Organizational Analysis and Design Plan (Essay Sample)

OL 675 Final Project: Organizational Analysis and Design Plan Name Institutional Affiliation Course Instructor November 15, 2023 Abstract This organization analysis and design plan aims to promote diversity and inclusivity in a healthcare organization. The plan prioritizes addressing the low number of members of underrepresented racial and ethnic groups and persons with disabilities. Lack of diversity and inclusivity has been one of the major shortcomings deterring the organization from achieving the desired outcomes by limiting the organization's ability to serve the community. The plan highlights the ethical dilemmas that emerge when conflicting principles or values and decisions are likely to compromise diversity and ethical values. The organization's management and leadership should identify the potential dilemmas and challenges that emerge to address the problem. Subsequently, the plan provides a clear analysis of the problem and strategies the organization and its leaders can use to address it. The plan also discusses the recommendations and action plans necessary to promote diversity and inclusivity in the organization. Lastly, the plan demonstrates how various measurements will be used to assess the success of the implemented recommendations and their action plan. OL 675 Final Project: Organizational Analysis and Design Plan Diversity and inclusivity are necessary for healthcare organizations to provide the best available care for all patients while preventing potential racial and ethnic disparities. While cultivating diversity and inclusivity is instrumental from a patient's perspective, they are necessary to create efficient, strong workforces that foster creativity and empathy. Diversity and inclusivity also create different perspectives necessary for healthcare organizations to devise strategies and ideas to address complex problems. The inclusiveness of different cultural, socioeconomic, educational, and ethnic backgrounds ensures that healthcare employees offer unique ideas to problems to improve patient care (Stanford, 2020). Healthcare employees feel valued and connected and develop a sense of belonging when working in environments that foster diversity and inclusivity. Healthcare organizations that embrace diversity and inclusivity attract and retain employees from different backgrounds, promoting a diverse basis for future healthcare leaders. Despite the effort to promote diversity and inclusivity in the health sector, the United States continues to encounter immense challenges to attaining the desired outcomes. This organizational analysis and design plan will describe a healthcare organization that lacks cultural diversity and inclusivity. The paper will describe the organization's background, identify the ethical dilemma concerning the company's leadership and management perspectives, and analyze and provide potential recommendations to address the problem. Background The healthcare organization I worked for is an outpatient facility that aims to address healthcare needs in the community. The health organization aims to promote the health of the community. It also aims to advance healthcare globally by setting standards of excellence in clinical care, research, and medical education. The organization aims to meet diverse populations' healthcare needs while eliminating health disparities. The organization has managed to improve the quality and access of healthcare within the community. The leadership and management teams in the health organization have played a vital role in promoting the achievement of organizational goals, mission, and vision. However, the lack of diversity and inclusivity has been a major shortcoming deterring the organization from achieving the desired outcomes. As such, the lack of diversity and inclusiveness continues to limit the organization's ability to serve the community. The organization has a low number of members of underrepresented racial and ethnic groups and persons with disabilities. The lack of diversity in the firm made it difficult to meet the community's needs, serve in an inclusive approach, and attain the company's success. Identification of Ethical Dilemma Diversity and inclusion are instrumental values for the success of any healthcare organization. The health organization strives to ensure its employees are in the best positions to guarantee success. Typically, diversity and inclusion are determined by the number of awards, sponsored events, conferences attended, and press mentions of the healthcare organization. However, the mentioned type of measurement and self-assessment is one-dimensional and offers minimal opportunity for behavioral correction and self-reflection. Ethical dilemmas emerge when conflicting principles or values and decisions likely compromise one of the values. There is a potential risk of unconscious bias when promoting diversity and inclusivity. Although the organization may have the best intentions, the employees may portray biases that influence their decisions and interactions with colleagues and patients. The unconscious bias results in unfair treatment of colleagues or patients against diversity and inclusivity. Resource allocation is a potential challenge in promoting diversity and inclusivity. Diversity and inclusivity strategies require adequate time and funding. Thus, the healthcare organization may encounter challenges deciding where to allocate the available resources. The challenge may lead to more problems where the healthcare organization may favor one group of employees over another, leading to division and resentment among the employees. Importantly, the healthcare organization may encounter dilemmas on how to balance individual beliefs and cultural competence. The healthcare organization and its employees encounter circumstances where the medical advice and recommendations conflict with the patient's cultural practices. Thus, the healthcare organization and its employees encounter immense challenges when navigating such circumstances without compromising cultural respect and quality of care. Organizational Context from a Management Perspective Organizational context from a management perspective from a management perspective relates to structure procedures or policies governing how the organization operates. Healthcare managers in the organization are mandated to ensure that the policies promote diversity and inclusivity (Corley, 2020). However, the managers encounter challenges that deter them from promoting cultural diversity. The managers are responsible for portraying a positive image for the organization, even during crises, to keep the employees focused and motivated. During such circumstances, health managers encounter problems putting aside their feelings and supporting the organization's vision. For instance, managers may be forced to support a decision to portray employee solidarity even when it does not support diversity and inclusion. Health managers in the organization formulate policies to curb discrimination while providing fair opportunities for potential employees. Although the managers participate in creating recruitment practices, the lack of implementation of the designed practices limits diversity and inclusivity during the hiring process. Managers are also responsible for resource allocation to promote diversity that leads to the delivery of quality care and patient safety. However, a lack of comprehensive planning and prioritization leads to ethical dilemmas and challenges in allocating the limited resources to promote diversity in the organization. Some managers fail to value and respect all their employees, leading to negative outcomes. The managers should recognize and celebrate the employees' diverse backgrounds and cultures to foster diversity. Organizational Context from a Leadership Perspective From a leadership perspective, organizational context relates to setting an organization's tone and vision. As such, the organization's leaders should embody diversity and inclusivity values and inspire their staff to follow (Corley, 2020). The leaders in the healthcare organization commit to shaping a culture of diversity. However, poor communication strategies characterized by a lack of providing open and honest feedback to employees is a major challenge. In this case, the leaders face ethical dilemmas on whether to provide negative feedback to employees, fearing that it may breed resentment and lower their morale and productivity. The leaders in the organization also encounter dilemmas on whether to engage in difficult conversations on diversity and inclusivity with their employees. The leaders should address potential tensions and prejudices affecting diversity and inclusivity for improved outcomes. Leaders should be champions for changes in the healthcare organization. For instance, the leaders should champion implementing policies that promote diversity and inclusivity when recruiting employees. However, leaders face challenges when relevant organizational stakeholders, such as patients or the community, reject the changes. However, the leaders should engage in discussions with such to provide evidence-based information on how diversity and inclusivity will be vital to promote competence care. Analysis of the Problem and Leaders'/Organization's Strategy Diversity and inclusion are top priorities for most organizations globally. Diversity and inclusion are suitable organizational resources that make the organization competitive within the labor market (Martins, 2020). The current organization has a low number of members of underrepresented racial and ethnic groups and persons with disabilities. Among 1500 employees working in the organization, only two persons are from underrepresented racial and ethnic groups, while the organization lacks a representation of persons with disability. The problem interferes with its success, reputation, and future. Lack of dive...