HR7005: Organizational Development and Change at Green Hills

This report examines organizational development (OD) and change management within Green Hills Hospital, a part of the Health-SA group. It identifies performance gaps such as long waiting times, ineffective IT systems, poor communication, and high drug costs, and suggests bridging these gaps through improved organizational culture, effective leadership, and enhanced employee motivation. The report applies Brown's five stages of OD—anticipating the need for change, developing practitioner-client relationships, diagnostic phase, action plans, and self-renewal—to enhance the hospital's performance. It further discusses the application of OD in the healthcare industry, emphasizing continuous improvement, increased communication, employee development, and service enhancement. The report concludes with recommendations for aligning strategy, structure, people, incentives, measurements, and management procedures to improve the hospital's overall effectiveness.

OD and change Management (TASK 2)

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Brown's five stages of OD...........................................................................................................2
Development of an action plan to bridge the performance gap...................................................3
Task 2...............................................................................................................................................5
Introduction......................................................................................................................................5
Findings and Discussions............................................................................................................5
Conclusion.......................................................................................................................................7
Recommendations........................................................................................................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisational development and change management is very important and crucial part of
organisation. it is essential that organisation is continuously developing its performance and
practices along with the adoption of required changes. HR has many roles in managing change
successfully and effectively (BENNET, 2021). Sometimes HR needs to make changes because
external forces require it. Sometimes human resources need to facilitate change because it is
required by other internal stakeholders. This report is based on Green Hills hospital. This
hospital is belongs to the health-sa group that is the largest health care group in Puraasia. Green
Hills hospital was established in 1960 and it has patient beds and specialised in high risk
surgeries. This report includes information about the performance gap. Along with the different
recommendation that is lead to affect over achieving business goals.
MAIN BODY
Organisational development can be describe as the overall growth and improvement in
organisational practices that is significant for accomplishing desired goals and objective. It is
essential that respective company is conducting different practices that lead to organisational
development. Sudden change in the management change and the organisational development
may create a performance gap between the employees and also between the managers
(Supramaniam and Singaravelloo, 2021). These gap are cause due to sudden change in technique
and up gradation of employee skills and management criteria, these up gradations create a vast
change in different organisation and their employees. It is essential for company to manage
changes in organisation significantly in order to improve business practices. In Green Hills
hospital performance gap lead to negatively affects its operations and lead to influence
productivity of organisation. It has been identified that there are several reasons which lead to
performance gap and affect organisational development. Different cause of performance gap is
mention below-
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 Long waiting time – There is long waiting time for patient while lead to negatively affect
performance of Green Hills hospital. Due to long waiting hours to meet doctor’s patients
gets frustrated.
 Information technology system – Ineffective information technology system lead to
directly affect performance and capabilities of organisation. due to lack of appropriate
technology system respective hotel is not able to conduct task successfully (Farkas,
Sallai and Krauzer, 2020).
 Poor communication – lack of communication with doctors and other staff lead to affect
overall performance. Ineffective communication and language barrier can be consider as
the major performance gap.
 High cost of drugs – There is high cost of drugs charged by Green Hills hospital will
affect its performance. Because of high cost patient prefer purchasing drugs form other
shop.
Brown's five stages of OD
This includes five different stages that is significant for organisational development as well
as lead to enhance business performance. It is essential for respective organisation to consider
Brown’s five stages of organisation development in order to improve its overall performance and
growth of business. Different stages are mention below –
 Anticipate need for change – This is the first stage of the model and in this respective
organisation needs to identify and analyse the needs for changes. There are different
elements and aspects of Green Hills hospital which needs to be changes in order to
improve its performance level. It is crucial to determine and analyse various changes
which is required by organisation in order to successfully and effectively increase its
business performance. Green Hills hospital needs to change communication process,
technology system, business procedure and other aspects which is negatively affecting
organisation performance.
 Develop the practitioner client relationship – In this step organisational development
practitioners needs to enter into system with the motive of establishing trust, open
communication as well as shared responsibility (Gopinath and et.al., 2021). It is
important that Green Hills hospital is developing the practitioner client relationships in
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order to increase and improve business performance. This will lead to enhance
organisational development activities and attain desired goals.
 The diagnostic phase – This is refer as the stage in which practitioner and clients are
connected with each other in order to develop better and effective relationship with the
motive of diagnosing the issue. In this step both practitioner and clients are collected data
regarding the system with the motive of understanding the client problems or issues,
analysing the forces causing a situation and select change strategy. It is important that
respective company is analysing and evaluating data in effective manner so that right
strategies could be taken.
 Action plans, strategies and techniques – Once the data about customer issues, reason of
the problem situation and other issues has been analysed then respective organisation
needs to develop effective action plan in order to successfully deal with the issues
(Velarde and et.al., 2020). In this different intervention, activities and programs are
developed by organisation with the motive of increasing effectiveness. Different
techniques, strategies and action plan is significant for overcome issues of performance
gap as well as increase capabilities of business. This is significant stage in order to
successfully deal with the problems and determining solutions.
 Self renewal, monitor and stabilize – This step of the model is related to organisational
development stabilize which is needed for a practitioner decreases. It is essential that
decision maker also monitors results along with the organisational situations stabilize the
organisational development practitioner disengage. Green Hills hospital needs to
successfully monitor the performance of organisation with the improvement and growth
in business practices. This will lead to have positive impact on overall performance and
development of organisation.
Development of an action plan to bridge the performance gap
Performance gap can be describe as the lack of performance due to which desired goals in
not accomplished. This is also refer as the distance between what employees knows and what
they still needs to know in order to improve business performance. It is essential for organisation
to analyse performance gap as well as take correct decisions in order to overcome the issues of
performance. Green Hills hospital needs to take right and accurate action in order to bridge the
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performance gap and deal with the issues successfully (Dadich and Farr-Wharton, 2020).
Different steps or action plan which could be consider by Green Hills hospital in order to bridge
the performance gap is mention below –
 Organisational culture – This can be describe as the surrounding or environment in which
different activities of organisation is performed. It is essential that respective company
have effective organisational culture which will lead to increase business performance as
well as improve capabilities of organisation. It has been analysed that by developing
positive and friendly organisational culture respective company will be able to overcome
performance gap (Fischer, Hyder and Walker, 2020). Through effective organisational
culture, employees are able to concentrate of their task as well as use full potential to
conduct business activities. respective company needs to conduct different activities
which lead to enhance relationship between team member.
 Effective leadership – Leadership can be describe as the capabilities of a person to
influence performance of other in order to enhance business practices. It is essential for
organisation to have effective leadership with in organisation in order to increase
business performance as well as increase capabilities of organisation. The organisational
development may also include the leadership development role which should be adopt by
the organisation itself and have to arrange development training related to the leadership
goals and behaviour which should be applied by every manager in their related
department to increase the outcome and move toward the development procedures of the
organization. Leaders are able to provide right and accurate direction to employees so
that activities could be performed in desired manner. Effective leadership practices will
lead to have positive impact on organisational development as well as overcoming
performance gap issue.
 Employee motivation and job satisfaction – Motivation is refer as the activity of
organisation to encourage employees moral to conduct required set of task in effective
manner. employee motivation play crucial role in enhancing overall performance level of
organisation as well as overcoming issues of performance gap (Kopp and et.al., 2020).
There are different ways and approaches of employee motivation such as rewards,
recognition, awards, benefits and so on. These play significant role in attaining desired
performance and goals of business. The employee motivation and job satisfaction
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includes a number of resources by which he might feel to stay in the current job in which
the first the rewarding benefit on extra working period. Secondly it may also include the
employer of the month awards so that it will highly appreciate the employees to work
more hard to achieve that award and thirdly the last option on which the job satisfaction
maybe done is related to the paid and sick leave and work conisation. High job
satisfaction level of employees lead to have positive impact on overcome performance
gap and increasing organisational objectives.
Task 2
Introduction
An organization's capacity may be improved by aligning its strategy, structure, people,
incentives, measurements, and management procedures. Among other things, it is a science-
based, multidisciplinary discipline that has roots in psychology, cultural innovation, social
sciences, adult education and human resource management, as well as organisational behaviour
as well as research analysis and design. For the given report document application of OD in
healthcare industry is being illustrated. Operational working at Green Hills Hospital is being
taken into consideration for this report paper. Along with this discussions and findings for the
given report paper with drawing of suitable conclusion with recommendations is also being
performed in the given report document.
Findings and Discussions
Management of disruptive change are different from managing planned change from the
standpoint of an OD practitioner. Anything that wasn't essential was kept to the edges in favour
of company’s core vision and goal. When it comes to time and focus on what was most essential,
managers operating in healthcare services needed to refocus and gather organisational resources
to make sure company was doing what was necessary to support the core. OD also helps
managers to adopt a shorter-term approach by shifting priorities. In the given context of OD in
Green Hills Hospital dedications were being made to develop better standards of working with
effective use of resources towards achievement of desired goals and objectives of the business
firm. There is greater influence of OD when operating several tasks in healthcare services, some
of them in context of Green Hills Hospital are listed below;
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Continuous improvement: As part of organisational development, companies make a
commitment to improve their products and services. There are several steps involved in the
organisational development (OD) process that generate a continual cycle of progress.
Development of an organisation is a proactive strategy that accepts change (internal and
external) and uses it for renewal. Therefore, this element concentrates on application of OD to
given healthcare industry to facilitated better development of organisational services through
implementing continuous improvement techniques in given operational firm.
Increased communication: Increased communication, reflection, and engagement inside
the business is one of the major benefits of OD. As a result of better communication, the
company's aims and values will be more aligned across its workers. As a result of open
communication, the need for change in the company is better understood. Organizational
communication is open at all levels and appropriate feedback is given on a regular basis in order
to improve.
Employee development: To encourage workers to make desired changes, organisational
development emphasises enhanced communication. Changing industries and markets necessitate
staff training. Because of this, an organization's employees must be continuously trained in order
to satisfy changing market demands. As a result of a series of learning and training programmes,
skills/competency enhancements, and work process improvements, this goal is realised.
Services enhancement: As a result of OD, products and services are improved. Personnel
development, which focuses on rewarding achievement and raising staff motivation and morale,
is essential for innovation. Engaged employees contribute to improved creativity and innovation
in this situation. The use of competitive analysis, market research, and customer expectations and
preferences as part of organisational growth improves product innovation.
Increased profits: The bottom line is affected in a number of ways by organisational
development initiatives. Efficiency and profitability rise as a result of greater innovation and
productivity. Employer turnover and absences are also minimised to cut down on expenses.
Product and service quality, as well as employee happiness, improves when OD aligns objectives
and focuses on the development side of the equation Continuous improvement is now the
company's primary focus, giving it a particular edge in a highly-competitive sector.
While doctors in solo practises were able to master all relevant medical knowledge and
apply it to their patients' treatment, today's health care system relies on a vast network of highly-
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specialized consultants with complementary expertise. Interaction of nurses and doctors could
guarantee optimal treatment, to today's network of highly-specialized consultants with
complementary expertise. In such market environment use of OD have risen to the extent of
producing various healthcare activities in the service organisation. Organization for a given task
is determined by factors such as tasks, technology and economic/institutional factors. 6, 7 More
complicated, unpredictable, and ever-changing the environment in which an organisation
operates is, the more compelled it is to distinguish and specialise. As a result, the hospital and
provider network has become increasingly complicated. That's not to say that diversification and
specialisation don't have a downside.
Conclusion
Organisational development has a vital role in company, as shown in the above report
document. It is necessary for an organisation to carry out a variety of tasks and activities that will
contribute to its growth and improve its performance. Change management has been shown to
substantially enhance an organization's skills as well as its ability to deal with the challenges of
change. It is possible to successfully execute needed change practises and achieve desired goals
through change management.
Recommendations
There are different recommendations for Green Hills hospital that will lead to improve its
overall performance as well as assist in attaining desired goals. Recommendation for
organisational development in mention below –
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 Digital Proficiency – The first method to resolve the issue can be used upon the digital
proficiency basis which means on a digitalization basis which includes the development
of the company towards the digital era (Andrade Arteaga and et.al., 2020). It is
recommended to Green Hills hospital to consider digital proficiency in its business
practices with the motive of overcoming different issues. There are different types of
digital techniques and approaches that is significant for improving productivity and
performance of organisation. To conduct their trade, maintain books of accounts and
employee salaries and check in check out time all of these can be included in the digital
proficiency. The improvement of digital proficiency will definitely improve the
organisation to achieve business goals and will also help to cover up the bridging gap.
Digital proficiency will lead to have significant affect over improvement in business
performance. Industry Connections – The connection between the different industries and different
raw material and different working nature can also help in shorten the bridge gap created
in the organisation. It is crucial for Green Hills hospital to develop effective industry
connection as it assist in improving overall performance level of organisation. The
industry connections may include the development procedure in the goods quality and the
raw material basis also including the labour force techniques which have to be learned
and trained in the organisation. Industry connection assist in developing better
relationships with other organisation conducting practices in same industry as well as
creating strong connections with suppliers and clients. Intelligence Development – For filling up the created gap during the development
process the intelligence development program should be conducted for the managers of
the organisation so that they can understand the employee condition easily. These
development programs are arranged by the HR of the organisation which have a complete
expertise in Emotional.
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 Groups and teams – It is recommended to Green Hills hospital to develop effective
groups and team that is successfully conduct business practices. The community
connection means the related organisation with the same nature of business, the
development procedures includes the community section in business area as well which
helps out in creating a new innovative way to improve the strategies of the organisation
towards the development manner. In order to perform organisational task in appropriate
manner it is crucial that Green Hills hospital has right and accurate groups and team. It is
essential that they have correct skills and potential to conduct business task so that
respective company is able to develop organisational practices and enhance business
performance. Training of Employs – Employs training is very important in an organization. With
training, we can increase productivity, improve quality, improve participation in the
organization and help the company achieve future goals. There is nothing to be found in
the world of competition. In everyday life, new technologies and innovations are part of
organizational activities. This made organizations consistent in their business processes
and continued to implement change. So that they are competitive in the market. These
training procedures are conducted by the HR of the organisation in order to prepare the
other employees for the upcoming challenges and the new employees to work with their
full potential.
CONCLUSION
From the above report it can be concluded that organisational development play crucial role
in business. It is essential for organisation to conduct different task and activities which will lead
to its development as well as increase its performance level. It has been identified that change
management lead to significantly increase capabilities of organisation as well as deal with the
issues of change. Through change management, organisation is able to successfully implement
required change practices in significant manner as well as accomplish desired goals. Brown's five
stages of organisational development is effective for successfully conducting different activities
of development. It is recommended that organisation needs to provide effective training to its
employees as well as use effective technology to deal with performance gap issues.
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REFERENCES
Books and Journals
BENNET, A., 2021. MANAGEMENT & ORGANISATIONAL
DEVELOPMENT. TYPEFACE.
Supramaniam, S. and Singaravelloo, K., 2021. Impact of Emotional Intelligence on
Organisational Performance: An Analysis in the Malaysian Public
Administration. Administrative Sciences, 11(3), p.76.
Farkas, J., Sallai, J. and Krauzer, E., 2020. The organisational culture of the police
force. Internal Security, 12, pp.77-84.
Gopinath, R. and et.al., 2021. Job Satisfaction, Organisational Commitment and influence on
Work Performance of Academic Leaders in Tamil Nadu Universities through Structural
Equation Modeling.
Velarde, J.M. and et.al., 2020. Towards a healthy school climate: The mediating effect of
transformational leadership on cultural intelligence and organisational health. Educational
Management Administration & Leadership, p.1741143220937311.
Dadich, A. and Farr-Wharton, B., 2020. Positive organisational scholarship in
healthcare. Journal of Management & Organization, 26(3), pp.289-295.
Fischer, S., Hyder, S. and Walker, A., 2020. The effect of employee affective and cognitive trust
in leadership on organisational citizenship behaviour and organisational commitment: Meta-
analytic findings and implications for trust research. Australian Journal of Management, 45(4),
pp.662-679.
Kopp, T., and et.al., 2020. Measuring the impact of learning at the workplace on organisational
performance. International Journal of Productivity and Performance Management.
Andrade Arteaga, C., and et.al., 2020. An ANP-Balanced Scorecard methodology to quantify the
impact of TQM elements on organisational strategic sustainable development: application to an
oil firm. Sustainability, 12(15), p.6207.
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