Back in the 1950s, the organ transplant has developed an incredibly rapid pace that has become a life-saving procedure for patients with end-stage organ failure. In 2009, more than 20,000 hematopoietic stem cell transplantations and 27,000 solid organ transplantations were performed in the United States alone (Organ Procurement and Transplantation Network, 2010). Today organ shortage is still the greatest challenge that facing organ transplant. An operation involves the organ transplantation replacement of diseased and defective organs and tissues with healthy ones from donors. Organ transplantation is a procedure that can save and prolong the life of individuals with end-stage heart, lung, liver, kidney, pancreas and small bowel diseases (Burra, 2006).
Competitive readiness will help determine whether Life-Saving Organ Transplant Center is ready and able to join the market and if it will be a profitable venture. The prioritized list of the internal and external factors that will impact whether the Life-Saving Organ Transplant Center will survive.
It is a structured planning method used to evaluate the strengths, weaknesses, opportunities, and threats involved in a project or in a business venture (Ali & Hendawy, 2015).
The internal and external factors have a strategic planning tool that separates influences on a business’s future success. It is an important technique which provides quality information to the managers to take effective decision for future development of organization (Anil, Sudar, Tej, Syeven, 1999). From organ transplant perspectives, want to improve patient care, workforce recruitment, analysis and management of the existing and future transplantation data is the main objectives of SWOT analysis.
Life-Saving Organ Transplant Center is a very unique company. Shortage in organ transplant are fairly good topic to research. Life-Saving Organ Transplant Center will benefit from the SWOT analysis. Although I am conducting a SWOT analysis for this startup company it will be beneficial for it to be conducted once employees are hired and a small group can do a SWOT analysis from a group perspective (Schmid, 2016). “An individual or small group can develop a SWOT analysis, but it will be more effective if you take advantage of the many stakeholders. Each person or group offers a different perspective on the strengths and weaknesses of your program and has different experiences of both” (Section 14. SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats, 2015). The following table provides the framework for the SWOT analysis conducted for this company (Schmid, 2016).
Educators who are experts in this topic
Small company passionate about this topic
Poor reputation among customers
Financial weakness: startup company
Cost of program that customers may not be willing to pay.
Need to hire staff at a reasonable price
Unique educational offering with not many companies providing this service
Increase need to customers for this type of education
Opportunity to get funds or sponsors from a company providing like services.
Opportunity to provide education on each generation different morals and values.
Demographics will change in the future, making this a questionable sustainable company.
Trends in the culture of healthcare change, the educational program is not of value anymore
The first quadrant of focus is the internal strengths of Life-Saving Organ Transplant Center. There will be educated instructors at Life-Saving Organ Transplant Center who are doctors and professors. They are not necessarily those in the healthcare industry (Schmid, 2016).
As Betty Kupperschmidt, Ed.D., RN, Assistant Professor, University of Oklahoma relates, “A generational perspective enables managers to leverage employee uniqueness as a source of learning, productivity, and innovation and to create and role model a shared vision of positive co-worker relationships.” (Fraone, Hartmann, & McNally, 2018). We will hire instructors like Betty Kupperschmidt so they can teach educational programs to our employees and our clients and family members. Life-Saving Organ Transplant Center will take pride in hiring instructors that are passionate about educating others about shortage in organ transplant, so we can work in productive work environment. With the right amount of marketing and advertising, this company could be very successful with limited competitors (Schmid, 2016).
For this company the weaknesses identified are ones that many startup companies face. We have not established a reputation among customers and will have to make sure our marketing and advertising strategy is enticing and engaging to customers (Schmid, 2016). At Life-Saving Organ Transplant Center another weakness the need to be identified is that our finances are not good but we need to connect with a sponsor. There will be expensive price when hire professors and doctors. Most likely we will start hiring part time and PRN people to work. Once the company starts to take off finances will be less of a weakness (Schmid, 2016). Right now, the cost of the program may not be something the healthcare industry is looking to invest in. I would propose creating an option survey for different companies and hospitals in healthcare were our services could be beneficial to see if this company (Schmid, 2016). Some businesses might not see the importance of the services we can provide, in which it is our job to show research and statistical data that this is a very influential topic for healthcare (Schmid, 2016).
Life-Saving Organ Transplant Center has lot of room for growth and opportunity. There are seminars and speakers who discuss the topic of shortage in organ transplant, but there isn’t a company that solely provides seminars on shortage in organ transplant. There will be limited competition with other companies because Life-Saving Organ Transplant Center will be a unique company. One of our greatest areas of opportunity is to provide a service not only for managers to have the tools on how to manage different generations, but provide managers with an insight in to their own beliefs and views towards those in a different generation (Schmid, 2016). Not only does this type of education allow healthcare managers to consider what drives, motivates or hinders nurses from different generations, (Stanley, 2010) but a look into their own beliefs and possible stereotypes they may have themselves.
The change in demographics in the future are face by threats that Life-Saving Organ Transplant Center facing. In the future demographics may change and the need for the service we provide could diminish (Schmid, 2016). The culture within healthcare could change, and managers may feel like the shortage in organ transplant are no longer a concern.
One of the biggest challenges this company will face people understand each other morals and values. Our target population improves the quality of life transplanting. There are many generation in healthcare that we need to keep in mind what their morals and values are and the best way to approach educating them. It’s how we educate about these differences and getting managers to realize their subordinates’ generational values are different from their own (Schmid, 2016). Although organ transplant contributes to improved quality of life for the donors, many of the patients face psychological and negative health impacts after the transplant (Strategies to improve the quality of life in the patients who have had organ transplantation, 2018). Having support from everyone will help the patient to live a normal life.
Life-Saving Organ Transplant Center has potential to be very successful. In the future it may have to look at its external threats and strategize what changes may need to occur in order to change with the demographics (Schmid, 2016). The SWOT analysis has given me a greater perspective on how this company can be successful Life-Saving Organ Transplant Center that provides a new service that would be unique, but extremely helpful for organ transplant. The four areas of strength, weakness, opportunity and threats give Life-Saving Organ Transplant Center a baseline for starting a successful company.
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Burra, P. (2006). Liver Gastroenterology. [Online] Onlinelibrary.wiley.com. Available at: https://onlinelibrary.wiley.com/doi/pdf/10.1111/j.1432-2277.2006.00440.x [Accessed 14 Aug. 2018].
Fraone, J., Hartmann, D., & McNally, K. (2018). The Multi-Generational Workforce: Management Implications and Strategies for Collaboration. Retrieved January 17, 2016, fromhttps://www.bc.edu/content/dam/files/centers/cwf/research/publications/pdf/MultiG n_BS.pdf
Organ Procurement and Transplantation Network and Scientific Registry of Transplant Recipients. (2010). Annual Data Report. Department of Health and Human Services, Health Resources and Services Administration, Healthcare Systems Bureau, Division of Transplantation, 2011. Retrieved from http://www.srtr.org/annual_reports/2010/default.html.
Schmid, A. (2016). A Multigenerational Workforce in the Healthcare Industry. Southern New Hampshire University. Retrieved from https://www.coursehero.com/file/16414719/Final-Project-MBA515/#/question
Section 14. SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats. (2015). Retrieved from http://ctb.ku.edu/en/table-ofcontents/assessment/assessing-community-needs-and-resources/swotanalysis/main
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