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Effective Implementation of Change in RUHB

   

Added on  2019-12-03

15 Pages4094 Words188 Views
Professional DevelopmentDisease and Disorders
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Facilitating changes
Effective Implementation of Change in RUHB_1

TABLE OF CONTENTSIntroduction......................................................................................................................................3TASK 1............................................................................................................................................31.1 Key factors that drive changes...............................................................................................31.2 Assessing challenges for driving forces in health and social care services...........................5TASK 2............................................................................................................................................62.1 Devising a strategy and criteria to measure recent changes in health and social care...........62.2 Measuring impact of recent changes on health and social care services against set criteria.72.3 Evaluating the impact of recent changes in health and social care .......................................72.4 Propose appropriate service responses to recent changes in health and social care services8TASK 3............................................................................................................................................93.1 Key principle of change management ...................................................................................93.2 Planning of changes in health and social care ....................................................................103.3Monitoring recent changes in health and social care............................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................132
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Illustration IndexIllustration 1: Force field analysis....................................................................................................5Illustration 2: Kurt lewin change model........................................................................................113
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INTRODUCTIONIn modern era, the health and social care prospective has also changed in diverse mannerso it has became necessary for health and social care organisations to bring some changes inoperational actions. In other words, it can be stated that the success of operational actionsdepends on changes and modifications which boosts opportunities in healthcare context.Moreover, facilitating changes also have great impact on service user perception and it also helpsin effective identification of issues and barriers which can influence strategic plan. Change is allabout having a transformation in services and conditions so that desired future opportunities canbe attained in an effective manner. This report will focus on work culture of Royal United Hospital Bath in order to haveproper understanding about facilitating changes in the health care context. It will also provideinformation about the recent changes which has impacted the work culture of health care sector.Furthermore, it will also focus on key principles of change management so that Royal UnitedHospital Bath can have effective implementation of change in its work culture.TASK 11.1 Key factors that drive changesChange is all about having diverse transformation within the work culture of organizationbecause of impact of number of significant factors. In support of this, it can be stated that it isone of key need of RUBH to focus on factors which can lead some changes and amend businessopportunities. With the help of changes the management of RUBH can have easy access toidentification of work purpose and realize the human needs. It will boost the overall functioningof industry with motive to meet social needs (Adams, 2007). Furthermore, ineffective staffquality and increasing problems of patients serve as the indicators of change. Similarly, becauseof improper environment patients get infected and their level of dissatisfaction increases to agreat extent. It enables the management of corporation to bring improvement in environment sothat patients can get good quality of services. This in turn aid to increase level of satisfaction among patients. Apart from this, privacyand dignity issues were faced by patients (Case Study - Royal United Hospital Bath NHS Trust,2015). Along with that, improper communication increases gap between actual and expected4
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