Description
المملكة العربية السعودية
وزارة التعليم
الجامعة السعودية اإللكترونية
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 3
Organization Design and Development (MGT 404)
Due Date: 30/11/2024 @ 23:59
Course Name:
Student’s Name: Manal Mohammad Asiri
Course Code: MGT404
Student’s ID Number: s200211795
Semester: First
CRN:
Academic Year:2024-25-1st
For Instructor’s Use only
Instructor’s Name:
Students’ Grade:
Marks Obtained/Out of 10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
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The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
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Learning Outcomes:
1. Describe the basic steps of the organizational development process.
2. Evaluate the strategic role of change in the organization and its impact on
organizational performance.
Assignment Question(s):
Please refer to the case study titled “Changing the Human Capital Management
Practices at Cambia Health Solutions” given Chapter 15 in your textbook and answer
the following questions:
1. What are internal and external factors that made Cambia Health Solutions to change
its employee management practices? and how do these reasons fit with what’s
happening in the industry? (minimum 400 words, 3 marks)
2. How important was technology in changing Cambia’s employee management
practices, and was it effective in making the changes successful? (minimum 250
words, 2 marks)
3. How did Cambia involve its employees in the redesign process, and did this
involvement help or slow down the changes? (minimum 250 words, 2 marks)
4. What other changes or updates could Cambia make in the future to keep improving
its employee management system and stay effective in the changing healthcare
industry? (minimum 400 words, 3 marks)
Note:
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You must include at least 5 references.
Format your references using APA style.
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Answers
Question 1
Both internal and external factors affected Cambia Health Solutions’ human
capital management practices, shifting the company’s strategies to conform to industry
trends.
Internal Factors
1. Cultural Shift Toward Innovation: Innovation was a core value for Cambia. The
company wanted employees to ideate and collaborate effectively. The Innovation Force
(IF) team was established to create a culture where ideas could be systematically booked
to provide innovative healthcare solutions and operational efficiencies.
2. Technological Integration: To streamline operations and initiate more innovation,
Cambia spent money on innovative technologies such as Amazon Comprehend Medical
and SageMaker. These tools automated administrative processes, allowing Cambia to
redirect resources to the tasks that matter most—impactful solutions. For example, 30–
40% of data science resources were reallocated from operations to consumer-facing
development projects (Leyna, 2019).
3. Employee Engagement: Technological challenges, for example, put Cambia’s
employees to work solving problems that support the company’s mission, bringing them
together in spirit while raising participation in innovation. Employee engagement
increases their morale leading to efficiency and production improvement.
External Factors
1. Evolving Healthcare Landscape: The healthcare industry has become patientcentered, and to serve patients, owning technology is necessary to provide personalized
and efficient service. This is one of the trends that Cambia’s efforts to leverage machine
learning and data analytics reflect.
2. Regulatory Pressures and Privacy: To comply with healthcare privacy laws and
accurately manage large volumes of sensitive data, Cambia was forced to adopt very
robust technological solutions to safeguard information.
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3. Market Competition: To maintain its market position, Cambia switched to adopting
lean startup methodologies and insisted on agility to deliver what will make healthcare
companies remain competitive. Through Journi, Cambia created intuitive and
personalized healthcare experiences that matched consumer expectations. This gave the
organization a competitive advantage hence attracting more customers from its
competitors.
Industry Alignment
Cambia’s transformation tracks the broader industry trend around digital
innovation and data-driven decision-making. The industry is committed to the
improvement of efficiency while facilitating learning and innovation, all of which is
reflected through a focus on personalization, process automation, and other innovation
areas. In addition, Cambia’s strategy of embedding innovation at all hierarchical levels is
in line with the thrust of the healthcare sector toward digital and cultural transformation
towards overcoming complex challenges more effectively (Ledford & Schneider, 2018).
The internal and external forces demonstrate how Cambia is in tune with
healthcare’s overall goals of sustainability, innovation, and superior patient-centric
services, leading to the new face of modernity.
Question 2
Cambia Health Solutions’ ability to change its employee management practices so
effectively and successfully was dependent on the use of technology. As a result, Cambia
was able to harness some of the most advanced technologies to align its human capital
strategies with its whole purpose—innovation and efficiency.
Key Role of Technology
Automation and Efficiency: Cambia has been able to automate time-consuming
processes such as data integration and interpretation using tools like Amazon
Comprehend Medical and Amazon SageMaker. This freed up 30–40 percent of its data
science resources to move purely from providing support to generating meaningful,
impactful consumer-facing solutions.
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Enhanced Collaboration and Innovation: Platforms like Spigit helped the organization to
create the Innovation Force (IF), a structured, transparent way for employees to form
ideas and execute innovative projects. This increased employee engagement in
innovation, with 84 percent of employees agreeing Cambia fostered creativity and
collaboration.
Data-Driven Decision-Making: Cambia leveraged employee insights by using machine
learning and predictive analytics. This allowed the company to develop a lean startup
culture, one of speed, agility, and rapid problem-solving healthcare (Cambia Health
Solutions, 2021).
Effectiveness of the Changes
The development of technology played a huge role in building such a culture of
innovation and improvement in operational efficiency, as well as mirroring employee
contributions to organizational goals. Indeed, Cambia’s technological innovations brought
accurate results: a $4 million cost-saving innovation and a $60 million head of sales lift
from new tools and tactics.
Overall, Cambia’s success was a result of technology, which was not only a
catalyst but also one of the cornerstones of its transformation to ensure sustainable
innovation and improved employee-related practices.
Question 3
When Cambia Health Solutions redesigned its human capital management
practices, it involved its employees in the process, creating a collaborative and inclusive
redesign and changing acceleration science.
Employee Involvement
Innovation Force (IF) Initiatives: To help Cambia employees think creatively and
contribute solutions, Cambia launched its own Innovation Force (IF) team. This team
fought for solutions using structured programs like “app-a-thon” challenges. These
challenges tackled vital healthcare issues, where employees could pitch ideas and work
with leadership to implement those ideas as real-world solutions.
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Engagement via Platforms: Transparency and collaboration enabled by Spigit platforms
occurred. They could submit, discuss, and refine their ideas in a way that would create a
genuine sense of collective ownership over the company’s efforts in innovation.
Training and Development: Employees received training in design thinking and other
innovation methodologies so they could become more problem solvers and operate
within the company’s mission. This ensured that employees could meaningfully help
transform themselves and the organization and achieve its mission.
Impact of Employee Involvement
This approach helped the change process move quickly rather than stalling.
Employee engagement brought in so many, and from this, it was harder to resist change,
and everyone’s output helped them fulfill the organization’s objectives. Additionally,
tangible successes include cost-saving innovations and new revenue streams from new
tools as a result of engaging employees (Riyanto et al., 2021).
Such initiatives require upfront investments of time and resources, but they
instilled in Cambia a culture of innovation and collaboration that helped it successfully
redesign its employee management practices.
Question 4
To continue improving its employee management system and adapt to the everevolving healthcare industry, Cambia Health Solutions can focus on several key
strategies:
1. Enhancing Employee Wellness Programs
With healthcare as demanding as it is, Cambia can expand programs around physical,
mental, and emotional well-being. Progressively, the healthcare sector is realising the
importance of keeping talent by giving them the importance of well-being.
2. Leveraging Advanced Analytics for Workforce Insights
This gives Cambia the opportunity to explore how predicted analytics and artificial
intelligence (AI) can inform actionable insights into workforce trends. Assuming the
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company has access to employee performance, satisfaction, and turnover rate data, it can
then address problems proactively and retain employees. Its healthcare initiative to use
machine learning models, for instance, could be repurposed for internal HR optimization.
3. Fostering Continuous Learning and Development
Cambia could invest in reskilling and upskilling for Bankers, Actors, and Analysts to
offset the cost of their forthcoming entry into the workforce. Training employees in
things such as AI, telemedicine, and data management ensures that employees are at the
leading edge of innovation. Some scalable learning opportunities can be developed
through partnerships with academic institutions or online platforms.
4. Strengthening Diversity, Equity, and Inclusion Initiatives
A creative and innovative workforce leads to solving complex healthcare challenges, and
a diverse workforce can help. Unconscious bias training, leadership pathways for
underrepresented groups, and employee resource groups are some ways that would help
Cambia improve on unconscious bias efforts, as listed above.
5. Adopting Agile Work Practices
With a lean startup culture as its foundation, Cambia can implement agile methods
throughout teams. The principles of agility, adaptability, collaboration, and speed of
decisions match the evolving needs of the healthcare industry.
6. Integrating More Advanced Collaboration Tools
The remote and hybrid work models need to collaborate and meet challenges as
employers; investing in collaborative platforms that compound workforce benefits could
be beneficial. Continuous and efficient integration will be ensured by tools that
seamlessly integrate into existing systems.
7. Implementing Employee Feedback Loops
By soliciting and acting on employee feedback through surveys, focus groups, or town
halls, Cambia’s strategies mean they are aligned with the needs and expectations of
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employees. The feedback can create trust if it is transparently communicated with the
decisions it informs.
8. Expanding Cross-Functional Collaboration
Cross-departmental collaboration in looking at solutions to organizational challenges can
prompt innovation. These kinds of projects can be broadened to include employees from
other role groups and other backgrounds.
Cambia Health Solutions must adopt these strategies and not only maintain its
leadership in healthcare innovation but also provide a thriving, engaged workforce that
helps the organization grow sustainably and evolve with the way the healthcare market is
evolving (Anwar & Abdullah, 2021).
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References
Anwar, G., & Abdullah, N. N. (2021). The impact of Human resource management
practice on Organizational performance. International journal of Engineering,
Business and Management (IJEBM), 5.
Cambia Health Solutions (2021). Integrated, Human-Centered Healthcare Solution on
AWS.
Ledford, G. E., & Schneider, B. (2018). Performance feedback culture drives business
impact. Institute for Corporate Productivity (i4cp) and the Center for Effective
Organizations (CEO).
Leyna, O. (2019). Culture of Innovation Video and Case Study: Cambia Health Solutions
Transforms the Health Care Landscape Through Innovation.
Riyanto, S., Endri, E., & Herlisha, N. (2021). Effect of work motivation and job
satisfaction on employee performance: Mediating role of employee
engagement. Problems and Perspectives in Management, 19(3), 162.
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