NHS Trust Change Management Analysis

This assignment delves into the challenges faced by an NHS trust in implementing successful change management initiatives. It critically examines the reasons behind these failures, particularly highlighting the lack of systematic planning and insufficient empowerment given to nurses. The analysis emphasizes the importance of organizational culture, senior management support, and fostering a positive work environment for effective change implementation.

Running head: ORGANISATIONAL CHANGE MANAGEMENT
Organizational Change Management
Name of the Student:
Name of the University:
Author Note:

1
ORGANISATIONAL CHANGE MANAGEMENT
Answer 1
Organizational Change Management Program in King Edgar Hospital
In the year of 2003, the government started pressurizing the hospital authorities to
improve the performance parameter and services by reducing duplications. The NHS trust felt
that King Edgar Hospital also requires making modifications to the hospital policies and
procedures to improve the performance scale. One of the major problems was found in keeping
the patients on the waiting lists. The NHS trust started receiving many of the adverse media
coverage that highlighted the issues with the £30 million financial deficit and the long waiting
list. After recognizing these specific problems, the Trust Board started conducting the internal
audit of the hospital performance. It has been observed that the hospital has been facing the wide
range of problems that include the high admission rate, wait of the patients during emergency,
bottlenecks of the medical admissions, and delays in discharge. In addition to this, it is also
noticed that the patients are placed in wrong ward, increasing complaints of the patients, and
poor relationships with the social services. Issues with the inefficient management of the
hospital authority are the major concern to be taken into account for developing the change
management program.
With the lead of Tracey Burns, the Executive Director of Nursing took the initiative to
undertake the change management program. She welcomed this opportunity for two major
reasons. She is quite aware of these issues since she was a former matron in this hospital. One of
the major reasons for undertaking this initiative is to develop the secure and safe environment for
the patients. She claimed that she would place herself in the position of the patience to
understand their conditions and improve the hospital services. It is quite difficult for the patients

2
ORGANISATIONAL CHANGE MANAGEMENT
to spend 12 hours in a trolley and keep on waiting during the emergency cases. Another major
reason for developing this change program is to extend the role of the nurses who are usually
dominated by the medical personnel or professionals. She wanted to provide the nurses enough
empowerment for the motivational purposes and improve the performance of the patients’
services. It would be beneficial in improving the relationships with the patients and treat them in
a better way. The systematic approaches undertaken for bringing the changes in the hospital
scenario would mitigate the issues and enhance the performance level.

3
ORGANISATIONAL CHANGE MANAGEMENT
Answer 2
There are various solutions being discussed by the trust in regarding to the issues being
faced by them. One of the key solutions being discussed by them is the initiation of the flow cost
quality improvement program. This system is being initiated in order to enhance the relationship
between the hospital staffs and the patients along with the associated cost and outcome.
Moreover, another objective of this flow chart is to reduce the queue of the patient by effectively
matching the demand with that of the infrastructural capacity. The flow chart is being designed
in such way that it will identify the movement of people, equipment and sharing of knowledge
among the internal stakeholders in a sequential process. Thus, in view of the fourth industrial
revolution, initiation of the automation will be helpful in enhancing the efficiency and
effectiveness of the flow chart.
Another solutions being discussed by them is the initiation of the review and rating
system for the trusts in order to enhance their productivity. Stars will be provided to them in
regards to their performance in various metrics such as hospital cleanliness, motivational level of
the employees and satisfaction level of the patients. Thus, more review and ratings for the
internal stakeholders will help them to identify the areas of improvement and work accordingly.
It will also help the trusts in identifying the benchmark in improving the service quality of the
hospitals. For instance, if the five stars are being considered as the most favorable ratings, then
the target for all the trusts will be to achieve the five stars and they will work accordingly. Thus,
it will automatically enhance the productivity of the organization.
Another measures being discussed by them in regard to the improvement of the patient
discharge is the effective discharge planning. According to this initiative, a holistic approach is

4
ORGANISATIONAL CHANGE MANAGEMENT
being taken, which will cover the patients as well as the nurses and matrons. This initiative
includes providence of a booklet to the patients, which will state the patients about the rules and
regulations regarding the discharge from the hospitals. Thus, it will make the patients ware about
the regulations, which will in turn help the organizations to prevent and potential issues. This
initiative also includes encouraging the staff regarding the use of the lounge for the discharging
of the patients. Using the lounge for the discharge patients will help to reduce the occupancy in
the ward. Thus, more ne patients can be inducted in the hospital.

5
ORGANISATIONAL CHANGE MANAGEMENT
Answer 3
According to the Kotter's 8-Step Change Model, the entire change process has taken
place in the hospital that has been led by the director of the nursing as well as her team. The
proper change process is essential in nature to be taken place in the different hospitals as this
helps in understanding as well as analyzing the different issues that has to be properly taken care
of and this will help in identification of the different potential threats that are faced by the
respective hospital (Tan et al. 2016).
There are different as well as important steps that have to be followed in order to analyze
the different changes in the hospital that are required to be followed by the management of the
hospital. The steps are discussed as follows:
Creating urgency is essential in nature in order to make the required change happen in
the hospital as this will help in developing a proper sense of the urgency around the different
needs as well as requirements for the entire change to happen and take place as well. This will
help in sparking the initial motivation in order to make the things moving in the direction of the
required change. The change that is required in the hospital does not mean simply the statistics of
the sales along with discussing about the increased competition in the respective organization
(Small et al. 2016).
This kind of communication will help in analyzing the entire marketplace along with
other issues that are required to be changed in the hospital. This will be dependent on the
happening of the competitive companies in the market along with making the individuals of the
organization talk about the desired change that is required in the hospital as well. This will help

6
ORGANISATIONAL CHANGE MANAGEMENT
in proposing the change management and build urgency and feed on itself as well. The different
steps to make the change management happen are:
 Identifying the different potential hazards as well as threats as this will help in
development of the different scenarios as this will help in showing the happenings of the
future
 Proper examination of the different opportunities are essential in nature as this could or
would be exploited as well
 Proper as well as honest discussions are essential in nature as this will help in providing
dynamic along with convincing reasons to make the different individuals think of the
desired change that is required to be implemented as well
 Proper requirement of support is essential from the different customers along with the
different outside stakeholders as well as industry individuals to strengthen the argument
related to the change (Samara and Raven 2014).
Creating a powerful coalition is essential in nature as well as this will help in convincing
the individuals about the desired change that is required to make the organization more effective
as well as efficient in nature. Proper leadership skills as well as support that is visible in nature is
essential in nature in order to support the individuals of the entire organization. There are
different change leaders who are effective in nature who do not follow the hierarchy of the
company that is traditional in nature (Rajan and Ganesan 2017).
In order to generate proper change management in the respective hospital it is essential in
nature to bring the entire team together in nature of the different influential individuals wherein
the power comes from different kinds of sources that includes title of job, status as well as

7
ORGANISATIONAL CHANGE MANAGEMENT
expertise (Goyal et al. 2017). The coalition of change that has been formed has to be worked as a
team as this will help in creating sense of urgency to identify the weak areas that require proper
change in order to make the change successful in nature as well.
Proper creation for vision for bringing change is essential in nature as to determine the
different values and this will help the director of the hospital in creating proper strategy to
execute the respective vision and the proper practice is required of the vision speech to describe
the vision for the change and the requirements are urgent in nature as well.
Proper communication of the vision is essential as well as this will help in determining
the entire success of the organization as well. The vision that has been set has to be utilized as
this will help in making the decisions properly and solve the issues urgently as well (Cooney et
al. 2016). Proper demonstration of the behavior is essential that is required from the other
individuals in the hospital by the director as this will help in addressing the concerns of the
individuals in the organization. The vision has to be applied for the different aspects of the
organizational operational activities from proper training to the reviews on the performance of
the individuals as well.
Proper removing of the obstacles is essential as well in nature as this will help in
recognizing as well as rewarding the individuals for making the entire change to take place in the
hospital. The director needs to properly ascertain as well as identify the individuals in the
organization to make the change happen and proper action has to be taken by the director and the
higher officials to make the change happen quickly in nature as well. Proper identification of the
change leaders is essential in nature as this will help in identifying the roles to deliver proper
change in the hospital as well (Teixeira, Gregory and Austin 2017).

8
ORGANISATIONAL CHANGE MANAGEMENT
Proper creation of the short term wins is essential in nature by the director of the
respective hospital as this will help in analysis of the different potential pros as well as the cons
of the targets that has been set up by the officials of the hospital in order to make proper changes
in the goals as this will help in rewarding the individuals who has helped in meeting the goals.
Lastly, proper change has to be build and anchoring the changes in the corporate
culture is essential as well in the respective hospital as this will help them in learning about
Kaizen and this will help them in learning about continuous improvement that is required in the
hospital. Proper plan has to be created in order to replace the leaders as per the requirements of
the change. This will help in analyzing that the legacy is not forgotten or lost in nature (Chappell
et al. 2016).

9
ORGANISATIONAL CHANGE MANAGEMENT
Answer 4:
Lessons and Pitfalls highlighted by the approach to change management at King Edgar
Hospital NHS Trust
The change management model was undertaken for improving the hospital performance
of King Edgar Hospital. However, this change management model has some of the specific
pitfalls that highlighted in initiating the approaches. The senior level executives need to agree
upon the approaches undertaken for implementing the changes. For example, Burns wants to
develop nurse empowerment for the betterment of the performance parameter. It can be noticed
that the senior executive management and the medical professionals may oppose such decisions.
Hence, lack of proper establishment of the enough guiding coalition can be one of the major
drawbacks for this approach. Another most specific pitfall is found in identifying the appropriate
vision and transparent communication. The changes are undertaken to develop the performance
level in a better way. In such cases, it is essential to communicate with the different department.
The lack of clearance of the vision would lead to the failure of the change management
initiatives.
The lack of systematic planning is another major concern for this approach undertaken
for the change management process. It is to be notified that the development of the proper
organization culture is necessary for implementing any change. In such cases, the cooperation
from the senior management level is essential. It is necessary to provide the nurses enough
empowerment for the motivational purposes and improve the performance of the patients’
services. It would be beneficial in improving the relationships with the patients and treat them in
a better way. NHS trust is mainly concerned about mitigating the issues with the financial deficit

10
ORGANISATIONAL CHANGE MANAGEMENT
and developing the secure environment for the patients who have been waiting in the trolley
during their emergency situations. Understanding the situation of the patients is necessary to
develop the better hospital culture and performance parameter. In addition to this, it is also
necessary to develop the concern within the organization by establishing the effective
relationships. Accordingly, the organization can mitigate the emerging issues in a significant way
and develop the better environment.

11
ORGANISATIONAL CHANGE MANAGEMENT
References
Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., Slevin, T. and
Rosenberg, M., 2016. Exploring the process of implementing healthy workplace initiatives:
mapping to Kotter's leading change model. Journal of occupational and environmental
medicine, 58(10), pp.e341-e348.
Cooney, M.A., Pernick, J., Rice, K. and Monago, E.A., 2016. Utilization of Change Theory to
Implement an Appreciative Advising Model. Journal of Research, Assessment, and Practice in
Higher Education, 1(1), p.8.
Goyal, S., Goyal, S., Sergi, B.S., Sergi, B.S., Kapoor, A. and Kapoor, A., 2017. Emerging role of
for-profit social enterprises at the base of the pyramid: the case of Selco. Journal of Management
Development, 36(1), pp.97-108.
Rajan, R. and Ganesan, R., 2017. A critical analysis of John P. Kotter's change management
framework. Asian Journal of Research in Business Economics and Management, 7(7), pp.181-
203.
Samara, K. and Raven, J., 2014. A Readiness For Change Model For Dubai e-Government
Initiative.
Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C. and David, D., 2016. Using
Kotter's Change Model for Implementing Bedside Handoff: A Quality Improvement
Project. Journal of nursing care quality, 31(4), pp.304-309.

12
ORGANISATIONAL CHANGE MANAGEMENT
Tan, S.Q., Lim, W.W., Liu, S.L., Phoon, W.L.J., Tan, T.Y., Viardot, V., Chan, J., Nadarajah, S.
and Tan, H.H., 2016. Kotter's Eight-Step Change Model: One Centre's Experience for Transition
to the GnRH Antagonist Protocol. Journal of Womens Health, Issues and Care, 2016.
Teixeira, B., Gregory, P.A. and Austin, Z., 2017. How are pharmacists in Ontario adapting to
practice change? Results of a qualitative analysis using Kotter’s change management
model. Canadian Pharmacists Journal/Revue des Pharmaciens du Canada, 150(3), pp.198-205.