Comprehensive Report: Banner Health System Analysis and Strategic Plan

This report provides a comprehensive analysis of Banner Health, a non-profit healthcare organization based in the United States. It details the organization's structure, services, and operational readiness, including its extensive network of hospitals and insurance plans. The report explores Banner Health's strategic plans, focusing on network growth, nurse staffing, resource management, and patient satisfaction. It also identifies potential challenges within the organizational culture, such as communication issues and sociocultural differences, and their impact on the strategic plan. Furthermore, the report proposes a management theme model, emphasizing effective communication, measurable accountability, creative leadership, and sustainable success, to support the implementation of the strategic plan. The analysis incorporates references to relevant academic research and industry publications to support its findings.

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Banner Health Organization
Description of the health organization
According to Cairns et al, (2017), Banner Health is a non- profit health institution that is based
the United State around Phoenix, Arizona. The health system operate facilities in six American
states. As at now, the health organization have employed many people in Arizona and other parts
of America. It has employed 50,000 people that guide and control the system. Cherry & Jacob,
(2016) stated that The Banner Health system began in 1999 when Samaritan Health System in
Phoenix and Lutheran Health System in North Dakota came together. Apart from the twenty
eight hospitals that this system handle, it also operate Medicare Advantage Insurance plan. The
insurance termed as the University Care Advantage. Banner Health System serve multiple
patients including those that need emergency services. Apart from that, some of the main
services that one can get from this organization include transplant of bone marrow, psychosocial
rehabilitation and heart transplant. However, there are also life threatening health care services.
Some of these services include Alzheimer disorder and spinal injuries. From the budget of this
organization, it control around 2.9 billion dollars having an annual return of 2.4 billion dollars
according to Soto et al, (2016).
Organization’s readiness
Banner Health System have shown serious efforts in multiple that proves its readiness. The first
thing is that the hospital have directed all of its resource to ensure delivery of quality and safety
healthcare services. For instance, the organization have come up with stringent measures to
control mistakes such as errors in patient identification. The move shows that the organization’s
integrity are in line with the organization goal. Apart from that, the activities in this organization

are coordinated including the areas that a patient should go on the first visit up to the last stage.
The strategy have improved the institution’s performance and ensured patient satisfaction at all
times. The coordination in the hospitals assist the organization to identify the areas in the
institution that need improvement to ensure customer satisfaction. In line with performance, the
organization have come up with cross-facility employees. The role of the cross facility is ensure
creativity and new ideas. It will ensure that new knowledge is integrated to the organization daily
operation to boost its outcome.
Strategic plan to address issues pertaining to network growth, nurse staffing, resource
management and patient satisfaction
One of the plans in this organization is to find the relationship between organization culture and
leadership according to Kang, (2019). Banner Health System had realized that organization
culture have a great impact to an organization performance. In response to that, the organization
have a plan to incorporate multiple healthcare facilities across the United States. It will make it
easier for the organization to identify best standards and policies in every institution for effective
service delivery. Sociocultural factors always change from one region to another, therefore, it is
important to treat staff members differently. Every healthcare facility is mandated to identify the
culture driven policies that will make the organization succeed according to Mirsaeidi et al,
(2017). For instance, a healthcare branch can come up with their management theme. The theme
should motivate it to success.
On the matter of satisfactory, the organization have a plan to roll universal health standards to all
the branches that can ensure customer satisfaction according to West et al, (2016). Apart from
the nursing standards, the other thing is on the number of nurses in every organization branch.
Banner health care plans to assess number of customers in every facility to find out the best

number of nurses that can serve them to satisfaction. Resource management is also an important
aspect in every organization, Banner Health System have a comprehensive resource management
system that monitors resource allocation and returns annually. However, the plan is to allocate
resources based on demand in the area.
Current issue within the organizational culture and how the issues may affect aspect of
strategic plan
The main issue in the organization culture that can hinder the success of the strategic plans is
lack of a clear communication strategy. From the history of the hospital, it operates 28 facilities.
However, all the employees in these institution need to understand the organization policies and
standards. However, the organization culture of ignoring crucial aspect of communication may
make every employee to start doing work on their own ways. It is something that may cost the
entire company. It is important for each employee to understand what the organization need. The
other thing is about social economic factors. Rubio & Picardo, (2017) stated that Banner hospital
have branches in all parts of United States. However every place have different socio cultural
believes. The organization also leave the branches to operate based on the region culture. The
move can affect the organization in that some places may be selective in providing satisfactory
services to the patients. Regardless of different culture it is important to have basic standards that
guide every facility.
Model to support the implementation of the strategic plan and reason for the model.
The main model or theory for Banner health is having a management theme. According to
Fowler, (2017), management theme can contain four main ideas that address the organization’s
main points. The first theme is about effective communication in Banner Health. The theme

ensures that the organization develop effective channel to pass both verbal and written
information. The second theme is about measurable accountability. In this idea, it mainly
emphasize on management of the available resources in Banner health System. When one is
given a role, he she should be accountable based on the roles. The third theme is about creative
effective leadership. The theme entails training leaders on how to respond on multiple scenarios
to ensure that different branches achieve the main goal of Banner health system according to
Reiman, (2016). The last theme is about sustaining success of the organization. Sustainable
success deal with recruiting effective members that can spearhead the goals of the organization.
The reason why management theme is the best for Banner Health System is that it address all the
issues that will make the organization succeed in providing quality services to its clients
according to Kantanen et al, (2017). Apart from that, it the theme ensures that employees in these
organization expand on their knowledge as they ensure satisfaction of patients.

References
Cairns, C. B., Bollinger, K., & Garcia, J. G. (2017). A transformative approach to academic
medicine: the partnership between the University of Arizona and Banner
Health. Academic Medicine, 92(1), 20-22.
Cherry, B., & Jacob, S. R. (2016). Contemporary nursing: Issues, trends, & management.
Elsevier Health Sciences.
Fowler, J. (2017). From staff nurse to nurse consultant: Clinical leadership part 12: series
summary. British Journal of Nursing, 26(6).
Kang, A. M. (2019). Substances involved in suicidal poisonings in the United States. Suicide
and Life‐Threatening Behavior, 49(5), 1307-1317.
Kantanen, K., Kaunonen, M., Helminen, M., & Suominen, T. (2017). Leadership and
management competencies of head nurses and directors of nursing in Finnish social and
health care. Journal of Research in Nursing, 22(3), 228-244.
Mirsaeidi, M., Vu, A., Leitman, P., Sharifi, A., Wisliceny, S., Leitman, A., ... & Salathe, M.
(2017). A patient-based analysis of the geographic distribution of Mycobacterium avium
complex, Mycobacterium abscessus, and Mycobacterium kansasii infections in the
United States. Chest, 151(4), 947-950.
Reiman, E. M. (2016). U.S. Patent No. 9,492,114. Washington, DC: U.S. Patent and Trademark
Office.

Rubio, M. A. E., & Picardo, R. L. (2017). Leadership, management and conflict management
styles among nurse middle managers. University of the Visayas-Journal of
Research, 11(1), 105-112.
Soto, F., Podkameni, D., Chen, A., Graf, E., Glenn, J., & Jaber, J. (2016). Seven year History of
band removals at Banner Health Gateway and Estrella, Arizona. Surgery for Obesity and
Related Diseases, 12(7), S77-S78.
West, M., Smithgall, L., Rosler, G., & Winn, E. (2016). Evaluation of a nurse leadership
development programme. Nursing Management, 22(10).