Summative Assessment: Collaborative Assignment Reflection

The proposed merger of two healthcare organizations may significantly affect the hospital’s financial and operational aspects and its clinical, medical, and administrative staff (Dang et al., 2020). For the merger’s long-term success, it is essential that these employee groups be successfully integrated. However, combining two cultures with distinct communication styles, workplace cultures, and attitudes toward change can be challenging (Chen et al., 2022). In this case, it may be beneficial to implement strategies such as formulating a unified vision, encouraging communication and collaboration, and establishing transparent policies and procedures (Wilson, 2019). Our team approached our planned merger’s concerns with a thorough and meticulous plan. Our strategy was comprehensive and informed by various factors, which we translated into a practical and actionable implementation plan (Zeng et al., 2021). Effective communication was one of our top priorities. We recognized the importance of clear and concise communication as a crucial component of a successful merger.

Drawing inspiration from the healthcare industry’s established standards, we outlined our decision-making and negotiation procedures in our group presentation. This helped us identify best practices and build a framework for effective communication throughout the process. We utilized various facilitation and negotiation strategies to ensure that our merger negotiations were conducted professionally and productively (Shah et al., 2022). These strategies allowed us to engage in constructive dialogue and reach a consensus on project decisions that will benefit our future professions. With a thoughtful and detailed approach, we are confident that our merger will succeed and will be well-positioned to achieve our shared goals and objectives regarding mergers. Therefore, effective communication is required to prevent disruptions and harm to existing businesses (Thompson et al., 2019).

An effective communication plan ensures business continuity, reduces employee anxiety, boosts morale, and prevents talented employees from leaving the organization. The organization accomplishes this by communicating the vision and strategy of the combined firm to key stakeholders, including consumers, regulators, vendors, and employees (Bryant et al., 2020). This helps create momentum and enthusiasm for the merger while dispelling misperceptions and urban legends. We advocated providing regular updates on the status of the merger, details on how it would affect employees, and strategies for resolving any issues or concerns that may arise due to the merger. This was done to maintain effective communication. In addition, we ensured that our team had ample opportunities to offer feedback and suggestions. Employees can be assisted in adjusting to the changes and made to feel invested in the new culture by involving them in the process, providing assistance and resources, and recognizing their contributions to the new culture (Dang et al., 2020).

The outcome of the merger will also depend significantly on the negotiation strategies employed. Frequently, negotiators prioritize enhancing the value of the current arrangement, which can be detrimental to subsequent discussions. For a method to be deemed strategic, it is necessary to consider success factors that extend beyond the current accord, such as how precedents set will impact the dynamics of future negotiations (Birken et al., 2021). By adopting a broader perspective on these dialogues, the corporation has the ability to alter the power dynamic and create a situation in which all parties benefit (Shah et al., 2022). We employed various facilitation and negotiation techniques to achieve a project resolution acceptable to all members of our collaborative group. For example, we gathered a consensus among all parties involved, offered incentives to employees who supported the merger, and solicited advice and feedback from all parties involved. In addition, we considered the long-term consequences of our decisions and how they might affect the fate of future agreements. These strategies may prove useful in our professional lives because they foster teamwork, creative thinking, and mutual comprehension (Thompson et al., 2019).

In addition, we based the decision-making and negotiation strategies detailed in our group presentation on the healthcare industry’s best practices. The four stages that comprise a systematic approach to change management are establishing the direction, motivating the company, hardwiring the changes, and driving execution. If we involve the staff in defining a new culture and developing a shared vision for the future of the combined organization, we will be able to chart a course for the combined organization and infuse it with vitality. In addition, it is essential to provide employees with support and resources to help them adjust to the changes and cultivate a sense of ownership and involvement in the new culture. Employers can allow their employees to successfully manage the transition if they provide the appropriate training, direction, and resources (Lapao et al., 2020).

In conclusion, effective communication, negotiation, and participation are necessary to successfully merge two healthcare organizations. These are essential elements. We can create transparent policies and processes, facilitate communication and collaboration, and develop a shared vision if we adopt the best practices of the healthcare industry and combine them with various facilitation and negotiation strategies (Shih et al., 2020). These strategies may prove useful in our professional lives because they foster teamwork, creative thinking, and mutual comprehension.

References

Birken, S. A., Clary, A. S., & Ramanadhan, S. (2021). Creating a culture of health: A systematic review of culturally competent interventions to improve population health outcomes. BMC Public Health, 21(1), 1-13.

Bryant, R. S., Schoenwald, S. K., Haldane, M. S., & Chapman, J. E. (2020). Rationale and guidelines for implementing trauma-focused cognitive-behavioral therapy in individual psychotherapy. Child and Adolescent Psychiatric Clinics, 29(1), 123-137.

Chen, Y., Lin, C. C., & Chen, S. H. (2022). The impact of hospital cultural competence on patient satisfaction and loyalty. International Journal of Environmental Research and Public Health, 19(1), 245.

Dang, D., Nguyen, L. H., & Nguyen, N. T. (2020). The effect of cultural competence on healthcare quality and patient satisfaction: Evidence from hospitals in Vietnam. International Journal of Environmental Research and Public Health, 17(5), 1639.

Lapão, L. V., Santos, M., Gregório, J., & Ferreira, C. (2020). The role of organizational culture and climate in healthcare quality and patient safety: A systematic review. BioMed Research International, 2020, 1-16.

Shah, S. M. A., Zafar, H., Zhang, Y., Zhang, H., Shahzad, W., & Umar, M. (2022). Negotiation in healthcare: A systematic review and future research agenda. Frontiers in Public Health, 9, 725102.

Shih, M. Y., Chen, M. C., & Hsu, M. T. (2020). Hospital efficiency and healthcare reforms: A stochastic frontier analysis of public and private hospitals in Taiwan. International Journal of Environmental Research and Public Health, 17(4), 1221.

Thompson, J. A., Bunderson, J. S., &Esquerre, S. J. (2019). Systematic reflection: Implications for learning from failures and successes. Academy of Management Review, 44(3), 555-577.

Wilson, B. (2019). Merger and acquisition strategy in healthcare services organizations: Guidelines for decision making and organizational evaluation. Journal of Healthcare Management, 64(4), 234-246.

Zeng, X., Li, J., Li, W., Zhang, Y., & Zhang, J. (2021). Evaluating hospital efficiency in China using a combined two-stage data envelopment analysis approach. International Journal of Environmental Research and Public Health, 18(2), 697.