Introduction of Leaflets in an Organization for Patient Better Understanding of His Disease-Diabetes

This essay discusses the introduction of leaflets in an organization for better patient understanding of diseases like diabetes. It explores the role of clinical leadership in change management and the consequences of poor patient understanding of illness. The essay also highlights the importance of self-supervision and patient understanding in diabetes management.

Running head: HEALTHCARE-PUBLIC HEALTH
HEALTHCARE-PUBLIC HEALTH
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Introduction of Leaflets in an Organization for Patient Better Understanding of His Disease-
Diabetes
Introduction
Change is occurring at a rapid pace in the healthcare sector. Hospitals are merging with
formation of large medical group, clinically integrated networks, introduction of patient
education tools in addition to integrated delivery networks. Thus, leaders are involved in due
diligence and transitional processes, which seek corporate structures, patient knowledge and
awareness, patient benefits, and with facilities. Ginter, Duncan and Swayne (2018) have noted
that one of the key concerns in healthcare management is management of change and healthcare
professionals are obligated in order to attain and maintain the proficiency required to undertake
their professional tasks and are obligated to execute only those tasks, which are within their
competence. Effective change within organizations has been characterized as unfreezing old
behaviours, introducing new strategies and further re-freezing them. However, change may be
permanent, random, intermittent or atypical. Moreover, conventional change permits time for
groundwork and research, while on the other side unpredictable change tends to be more difficult
to respond effectively. However, as change management in healthcare tend to occur at a frequent
pace, they show less predictability. Changes management in healthcare sectortend to be
receptive if they improve quality and safety of their services and further develop the awareness
level of patients. Nevertheless, it is essential to adapt health care delivery to the needs and
demands of the local populace and efficiently boost awareness initiatives and programmes with
distinctand direct communication between the patients and organization (Wager, Lee & Glaser,
2017). Studies of Ginter, Duncan and Swayne (2018) have noted that, the rate of change
management in healthcare sector is elevating and dynamic forces have been effectively

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transforming healthcare. Such accelerating change in healthcare has the ability to produce
extensive economic potential for organizations who are seeking to employ effective survival
techniques in their immediate plan for success of their organization. However, in order to
accomplish this, healthcare organization must harness the forces and determinants, which are
driving transformation and implement them to its advantage. Furthermore, Greene, Hibbard,
Sacks, Overton and Parrotta (2015) have noted that the change in health services primarily
involves incremental development on current organizational capabilities, increasing
empowerment to the altering agents in addition to continuous support to the changing leaders.
The following essay aims to evaluate a change management in ABC healthcare organization,
which is aiming to introduce leaflets for patient better understanding of disease such as diabetes.
Discussion
ABC healthcare Organisational structures respond to political and social change
Current political as well as economic developments in addition to related changes in the
practice as well as delivery of health and social care services have led organizational leaders,
managers as well as professionals to distinguish the significance and links between problem
solving and decision-making proficiency. Specifically, measuring the impact of political,
economic, socio-cultural, environmental in addition to other external influences upon health care
policy, suggestions and organisational programmes has developed into a recognisable stage of
health service strategic development as well as planning mechanisms.
Political- Reports of Ginter, Duncan and Swayne (2018) have revealed that over the past two
decades ABC health care has benefitted from lower taxation policies throughout the western
hemisphere. It has emerged in high profits as well as growing spending in the domain of research

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and development. However, recent Brexit has led to changes in the taxation policies. Secondly,
as per the view of Renedo, Marston, Spyridonidis and Barlow (2015), local governments are
further seeking into Healthcare Facilities explicit taxation policies to control the carbon footprint
of the U.K Healthcare sector.
Social- According to Tewahido and Berhane (2017), there is an escalating development of
income inequality in the U.K. This has altered the power structure which has been highly
persistent in the society for over the past 6-7 decades.
Consequences of poor patient understanding of illness
Communication barriers frequently remain unobserved in healthcare settings and thus
result tosevereoutcomes on the health as well as safety of patients. Studies of authors have noted
that inadequate and limited literacy skills are considered one of the critical predictors of poor
health outcomes for patients. Moreover, research conducted by Donetto, Pierri, Tsianakas and
Robert (2015) have revealed that patients with low reading abilities, and lack of awareness of
diseases they are suffering tend to show significant degree of incompetence at managing their
health or understand the consequences of their illness thus show high inability to take preventive
measures for their health. On the other hand, Wager, Lee and Glaser (2017) have claimed that
patients do not need to have limited literacy skills to have low health literacy. Renedo, Marston,
Spyridonidis and Barlow (2015) have noted that the extent to which individuals have the
competence to acquire, generate and identify basic health information as well as services needed
to make suitable health decisions. According to Verma, Luo, Subramaniam, Sum and Stahl et al.
(2017), limited health literacy is identified as an unknown epidemic, which can pose challenges
to individual’s health status, health outcomes in addition to health care treatment as well as

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health expenses. It is important to note that health care system often depend on the assumption
that patients will be able to comprehend complex written as well as spoken information.
Furthermore, as per the study of authors, many hospitals expect their patients to navigate a
multifaceted medical system and then handle highly complex treatment procedures at home. At
this juncture, Tewahido and Berhane (2017) have mentioned that majority of patients fail to
understand health information provided to them and thus cannot take necessary actions and make
appropriate health decisions.
Self-supervision and patient understanding of illness diabetes
In contemporary diabetic management, patients are typically encouraged to take
accountability for aspects of their own treatment and care (Renedo, Marston, Spyridonidis&
Barlow, 2015). There can be identified several components of attainable enduring patient-based
management which entails self-medication, annual examination of health condition in addition to
contribution from dietetic services along with monitoring blood glucose level and usual
screening for problems related to eyes and feet. Range of diverse healthcare professionals often
performs such varied management strategies either single-handedly or in grouping. Studies of
Donetto, Pierri, Tsianakasand Robert(2015) have noted that as risk of complication elevates with
diabetes, effective optimization of self-care strategies in diabetes patients where risks tend to be
higher is considered highly crucial. Thus, to attain these aims, diabetes patients require an
improved understanding of their health conditions and must be adequately intact cognitively as
well as motivated to proficiently make suitable decisions regarding their health conditions.
According to Greene, Hibbard, Sacks, OvertonandParrotta (2015), it is essential for patients with
diabetes to provide relevant information to their doctors in consultation and further to make their
own information requirements recognized. Such a type of management will mainly call for

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diabetes patients to actively participate in the treatment process. In the view of Ginter, Duncan
and Swayne (2018), previous patient intervention studies have successfully influenced patient
participation and queries while patients repeatedly posting queries tend to raise tension, stress
and negative impact on the patients. At this juncture, the use of patient education leaflet has been
highlighted which supports strong patient involvement and participation.
Drawing relevance to these factors, ABC healthcare organization has recently
emphasized on the role of the ‘good’ patient as an efficient provider of information broadening
beyond the recitation of symptoms in order to embrace insights ofexplanation and meaning.
Patient information leaflet (PIL) is identified as an effective educational material for
transmission of patient education regarding disease, treatments, and medications in addition to
lifestyle changes for improved patient outcomes. The PIL introduced by ABC healthcare, which
included every medicine package with explicitly documented written information about the
treatment. With the increasing rate of complexities faced by patientsABC healthcare has realized
the use of PIL and identified it as akey management strategies for curing as well as preventing
the development of diabetes.
Role of Clinical Leadership in Change Management
Effectively change management signifies that clinical leaders necessitate a tool kit of
skills, strategies and techniques and the enthusiasm to executethe change. Al-Haddad and
Kotnour (2015) have noted that development of any new healthcare services is based on effective
change and thus leadership is imperative in developing, introducing as well as executing the
change. ABC healthcare in order to introduce PIL as an important patient information tool must
apply the theory of clinical leadership in order to efficiently instigate innovative change mainly

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focused on service improvement as well as quality of services provided to patients suffering from
diabetes. Janati, Hasanpoor, Hajebrahimi and Sadeghi-Bazargani (2017) have opined that clinical
leader recognized to have utmost expertise and knowledge in the domain of healthcare must be
used in order to efficiently drive change and advocate it. Drawing relevance to these evidences,
Chapman, Hadfield and Chapman (2015) have claimed that clinical staffs tend to have utmost
knowledge and understanding and thus improve the quality of patient services. Several
healthcare professionals who are aiming for change within their organization have identified
clinical leaders as efficient associates for advocating successful change andpromote best care for
patients. However, Al-Haddad and Kotnour (2015) have noted that although clinical leadership
has been recently drawing correspondence to management, but their fundamental focus still lies
on their clinical role.
According to studies conducted by Janati, Hasanpoor, Hajebrahimi and Sadeghi-
Bazargani (2017), clinical leaders have shown high relevance in process of change management
and intrinsic participation in planning, execution, delivery as well as transformation of healthcare
services. Moreover, as per the view of Chapman, Hadfield and Chapman (2015), clinical
leadership mainly represents a significant endeavour to support change management at all levels
and further to characterise the level of competencies which are required in order to focus on
change management procedure toward recuperating services for clients as well as patients. At
this point of discussion, it is important to note that the clinical managers of ABC healthcare must
efficiently shed light on five arenas. These areas are related tosuccessfully representing personal
qualities, efficiently working with multispecialty wings of the hospital, strategically managing
services, in addition to improving patient services and efficiently establishing direction and thus

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has endeavoured to be applicable for healthcare professionals at all stages of their professional
journey besieged for leadership growth and improvement.
On the other hand, Chapman, Hadfield and Chapman (2015) have noted that effective
implementation of change requires that diverse organizational players to serves distinctive
rolesin the process of change management. Thus, it is imperative for the leadership and
management of an organization to guarantee effective change management within the
organization. ABC healthcare for successfully introducing PIL and increasing quality of
communication has been aiming to implement intervention and techniques of mitigating risk of
complex construct among patients and helping them to successfully understand health conditions
and outcomes of diabetes patients. Thus, ABC healthcare must engage organization’s first-line
manager (FLM), who has the competence to influence people in charge for ensuring supreme
quality products as well as healthcare services. According to Donetto, Pierri, Tsianakas and
Robert (2015), due to the proximity as well as frequent interaction of first-line managers with
employees, FLMs tend to exhibit the potential to extensivelypersuadeattitude and approach of
employees. Thus, Renedo, Marston, Spyridonidis and Barlow (2015) have claimed first-line
nurse leaders to be typicallyaccountable for setting the rapidity for strategic change
implementation.On the contrary, Kumah, Ankomah and Antwi (2016) have argued that there no
distinctively defined proficiency or any single standardagendaintendedfor the managerial role of
FLM.
Moreover, current healthcare environment has been noticing that FLMs are facilitated
through methods such as trial and error or on-the-job training that often shows lack in the
implementation of an effective leadership development. Moreover,Boak, Dickens, Newson and
Brown (2015) have noted a severe lack of requisite competencies and skills to accomplish the

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challenges along with other organizational imperatives. However, available evidence has claimed
that the efficiency of organizational change mainly relies on the ability and readiness of these
managers to successfully implement the projected change on the frontline. Nevertheless, Khan,
Vandermorris, Shepherd, Begun and Lanham et al. (2018) have noted with the necessary abilities
and competencies, these managers have the ability to execute their operations to the optimum of
their ability if they have adequate access to organizational developmentstructures, which are
primarily assessed by employee’s consciousness of developing work conditions such as
information, sustainability and resources. For this reason, ABC healthcare, has been engaging
their FLMs in the change management process in order to successfully create conditions for
work efficiency by guaranteeing that the organization’s lower level managers receive adequate
information of the introduction of patient leaflets and also access of resources required in order
to accomplish proposed change. Thus, with the help of successful management along with
empowered work environments, FLMs of ABC healthcarewill be able to stimulateas well as
empower others to accomplish organizational success through the introduction of patient leaflets.
Implementation of Lewin’s Change Model for Introducing Patient Leaflet in ABC
healthcare
Reason for Change
Studies have highlighted that poor patient understanding of illness not only poses
challenges to patients but also creates highly complex situation for physicians (Gopee&
Galloway, 2017). A lack of knowledge, complex biological or healthcare terminologies in
addition to patients’inaccurate information about own diseases have been increasing system-
related challenges within healthcare sector. Additionally, Andersson (2015) has noted

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thatpatients’ help-seeking approach along with social context, credence and demands about
medications and lack of adherence to medication instructions have challenged the prescribing
patterns of physicians as well as nurses. Healthcare professionals also tend to encounter issues in
advising patients about, self-management care, medications and understanding side effects of
diabetes (Etkind, Bristowe, Bailey, Selman, & Murtagh, 2017). Similarly, drawing relevance to
these factors, ABC healthcare has intended to introduce patient leaflets in order to encourage a
more attentive as well as organized approach to consultation, on doctor’s ratings of the
communication with the patients.
Change Management
Lewin’s theory
Source: (Kazmi & Naarananoja, 2017)
Healthcare organizations often encounter a severe resistance towards any proposed
change as nurses show greater degree of inclination towards familiar way of working.

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Consequently, majority of changes tend to show incompetence in getting executed thus leading
healthcare organizations to frequently encounter patients’ lack of understanding and complexities
in physician consultation process (Anderson, Malone, Shanahan& Manning, 2015). Thus, in
order to bring sustainable change in ABC organization with whole team of the organization must
embrace changes in their practice. At this point of discussion, the administrative authority must
implement Lewin’s change model, a three-step approach,in order to support the proposed
change. Successfully adopting Lewin’s change model process will enable the organization to
psychologically recognize as well as sustain the planned change.
 Unfreezing stage-According to Wojciechowski, Murphy, Pearsall and French (2016),
Lewin’s force field analysis mainly offers a way of analysing as well as predicting the
way employees are likely to react to the proposed change during the unfreezing period.
The unfreeze stage primarily entails evaluation of the current state of affairs occurring
within the organization and strategies to be implemented in order to attain best outcomes.
Such strategies according to Andersson (2015) will increase the potential of the change in
the organization to recognize the driving forces for the change and the probable resisting
factors against it. However, as per the view of authors, Lewin’s model of change
successfully ensures that employees actively participate in analysing prospects draws
great significance in identifying as well as balancing resistant behaviours against change.
Thus such an approach is identified as an effective way of consider the way any changes
psychologically influence employees and approaches which must be applied to help
successfully implementing them.
ABC health care responding at unfreezing stage

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The administrative authority of ABC healthcare at the unfreezing stage, have set up open
communication nurses who will be mainly responsible for distributing the leaflets among
diabetes patients during their first consultation, diagnostic tests and quarterly screening
(Anderson, Malone, Shanahan & Manning, 2015). The communication has been conducted
with individual nurses and displayed the problems with current consultation procedures
among doctors. Additionally, ABC healthcare drivers of change have highlighted the benefits
of distributing leaflets among diabetes patients during their first consultation, diagnostic tests
and quarterly screening. However, ABC healthcare leaders observed a dilemma amongst
nurses who highlighted the importance of support while distributing the leaflets among
diabetes patients. Furthermore, another concern exhibited by the nurses have been the way
they will be able to convince patients in going through the leaflets and extent to which they
will be able to obtain information provided in the PIL.
 Change stage- Forsyth and Mason (2017) have noted that the change phase of Lewin’s
model is considered as a vital stage as the change determined in stage 1 essentially takes
place. At this stage, subsequent to the identification of potential obstacles and
opportunities of altering practice, ABC started presenting various ideas of ways in which
they can distribute leaflets and engage diabetes patients’ attention towards the illness they
are suffering from.
ABC health care responding at change stage
Furthermore, ABC change drivers in order to influence nurses for supporting the
proposed change must establish role modelling as well as mentoring sessions by highlighting
positive outcomes after accomplishing the planned change. Additionally, ABC administrative

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authorities must engage their stakeholders in order to highlight the importance of introducing
PIL and the way it will lead to organizations’ success. Khan, Vandermorris, Shepherd, Begun
and Lanham et al. (2018) have noted that this moving stage of Lewin’s model essentially
emphasizes on providing education, mentoring, coaching employees to understand the
relevance of the proposed change. Thus, ABC healthcare must develop visual management
and utmost transparency amongst the nursing professionals to help them willingly embrace
the proposed change.
 Refreeze stage- Furthermore, at the refreeze stage, change has been made by providing
utmost constancy and stability. According to Boak, Dickens, Newson and Brown (2015),
this stage in particular is significant to the change holding and ensuring not going back to
previously formed strategies or management executed by the organization prior to the
change.
ABC health care responding at refreezing stage
ABC leaders through open communication and team involvement, has successfully
leveraged the outlook and perspective of nurses employed in the organization to embrace and
embed the change into their practice. ABC healthcare with significant number arrival of diabetes
patients have been successfully distributing PIL during their first consultation, diagnosis as well
as quarterly health check-up sessions. Change drivers of ABC healthcare through their training
has facilitated nurses to proficiently distribute leaflets among diabetes patients, a single page A4
leaflet that is folded in half with the title ‘The Patient’s Guide to Consultation’ on the upper side
of the leaflet.
SWOT Analysis

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At this juncture, it is important to note that as the distribution of PIL has been effectively
implemented, a situational analysis has been analysed to discuss the strength, weakness,
opportunities and threats ABC healthcare will experience by implementing the change.
Strength- By analysing strengths in Lewin’s change model it can be noted that organizations can
acquire success in proposed change as the approach is highly resilient, extensive and thus can be
implemented to range of situations. Furthermore, major strength of Lewin’s change model relies
on utilization as well as employee focus of creating significant cultural shift through global
acquirements.
Weaknesses- On the other hand, Kumah, Ankomah and Antwi (2016) have shed light on certain
disadvantages of Lewin’s change model whereby it shows incompetence in specify prerequisites
to the unfreeze or change stages which is related to well-established communication structure,
combined environment and strong accessibility to data.
Opportunities- Moreover, Car, Kyawand Atun (2018) has noted that Lewin’s change model
provides significant opportunities to change drivers intending to implement any proposed
change. Kazmi and Naarananoja (2017) have noted that through proper implementation of
Lewin’s change model organizations can obtain global understanding of the internal and external
organizational climate as well as understand the need of any external innovation for the success
of the organization through internal and external assessment driving change. Furthermore,
organization through Lewin’s change model gain the competence of stimulating level of
engagement as it is requires employee communication, response as well as participation.
Threats- Lastly, there can be witnessed certain threats which organizations might face by
implementing Lewin’s change. Janati, Hasanpoor, Hajebrahimi and Sadeghi-Bazargani (2017)

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have noted that refreeze periods may be restricted mainly because of the volatile business
market, which calls for certain level of agility towards the proposed change. Additionally, poor
communication can tend to restrict the level of interaction among employees thus leading to
reduced feedback along with weak transparency on change development further leading to
disgruntled employees that are resistant to change.
Thus, from the above situational analysis of Lewin’s Model of Change it can be noted
that earlier to execution of the change model, it is crucial to note that leaders tend to obtain a
proper understanding of the organizational ambiences well as operational functions. However, by
efficiently addressing these areas of issues, organizational leaders can ably form a basis for
thriving execution through the timely provision of information (Mateti, Nagappa, Attur, Bairy
and Nagaraju et al. (2015). Such an implementation will mainly be able to instigate employees’
willingness, interest and further induce need, trust in employees. However, these factors will aid
the change drivers of ABC healthcare to implement effective changes plans and form
comprehensible and concise communication channels in order to sustain driving forcesto align
with progress. Thus by proficiently addressing these facets of the organizational environment,
ABC leaders can successfully position their change implementationstrategies for action.
Restraining forces explained using force field analysis
Lewin’s force field analysis is mainly used in order to evaluate the shift from the current
or existing situation to the most advantageous. At this juncture, for ABC healthcare in
accomplishing their proposed change is required to apply force field analysis to understand the
restraining forces (nurses) in successfully implementing change within the organization that is
introducing leaflets amongst diabetes patients during their consultation. As this theory essentially

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accentuates on the driving as well as resisting forces associated with any change, the nurses
severe resistance and uncertainty of success of introducing PIL has been analysed. These
negative or restraining forces have the possibility to restrain as well as decrease the driving
forces. At this juncture, the intention to accomplish a state of equilibrium has been achieved
through ABC’s administrative authorities in order to reduce the resisting forces. For the case of
ABC‘s proposed change, nurses resisted of adapting any new practice and rather emphasized on
practising familiar techniques. Thus, for ABC’s leaders in successfully attaining this change,
have seek the support of their stakeholders who are physicians, consultants, managers and
counsellors to highlight the constructive outcomes of introducing PIL not only for the diabetes
patients but also for the nursing professionals.
Analysis of the introduction of the leaflets among Diabetes Patients
Patients leaflets intended are typically identified as patient information tools for aiding
patients to understand their illness and its consequences and further the way they should be able
to treat them properly by following the consultations of physicians (Lindman, Abramowitz,
Pibarot, Quaderand Maniar et al. 2016). The leaflet will be identified as an awareness tool for
adults suffering from diabetes. The segment of patience will comprise of people who have
recently being diagnosed with Type 1 or Type 2 diabetes or have been diagnosed a while ago but
still face issues of self managing their disease (Sekhar, Unnikrishnan, Vyas & Rodrigues, 2017).
This leaflet will not only increase the level of awareness amongst patients but also will provide
them with information regarding two types of diabetes along with their symptoms as well as
methods in which they can live a healthy and energetic life and if efficiently managed a health
conditions. Furthermore, the leaflet will contain information regarding immediate and long-term
issues related to this disease and with few frequently asked questions (Mateti, Nagappa, Attur,

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Bairy and Nagaraju et al., 2015). ABC healthcare organisation has trained its nurses for expertly
distributing these leaflets amongst the target population during their consultation visits or
quarterly check-ups. In addition to this, the proposed change intended by ABC healthcare
organisation leaders will not only distribute the leaflets among the diabetes patients but also will
help them to read out and comprehend the information written on the leaflets. Such an effective
change will considerably help patients to understand their health conditions and aid physicians to
establish a comprehensive and clear communication with the patient without any delusion of the
disease (Mateti, Nagappa, Attur, Bairy and Nagaraju et al., 2015). The proposed change if
implemented successfully will generate improved satisfaction level among patients and help the
organisation provide outstanding treatment for diabetes.
Conclusion
Hence, to conclude implementing change in healthcare sector is highly complex and can
be challenging for the drivers of change. As a result, organisations such as ABC
healthcareorganisation most efficiently realise areas, which have been causing tension for any
kind of apprehension and further should develop the expertise to work in order to alleviate them.
At this juncture, organisations should use direct and simultaneous evaluations along with rapid
equipment which identified as vital factors for achieving success along with long standing
sustainable change. Furthermore, organisations in healthcare sector must apply strategy to
efficiently identify critical success factors along with the subsequent evaluation strategies as well
as management interventions in order to progress with their change management. Thus, from a
management perspective there can be identified certain success factors which must be significant
in order to guarantee utmost achievement in any implementation of change which includes the
organisational culture organisations management strategies change initiative along with the

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organisations and its leaders typical assessment of the attainment of proposed change goals as
well as objectives. As healthcare setting is ever changing along with diverse types of
organisational priorities and services leaders must properly plan and the change management
procedure in order to sustain it for long-term success. ABC healthcare organisation at this
juncture must identify proper methods to change behaviour and efficiently implement guidance
which are required to draw high resilience in order to cope these changes within the organisation.
Thus, ABC leaders must ensure that the proposed change should align to local rules,
investigations, protocols,evaluations as well as procedures. Likewise, the organisation must
consider implementing prompt system and share its change implementation results with other
healthcareorganisations which can further facilitate in drawing greater degree of
considerationfrom various stakeholders. Lastly, the organisation must encourage this proposed
change to be submitted for publication in the in-house journal and for various presentations at
healthcare conferences.

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