establish expectations and standards of practice and a commitment by healthcare entities to the communities that they serve.

Organizational mission, vision, and values are critical component of its culture. The mission states the purpose of an organization and essence of its overall existence. The mission is recognized and integrated into practice and operations of the organization as part of their goals and objectives. Vision statement is futuristic and describes the dream of the organization and what it hopes to attain or accomplish in the future. Robust vision statements entail what the organization will attain and contain a clear development path (Dempsey & Assi, 2018). Values in an organization are ethical imperatives and standards of conduct that the stakeholders and the organization promote and follow. Values define the choices that an entity embraces to operate and contain ethical standards that employees should adhere to based on expectations and corporate social responsibility.

Mission statement offers overall purpose of what an organization hopes to attain now or in the current situation. Through the mission statement, a healthcare organization provides services that meet consumer needs and develops innovative interventions in health promotion and disease management. Vision statement ensures that an organization considers futuristic aspects in their industry and develops interventions to attain them (Runtu et al., 2019). For instance, the deployment of technology in healthcare implores organizations to consider innovative approaches in care delivery in the future to meet patient needs. Values allow practitioners to develop and model certain ethical imperatives like honesty and integrity to deliver quality patient care (Manion & Davies, 2018). The overall intent of these components is to develop an organizational culture that aligns with the overall need to deliver quality patient care.

As posited, the essence of mission, vision and values in an organization is to develop an organizational culture that espouses goals and objectives of the entity. Mission, vision, and values statements are essential ton engagement of nurses in different ways. They encourage positive and productive nurse-to-nurse interactions and relationships that are important in health care setting (Nightingale, 2018). They also promote longevity and retention implying that they reduce possible turnover and shortage in the practice setting. Mission and vision as well as values lead to increased commitment by nurses to a facility and to patients. They also allow development and nurturing of positive interactions with patients (Mannion & Davies, 2018). Mission, vision, and values are fundamental components of effective ways of communication and overall conduct among nurses. The implication is that nurses need systems that have positive values, vision and mission to motivate and inspire them to offer quality patient care.

Studies are categorical that positive relationship exists between an effective organizational culture and patient satisfaction based on better interactions with patients and commitment to quality care delivery. Patient satisfaction and outcomes are important measures of clinical outcomes and health care performance. Patients prefer organizations that have ethical practices and are patient-centered (Smits et al., 2018). The mission, vision and values statements encourage effective patient interactions as nurses espouse better values like integrity, honesty, transparency and better communication. An empowering organizational culture based on vision, mission, and values has a positive correlation with customer satisfaction (Braithwaite et al., 2018). The mission, vision, and values help attain improved care through mission-oriented culture that patients seek in healthcare settings.

Conflicts are an inevitable part of Organizational Interactions and working among diverse individuals with different and divergent perceptions of issues.

Conflicts have a negative connotation but may offer opportunities to improve organizational outcomes and processes. Different factors cause conflicts in organizations. These include ineffective communication, differences in roles responsibilities and goals among diverse stakeholders, differences in values and perceptions as well as resource strain and a demanding workplace environment (Dempsey & Assi, 2018). Further, organizational change may also be a source of conflicts because some employees may not be willing to adjust to the new way of doing things. Conflicts can also arise due to unmet and unrealistic personal and professional expectation as well as internal power structures and need for recognition among employees (Nightingale, 2018). The implication is that through an effective organizational culture based on values, stakeholders can find lasting solutions to the conflicts in these settings.

Organizational culture and values are critical aspects of the interventions that providers and entities in healthcare can use to address conflicts. Values offer direction on expected conduct and ethical approaches to minimize possible conflicts. Ethical standards improve interactions and level of communication in an organization to reduce frictions and miscommunication. Further, values harmonize organizational culture and sets attributes and skills that leaders should possess to handle conflicts better. Culture influences social normative that glues an organization together while shaping the type of leadership that evolves in an organization (Mannion & Davies, 2018). Leadership affects the kind of communication and approaches that an organization can use to address conflicts, especially in nursing and healthcare settings. imperatively, shared leadership based on a robust organizational culture and values is critical in adopting better conflict management approaches (Dempsey & Assi, 2018). Therefore, that have effective values and cultures can solve conflicts better and attain quality outcomes. Values like teamwork, respect, and transparency, integrity and honesty allow organizations to have common approaches to conflicts while transformational, participative and charismatic leadership styles improve the chances of generating solutions to conflicts in organizational settings.

The management of organizational conflicts is essential to improving care delivery, patient satisfaction, and performance of nurses. Leaders and followers should focus on the best approaches from the available ways like accommodation, collaboration, compromising, avoidance and competing. In this case, they can use strategies like accommodation, collaboration and compromising to deescalate such events (Sprajc et al., 2020). Secondly, they need to ensure that the organizational culture and values align with the stakeholders’ expectations, especially among their employees. Organizations and their management can also address conflicts when the values and culture align with their mission, vision, and the goals (Kang et al., 2020). Further, conflict resolution needs leaders to focus on issues and not individuals, have open and effective communication and accepting conflicts as critical to developing new ways of doing things.

Inter-professional Collaboration is vital for effective care delivery and attainment of one common purpose and goal. Inter-professional collaboration entails working together based on a common plan of care to deliver quality patient services (Tang et al., 2018). Strategies like having effective teams and teamwork, developing an organizational culture that supports increased interactions and based on good values lead to inter-professional collaboration (Machen et al., 2019). Inter-professional collaboration happens when leaders offer support based on their leadership styles (Dempsey & Assi, 2018). For instance, honesty, transparency, integrity and trust are critical values that encourage inter-professional collaborations in organizations. Effective assignment of duties and roles’ clarity ensures that providers collaborate to offer quality patient care.

Organization needs in healthcare continue to be dynamic and unpredictable because of increased care demand and use of innovative models like value-based care purchasing. The needs are unlimited yet available resources are limited and this implores nurses to use their mental fortitude to meet the diverse patient needs and attain quality care (Machen et al., 2019). Organizational needs like increased nurses and lowering costs impact outcomes as sufficient resources lead to better results. Better interactions and relationships come based on the organizational culture and values espoused by providers (Kang et al., 2020). Therefore, these values and culture promote better interactions among diverse stakeholders culture is also instrumental in equitable allocation of resources to achieve the expected outcomes

Culture gives direction on conduct and processes within an organization to attain its goals and objectives. Culture also influences the type of interactions that occur among the diverse providers and stakeholders within and outside the organization (Sprajc et al., 2020). For instance, having a positive organizational culture attracts patients and gives them hope of attaining quality outcomes and increased levels of satisfaction. An organizational culture also leads to higher levels of patient safety and reduces occurrence of adverse events like medication errors. It also enhances the development of trustful interactions among different stakeholders (Nightingale, 2018). As organizations with better health care culture attain better outcomes in different areas that include patient outcomes and attainment of respective goals and objectives.

Health promotion requires resources and a supportive organizational culture. Further, health promotion focuses on interventions aimed at reducing the occurrence of diseases and chronic conditions. Organizational culture and values are essential in developing better ways to interact with communities to implement better interventions aimed at care delivery (Dempsey & Assi, 2018). Organizational needs impact health promotion from a community perspective as they reduce available resources and personnel for equitable resource allocation. Organizational culture and values dictate how employees interact with communities to implement evidence-based practice interventions to improve overall care.

References

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workplace cultures, and patient outcomes: systematic review. BMJ open, 7(11), e017708.

doi: 10.1136/bmjopen-2017-017708

Dempsey, C. & Assi, M. J. (2018). The Impact of Nurse Engagement on Quality, Safety, and the Experience of Care:

What Nurse Leaders Should Know. Nursing Administration Quality, 42(3):278-283.

doi: 10.1097/NAQ.0000000000000305

Manion, R. & Davies, H. (2018). Understanding organizational culture for healthcare quality improvement. BMJ, 363.

doi: https://doi.org/10.1136/bmj.k4907

Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Beliles, G. R., & Matti, L. K. (2020). Relationships

among organizational values, employee engagement, and patient satisfaction in an academic medical center.

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Machen, S., Jani, Y., Turner, S., Marshall, M., & Fulop, N. J. (2019). The role of

organizational and professional cultures in medication safety: a scoping review

of the literature. International Journal for Quality in Health Care, 31(10), G146-

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Healthcare organizations have the responsibility of providing care to various populations. While some organizations may operate within a given region, others may have the objective of expanding to the national and even the international levels. In the United States of America, there are healthcare organizations that offer their services not only at the state level but also at the federal level. They often attempt to expand their services to numerous states. United Healthcare Organization is one of the healthcare institutions that operate in different states. Other similar institutions may include Banner Health and Vanguard. For private healthcare institutions, the provision of healthcare services to various states often leads to an increase in revenues and protection of many people’s lives. The paper provides an evaluation of the United Healthcare Organization, including overall readiness to operate in various environments as well as its strategic plans.

Description of Healthcare Organization (United Healthcare Organization)

United Healthcare organization is an American for-profit company based in Minnetonka, Minnesota. The institution offers insurance services and health care products to its members. United Healthcare Company is the largest healthcare organization globally by revenues as of 2019. In the same year, the organization recorded total revenues of close to $242.2 billion (Branch et al., 2019). The company’s revenues encompass 80% of the group’s overall revenue. The company is also ranked 6^th on the Fortune 500 as of the year 2019 (Branch et al., 2019).

United Healthcare organization serves millions of people across different states of America.  The institution offers services to the people from their earliest years of development, through to their working lives and into retirement. What keeps the organization’s reputation is the mission to enable people to live healthier and better lives amidst the emergence of diseases and complex situations in healthcare delivery services. The organization also works to make the healthcare system work for every individual within their areas of operation (Jacobson et al., 2017). United Healthcare Organization is working to develop an integrated system that is more affordable for all the people. Also, the organization works to establish a system that can deliver high-quality care that is responsive to the needs of every person and the communities.

United Healthcare’s Overall Readiness

United Healthcare Company has an elaborate workforce that is able to transform the institution’s desires. Employees work in line with organizational objectives and mission. Given the wide variety of services offered to different people across different states in America, the company has policymakers who are able to analyze trends in the healthcare industry and offer implicit decisions on the way forward. The company has made this possible due to the committed workforce and careful analysis of the markets and various healthcare industries for the company.

The company also has several healthcare plans that can benefit different persons, depending on their needs and income levels. Some of the plans include UnitedHealthcare select plus, UnitedHealthcare select, UnitedHealthcare Choice, which operate as HMO where there is also an option of choosing preferred specialists. These healthcare plans are available for all individuals who plan to get access to medical services. United Healthcare Company provides commercial group insurance plans in different states within the United States of America over various products name with different offerings (Branch et al., 2019).

United Healthcare organization has perfect transformation strategies to counter continuous changes in the healthcare system. Continuous improvement processes in quality delivery is one of the strategies that is geared towards improving the overall quality of services offered. The company also formulates policies that enhance the operational processes and adhere to the possible transformations in the market. United Health Company works in collaboration with other healthcare organizations to facilitate the delivery of quality care at affordable costs. The partnerships and associations formed to define the overall healthcare readiness to tackle some of the challenges associated with the variations in the market and possible disruptions caused by technology and new operational environments (Salmond & Echevarria, 2017). Through collaboration, the organization can initiate a transformative agenda that may enhance the operational processes.

Strategic Plan

In most cases, preparing for the planning arrangement, clear mission, vision, and agreement priority are some of the strategic planning processes. Many times, preparation for the strategic plans should be a comprehensive process as it needs to cover the required arrangements to ensure the affluence of an organization. Through the following three steps in strategic planning, there is always the need to eliminate weaknesses, including the gaps in the range of the available products. Strategies enable the businesses to achieve the mission and vision as well as the successful outcome.

Mission

The mission is to provide better healthcare services, and decision-making supports for better healthcare outcomes.

Vision

To be the leading healthcare provider through enhanced medical and insurance services globally.

Financial Planning

United Health Company plans to increase revenues by expanding their services to different states. They also tend to offer more options for healthcare plans to ensure that many people are registered to receive quality healthcare services. Huge financial resources are expected to go to healthcare plans.

Network Growth

The company anticipates expanding its network growth through collaboration with other healthcare organizations such as hospitals and healthcare centers. Also, the management plans to collaborate with other healthcare insurance companies to realize their full potential in the global healthcare industry.

Nurse and Staffing

With the increasing customer base, the organization plans to increase the number of workers to handle various services. At the same time, the human resource department has been tasked with the responsibility of enhancing the skills and technical abilities of the workers to ensure effective service delivery.

Resource Management

As the company is expanding, there is always the need to increase the number of resources and to provide proper management services. United Healthcare is engaged in the development of strategies to enhance resource allocation and effective utilization. With the continuous expansion of services, United Healthcare Company plans to set up more offices and healthcare centers in different states and increase the services offered. Also, the company plans to increase technological services. With the growth in technology, the organization plans to invest more in technology to enhance service delivery and efficiency in care.

Patient Satisfaction

In United Healthcare Company, patient satisfaction is the key. The organization tends to invest more resources in enhancing service delivery to promote patient satisfaction. The increased use of technology is expected to enhance service delivery, a scenario that will, in turn, promote patient satisfaction. One of the organization’s main plans in terms of patient satisfaction is the facilitation of the self-care delivery models that will enable patients to receive satisfactory services.

Current Issues with the Organizational Culture

United Health Organization holds strong cultural values that enable the workforce to stick to effective operational processes. The organization has a strong culture of collaboration, appreciation, support, and community . Also, patient care is at the center of its cultural practices. Effective service delivery and patient satisfaction further contribute to strong cultural values. The above cultural practices may enhance the development and achievement of the strategic plans. A culture of ensuring patient satisfaction, for instance, enhances the achievement of the organizational objective of providing sufficient services to the customers. In general, the organizational culture guides the workforce as well as the management in establishing the goals or objectives within the organization.

Issue-Based Strategic Planning Model

An issue-based strategic planning model can support the implementation of the above strategic plan for the United Healthcare Organization. The issue-based strategic model can be used to provide strategies for present and future plans. The model is critical as it aims at identifying the possible challenges or problems that an organization might face. It starts by ironing out issues before expanding and shifting the strategies that are applied in the implementation of the strategic plans. The issue-based strategic planning is the best given that fact that it considers all the factors or barriers that an organization might face.

Conclusion

United Healthcare Organization is one of the institutions that offer healthcare services, including health insurance plans to millions of people in the United States of America. Because of the strong organizational values and a strong and committed workforce, it ranked as one of the best healthcare companies globally. The organization also partners with different care providers where they collaborate to improve general patient care. The organization is also operating to create a more sustainable healthcare system that can provide quality services to every person involved.

ReferencesBottom of Form

Branch, L., Eller, W., Bias, T., McCawley, M., Myers, D., Gerber, B., & Bassler, J. (2019). Trends in malware attacks against United States healthcare organizations, 2016-2017. Global Biosecurity, 1(1).

Jacobson, G., Damico, A., Neuman, T., & Gold, M. (2017). Medicare Advantage 2017 spotlight: enrollment market update. accessed on August, 20, 2017.

Salmond, S. W., & Echevarria, M. (2017). Healthcare transformation and changing roles for nursing. Orthopedic nursing, 36(1), 12.