COLLAPSE Discuss the value that accreditation brings to an organization. Health

COLLAPSE
Discuss the value that accreditation brings to an organization.
Healthcare accreditation has become a ubiquitous phenomenon in both national and international healthcare industries as a recognized means of safety and quality. Accreditation Healthcare organizations programs are aimed at monitoring and promoting the performance of healthcare organizations against predefined standards through self and external assessment. The achievement of healthcare organizations in terms of meeting national or international standards of quality is publicly recognized through accreditation (Swathi et al., 2020).
Describe the steps and processes you will initiate and implement over a one-year period in preparation.
Making large changes in any organization can be difficult to achieve. The JCI accreditation standard affects the care because it is evidence-based and people implement it correctly and scientifically, under the supervision of surveyors who are considered experts in their fields. JCI Accreditation standards were designed to measure performance. (1) Making the required changes to policies, procedures, and department plans came at a cost. The most significant disadvantage of accreditation is the more documentation it adds to the work. Paperwork increased notably in the presence of a shortage of manpower. (2) There are strategies that promoted the kind of cultural change they wanted including involving all employees in the accreditation process. Employees must be involved in the process because leaders alone cannot make all changes in the hospital.) 3) Staff resistance will be overcome by education and training, and they will be involved in the process making because they are directly dealing with these processes and standards. The culture of instilling change in people will a bit difficult but we could do it through regular education of people, and regular communication at all levels like doctors, nurses, and technicians (Mansour et al., 2022).
Include any key personnel and the risk prevention procedures you would be sure to put in place as well as your performance and quality improvement plans.
The results indicate that Total Quality Management (TQM) practices with its dimensions had effects on employee performance through knowledge sharing. The results of this study contribute to developing and implementing different strategic directions that enhance the performance of employees through the adoption of TQM and the dissemination of a culture of knowledge sharing. we must of developing and implementing different strategic directions to enhance the performance of their employees, by attracting qualified and specialized human cadres to fill shortages in some departments and reduce the volume of work pressure on staff, which contributes to the completion of work on time and reduce errors of work, as well as to provide opportunities for employees in Ministry to participate in the development of plans and objectives that achieve the strategies of departments of Ministry (Saffar & Obeidat, 2020).
Job performance gives an indication of the organization’s success in achieving its objectives and mission. Heinz identifies three elements of performance: (Al Ffaidi, 2008) First: Employee: in terms of the employee’s skills, knowledge, interests, values, and motivations. Second: the job: in terms of job, challenges, and requirements. Third: Position: in terms of organizational environment and function, including the climate of supervision and work and abundance of resources and organizational structure and administrative systems.
The activation and implementation of controls and conditions in which the system of material and moral incentives in ministry, and dissemination to all employees, in addition to providing specialized communication channels between individuals working in ministry, which allows the exchange of knowledge and experience and sharing, in order to increase the level of interest in taking into account all aspects of preventive work performance, which is commensurate with the nature and functions of each department, which reflects positively on employee performance (Saffar & Obeidat, 2020).
References:
Al-Ffadi, S. (2008). Working teams and their relationship to the performance of employees in the security services-a comparative study between the devices in Riyadh. Unpublished PHD thesis. Prince Naif Arab University for Security Sciences, Riyadh.
Mansour, A. A., Merry, A., Jowsey, T., & Weller, J. (2022). Hospital accreditation processes in Saudi Arabia: a thematic analysis of hospital staff experiences. BMJ Open Quality, 11(1), e001652. https://doi.org/10.1136/bmjoq-2021-001652
Saffar, N. a. G. A., & Obeidat, A. M. (2020). The effect of total quality management practices on employee performance: The moderating role of knowledge sharing. Management Science Letters, 77–90. https://doi.org/10.5267/j.msl.2019.8.014
Swathi, K. S., Barkur, G., & G, S. (2020). Impact of accreditation on performance of healthcare organizations. International Journal of Quality and Service Sciences, 12(1), 85–108. https://doi.org/10.1108/ijqss-10-2018-0085
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Assume that you are a Healthcare Quality Specialist at a healthcare facility/organization preparing for an initial Joint Commission International accreditation visit in one year.
Discuss the value that accreditation brings to an organization.
Describe the steps and processes you will initiate and implement over a one-year period in preparation.
Include any key personnel and the risk prevention procedures you would be sure to put in place as well as your performance and quality improvement plans.