Throughout your education, you have been asked to research topics and write papers, engage in thought-provoking discussions, consider diverse perspectives, and a host of other challenges that have required you to use both your discipline-specific skills as well as your soft skills. These are called transferable skills, and are skills that you develop that can be transferred and applied within your chosen career. Transferable skills are highly valuable and essential for career success.

Throughout this course, you have been working on a project that allowed you to demonstrate your understanding of the transferable skills. It is now time to submit your project/assignment and add a transferable skills reflection.

To complete this assignment, you will need to do the following:

Part I: Compiling Your Exemplar Project

  • Compile all of your completed course project assignment deliverables. Place them in the proper order, and save them in a single Microsoft Word document.

Part II: Transferable Skills Self Reflection

  1. In a minimum of 1 full page, using Microsoft Word, write an essay (full introduction and conclusion), which includes the following:
    • Describe the knowledge, skills and/or attitudes regarding each of the transferable skills that you’ve gained as a result of completing this particular project/assignment.
    • Discuss the ways that you are going to incorporate the transferable skills (the transferable skills that you showcased in your exemplary project) into your work within your chosen career field.
    • Describe your future goals based on the transferable skills that you’ve chosen to showcase.
    • Write your paper utilizing proper tone, spelling and grammar.
  2. Once you have completed your reflection assignment, add it to the end of the document you compiled in part I. The self-reflection should be the last few pages of your exemplar project. If done correctly, everything will be one document!
  3. Save the compiled document to a folder. Then, zip or compress the folder, and submit the zipped folder to the drop box.
  • Running head: BARBARA’S PROJECT PLANNING FOR UCCO 1BARBARA’S PROJECT PLANNING FOR UCCO 5

     

     

     

     

     

     

     

     

     

    Project Planning-Module 1

    Keri King

    11/23/2020

     

     

     

     

     

     

     

     

     

     

     

     

    Strategic Planning

    Strategic planning is the way to record and lead a business by examining where it is currently and where it’s going. Goals, visions, long-term priorities, and action plans are documented to utilize this strategic plan. Strategic planning of health institutions requires outlining the necessary strategies to accomplish those priorities. Although various styles and levels of strategy are possible, the goal of all strategies is to coordinate an organization’s activities and its specified purpose or principles (Neis et al., 2017). Healthcare providers now need more patient-centered, value-added approaches, as many of their established systems adopt more conservative, older strategic models.

    What Healthcare Can Achieve With Strategic Planning

    Collaboration and cooperation among teams are increased. To enhance effectiveness and service, teamwork is critical for every healthcare sector. A very well-executed strategic plan could improve teamwork, improve organizational responsibility, and increase productivity (Tzu, 2018). Effective healthcare strategy models can bring your workers together and provide high-qualities health care, outstanding service, and effectiveness.

    It improves communication within the organization. Successful health planning will help clarify and enhance communications. You should tackle the organization’s main problems, mission, and objectives and the steps for achieving them should be communicated (Vermeulen et al., 2019). The trust and confidence in the organization will benefit your staff and shareholders. Lack of proper communications can lead to role crashing and confusion among healthcare workers.

    It increases employee’s engagement and morale. Strategic planning shows where the organization is going. Workers are dedicated and empowered to help you fulfill your goal. Stakeholders will be confident and clear in making sound financial decisions (Tzu, 2018). Strategic preparation for specifically defined, implemented, and communicated healthcare facilities will allow stakeholders to create a direction that will lead to a prosperous future.

    It can lead to transformational leadership and authority. Transformative leadership is a kind of direction that encourages the staff to work harder and to do better. It contains methods referenced in research on organizational behavior. Transformation managers openly articulate the mission and their companies’ capacity to deliver high results and believe their workers (Vermeulen et al., 2019). It’s a vital aspect of strategic management to make the staff realize how their positions will relate to their mission and vision.

    Recommended Area of Focus for Barbara’s Plan

    Good strategic planning should provide a mission, vision, and goals. However, influential organizations have had such a strategic plan, which fails in the course of implementation. To avoid such a turn of events, Barbara should operationalize her project to include daily goals (Vermeulen et al., 2019). This involves identifying the initiatives for executing the strategy in line with the work-shop framework covering all programs relevant to the plan’s priorities and important initiatives under those programs.

    Achieving a Balance of Historical and Current Topic in Healthcare

    Historical topics in healthcare are entirely different from contemporary ones. The recognition and processing of meaningful data to measure how an organization performs in achieving its strategic priorities and harmonizing existing working procedures with this approach have become one of the medical sector’s historical concerns. In her strategic plan, Barbara can blend the current topic with historical topics relevant in the contemporary world. For example, the need to provide quality patient care has been a historical topic that is still a concern today. Currently, we have emerging technologies in the healthcare market. Barbara can include such technologies to implement the provision of quality healthcare. For example, according to Chen & Decary (2020) use of electronic medical records and block chain technology can speed up the provision of care and visualize diagnostic and treatment trends, which can be used to provide care efficiently and effectively.

    Primary and Secondary Research for Barbara

    For primary research, she can benefit from experts’ advice on how to plan strategically. To achieve this, she can conduct a face to face or phone interview, which will provide helpful insights for a rational strategic plan (Leskaj, 2017). She will benefit from having information that is relevant and up to date with the current trends. For secondary data, she can opt to use compiled research reports and publications on strategic planning. She will benefits from having essential information within a short time (Leskaj, 2017). Finally, if she uses secondary data published by government agencies, she will access it at no cost.

    In conclusion, I would deduce that it is unnecessary to lay out the strategic goals to encourage the organization to understand the plan alone. To do this is not to prepare, but rather to cross the fingers and wish for the best. The endless instances of the inability to execute the plan led to all of us have been shown or read. Since optimism is not a tactic, companies must buckle their security loops and abandon comfort zones when mastering success or encounter the hard truth of not delivering on their plans.

     

     

     

     

     

    References

    Chen, M., & Decary, M. (2020, January). Artificial intelligence in healthcare: An essential guide for health leaders. In Healthcare Management Forum (Vol. 33, No. 1, pp. 10-18). Sage CA: Los Angeles, CA: SAGE Publications.

    Leskaj, E. (2017). The challenges faced by the strategic management of public organizations. Revista» Administratie si Management Public « (RAMP), (29), 151-161.

    Neis, D. F., Pereira, M. F., & Maccari, E. A. (2017). Strategic planning process and organizational structure: Impacts, confluence and similarities. BBR. Brazilian Business Review14(5), 479-492.

    Tzu, S. (2018). STRATEGIES AND OPERATIONAL PLANS. Strategic Planning in Healthcare: An Introduction for Health Professionals, 95.

    Vermeulen, L. C., Eddington, N. D., Gourdine, M. A., Jorgenson, J., Kvancz, D. A., Nesbit, S. A., … & Peters, S. G. (2019). ASHP foundation pharmacy forecast 2019: strategic planning advice for pharmacy departments in hospitals and health systems. American Journal of Health-System Pharmacy76(2), 71-100.

    Running Head: IMPACT OF DIVERSITY AND INCLUSION ON MANAGEMENT 1

     

    IMPACT OF DIVERSITY AND INCLUSION ON MANAGEMENT 3

     

     

     

     

     

    Impact Diversity and Inclusion on Management

    Keri King

    12/20/2020

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

    Impact of Diversity and Inclusion on Management

    Change management refers to methods and styles in which a company illustrates and implements change within its external and internal processes. A well-structured approach for change is crucial to ensure a meaningful transition and reduce the effects of disruption. Change management is affected by various factors including diversity and inclusion. Diversity is a social activity that involves understanding that each individual is different from any other. Diversity can be classified in the dimensions of race, sex, ethnicity, age among others. Inclusion is also a social aspect that involves creating an equitable working work environment where all workers are treated fairly and respectfully. Also, inclusion provides equal access to opportunities and resources which in turn can contribute to a successful business. This paper aims at discussing the effects of diversity and inclusion on change management.

    Management in a business is crucial to realizing a progressive beneficial change. Executives in a business are an essential advocate and sponsor of change in both personal and professional change. The top management in the company will play an important role in communicating information for change and the vision of the association after the change is implemented. the employees in a company require peer support from the executive as motivation during the change process. Culture is a factor that affects how diversity is interpreted for an individual, hence, negative stereotyping and personal biases are largely avoided. According to Tatlo and Ozbilgin (2009), acknowledging diversity in a workplace is a crucial factor in improving organizational performance. When all employees feel included and allowed to have a substantial contribution to the company’s progress, success is guaranteed in a company. Culture affects diversity and diversity allows people to acknowledge different views of other people which can be substantial in a company’s development.

    An organization requires diversity inclusion during change management. Diversity will function if there is proper inclusion in the organization. Diversity inclusion in a company is crucial to the performance of the company. A positive development will be contributed by the full participation of the employees. Employees should be made to feel a sense of belonging in the company’s operations, thus, their motivation is elevated towards the increased performance of the company. Diversity benefits organizations to create new perspectives which can lead to developing better problem-solving methods thus, productivity is increased. Implementation of diversity will help a company to create a wider talent pool that gives a chance for the employees to table their ideas. More innovations will be available through diversity in an inclusive work environment. UCCO institution should implement diversity inclusion in its strategic planning to ensure their plan ideas works better for their organization.

    Working with others in a company is enabled by a high level of respect and ideas diversity perspective acknowledgment. Respect is crucial to enhancing workplace diversity, also, creativity is promoted and better problem-solving methods are achieved as well as productive and hence a successful process of change achieved. UCCO institution is comprised of people from different cultures and backgrounds and thus have different perspectives and ideas. Positive diversity encouraged at work will encourage people in the working environment to volunteer their ideas and help a group to succeed. Through different reactions and thoughts from different people in UCCO, different challenges and problems will be solved, therefore customers of UCCO will be able to receive better and improved services. Ng and Stephenson (2015) assert that managers in businesses embrace diversity due to the economic benefits accrued to diversity. Therefore, UCCO will gain economically by embracing diversity for its employees.

    The benefits of employing a diverse workforce are evident through increased productivity and improved innovations in work production. Also, employees’ engagement with themselves and the executive, improved organization reputation and availability of a wide range of skills are other benefits of a diverse workforce. However, a diverse workforce is accoutered with various challenges including communication difficulties, the possibility of arising hostility due to unhealthy arguments, and retention of bad talents. Also, diversity implementation challenges a diverse workforce together with the availability of too many ideas. Implementation of change management in UCCO will require a well-handled diverse workforce to maximize the benefits and minimize challenges associated with diversity.

    Strategies to encourage teamwork in a diverse workforce and ensuring that each employee makes meaningful and valuable contributions to complete tasks is paramount towards a company’s success. Managers can start by familiarizing themselves with their workers and developing a close relationship with them. Managers will be able to determine if the employees require motivation as a group or as an individual. Collective motivation will motivate even the less productive employees to work better in their tasks other than motivating several employees. Managers should practice discussing with individual employees regarding their performance and attitude in the workplace, this is to help understand them better and be able to determine their needs to have higher production. According to Chuang (2013), planning for activities outside work such as competition events will help to motivate a diverse culture as everyone is provided with a chance to exhibit their abilities. These activities increase understanding among the different diversities. Motivation is carried out for a group that inspires employees more than individualized motivation. UCCO managers should practice to motivate their employees as teams and acknowledge their efforts towards increased production.

    In conclusion, change management must entail diversity and inclusion involvement. Increased production, creation of new ideas, and provision of a wide range of skills among others will be exhibited. This will lead to a smooth transition during a change management process. Also, challenges associated with diversity including communication difficulties should be considered during diversity implementation.

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

     

    References

    Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace development. Online Journal for Workforce Education and Development6(1), 5.

    Ng, E. S., & Stephenson, J. (2015). Individuals, teams, and organizational benefits of managing diversity. The Oxford handbook of diversity in organizations, 235.

    Tatlõ, A., & Özbilgin, M. F. (2009). Understanding diversity managersõ role in organizational change: Towards a conceptual framework. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration26(3), 244-258.

 
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