Leadership and Management of Change in Health and Social Care

This document discusses the importance of effective leadership and management of change in the context of health and social care. It explores the modern change scenario within the sector, perceptions and beliefs of change within care organizations and care users, evaluation of the change impact upon managers, the process of change planning, implementation and evaluation of potential barriers, and the importance of effective management for change in health and social care setting.

LEADERSHIP AND MANAGEMENT OF CHANGE
MODULE CODE/ COD Y MODIWL: BMHP6002
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Table of Contents
Introduction......................................................................................................................................3
1. Description of modern change scenario within health and social care delivery..........................3
2. Perceptions and beliefs of change within care organisation and care users................................4
3. Evaluation of the change impact upon managers and implementing the successful change.......5
4. The process of change planning, implementation and evaluation of potential barriers..............6
5. Importance of effective management for change in health and social care setting.....................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................9
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Introduction
In the modern context, it has been seen that the health and social care has proved to be one of the
important departments in the UK. A certain number of directives have already been set up in the
context of the health and social care within the UK. Moreover, in the recent times it has been
seen that the directives have been continuously modified and improvised according to the
changes that are required by the individuals that receive the health and social care services.
These changes are adjusted according to a number of platforms including the acceptability of the
changes by the society and the individuals receiving the care as well as the speciallised training
for the service providers. The different perceptions and beliefs of the social care organisations in
the UK have also been described by the evaluation of the changes that have been improvised and
its impact on the society as well as the services that are offered by them.
1. Description of modern change scenario within health and social care delivery
The concept of change is described as the something new aspects and mechanisms initiated with
specific organisations. As supported by Belias and Koustelios (2014, p.12), the change is very
important part of having successful outcomes and innovations regarding the working patterns
within a particular organisation. The initiation of change within health care sectors is very hugely
related in the beginning of the twenty-first century. As asserted by Carter et al. (2013, p.945), in
the prospect of health care organisations in the twenty-first century, it can be seen that the
technological change and modernised techniques of care practices are initiated with the view of
particular evaluation and care treatments to the people using the services of the organisation. For
example, in the view of the change management in the care assistant with Spire Healthcare are
submitted with the generic change management within the care organisation. The Spire
Healthcare is situated within the UK and facilitates various care services for the people over the
UK cities for individual care and cancer care practices in their organisation (spirehealthcare.com,
2017). It can be segregated that the change procures within the organisation is to have the users
of the technological change and enhancement for improving the care techniques to satisfy the
service users.
However, there are different issues of change management created within care organisation. As
supported by McCleskey (2014, p.117), the change management is adopted with the different
issues such as accumulated and acceptance of change by the people within the care organisation.
The issues of change management are also said as the no proper training for the staffs to avail
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the change properly within care sectors. For example, in Spire Healthcare the change is about
having new technologies for the treatment of service users to recover them quickly. As
demonstrated by Vann et al. (2014, p.30), the change management issue in care organisation is
swift to change. The over evaluation of change management is subjected to the adaptation of
some of the innovative practices of staffs with the help of which it can result from successful
growth and development for the health care sectors. As mentioned by Walker and Qian (2015,
p.482), the change management issues can also be said that change at the helm. There are lots of
resistance in adopting the change over the healthcare organisation to have the change acceptance
by the employees and staffs.
There are different factors can be influenced by the management of change in every organisation.
As depicted by Groves, K.S., (2015, p.15), the main factors of the management change are had
opted the innovations over the creation of care treatments more effective in care organisation.
For example, in Spire Healthcare, there are some of innovative care treatments and facilities are
adopted to have the better acceptance over the care settings within the organisation. Next factors
can be said as the initiation of new technological support for growth and development. Proper
developments over the care services are required within Spire Healthcare. Therefore, it can be
said that the change management is very important part of organisational growth.
2. Perceptions and beliefs of change within care organisation and care users
The change taken places within the organisation are always procured with some of the
perceptions and beliefs of the people. As commented by Ramazani and Jergeas (2015, p.45),
there are different perception and beliefs of change in the care organisation included with the
optimal satisfaction of the service users. For examples, in Spire Healthcare, there are different
perceptions of technological change within the people involved in the care services. As
mentioned by Urby and McEntire (2014, p.40), there are different modern techniques and
therapies for different types of health recovery are admitted within care organisations. Some of
the service users none believe in new innovative technologies for the treatment; they are
thoroughly believing the traditional techniques of treatments. In the context of staffs in the
organisation, the adaptation of new technological enhancement for maintaining the data, care
services and recording are also somehow unadoptable for the staffs. As mentioned by Arnold et
al. (2015, p.290), technological change is required to have the training of the staffs with the
resulting of change management. In the view of the organisation, the perception of change is to
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have the requirement of innovations and growth over the services. For example, in the course of
technological change for having data entries, record keeping and techniques of services are also
required in Spire Healthcare.
However, there are various implications regarding change have been situated within care
organisations. As supported by Hauge et al. (2014, p.359), the main implication of change is to
have the situation up to remarkable font of the organisational development. For example, in Spire
Healthcare, the technological changes are arising with the view of setting recording system with
the help of CCTVs within the organisation. Therefore, this impacted over staff members to
perusing work efficiency in caring the service users. The staff members in Spire Healthcare are
more attentive to work effectively within the organisation. In the view of perception of service
users, there are many of the service users that are consisting with the applicability of
technological innovations regarding cancer treatment. As mentioned by Grant, A.M., (2014,
p.269), the service users within the organisation are also affected with the course of changes. For
instance, in Spire Healthcare, there are innovative techniques and therapies to recover the cancer
patients with the help of this there is fast recovery of an initial stage of cancer patients.
For having effective change management it is essential to concern each member within the
organisation. As asserted by Debebe et al. (2014, p.610), the change it not only initiated within
the organisation but also it is to be managed properly so that the people related wit that
organisation must have the acceptance of that particular change. For example, in Spire
Healthcare, the technological change over recordings staff salary, surveillance, staff attendance
and other techniques of voucher entry are beneficial for the better presentation and development
of care services to the service users. As depicted by Bush and Glover (2016, p.218), there are
segregated with the role of different departs within the care organisations such as managers,
service users and so on. In the Spire Healthcare, the main consultations are the line managers
who have strongly dedicated the effective change management and teamwork of technological
changes within the organisation. Therefore, the proper change management is useful to give
successful change in the organisation.
3. Evaluation of the change impact upon managers and implementing the successful change
The impacts of change are always initiated with the implementation of change within the
organisation. As determined by Oakland (2014, p.123), there are two types of impact on the
process and implementation o change such as positive impacts and negative impacts. In the care
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organisation, the change of technologies is mostly having the positive impacts over the working
assessment of the services and staffs work mechanisms. For example, in Spire Healthcare, there
are different technological changes for having the record of data, surveillance, and the treatment
techniques helps the managers to have the proper record over every working aspect within the
organisation. As suggested by Aarons et al. (2014, p.45), the impact of technological
enhancement also makes the work easily done within the organisation. With the help of
computerised techniques, there are utilising time minimisation to have managers for doing
various work at a time. In the Spire Healthcare, there are some of the salary record makings and
perquisites of the staffs can help the managers to distribute their desired remuneration. The
continuous surveillance with the help of CCTVs can make the managers control over working
efficiency of the staff members every day.
However, it is required to have a leader within the organisation in order to facilitate the change
and manage it properly. As mentioned by Chang (2016, p.270), there are different theories and
models of leadership can be enforced to create better results over the implemented change in a
particular organisation. In the course of technological change in Spire Healthcare, there are
different leadership theories and models are implemented such as Great Man theory of leadership
and Trait theories of leadership. As commented by Lundy and Morin (2013, p.50), in the context
of Great Man theory of leadership the researcher believed in the statement that the leaders are
not made they are born. There are some of the strengths of this theory are that; this theory can be
adopted to have efficient people within the organisation who are having the personality of
leadership. The change manager within the organisation required this type of leaders. However,
there are some of the weaknesses of this theory is that the theory is sometimes conservative
approach because there can be some of the training segments that can help to made a people
become the leader. As mentioned by Hallinger (2013, p.129), the trait theory of leadership is
likewise the Great Man theory, but there must be some involvement of trait such as behavioural
aspects within the people. The main strength of this theory is clarity and easy to understand by
the organisation. However, the main weakness of this theory is that; it is not addressed over the
reason behind the development of traits and the process.
4. The process of change planning, implementation and evaluation of potential barriers
The planning of change is identifiably associated with the structure and purpose of change within
the organisation. As commented by Hallinger and Bryant (2013, p.620), the change management
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process should be very specific regarding the planning and implementation of change in a
particular organisation. For instance, the technology in the modern era is an essential part f the
development of an organisation. As supported by Santamaría and Santamaría (2015, p.25), there
are eight possible steps that involved in Spire Healthcare for the change process. The first step is
considering the change in management support to avail the change within Spire Healthcare. In
next, the situation of change is created within the organisation in the prospect of evaluated
acceptance regarding the change. Therefore, the case for the change is very important part of the
change planning.
Involvement of staffs and employee within the change has been considered in Spire Healthcare.
The next step is that communicated the adopted change through the service users, members,
stakeholders and employees for change implementation. The next step that has been taken is to
the implementation of the change within Spire Healthcare. Then it must be follow-up the change
and proceed with a better result for growth and development has been taken into consideration
about the technology in Spire Healthcare. Thereafter, the barrier over the change has been
preceded with removing barriers for change resistance. Last it to the celebration of the success
of change can be adopted within the organisation if these all steps are successfully facilitated
within the organisation.
However, the potential barriers to change implementation can be said as acceptance of
employees, inadequate training, supply needs and lacking financial supports. For instance, in
Spire Healthcare, the main barrier is to formulate the financial support and the acceptance of new
care techniques by the service users within the organisation. As suggested by McClean et al.
(2013, p.527), the barriers to change implementation can be overcome with the help of different
efficient mechanism leadership within the organisation. It is the responsibility of the
management to procure the financial arrangements for the change initiation within the care
organisation with the help of loans and grants. According to Watson (2014, p.25), many changes
of technology in care organisation have to procure with the segment of proper training to the
staff members and avail the facilities about knowledge over the change to the service users.
Therefore, these possible steps can remove the barriers of the change implementation.
5. Importance of effective management for change in health and social care setting
The change management is about taking an effectively to the development of a particular
organisation. As mentioned by Donate et al. (2015, p.366), the change management is to procure
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the proper growth of the organisation in order to facilitate innovative actions. There is immense
importance of change management over the care organisation. The main important of change
management is to have minimization of resistance for formulating the process of service
development. As determined by Luo and Jiang (2014, p.155), the change management also
increases the work engagement within the organisation. For example, in Spire Healthcare, the
technological enhancement makes the staff members work effectively and efficiently to provide
care services. The CCTVs are helping the management to control and gather the knowledge of
their staffs and employees to associate with the segment of proper working practices. Change
management is also helping to improve the performance of the organisation in the procurement
of mechanisms. The recording and maintaining of staff salaries and attendance can help to
perform well within the care organisation. The proper change management can be persuading by
the cost reduction of the resources within care sectors. For example, in Spire Healthcare there
are different specifications of the costs and accumulated adaptations are significantly procured
with the organisation. Therefore, it can be said that the change management process having the
various achievement for the care organisation and its care services.
Conclusion
From the above studies, it has been seen that the improvisation and the management of the
changes are important in the context of the health and social Care Services within the UK.
Furthermore, it has been seen that the impact of the changes provide the opportunity for these
service users to showcase their additional skills and at the same time it provides the opportunity
for the service users to be benefited from the care services that are offered by them. However,
the differences in the cultures and ethical considerations of the service users as well as the
service providers, hinders the overall affectivity of the changes to be managed to some degree.
However, the management of the changes is important, in order to provide a suitable atmosphere
for the service users to receive their health and social care services efficiently.
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