In the given case study, the concerns of Dr. Smith’s staff have not been expressed explicitly. With the given information, the concerns that may arise in staff or even Dr Smith’s mind, in relation to her staff, may be some or all of them as listed below:
1. Affordability of the electronic health record (EHR) software is Dr. Smith’s first concern, which might have implications on the monetary or other benefits that are given to her staff.
2. Most staff have been working for this clinic for many years. Resistance towards EHR by some staff members may be a concern.
3. Heavy workload would limit Dr. Smith sparing time to learn the new technology and train her staff for the same.
4. The clinic has limited human resource, and some of them are playing
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Although she is low on finances, but with constraints related to her time, it would be a good investment to hire a “Change Manager”. The key role of these managers is ensuring change initiatives, meet objectives on time and on budget by increasing employee adoption and usage. This person will focus on the people side of change, including changes customized to the workflow of her clinic, job roles and organization structure, and adoption of new technology. The prime responsibility will be creating and implementing change management strategies and plans that maximize employee adoption and usage and minimize resistance.
3. Chose a vendor who gives presentations and orientation, both to her and her staff, before the software can be bought from them. Several vendors should be invited so that the products can be compared both in terms of cost and its applicability in their set-up.
4. Dr. Smith may take help of her staff to decide on which vendor to choose. This will help the staff mentally be prepared to change that would be coming with HIT system.
5. Visit along with her staff, to those hospitals and rural clinics which are similar in constitution like their clinic and who have implemented the new HIT system, and learn this system has worked out for