The New Life Clinic Information Technology Essay

The New Life Clinic ( NLC ) was established in 2005 as association partnership by a group of physicians is. The clinic has six proprietors and about 15 other working physicians and 20 other staff members. One tierce of staff is a lasting employee of clinic other two 3rd plants on sharing footing. NLC is a primary wellness attention clinic supplying service to the local community. NLC besides provides confer withing services to international patients, who seek medical in the UK and US for forte intervention. Clinic grips s more than 5000 patients every twelvemonth. NLC is busiest in primary health care and, there is an increasing demand to supply links to specialist clinics and infirmaries sing referrals. NLC refers patients to specialist clinics both local and International.

NLC defined its vision of a patient-centric information system to run into the aims of an Electronic Health Record, EHR-system. NLC is working with medical engineerings to accomplish EHR-System and, develop its medical information engineering for the hereafter. Continuous betterment in health care and updating accomplishments of staffs ‘ accomplishments is the nucleus policy of clinic. All the practicing physicians at NLC are extremely qualified, and had more than five old ages of working experience in the UK and US. CLC is located in really classy are of Karachi, Pakistan. The occupants are diplomats, physicians, bankers, business communities all really rich and with high criterion of life. Use of cyberspace is really common.

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Q.I -A. Major Organizational alteration in NLC

The major important organisational alteration in New Life Clinic was the debut of Electronic Health Record -system. The new system replaced the old paper based medical records- concern transmutation.

A transmutation procedure is any activity or group of activities that takes one or more inputs, transforms and adds value to them, and provides end products for clients, RDI ( 2009 ) .

( I ) -Introduction ; An Electronic Health Record ( EHR ) , besides called Electronic Medical Record ( EMR ) , is computerized wellness information of an single patient in a digital format. EHR includes patient ‘s medical history, medicines, allergic reactions, immunisation position, research lab findings, radiology images, and charging information. Clinics and infirmaries create EHRs, shop, and portion with different wellness attention suppliers. Clinics and infirmaries create EHRs, shop, and portion with different wellness attention suppliers. Electronic Health Record-system enhances mechanization every bit good as streamlines workflow with increased safety, every bit good as dependability through an grounds based determination support system.

( II ) – Aims of Electronic Health Rerecord- System

The chief aims in doing a alteration were ; Replace paper medical records with an electronic wellness record to increase physician competency, standardise patient attention, and cut down medical mistakes and cost.

1 ) -Physician competency ; EHR-system provides physicians a strong clinical determination support system, based on clinical guidelines to forestall diagnostic mistakes, and better the quality of intervention. Having entree to HER-system doctors can acquire comprehensive wellness information about patients on fingertips instead than trailing paper records.

2 ) -Online services: EHR-system enables Physicians to do on-line referrals, portion medical histories, and informations of patients with other service suppliers in the UK, and US.

3 ) -Standardized patient attention ; EHR-system enhances patient-physician interaction ; provide patients a unafraid entree to their EHRs to see cardinal constituent of medical records, laboratory trial consequences. EHR-System provides patient on-line entree to pass on with doctors to bespeak prescription reclamations, and do assignments bespeak prescription reclamations and do assignments. EHR-system replaces manual handwritten prescription with electronic medical prescription to avoid medical mistakes.

4 ) -Reduce health care costs by avoiding duplicating of expensive imagination processs and medical mistakes.

Q.II ) -A. Main drivers of the alteration:

New Life Clinic is under direction of medical professional. Continuous betterment in quality is the nucleus of its policy. International medical ordinances had influence on the pattern behavior of New Life Clinic due to due to international referral services. The fast changing medical engineerings and altering patient penchants forced healthcare suppliers to redefine their patient attention ends and aims.

a ) -The chief drivers of alteration were ; 1 ) New engineering of Electronic Health Record.2 ) Changing concern theoretical account of medical pattern.

As portion of the Clinic ‘s reappraisal of informations, patients had jobs with prescriptions and holds in referrals. There were besides some studies of mistakes in prescriptions. Therefore, in an attempt to understand the issues, and place chances for a alteration, a root cause analysis was completed utilizing the fishbone diagram.

B ) – Fishbone Diagram: The chief aims of utilizing fishbone diagram analysis were:

1 ) Determine the root cause of a job utilizing a structured approach.2 ) Indicate possible causes of fluctuation in a procedure. 3 ) Encourage group engagement and everyone to larn more about the factors at work and how they were related. 4 ) Designation of countries where informations need to be collected for farther survey.

Procedure: The senior member of clinic led the procedure of root cause analysis. He had extended experience in overhauling medical pattern and quality betterment constructs.

The process had representation from each subdivision of the clinic, and involved physicians, nurses, decision makers, coordinators, and patients. As portion of the procedure, informations from Clinic ‘s CQI plan were reviewed.

Findingss: The Clinic ‘s decision maker defined the job of hold in referrals, and mistakes in prescriptions.

The end of the root cause analysis was to place the primary grounds for hold in referrals and medical mistakes.

Issues were explored utilizing the undermentioned five chief causes:

1 ) Environment, 2 ) Procedures, 3 ) Peoples, 4 ) Equipment, 5 ) Technology




Waiting clip

Physical infinite

Patient apprehensions


Trained staff





Other staff


Figure 2 illustrates how these causes were presented on the fishbone diagram.

The first cause explored was the environment and four related thoughts found by this group were:

1 ) Time available 2 ) Waiting clip 3 ) Physical infinite 4 ) Handiness of services

The squad discussed the environment and found that all the services were good and in clip. There was less waiting clip at the response for confirmed assignment. However, there was less physical infinite available for storage of medical records and X raies movie.

2 ) The 2nd cause explored was process ; it was found it did lend a batch to the bing jobs of holds in referrals, and assignments. The three related thoughts found by this group were ; 1 ) Referral process 2 ) Designation of mistakes in prescription 3 ) Appointment procedure

The squad discussed and found that processs used within the clinic for assignments and referrals were really clip devouring. Appointment staff was really busy in doing assignments and replying patients ‘ inquiries. International spouses in the UK and US were take a firm standing to direct electronic record. The physical storage for medical records was less and patient ‘s demands were really high. The squad analyzed process of assignments and decided that process could be a possible cause. The squad besides suggested that engineering should be linked with the process. As staff was unable to manage all the things manually and run into high demands of patients..

3 ) The 3rd cause explored was, people. This was categorized by staff and patients. The squad agreed on the issue of people managing mails inefficaciously. But, there was bare grounds of hold in referrals due to carelessness.

4 ) The 4th country explored was equipment, including what was needed to carry on medical scrutiny, trial and generate studies. The two related thoughts found by this group were:

1 ) Trained staff was available to assist the patients.

2 ) Physical equipment needed to transport out the process were new and in good conditions.

5 ) The 5th country explored was Technology, including informations storage, package, and entree to internet. The three related thoughts found by this group were.1 ) Software for medical prescription was non available 2 ) Computerization of all medical records was non proper due to miss of package. 2 ) Online entree to patients on web site and entree to medical records were repeatedly in demand by international infirmaries and other doctors.

Technology: The squad analyzed the information of suggestion, remarks and demands sing Use of IT. The study prepared by It staff after making Forced Field Analysis, – The rule, developed by Kurt Zadek Lewin ( September 9, 1890 – February 12, 1947 ) . The rule provides a model for looking at the factors that influence the state of affairs, either for or against. Q.II ) -B. The forces of influence in this instance were assisting forces, forcing towards end.

1 ) International infirmaries, where the Electronic Health Record System was in usage and they kept take a firm standing to direct records online in digital format.

2 ) The international patients who traveled to the UK and US for forte interventions and demanded EHRs alternatively of paper records.

3 ) The increased usage of cyberspace was besides the chief factor, because patients were more cognizant and had cognition of accessing services online.

4 ) Surrounding civilization ; the clinic was in one of the classy countries of Karachi, Pakistan. Almost every house had entree to broadband cyberspace ; the degree of instruction was really high. Residents of the country were diplomats, business communities, physicians, bankers and other rich people with high criterions of lifes. Internet was already in usage for online banking, shopping, place bringing, and for communicating with relations on board. Therefore, the patients expected the same criterion of services as they had received in the UK and US.

Decision: After elaborate treatment, inputs from all stakeholders, and grounds from the collected information of Forced Field Analysis. It was possible to come up with a consensus on the point of a decision. That hold in referrals and mistakes in prescription were due to manual handling of paper record. Second, patients ‘ dissatisfaction with manual paper records was due to holds and besides due to increased consciousness of Electronic medical records.These was the cardinal drivers to coerce the alteration of Electronic wellness Record system and that resulted in a new concern theoretical account of medical pattern.

Q.III ) -A. Measuring Effectiveness of alteration direction:

Change direction is a structured attack to transitioning persons, squads, and organisations from a current province to a coveted hereafter province. To entree that to what extent alteration was successfully managed. I applied, John P Kotter ‘s ‘eight stairss to successful alteration ‘ model to measure the effectivity. Establish a sense of urgency.

1. The alteration agent clearly defined job, and need for betterment. The alteration was necessary and pressing. The leader shared the cognition and positions that he had about the state of affairs. Market was examined and competitory relations were discussed. The aims of alteration were existent and relevant i.e. cut down the health care cost, better quality of attention, and advance grounds based attention. To farther understand the procedure, the alteration agent did it in another manner of mobilising squad ‘s committedness. He arranged for the squad to look outside the box. He took them on a circuit of a taking administration to see other ways of making the same thing firsthand. The ground for betterment was clear and benefits were measureable. Furthermore, the undertaking was within clinic ‘s fund bounds.

2. Introduction of EHR-System was an organisational structural alteration with effects of promotion in information engineering. The new concern models required extremely qualified forces to run new system. The organisation hired skilled staff non merely to run the system but besides started a preparation plan to retain the bing staff. This attempt encouraged group to work together and in consequence a guiding squad was formed. This assisted greatly to put to death the alteration without greater opposition. The hired advisers had experience and repute of pull offing Electronic Health record undertakings. The squad had coordination, Commitment, and Competence. These three constituents were indispensable for presenting alteration

3. acquiring the vision right was the leading, because that was the leader who was taking the squad to where they could n’t travel on their ain. There was a clear and elaborate vision of the hereafter. The alteration vision was aligned with the organisation ‘s scheme of uninterrupted betterment. It involved cardinal stakeholders in specifying and detailing the alteration vision. Again, workshops were conducted in developing the alteration scheme. High-level benchmarking was conducted to place best patterns, mention sites and rival information. There was a good and strong ground behind the alteration. The leader emphasized positive grounds for alteration that motivated the workers. This comprised the passage squad that drove the alteration enterprises and helped to ease and implement the enterprises throughout the assorted sections. This helped squad members and employees to construe the nucleus aims. The direction squad set out the “ 7 S ” model to assist name the current wellness of administrations and to assist develop their visions for the hereafter. The 7SFramework ( McKinsey ) consists of the followers.

Structure ( functions, duties, administration, construction )

Strategy ( way )

Staff ( Numberss and accomplishments )

Style ( leading and direction attack )

Systems and processs

Shared values ( ways of making things, runing manner )

Skills ( Corporate strengths and accomplishments, general competences ) .

A vision was expressed at different phases of alteration. A High degree vision played cardinal function at the start. They build on the jobs and menaces that provide the instance for alteration, but addressed them positively. They motivated the staff by demoing benefits. Outline visions of services helped staff from happening jobs to constructing solutions without affecting elaborate dialogue on alterations. A elaborate vision of service and administration helped staff to conceive of their hereafter work life and functions. A vision of the journey provided a construction for communicating during the alteration. The service theoretical account was made for constructing support for alteration. The benefits were ; improved results for patients, and better hereafters for staff. The service theoretical account helped subsequent interlingual rendition of alteration in footings of:

1. Structure ( new functions and duties across professions )

2. Staff ( alterations in skill mix )

3. New accomplishments ( multidisciplinary working )

4. Systems and processs ( new protocols for referrals )

5. Management manner ( concentrate on results every bit good as procedure )

6. Shared values ( the accent on measuring and reacting to the full scope of patient demands ) .

At this measure acquisition was kicked into drama in this procedure of alteration. By holding squads with new ends and accountabilities the leader facilitated larning through all members of the squad. This measure helped agents of alteration to place those who can non suit in the new administration.


Engagement of all members in proposed alteration encouraged engagement and created environment of cooperation and support. This helped to ease the company ‘s schemes and planning. The direction involved all stakeholder, medical societies, and NGOs in health care, and besides some international infirmaries. The co-operation and pro-active support of stakeholder was of import. Workshops were conducted to turn to the issues and interest holder agreed to back up and committedness. There was a good communicating and common apprehension amongst the stakeholders about the grade and range of alteration needed. Change was communicated in a clear, concise manner to capture the heads and Black Marias of the full organisation.

Ongoing effectivity was traced through Staff Surveys. Stakeholders were managed on an ongoing footing. Communication was established through weekend updates, electronic mails, and letters. Questionnaire and staff satisfaction studies were rather effectual in finding the positions of employees and allowed people to voice their sentiments about the alteration plan.

5. Empower others to move on the vision. The staff was empowered with new accomplishments, and encouraged for unfastened duologue and communicating. The staff commission was formed to supervise public presentation and honor them on success. Staff on a regular basis took portion in go oning instruction, and was awarded with credits. Obstacle of occupations dissatisfaction removed and security of occupation and wages was in topographic point. A uninterrupted support from top and feedback system was in topographic point. The direction was able to make positive environment in the organisation.

6. Plan for and making short-run wins. Change is realised when it becomes the normal manner of working, this requires proof that public presentation has improved and will go on in the hereafter. Quick wins were identified in the signifiers of electronic wellness records being printed and stored in one location. That saved clip and attempts that were used in roll uping paper records.

Senior direction communicated consequences delivered through speedy wins to the administration.

The speedy wins increased the impulse and besides early positive feedback was really encouraging. That was indispensable for the ongoing success of a alteration direction plan. First milepost was celebrated and, Peoples were wagess for their betterment with acknowledgment, publicities and money.

7. Consolidate betterments and bring forthing still more alteration.

Having the credibleness and success of speedy wins, the direction looked for farther betterments. Hired more professionals, and wagess for bing employees and more alteration agents were created. Peoples as new functions, duties and accomplishments felt esteemed and moving ridge of bravery emerged for farther betterment.

8. Commit the new attacks. To joint the new behavior corporate success a leading development seminars were in topographic point. So the leaders create more leaders. The alteration agent played his function and ensured the alteration was stretched, the right people were in topographic point, and the new administration was up and running. The direction was successful in run intoing the intent of alteration and created a learning administration that did non be before. This new administration was able to supervise learning procedure. Undertaking was shared among all participants in the procedure and that created a long term capacity for continual acquisition. That measure was aimed to arouse reclamation without enforcing.

Q.III ) -B-Managing opposition to alter direction

The New Life Clinic had developed a civilization of easing larning throughout the procedure of alteration direction. Therefore most of the ambiguity was clear at really start. The fact of alteration is that irrespective of effectual alteration direction, people are affected by the change..The opposition and its response were divided into three parts. To efficaciously pull off opposition, the direction constituted a conformity commission of experts to turn to the concerns, sing engineering, security, and other issues.

The direction adopted following stairss to mage the opposition:

1. The staff at medical record subdivision had some job with runing new system and was fighting. The support squad managed it through facilitation, working with them to accomplish the ends of alteration

2. Resistance from new patients sing security of was managed through instruction. The support squad educated new patients through presentation and seminars.

3. Engagement: all the interest holders were involved in understanding this system through repeated seminars and coaching categories.

4 Two members from the client service squad were to the lowest degree interested and had barely participated in seminars. First they were dealt with guidance and so dialogue. This measure helped direction to place that they could n’t suit in the new administration. The coercion measure was the last resort, and eventually they were fired from the occupation.

5. Physicians attitude: This was the hardest undertaking to measure doctors ‘ preparedness for new alteration. Keeping in position the fact that many costs -saving and quality betterment thoughts had failed in the health care sector due to miss of doctors buy -in. New life clinic was besides faced with the same state of affairs in instance of specializer doctors who were non the employees of clinic but used to work as external advisers.

That attitude was due to the deficiency of doctor ‘s acquaintance with the changed environment of pattern. Second, specialist doctors are acknowledged. Therefore, when they feel unfamiliar with the system, they tend to comprehend incompetency on their portion. That attitude showed concerns about doctors ‘ liberty and besides concern of quality attention.

To chase away this attitude, direction hired a senior clinical physician who was sometimes a professor in the US and was really familiar with Electronic wellness records. This provided a forum for doctors to inquire inquiries and larn with their co-worker. This scheme was really successful and many senior physicians from other infirmaries came to fall in the Sessionss.

Pull offing resistance to alter relies on the same rules used in joint ventures and physician engagement-that is, early engagement, coaction, and equity.

QIV ) A. Assessing success of alteration in accomplishing ends:

Appraisal of success of alteration direction was of import for directors to cognize how successful or ‘effective ‘ alteration was, and stakeholders wanted information on whether the aims were being met. The success was assessed utilizing the best patterns for organisational-wide alteration direction models

Committedness from the top:

Vision: There was a compelling, and animating vision of the hereafter province, and at that place was a direct nexus between the vision and the cardinal drivers for the concern. The vision had quantifiable steps for success and he vision was authorized, and sanctioned, by higher authorization. The alteration was led by an identifiable, senior direction who had personal credibleness, past experience and spoke enthusiastically about it. The chair of the commission had clinical credibleness and a set of societal accomplishments that made him effectual with a diverse set of stakeholders. The state of affairs and the squad needed an attack that emphasized flexibleness, but which over clip moved from puting the gait and negotiating to developing and coaching. He actively looked for leading from others and in critical phases sought out advocators who could work out jobs.

2. Stakeholder audience: The co-operation and pro-active support of stakeholder was of import. Essential Stakeholders and patrons were identified and their degree of influence assessed and mapped through stakeholder analysis. Workshops were conducted to turn to the issues and interest holder agreed to back up and committedness. There was a good communicating and common apprehension amongst the stakeholders about the grade and range of alteration needed.

3. Scheme: Senior direction was clear and understood how the alteration will be achieved in wide footings. The hazards of the undertaking were considered and extenuating actions identified. A construction was set up to steer and pull off the alteration ( maneuvering group, undertaking board, etc. ) Members of the senior squad had taken on duties for facets of the alteration plan. A high-ranking program, with declarative timescales was produced for the alteration. Senior Team Commitment: All members of the senior squad discussed and understood all the deductions of the alteration. They explained the vision in vivid and inspiring footings. Even in private they spoke supportively of the alteration programme. Other cardinal influencers outside the alteration squad were contacted and they were supportive

4. Performance index: Performance betterment appraisal helped doctors to measure current clinical attention to their patients harmonizing to established evidence-based guidelines. Short study measuring cognition, attitude, and competency of doctors showed important betterment in the new system. Patient studies were besides conducted evaluating, convenience, interaction with doctors, and waiting times. Consequences showed there was increased patient-physician interaction, and patients felt the personal touch of attention, and waiting clip was markedly lessened which otherwise was wasted in roll uping paper records.

The staffs ‘ study showed addition in work out put, work load of paper records was reduced with electronic wellness recur system. The clip wasted on roll uping paper records was being spent on farther acquisition of system. Employees were awarded with wagess, new functions and duties and equipped with new accomplishments. There was finally betterment in professional pattern and patient attention by implementing alterations.

Communication: The effectual Stakeholder Communications and Management were set to win the committedness alteration. Ongoing effectivity was traced through Staff Surveys. Stakeholders were managed on an ongoing footing. Communication was established through weekend updates, seminars, electronic mails, and letters. Questionnaire and staff satisfaction studies were rather effectual in finding the positions of employees and allowed people to voice their sentiments about the alteration plan. The indispensable of alteration were communicated in clear and simple mode.

Technology and civilization alliance: The current civilization of New Life clinic was contributing to proposed alteration of Electronic wellness record system. The staff had accomplishments to utilize engineering and good engineering substructure was already available at that place to suit the alteration.

Quick wins and mensurable consequences: Quick wins were identified in the signifiers of electronic wellness records being printed and stored in one location. That saved clip and attempts that were used in roll uping paper records. Senior direction communicated consequences delivered through speedy wins to the administration. The speedy wins increased the impulse and early positive feedback was really encouraging and indispensable for the ongoing success of a alteration direction plan. First milepost was celebrated after feedback was really positive.

Continual acquisition: The New Life Clinic developed a procedure of uninterrupted larning throughout the period of alteration. To bring forth the most effectual conditions for larning a Preplanned audit and acquisition, public presentation reappraisals as portion of normal concern, and external audit and review plan was set in topographic point.

Hazard appraisal: A well assessed hazard direction program was in located. Careful rating at each measure made it possible to avoid nay unwanted surprised. Gathering information on agreed prosodies and audit appraisal were the cardinal point of hazard appraisal method. Alignment and integrating throughout the concern: the demand for a group of title-holders who can work good together to guarantee way, support, and thrust for alteration.

When the success of alteration was measured in the visible radiation of Beckhard ‘s definition of OD

‘Organisation Development is an attempt planned, organisation-wide, and managed from the top, to increase administration effectiveness and wellness through planned intercessions in the organisation ‘s procedures, utilizing behavioral-science cognition. ‘ Beckhard, R ( 1989 ) A .

The statement of success was established, that proposed alteration of electronic wellness record System in the New Life Clinic was: the alteration was planned with clear vision and ends. It was organisation broad and was managed from top. The alteration improved sttaf public presentation and patient attention. The procedure of alteration was managed on the rules of behavioural scientific discipline.

Decision: Introduction of EHR-System in medical pattern replaced the paper based records. . This alteration had about achieved all the coveted ends. The success of the alteration was supported by:

The clear vision of future and its ends

Stakeholders ‘ support and lament engagement throughout the procedure.

A good organized communicating system and larning environment.

Improved public presentation indexs of medical pattern

Quick wins and mensurable consequences

A good managed hazard appraisal program to avoid any surprises

Continuous learning civilization managed by behavioural scientific discipline cognition rules.

In the visible radiation of established facts of successful alteration and organisation development.It is suggested that alteration was really successful in accomplishing desire aims of Electronic Health record system in due clip and within fund bounds.

Q.IV ) .B- Measuring the demand of betterment:

The appraisal of direction success provided in the information helped to indentify the topographic points for farther betterments. There are two suggestions

1- ) Continuing Education plan: Continue the procedure of uninterrupted acquisition and impellent it as a plan. Adopting a uninterrupted larning plan will set up construction and procedure that will cultivate learning environment. The plan will enable staff to do accommodations based on feedback in order to more closely fitting precedences. The CE plan will assist staff develop accomplishments, unfastened new locales of work and will develop bravery humbleness to alter. Furthermore, Continuous acquisition is a manner to maintain the being in fast changing and viing universe.

2- ) Continuing medical instruction ( CME ) /CPD plan: CME plan should be made as a portion of work. CME plan expands and updates medical professionals ‘ accomplishments, cognition with recent developments. Skills such as medical pattern direction, medical information engineering, scrutinizing in pattern and communicating are priceless to physicians today. CME is compulsory for doctors in the United States. In the United Kingdom CPDs are besides in pattern and many medical organisations run CPD plans.