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Table of Contents Synopsis 3 Legacy Left for Rachel 3 Looking forward: A fail effort to Transform OHHA without changing people 3 Failed to diagnose needs of nurses 4 Hiring issues: Traditional dilemma between Experience and EDUCATION 5 Treating symptoms as disease: changing structure 5 Lack of communication lead to further Polarization of staff 6 The Leading CAUSE of problems: Lack of Leadership shown by RACHEL 6

Oneida Home Health Agency: A Classic case of Mismanaging Change
Synopsis
Oneida Home Health Agency (OHHA) is a growing healthcare organization serving many different communities. Federal regulations had played their part in shaping environment for OHHA. Staffing and reimbursements processes were evolving more and more complex. From 1973 to 1978 Federal support for healthcare had helped OHHA a lot to increase workforce and offer more services to community. This increasing spread of services also brought complexities for management. Unfortunately OHHA didn’t enjoy senior management commitment for long. Chuck, executive director, played his instrumental role in recent growth of OHHA but later in his tenure, his lack of dedication for OHHA had resulted in inefficiencies like lack of reporting and monitoring. As a consequence most of responsibility fell on shoulders of Dorothy, nursing director who lacked the financial and managerial expertise.
Legacy Left for Rachel Rachel Nelson was appointed new executive director of OHHA. She had a very challenging task of making OHHA a viable welfare agency again. She institutionalized good practices like recording productivity and changing the accounting system from a simple cash system to a modified accrual system. In addition to lack of managerial processes and procedures, resignation of an experienced nursing director Dorothy

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