Meeting the challenges of culture and agency change in an academic health center

摘要

Purpose - The purpose of this paper is to describe the methods used and the qualitative success ofrnorganizational development (OD) supported efforts to alter the culture and enhance agency outcomesrnof an academic health center.rnDesign/methodology/approach - Myers-Briggs, FIRO-B, and DISC assessments plusrnconsultations conducted by OD professionals determined emphasis should be targeted on people,rnstructure, and processes to create a more strategic and action-oriented environment. The OD processrnaccomplished: the alignment of managerial and personal styles with job responsibilities; therndevelopment of a change ready culture; the initiation of a coaching/mentoring system for individualrndevelopment; the identification and ownership of core values; the reestablishment of more transparentrncommunications; and the redistribution of power within the institution.rnFindings - The OD process created an environment where performance was valued and rewarded.rnThe institution has experienced record growth in the number of physicians attracted to the institutionrnand in the number of patients served. Operational and fiscal performance measures also achievedrnrecord results. Beyond the metrics achieved, the institution developed a high-performancernorganization with relationships based upon trust and mutual respect.rnOriginality/value - OD provides the ability to challenge people in a collegial and a highlyrncompetitive environment. Thus, the capacity to continually improve and change is now built into thernorganization so it can adapt to changes in the external environment.