Facilitating Change in Health and Social Care: A Comprehensive Analysis

This assignment explores the key factors driving change in health and social care services, focusing on the Local Sanctuary Action Group (LSAG). It analyzes the challenges these factors present and devises strategies for measuring the impact of recent changes. The assignment also evaluates the overall impact of these changes and proposes appropriate service responses. The principles of change management are discussed through Kotter's and Leavitt's change models, highlighting their application in monitoring and improving services.

FACILITATING CHANGE IN
HEALTH AND SOCIAL CARE

Table of Contents
INTRODUCTION................................................................................................................................2
TASK 1- INFORMATION PACK..........................................................................................................3
1.1 EXPLAIN THE KEY FACTORS THAT DRIVE CHANGE IN HEALTH AND SOCIAL CARE SERVICES
AS APPLIED TO THE CASE SCENARIO...........................................................................................4
1.2 ASSESS THE CHALLENGES THAT KEY FACTORS OF CHANGE BRING TO HEALTH AND SOCIAL
CARE SERVICES.............................................................................................................................5
TASK 2- REPORT...............................................................................................................................8
2.1 DEVISE A STRATEGY AND CRITERIA FOR MEASURING RECENT CHANGES IN HEALTH AND
SOCIAL CARE AS APPLIED TO THE CASE SCENARIO.....................................................................8
2.2 MEASURE THE IMPACT OF RECENT CHANGES ON HEALTH AND SOCIAL CARE SERVICES
AGAINST SET CRITERIA AS APPLIED TO THE CASE SCENARIO.....................................................9
2.3 EVALUATE THE OVERALL IMPACT OF RECENT CHANGES IN HEALTH AND SOCIAL CARE...10
2.4 PROPOSE APPROPRIATE SERVICE RESPONSES TO RECENT CHANGES IN HEALTH AND
SOCIAL CARE SERVICES..............................................................................................................11
TASK 3- FACT SHEET.......................................................................................................................13
3.1, 3.2, 3.3 PRINCIPLES OF CHANGE AND MONITORING OF RECENT CHANGES IN HEALTH
AND SOCIAL CARE SERVICES......................................................................................................13
CONCLUSION.................................................................................................................................18
REFERENCES...................................................................................................................................19
1

INTRODUCTION
The health and social care service are one of the most comprehensive sectors that provide
clinical care and medical services to the people. Change is the procedure by which the
operation, business function and the overall strategies have been modified towards further
development and growth. As is the manager of an organization called the Local Sanctuary
Action group that turns the number of residential care or another clinical service to the people,
who have suffered from mental illness. In this assignment different changing drivers and
challenges, factors will describe that is used for measuring the changes and modified strategies
in the health and social care sector. After evaluation, the principles of change management will
also describe with the help of Kotter’s and Leavitt’s change model, which helps in monitoring
the services and describes the overall elements as well.
2

TASK 1- INFORMATION PACK
3

INTRODUCTION:
In this task, the challenging factors and drivers of changes will describe. As is the manager of
LSAG, the personal responsibility of mine is to manage and controls the operations and makes
the decision regarding the well-being of the patients, so several policies and strategies have
been made towards gaining the advantages and enhancing the effectiveness accordingly. The
changing drivers are explained with the help of PESTLE analysis. Further, some of the
techniques for overcoming these challenging factors will also describe.
1.1 EXPLAIN THE KEY FACTORS THAT DRIVE CHANGE IN HEALTH AND SOCIAL
CARE SERVICES AS APPLIED TO THE CASE SCENARIO
The health and social care services continuously imperilled to diverse factors of change that is
based on the political, social, cultural, demographics, technical terms and legal aspects etc. as
the major purpose of these organization is to provide best clinical services and medical facilities
to the people and helps them to get recover soon. They always seek new ideas and better
technology towards development and growth as well as helping the patients to get recovers
from their certain illness (Doppelt, 2017). As being the manager of LSAG, it is my duty to make
the decision and if there is the need then it must be changing the subjects accordingly. Change
is the transformational procedure that is much required for the organization for giving new
ideology to the workers and entire staff members so that they would also put their efforts in
the enhancement of effectiveness.
Following factors that drive changes in the health and social care are described below-
Political and legal factor: legislation, rules and the policies made by government such as health
care act 1999, mental care act, child act, health and safety and many other policies are to be
considered as viable aspect, which changes the criteria of working conditions within the
organization and also ensures the health and safety of patients accordingly. political changes
have been brought several unacceptable changes that affected the entire services and staff
members and also increases the workload pressure among the co-workers, which decreases the
efficiency of the organization.
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Demographic: it includes social lifestyle, demographical area, needs and expectation of service
users as well as the service provider (Cameron and Green, 2015).
Social factors: the lifestyle of people and the demands or behaviour of them is included in this
factor and the change is mandatory in order to evaluate the effectiveness of an organization
that also related to the values and belief of people and specific demographically area, which
affects the health and social care sector.
Economic factors: it comprises of the economic exchange rates, taxation, currency changes, the
salary of the staff members, labour cost, funding, resources availability, investment and other
factors; which is related to the level of customer demands and needs. If the labour costing and
services facilities costing have increased then it decreases the demands of people and affects
the change of an organization (Booth, 2015).
Cultural aspects: there are different people in the health and social care industry and all they
have their own different culture, belief and background that is the driver for changing the
strategies and policies of governing services and facilities.
Technology: it is the major aspect and key factor that enhances the effectiveness and gives
better support to the service user as well as providers. It comprises of the strong
communicational area, technical changes, fundamental changes and the new technologies with
the use of internet and intranet accordingly. Introducing new technologies in the LSAG
organization may help in enhancing the effectiveness and also provides high-quality services
and facilities to the patients as well. With the help of appropriate technical terms and
strategies, effective training can be provided to the entire staff members and the co-workers in
order to develop their skill set and helping them to enhance their abilities accordingly (Wager,
et al. 2017).
1.2 ASSESS THE CHALLENGES THAT KEY FACTORS OF CHANGE BRING TO
HEALTH AND SOCIAL CARE SERVICES
In the health and social care sector, it is most important to maintain the strong relationship
among the employees, team workers and the patients with the strong communication skills by
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which each and every one can easily share their views, opinions and thoughts to each other
that is also helpful in an effective decision-making process. There are various key factors that
drive change management within the organization and also affect the entire strategic approach
to the health and social care sector (Barer, 2017). There are various health care providers, who
are responsible to provide the range of different clinical services and facilities to the patients.
They also ensure the safety, security and comfort level of the people as well.
As is the manager, I have to manage the whole operational terms and with the support of
entire co-workers and staff members; it is easier to make a strategic decision and plan towards
the attainment of the goals and objectives. The new legislation, economic changes, an ageing
population, minority ethnic community needs, the lifestyle of people, awareness of the public,
assistive technological factor, funding issues and many other factors are challenging situations
that bring changes within the organization. These changes and the benefit of it can be accessed
by the SWOT analysis. As PEST has been already derived by which the challenging factors are
analyzed and it also helps in deriving some influencing factors that can enhance the
effectiveness. These key challenges can be demonstrated as the form of facilities, improper
funding system, inadequate resources, improper planning, misbehaviour, and many others that
also lower the quality and manages the basic operations of the organization accordingly (Cherry
and Jacob, 2016). Apart from that, mismanagement, improper medication may decrease the
functionality and business operations. In order to overcome these challenges within the
organization, proper economy, policies, rules and funding are can be managed that will helps in
improving the services and reduces the negative consequences as well.
CONCLUSION:
In this above task, several challenging factors and the drivers of change management has been
described that sometimes affects the strategies and business operations of the organization.
Effective policies, rules and regulations with the adequate management schemes are helpful for
reducing such negative consequences.
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TASK 2- REPORT
INTRODUCTION:
In this task, the overall services and facilities provided by the healthcare department called
LSAG will describe in which the impact of change management and strategies will be measured
via different techniques. The impact of changes among the users and providers with the
benefits of these changes will also cover the area in order to measure the effectiveness of the
changed strategies and working criteria for the workers and entire staff members.
2.1 DEVISE A STRATEGY AND CRITERIA FOR MEASURING RECENT CHANGES IN
HEALTH AND SOCIAL CARE AS APPLIED TO THE CASE SCENARIO
There are various strategies and approaches have been utilized by the LSAG organization in
order to improve their quality care services and facilities towards providing such required
clinical care to the patients. Some of the policies have been designed for supporting the
residential service users and ensuring that there would be no negative publicity and any other
mismanagement occur (Valentine, et al. 2015). In order to measure, the recent changes, firstly
collection of data and relevant information is much more important that is concerning with the
working criteria and overall strategies of LSAG. The organization should ensure that the staff
workers and employees should work on the given criteria and under the supervision of
provided policies and rules in order to provide appropriate care and services to the patients
even without any discrimination or unethical behaviour. Health care services are quite complex
and there are various types of people who all have their different values and needs according to
their beliefs and purposes, so the organization make some of the policies and rules according to
the requirement and their values by which the effectiveness can be measured and appropriate
services can be provided easily.
Effective measurement of changes can be done by the collected data and it is important to take
feedback from the employees and relative patients and their family members too; so that they
can also be able to give their opinions accordingly (Gorli, et al. 2017). Apart from that, some of
the other ways for measurement of applied strategies and approaches can be determined by
the given services and working performances of the employees as well. The organization also
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conducts performance appraisal system in which quality of working criteria and the monitoring
of services have been analyzed that also gives satisfaction to the service users and providers.
Moreover, competition with other service providers and healthcare department also helps in
measuring the effectiveness. The behaviour of people, demographical criteria, work
preferences, reliability, internal consistency, stability, ranking scale measurement are the tools
by which it would be easier to identify the effectiveness of working performances and
effectiveness of changing strategies.
2.2 MEASURE THE IMPACT OF RECENT CHANGES ON HEALTH AND SOCIAL
CARE SERVICES AGAINST SET CRITERIA AS APPLIED TO THE CASE SCENARIO
Effective measurement of performances and working criteria with the changed strategies or
operational management plays the vital role towards gaining the satisfactory outcome with the
effective result. Customer as well as employee satisfaction level is more important criteria,
which is actually based on the needs and different demands of the people. It is important to
provide required services and facilities to the workers as well as service users because satisfied
employees can be able to do their works in an effective manner towards achieving the goals
and manage the operations appropriately as well (Betancourt, et al. 2016). Organizational
changes, working condition, management changes, and service relocation are to be considered
as the changing in different responsibilities and roles of the people. Moreover, uncertainty, lack
of competencies, consequently difficulties after the changing process may decrease the
operational terms and also affect the working criteria of the workers.
Staff satisfaction is the major element that measures the happiness of employees and entire co-
workers in terms of their working roles and culture. Efficient employees can directly put their
efforts into the whole scenario of working criteria that can benefit the organization or helps in
reducing the cost-effectiveness, job stress, quick response time and the effectual allocation of
services. Apart from that, the satisfaction of service users is the most significant factor in order
to measure the effectiveness of the working conditions and helps in recovering the patients and
also improves their health-related problems as well. Improved quality of life, controlling and
monitoring of services, economic freedom, equal treatment, the well-being of people, personal
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dignity are to be considered as when the people are served effectively. There are some of the
basic problems are conflicting situations, improper allocation of roles and responsibilities,
inadequate medication and improper scheduling may decrease the overall functionality and
impacted the organization as well (Chartier, 2014).
Moreover, the family members of patients have been also impacted by the changes and proper
management; controlling and effectual monitoring of services may help in the enhancement of
effectiveness that also builds satisfaction among the workers and employees. The major aim of
evaluating the impact of a change is to improve the coordination quality of health and social
care sector. Several methods have been analyzed for measurement of effectiveness and
performances of the workers. The qualitative method, quantitative method, baseline study
approach, cross-competitive approach and many other tactics are used.
2.3 EVALUATE THE OVERALL IMPACT OF RECENT CHANGES IN HEALTH AND
SOCIAL CARE
Changes are important within the organization and it can be demonstrated as the
transformation process that can be acquired for enhancing the effectiveness and gaining
positive outcome as well. The overall impact of changes can be benefitted in enhancing an
efficiency of the employees working criteria and gives cost-benefit, case completion, referral
rates, waiting and response time etc. it helps to measure that how effective the organization is,
towards providing such required services and facilities accordingly (Clarke, 2018). Structural
changes and relocation of the services related to the health and social care sector by which the
people can get the advantage of it and takes the benefit of these provided medical services and
social care.
In order to evaluate effectiveness, the working performances of employees and entire staff
workers, feedbacks of patients via different methods, performance appraisal, quality services,
and the major element is the key outcome is identified. It refers maximum amounts of
resources that are required for the working criteria of an organization if the LSAG management
department maintains sustainability and monitors all the operations effectively then it can be
easily ensured that changes impacted positively. This satisfactory outcome and the positive
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result proved that the new changed implemented strategies were helpful and in case of the
ineffective outcome, it can be easily ensured that the implemented strategies or policies were
not that much effective to attain perspective goals and objectives (Sommers, et al. 2015).
Changes or improvement in health and social care sector is much more required according to
the needs and trends. As in this globalized world; technology plays the viable role and put
positive impacts on the operation and functionality of an organization. Cost-benefit is also the
greater achievement that is concerning with the patients in the context of their successive
health rate. The performances of employees such as doctors, surgeons, nurses, and other
caretakers who are responsible to provide better services and clinical care to the patients and
the effective results with satisfactory health outcome may balance the cost servicing. It also
enhances the effectiveness of an organization, which major aim is to make the profit and make
the organization cost effective as well.
Therefore, the referral system of the health and social care department maintains relationship
among the employees and entire staff workers, which is more important because strong
relationship can reduce many of the problems such as miscommunication, conflicts etc. primary
diagnosis of the patients is the viable part that is given by the general practitioners for finding
the solutions and helping them to recover from their certain deceases, which helps in to
enhancing the effectiveness of the organization and creates healthy environment as well
(Hughes and Wearing, 2016).
2.4 PROPOSE APPROPRIATE SERVICE RESPONSES TO RECENT CHANGES IN
HEALTH AND SOCIAL CARE SERVICES
As mentioned above that there are several strategies and the approaches have been used in
the health and social care department in order to evaluate changes and the effectiveness of
these changed strategies. As evaluation and measurement of these changed strategies are
much more important because if changes have been made according to the trends and recent
factors then it must ensure that is it working properly or not in context to an enhancement of
the organization. If it is not profitable or effective then another plan should be considered
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according to the requirement by which the people can get the benefit of it and works according
to enhancing the effectiveness accordingly.
Feedbacks from the patients and their family members, survey, qualitative and quantitative
approach, data collection and many other methods are utilized for gathering the overall data
and then the management of the department measures the effectiveness of these strategies.
After changing the trends and strategies for the working criteria according to the technical
terms, political changes and with the laws and regulation, which must be in favor of the people
in context of their safety, security, comfort level, care etc. the responses of patients and the
employees from these services and facilities that have been changed was acceptable by the
health care department (Langabeer and Helton, 2015). They also conduct training and
development program form the entire staff and co-workers while changing the strategies of
working criteria, so that the people can easily learn new things and develop their skill set too.
Effective training program helps the people to develop their abilities and also give them the
potential for their certain working criteria in order to accomplish the goals by which they can
easily provide effectual services and clinical care to the patients.
Service users and service providers both are benefitted from the changed strategies and they
seemed comfortable and also help in making the safe and secure environment for the
organizational development and growth.
CONCLUSION:
The above-mentioned task concluded the responses given by the service users and the
providers. The effectiveness measurement techniques have been described by which it can
easily ensure the effectual culture of the health and social care department according to the
changed strategies and approaches towards accomplishing the goals and making the
organization more cost-effective.
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TASK 3- FACT SHEET
3.1, 3.2, 3.3 PRINCIPLES OF CHANGE AND MONITORING OF RECENT CHANGES
IN HEALTH AND SOCIAL CARE SERVICES
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The Kotter’s change model-
The change model of Kotter’s eight steps is helpful in creating and developing the vision or
strategy of the organization as well as reduces obstacles and empowers the employees for
certain actions and their working criteria, by which they can easily do their work in an effective
manner.
Eight steps are-
 Increase urgency- in this step; the threats and issues, as well as opportunities, are
analyzed and then the management of health and social care department makes a
decision and provides training and development program for enhancing the abilities and
skills of the employees (Brett, et al. 2014).
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 Build a guiding team- after making the appropriate plan and decision, the management
of eth organization helps to build the strong team for the betterment of their
organization and enhancing the efficiency as well.
 Developing vision- when the team has been developed then the management of an
organization gets ready to develop mission, values, vision and objectives and they also
communicate these strategies to the entire staff members for the effectiveness of the
working criteria.
 Communicate for buy-in- communication is a much more important aspect, the
management department communicates the vision, mission and strategies to the entire
staff members and team group in order to enhance effectiveness and maintaining
sustainability as well (Guest, et al. 2015).
 Empower action- in this step, the obstacles and many other issues have been being
identified and then works according to reducing these negative consequences.
 Create short-term wins- by creating short-term wins or goals; it is easier to accomplish
the major objectives of the organization.
 Don’t let up- continuous improvement and development plans are taking place at this
stage, the performances of team members are also examined (Cooney, et al. 2016).
Empowerment and the motivation are also given by the management department to
the team members so that they can easily do their work in an effective manner towards
accomplishing the goal.
 Make change stick- effectiveness of the changed strategies and approaches have been
measured in this step and they also support the new leaders and management
department towards further development.
Leavitt change model-
While setting up an association for a change activity there are numerous oversights which are
frequently made. Change activities regularly flop because of an absence of arrangement, and
subsequently never had a shot of succeeding. One basic mix-up is to treat the activity in
seclusion from whatever is left of the association. It is relatively difficult to actualize a change
15

methodology without it affecting different procedures, offices, or people, regardless of whether
they are purposeful or not. In this manner, monitoring the impacts the change will have on the
association in general, and arranging as needs are, is vital for the achievement of any change
procedure.
Harold Leavitt built up Leavitt's Diamond, otherwise called Leavitt's System Model, in 1965 as
an instrument for breaking down the association-wide impacts a change procedure will have
(Tan, et al. 2016). The creator laid out 4 free segments of each association; assignments,
individuals, structure and innovation. He contended that to have an effective 'incorporated
change', it is critical to comprehend the association between every segment.
Four components of this change model are as follows-
 Structure
 Managerial Task
 Technology
 People
Figure: Leavitt change model
[Structure: https://managementmania.com/en/leavitts-diamond]
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Structure: it includes workforce, service area, roles and responsibilities of the staff members
and the entire team members. Effective training and development program has been also taken
place in this category and if needed, applied strategies have been changed according to the
requirement and demands.
Managerial task: different roles and responsibilities of the team members are included in this
category. Change process will affect the working criteria as well as empowers the team
members accordingly (Baldwin, 2016).
People: entire team members and the employees will have affected with the working criteria
and the roles of them have been also changed in a particular manner.
Technology: it plays an imperative role towards changing the strategies and maintaining
sustainability regards to accomplish the goal and objectives.
Monitoring of services and the changing process is the essential part of the health and social
care sector that has to be executed in an effective manner in order to gain an effective
outcome. As mentioned above that the strategies and changes approaches may work according
to enhancing the effectiveness of the organization. The proper evaluation of this effect can be
measured by different techniques and methods by which it can be easily ensured that the
organizational working criteria are effective or not according to the changes have been made
(Davis, et al. 2015). Apart from that, the use of technology and the planned structure may
increase the efficiency and also helps in gaining the competitive advantages as well. It is the
effective method for the development and growth by ensuring monitoring and satisfaction of
patients related to their health outcome, will help in improving the efficiency and also
encourage the people for implementing further changes and developing the organization
accordingly.
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CONCLUSION
The aforementioned assignment depicted the study of change management process that is the
transformation process and most important part of the development and growth of any
organization. It is the essential part of the health and social care sector towards gaining positive
outcome and satisfactory result. Changes have been made according to the trends, technical
factors, social and cultural aspects. The different factors and drivers of change have been
described with the challenging situation, which is the key part of changing the strategies and
approaches. Further, evaluations of recent changes have been analyzed, it is mandatory to
evaluate the effectiveness of change management in order to gain knowledge of these changed
strategies and processes. Furthermore, the change model and principles have been discussed
with the help of Kotter’s change model and the Leavitt model. In the end, monitoring of change
processes has examined in an effective manner.
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