Part A: Due tomorrow, 08/23/23 by 7pmest

THE PROS AND CONS OF PROCESS-ORIENTED CULTURE

Organizations must establish new processes, or modify their current ones, to support the implementation of enterprise-wide business information systems. In other words, organizational change is necessary to promote a process-oriented culture to drive value from business information systems. After all, the goal of the process-oriented organization is to reduce human error and increase organizational effectiveness.

To prepare for this Discussion:

• Review the following video:
  • BPMOGmbH. (2021, January 11). Time Estimate: 5 minutes

• Then, consider the organization where you work (or one at which you have worked in the past). Does/did your organization have a process-oriented culture or a more function-oriented culture (a more “traditional” approach in which the structure is aligned based on functions such as sales, production, etc.)?

Post an analysis of your selected organization’s culture as being more function-oriented or process-oriented as well as your thoughts about the advantages and disadvantages of having a process-oriented culture. Use the video and other resources to support your analysis as follows:

• Classify your selected organization’s culture as being either process-oriented or function-oriented and provide examples to support your classification.
• The video seems to be advocating for a process-oriented culture to enhance business operations. Do you agree that there should be a push for a process-oriented culture? What are the pros and cons of having a process-oriented culture? Are there any aspects of a function-oriented culture that would benefit your (or any) organization?

RESPOND TO:

CM – The organization exhibited a process-oriented culture in the context of my former employer, an Ophthalmology office with ten satellite offices and a team of diverse doctors. This culture was characterized by a strong emphasis on optimizing workflows, efficiency, and patient experience through streamlined processes. An example of this process-oriented approach was adopting NextGen software for patient management. The software integrated various aspects of patient care, including appointment scheduling, electronic health records, and billing, into a cohesive system. This integration facilitated efficient patient flow, reduced manual data entry, and improved patient experience.

The video advocating for a process-oriented culture resonates with the organization’s approach. A process-oriented culture aligns well with healthcare settings where seamless coordination of patient care and information flow is paramount (Goel & Kumar, 2014). It can enhance operational efficiency, reduce errors, and improve patient outcomes.

Advantages of a Process-Oriented Culture:

• Efficiency: Process-oriented cultures emphasize standardized workflows and eliminate redundant tasks, leading to increased operational efficiency and reduced waste.
• Quality: Emphasis on well-defined processes enables consistent and high-quality service delivery, minimizing errors and patient safety risks.
• Innovation: A focus on processes encourages continuous improvement and innovation, driving the adoption of new technologies and practices (Fountaine et al., 2019).
• Flexibility: Standardized processes provide a foundation for scaling operations and accommodating changes in patient volume or service offerings (Kark, 2017).
• Patient-Centric: Process-oriented cultures prioritize patient experience and care coordination, aligning with healthcare’s patient-centric approach (Range, n.d.).

However, a process-oriented culture also presents potential challenges and disadvantages:

• Rigidity: Overemphasis on standardized processes can hinder adaptability to unique patient cases or evolving medical practices.
• Resistance to Change: Implementing new processes or technologies may need more support from staff accustomed to existing workflows (Borkovich et al., 2015).
• Complex Implementation: Introducing complex systems like NextGen requires comprehensive training and resources, possibly leading to initial disruptions.
• Cultural Change: Shifting to a process-oriented culture requires a significant cultural change, which might encounter resistance from long-standing practices (Kurucz, 2020).

Despite the benefits of a process-oriented culture, some aspects of a function-oriented culture can benefit healthcare organizations. For instance, in specific scenarios, a function-oriented approach might be suitable for specialized medical services where individual expertise is highly valued. Moreover, in a function-oriented culture, doctors can focus on their specialties, potentially leading to higher-quality care in some instances (Carlson, 2016).

In conclusion, my former employer, the Ophthalmology office, exhibited a process-oriented culture that aligned well with healthcare’s emphasis on coordinated and efficient patient care. While there are advantages to such a culture, including increased efficiency and patient-centric care, it is essential to acknowledge the potential challenges and consider the context of the healthcare industry when determining the most effective organizational culture.

RS – In healthcare organizations like mine, there is often a need for a balance between process-oriented and function-oriented approaches.

Here’s a general perspective:

• Process-Oriented Approach: My healthcare organization often adopts a process-oriented standardization, efficiency, and quality in patient care. This involves defining and following standardized processes and protocols for various clinical and administrative tasks. For instance, processes had been established for patient admission, medication administration, and discharge procedures. This helps ensure consistency, reduce errors, and improve patient outcomes. “A process is a series of tasks that are completed in order to accomplish a goal.”Bourgeois, D. T., Smith, J. L., Wang, S., & Mortati, J. (2019, August 1. “When faced with a problem or situation, the process-oriented person searches for the nearest relevant set of steps, policies, instructions, guidelines, rules, or regulations. Kurucz, P. (2020)
• Function-Oriented Approach: My Healthcare organization also requires a function-oriented approach to address the specialized expertise of different healthcare professionals. This approach focuses on specific functions and responsibilities of various departments and units within the organization. For instance, they are separate departments for nursing, pharmacy, radiology, and laboratory services, each with its specialized functions and processes.

This video effectively highlights the benefit of a process-oriented culture. By emphasizing standardized processes and efficient workflows, organizations can achieve greater consistency, scalability, and compliance. “This procedure increases the speed and efficiency of strategy implementation”BPMOGmbH. (2021, January 11)

Pros of a Process-Oriented Culture:

• Efficiency and consistency: A process-oriented culture promotes efficiency by streamlining operations and reducing variability, It ensures that tasks are performed consistently, minimizing errors and improving overall productivity. “By creating a process and enforcing it with information technology, it is possible to create consistency across the entire organization.” Bourgeois, D. T., Smith, J. L., Wang, S., & Mortati, J. (2019, August 1)
• Compliance and risk management: A process-oriented culture helps ensure compliance with regulations, industry standards, and internal policies. It facilitates risk management by identifying and mitigating potential issues through established processes. Kurucz, P. (2020).
• Continuous improvement: A focus on processes encourages a culture of continuous improvement. By regularly evaluating and refining processes, organizations can identify areas for optimization and innovation. Fountaine, T., McCarthy, B., & Saleh, T. (2019, July 1)

Cons of a Process-Oriented Culture:

• Inefficiency in Unpredictable Situations: While processes are designed to bring efficiency, they may not always be suitable for unpredictable or unique situations. Strict adherence to predefined processes may overlook the need for flexibility and adaptability in handling unforeseen circumstances.” In the absence of established processes, this person feels lost, as if in the wilderness.” BPMOGmbH. (2021, January 11)
• Potential for Micromanagement: A process-oriented culture can lead sometimes to micromanagement, as managers focus excessively on forcing the processes. “Process-oriented people are both attracted to and repelled by, other process-oriented people. ” BPMOGmbH. (2021, January 11)
• Bureaucracy and Red Tape: It has happened on my organization that a process-oriented culture sometimes result in excessive bureaucracy and red tape. Layers of approval and complex procedures can slow down decision-making and hinder agility, leading to frustration among employees and delays in execution.

As mentioned, both process-oriented and function-oriented are beneficial for my organization as this can bring a balance between acting by the rules and following processes, and having active functions by bringing more freedom for creativity.

PART B: DUE 08/25/2023

HOW ORGANIZATIONAL CULTURE IMPACTS IT IMPLEMENTATION AND ONGOING MANAGEMENT: PART 2

An organization’s culture influences its people’s behavior when carrying out their work tasks. This management philosophy applies to the company’s ability to drive and optimize value from business information systems implementation. To maximize the return on investment in business information systems, employees from different departments or lines of business must be able to work, support, and collaborate with each other effectively and efficiently.

For this Assignment, you will continue to examine a case study that demonstrates how an organization’s culture can affect the implementation of information technology as well as its ongoing management. This case provides an opportunity to analyze factors that influence the success and failure of information technology implementation in a real-world context. You submitted Part 1 in Week 7, and you will submit Part 2 this week. As you continue to develop your report, be sure to include specific examples where applicable, as well as relevant citations from the Learning Resources, the Walden Library, and/or other appropriate academic sources.

To prepare for this Assignment:

• Read and review the case study: Organizational Culture’s Role in Information System Success (PDF)Download Organizational Culture’s Role in Information System Success (PDF)
• Review, as needed, the following resource: How to Analyze a Business Case Study (PDF)Download How to Analyze a Business Case Study (PDF)
• Return to the same report template you utilized in Week 7. With the research and readings from Week 7 and Week 8 in mind, incorporate any feedback as needed into your presentation as you complete Part 2.

Submit Part 2 of your case analysis report by presenting and supporting your 3- to 4-page rationale for the following:

Part 2: Information Technology and an Organization’s Culture

• Based on UVN Consulting’s findings, analyze what you believe to be the problem. Think about the issues in the context of organizational culture, process, and communications.
• Evaluate how the current organizational culture impacts the success of information technology implementation.
• Summarize what needs to be changed going forward at the organizational level to avoid similar issues.