Power, Politics, and Organizational Change: Winning the Turf Game

The provided content is a collection of articles, journals, and online resources that discuss various topics in the fields of health, marketing, and organizational change. The materials cover themes such as setting health priorities, healthcare management, resource management, primary care systems, co-production, and principles of health promotion. The content also includes information on environmental protection laws, PESTLE analysis, cross-cultural leadership, and meditation-based approaches to improving health.

Facilitating Changes

TABLE OF CONTENTS
INTRODUCTION................................................................................................................................1
TASK A................................................................................................................................................1
1.1 Factors that drive change in health and social care services......................................................1
1.2 Challenges that key factors of change bring to health and social services...............................2
TASK B................................................................................................................................................3
2.1 Strategy and criteria for measuring recent changes...................................................................3
2.2 Impact of recent changes...........................................................................................................4
2.3 Impact of recent changes in health and social care sector.........................................................4
2.4 Service responses to recent changes..........................................................................................5
TASK C................................................................................................................................................5
3.1 Principles of change management.............................................................................................5
3.2 Change planning........................................................................................................................6
3.3 Monitoring change ....................................................................................................................7
CONCLUSION....................................................................................................................................7
REFERENCES.....................................................................................................................................8

INTRODUCTION
Change is the process that allows organizations to transform the existing conditions in order to
have desired future. It also helps in boosting the organizational opportunities. In other words, it can be
said that facilitating changes have some impacts over the work culture of organization as well as on
service users (Breu, 2005). With an assistance of this, health care organizations can easily determine
the challenges and conflicts that help in effective strategy plan development and accomplishment of
goals.
This report has focused on the work culture and operations of Royal United Hospital Bath NHS
Trust as per the consideration of CQC report. It has provided information about the key factors of RUH
operation's and helps in various development actions. With an provided information the management
has understood the factors that drive change in health and social care services. It has also concentrated
on the evaluation of some changes that are recently taken placed within health and social care services.
Furthermore, it has also provided an understanding about various principles regarding change
management.
TASK A
1.1 Factors that drive change in health and social care services
Change management and factor
Change management is all about transforming the actions to have better outcome as per the
consideration of changes in environmental conditions. It can also be defined as activity that minimize
the resistance of organizational change by having correct involvement of various key player such as
stakeholders (Briody, 2012). It is suitable for condition in which business wanted to implement
some modifications for better future opportunities. Factors is combination of various circumstances
and facts that impacts the process and contribute in outcome.
It has been identified that the success of every organization depends on the acceptance of
change within work culture. This indicates that it is necessary for Royal United Hospital Bath to have
focus on various factors in order to accept the changes effectively. Further, it can also be said that the
Royal United Hospital Bath must have concentration on the actions that supports the identification of
purpose, determination of environmental situations, etc. that can impact the operations of health and
social care organization (Baum, 2003).
In this support, it can be stated that for better identification and assessment of environmental
changes, the organization can focus on PEST analysis. This will provide information about various
factors that can impact the environmental conditions and operations of Royal United Hospital Bath
(Burau, 2006). The classification of factors is like political, economic, social and technological.
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SWOT Analysis
Strength
 Number of private hospitals are present in industry but it has unique support of NHS which is a
governance subsidiary. It is strength because NHS in health care authority in UK which ensure
about the diverse factors in order to promote health and social care services.
 Royal United Hospital Bath is having continuous growth that expand service opportunities.
Improved level of services attracts number of service user to the organisation and provides
better opportunities in the sector. Regular monitoring of actions is take placed by NHS that provide information about issues and
helps in overcome them. It also increases the health care service standards within organisation
which boosts the overall performance.
Weakness
 Not able to meet the demand as population increases day by day. Organisation structure of
RUH is not well designed which impacts in supply chain process and decreases the
productivity.
 Improper availability of resources that impact the work performance. Staff members are not
able to access the needed resources in desired time which also influence work performance in
negative manner.
Opportunities
 Organization can focus on various marketing strategies that can amend business opportunities.
It will create better awareness among health care users and motivates them to access the
services of RUH.
 Hospital can focus on more private investment to amend business. Increased level of
investment in RUH will boost the effectiveness of health care services which will have positive
impact on the key objectives. Improved use of technological tools will provide better assistance to service professionals and
boost the effectiveness of healthcare treatment.
Threats
 Image of hospital is affected due to improper actions of contractors. It impacts the perception of
health care users in negative manner and influence directly on operation's of RUH.
 High staff turnover ratio increases the overall cost of operation's and impacts negatively on
RUH.
As per the above analysis it can be said that the NHS support is one of key strength of RUH and
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it also helps in constant growth. The day to day monitoring of actions also helps in overcome the
issues. It has also been spotted that the RUH can boost its opportunities by effective focus on
marketing strategies. Company can also boost its operational effectiveness by focusing on
technological tools. In the SWOT analysis of RUH it has been identified that one of key weakness of
organisation is improper availability of resources that impact the work performance. The high ratio of
employee turnover also impacts the business of organisation so it is necessary for management to focus
on strength and opportunities to overcome weakness and threats.
PEST Analysis:
Political factors: It is one of the critical factors that can impact the operations of firm. So, it is
necessary for the Royal United Hospital Bath to consider this factor effectively. It plays a key role in
change of health and social care operations as it covers various significant factors such as regulation,
stability of nation and governing authorities, polices, culture, relation with other sectors/organizations
and ethics (Desombre, 2007). If management of Royal United Hospital Bath will not concern these
kinds of factors in its operations then they can face some issues that can impact the success ratio.
For example, if in case the CQC or other governance regulating authority will change the
standards of health and social care industry then it is necessary for Royal United Hospital Bath to
follow new guidelines in its operations. This kind of negligence and practice can influence the
operations in diverse manners.
Economical: It covers the number of change factors that relates to the economy such as
expenditure, staff member's capacity, salary, rates, service user’s spending, etc. The changes in these
kinds of factors can also affect the operations of Royal United Hospital Bath (Hutchison, 2011).
Economic conditions are related to the degree of demand. Thus, it is also essential for the organization
to consider it. For example, the UK economy is facing economic crisis so, in this situation, it is
necessary for the Royal United Hospital Bath to cut-off the cost of health care services.
Social: It includes factors that relates to the social lifestyle and demographic components that
changes rapidly in the modern era as per the needs and expectations of society. This indicates that it is
significantly necessary for Royal United Hospital Bath to evaluate and calculate the changes in social
aspects (Willcocks, 2008). If hospital will not consider the social needs then they can face some
issues. It is also related to the social and cultural specific factors that can impact the operations.
Technological: It is all about the components that cover technical areas such as communication,
transports and other supportive factors that can boost the operation's efficiency. The changes in these
factors can also impact the work culture of Royal United Hospital Bath (Bevington, 2012). It has
also been identified that the technological factors also play a key role in the situations where
organizations looking for business expansion and changes.
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For example, the management of Royal United Hospital Bath can install some sensors and other
equipments to ensure that all employees and service users are safe from any kind of harm. Company
can also use wireless tools in order to build effective communication system. It will also amend the
services of firm and would provide assistance in meeting the standards of CQC.
Royal United Hospital Bath can focus on Mckinsey 7s model in order to understand the factors
that can drive some changes within organization. It includes seven key factors that can be classification
as strategy, structure, systems, shared values, skills, style, and staff. These factors are classified in two
elements such as hard and soft elements (Breu, 2005). Hard elements helps in identify the direct
impact within organization by focusing on organization charts, reporting line, IT systems, etc. On the
other side, the soft elements are less tangible and have more focus on culture.
Internal
Strategy: It is all about the plan that organization forms in order to gain better competitive
advantage and have better sustain in high competition market. It is necessary for Royal United Hospital
Bath to consider the outcomes of Pest analysis in order to have effective strategy.
Structure: It is organizational structure that helps in managing the operations. If Royal United
Hospital Bath will have modifications in organizational structure then it will also have impact on the
work culture. It is all about the structure that defines that which service provider will report to which
supervisor.
Systems: It is all about the day to day actions and processes which provides proper engagement
to all members in order to accomplish the task effectively. In this respect the management of RUH can
focus on improvement in day to day actions by using various operational strategies. It will motivate
employees to have better engagement which is beneficial for effective accomplishment of goals
(Baum, 2003).
External
Style: It is all about the selection of leadership style that have great impact on the work culture.
It is necessary for supervisor of Royal United Hospital Bath to select the leadership style as per the
organizational goals and employee’s needs. Democratic leadership style can boost the success ratio and
satisfaction level of employees within Royal United Hospital Bath.
Skills: It covers skills and competencies of employees that can lead business to impressive
success. Every service provider of Royal United Hospital Bath must have correct skills and knowledge
about organizational culture and work process. Otherwise, it can impact the business in negative
manner. Training and development programs can amend the skills factor within organization (Burau,
2006).
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Illustration 1: Mckinsey 7s model
1.2 Challenges that key factors of change bring to health and social services
Challenge is all about a situation that forces to have participation in
competitive circumstances by using key strength. In this, circumstances forces
person or company to use its key strength in order to overcome the issue and
sustain in competitive market.
There are number of challenges that management of Royal United Hospital
Bath faces during change. It has the impact on various plans such as operational
plan, strategic plan, etc. The classification of factors can be as quality of care,
resource accessibility, services and efficiency. It has been spotted that quality of
products and services play an important role in the success of every organization
(Briody, 2012). This indicates that it is necessary for Royal United Hospital Bath to
maintain the quality of health care services. According to the report of CQC, it can
be said that the Royal United Hospital Bath is not able to maintain the quality of
services that impacts the other operations and leading users in a way that they
would have lower level of satisfaction. In order to have improvement in the
quality, it is necessary for Royal United Hospital Bath to set some quality
standards and policies (Buchanan, 2008).
As per the consideration of CQC report, another key challenge that hospital
faces is regarding effective management of human resources or employee
resistance. In present report, it has been stated that the Royal United Hospital
Bath is not having effectual human resource management that is the key reason
that staff is not able to provide services or assistance to patients in an effective
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manner. If members are not having proper skills then change can not be impacted
in proper way. It is vital for the management of Royal United Hospital Bath to have
focus on some actions that can amend the efficiency of human resource
management (Fitsimmons, 2009). Firm is also not having proper management of
financial and other supportive resources.
For example, the hospital is not having proper number of human resources
that have some impact on the work culture of organization. It also affects the
services and patient’s health conditions. In other words, it can be said that
improper services to patients in Royal United Hospital Bath is due to inappropriate
resource management.
Other than this, Royal United Hospital Bath is also having some issues
regarding safety and poor support of executives that also impacts the operational
activities. According to the consideration of CQC report, it can be said that the
safety measures are also not well maintained within organization that also
influence the health and social services (Martin, 2010). If executives are not
providing proper support to employees then it will decrease the morale of
employees and create some barriers in change implementation. It is necessary for
management to improve its leadership so that business organisation can have
opportunities to implement change.
In the support of above statement it can be said that RUH is also facing
issues regarding limited access to budget because every change demands high
level of investment but it may be hard for RUH to allot high amount fund as it also
increases the overall cost. The experts and doctors are also not well known about
new equipment’s so it will also increase the cost of training. As per the case study
it can also be stated that resistance of staff members is also one of key challenge
for organisation (Buchanan, 2008). The adaptation of new technological tools also
needs proper understanding of new guidelines which can also impact the overall
operational actions of RUH. It is necessary for management to ensure that the
employees are having proper information about electronic record system so that
issue can be overcome in better way. At last, the health care organization also
have some political pressure which create some barriers for firm (Briody, 2012).
For example, it is necessary for management of RUH to follow the guidelines of
CQC while delivering the services which can also impact the services and cost
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factor. It is one of key challenge for firm to maintain balance between all these
factors.
TASK B
2.1 Strategy and criteria for measuring recent changes
It has been spotted that there are number of strategies and criteria that
helps in the measurement of recent changes. In this support, it can be said that it
is vital for Royal United Hospital Bath to amend its concentration on the needs
and perception of stakeholders. Moreover, it is also necessary for the
management of Royal United Hospital Bath to design its target and goals as per
the improvements and changes in health care industry. Strategies and criteria can
also be classified in various aspects such as regular inspection, organizational
systems, feedback and quality measures (Phillips, 2014). In order to have proper
assessment of health and social care services, the management of hospital can
have regular inspection of diverse actions.
For example, the management of Royal United Hospital Bath can have
regular base monitoring of all actions that are performed within organization. In
this process, the staff members and management will also observe the perception
of service users towards actions. It will provide better understanding about recent
changes in customer perception and work culture of health social care industry
(Glendenning, 2008).
Furthermore, the management of Royal United Hospital Bath can focus on
questionnaire system to meet identify the staff satisfaction level. In this
management can design questionnaire and allot it to employees for effective
understanding of their satisfaction level. With an assistance of this, company can
also understand the issues that they are facing due to change in organization. It
also has some disadvantage like it may distract employees from operational
activities as questionnaire will be filled during office hours. It is also necessary to
ensure that questionnaire is filled in appropriate manner by employees. They can
also focus on interview and group meeting to identify the work environment and
satisfaction level of employees as well as service users. Company can also
interact with service users in order to understand their needs, satisfaction level
and work effectiveness.
Moreover, the management of Royal United Hospital Bath can also focus on
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feedback system in order to analyze the recent changes within operations of
health and social care sector. In this process, the management of Royal United
Hospital Bath will take feedbacks from employees and services users in order to
realise the work culture (Defining health promotion, 2013). It will provide
information about the issues that affect the working and renders various ways to
overcome those issues. Improved application of feedback and gathered
information will also facilitate the firm in effective application of further
strategies.
In the support of above statement it can be stated that the key criteria of
measurement is that effective focus on few meaningful questions such as how
change will impact, which is helpful, what are significant factors of change, etc. It
is necessary for management to design the structure which provides information
about the key criteria. In this respect the management can follow some steps
such as
Needs identification: In this management of RUH will focus on various
sources which can provide better information about the needs (Briody, 2012).
Organisation need to analyse the existing performance, perception of service
users, performance of employee’s, staff attitude, etc. It will facilitate in effective
design of strategy to overcome issue.
Alternative methods and tools: It is also necessary for management to
focus on various alternative ways which can facilitate RUH to overcome the
issues. The alternative ways must be decided as per the identification of
problems.
Training and communication: In this management will communicate
about the ways to all members so that they can understand the ways in better
way. Training will also be provided to employees so that they can have proper
information about the chosen ways (Lane, 2006).
Information collection and implementation: At last the data will be
gathered by employees regarding the decided strategy and if any problem is
needed then it will take place before implementation. The information collected
must be from valid and reliable sources. s
2.2 Impact of recent changes
It has been identified that the changes in health and social care trends has
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impacted the success factors of organization. Changes are in both positive as well
as negative aspects. The changes in rules and regulations has influenced work
culture of Royal United Hospital Bath in diverse manner. For example, the
governance of UK and CQC has changed some policies and regulations to amend
the measures of health and social care sector (Lane, 2006). It has great impact on
the work culture of Royal United Hospital Bath and force management to bring
some changes in its policies. It can also affect the morale of staff members in a
negative manner. For example, the firm has decided that no telephone will be
used by staff members during treatment process which has improved treatment
process positively and staff morale in negative manner.
Moreover, the modification in technological factors also has some impacts
on the work culture of Royal United Hospital Bath. For example, the management
has installed some new equipment to amend the services of health and social
care organization. It has boosted the skills of employees and also facilitate in the
development of work efficiency (Polit, 2007). In this support, it can be said that
the changes in communication system has also impacted the operations of Royal
United Hospital Bath. The advancement in communication system has motivated
the patients and users to have better sharing of issues with their GP. It has also
facilitated the employees to provide better services to patients according to their
needs (NHS, 2014).
For example, the management has used participative communication
techniques which has motivated the patients to share their issues with the staff of
hospital. It provides the employees understand about service user’s needs and
feel prompt to provide services in an improved manner with considering the
service user’s needs.
In the support of this, change has reduced the occurrence of issues within
organisation which has impacted the business in positive manner. The service of
RUH has improved which is beneficial for effective accomplishment of
organisational goals. The improved focus on change has also affected the morale
of staff members in a negative manner.
2.3 Recent changes impact in health and social care sector
It has been identified that there are number of changes that have taken
place within health and social sector. In order to have effective operations and
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development, the health care organization has focused on diverse changes which
has improved its work culture. In some past recent years, the CQC and UK
governance has brought some modifications in health and social care act which
has also improved the productivity of sector (McKenzie, 2013). With an improved
focus on health and social cat act modifications the Royal United Hospital Bath
has effectively overcome the issues which were impacting work culture in
negative manner.
Moreover, it can also be said that the recent changes in health and social
care sector has provided various benefits such as it provides effective
identification of service user’s needs. The improved knowledge about service
users has motivated the RUH to modify its organizational policies as per the UK
law (Higgins, 2008). Recent changes standards has improved interpersonal work
culture and provides understanding regarding social needs of employees.
Improved use of technological factor has also impacted positively on work culture.
Online feedback system has been introduced to improves organizational
relationship with its services users (Clarke, 2002). It helps in identification of
issues and problems which is beneficial for development of strategies that
amends services.
In this support, it can be said that the changes in communication system
has also impacted positively on operations of health ans social care. It increases
the morale of service users and assist in sharing their problems with professional.
The improved knowledge about the problem facilitates health care professional to
provide better treatment in order to resolve the health issue. Moreover, the
number of new equipment’s are being used by health and social care
organisations which has impacted the overall performance of sector (Lane, 2006).
The time period of check up and treatment process has reduced which provide
better productivity. Other than this, the number of health care policies are being
introduced which health care organisations are following.
2.4 Service responses to recent changes
In order to render an effective response towards change it is necessary for
organization to focus on various factor. It has been spotted that the health and
social care organizations are providing various responses to recent changes like
management of Royal United Hospital Bath can look forward to bring some
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modifications in its leadership style. They are now focusing more on democratic
leadership style in order to have better involvement of service users in services
(Higgins, 2008). It will provide proper identification of services user’s needs and
helps in improvement of organizational communication system.
In the support of this, it can be suggested that the management of RUH can
focus on change in management structure so that activities can be managed in
better way. It is necessary for health care firm to reduce the level of hierarchy so
that service users can have easy access to management as well as services. It
will also boost the overall performance of RUH. Moreover, number of highly skilled
employees can also be recruited within organisation so that productivity can be
enhanced (Lane, 2006). It is necessary for management to ensure that the newly
recruited employee’s must have effective skills regarding use of new equipment’s
so that training cost can be reduced. Number of communication mediums can be
used by RUH in order to improve the interaction level within organisation as well
as with service users. It will provide better convenience to users for sharing
problems and information about the health issues (Higgins, 2008). Online
feedback system, interview, suggestion box, etc are the ways to communicate
with service users which can used by management of RUH.
Management of Royal United Hospital Bath can focus on formulation of
various policies and standards so that change can be managed effectively with
focus on meeting CQC standards. It will improve the services of organization.
Moreover, the organizations can also look forward to develop their feedback
systems so that they can easily identify the needs of employees as well as service
users (McKenzie, 2013). For example, with an assistance of feedback system, the
management of Royal United Hospital Bath has identified that the service users
are not convenient with hospital hours. As per the consideration of feedback
system, the management can have some modifications in hospital timing. It will
amend the positive environmental factors within organization (NHS, 2014).
In support of above statement it can be said that management of hospital
can focus on training programs to amend the skills of employees as per the
consideration of change. The improvement in employee skills as per change
factors will also facilitate in change management. Proper information can be
provided to employees about the importance of change in operational actions so
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that better response can be provided to change.
TASK C
3.1 Principle of change management
Principle is all about a fundamental fact that provides the framework and
strength to system in order to accomplish goals. It includes number of scientific
laws that focuses on various application regarding subject. It has been spotted
that the change management is a technique that organizations used to transform
the individuals, teams and administration aspects. There are some key rules that
organization can adopt for better success as it has the impact on operations of
Royal United Hospital Bath. Moreover, the employees must have proper
information about the organizational goals and objectives so that they can accept
changes with consideration of goal (Polit, 2007). If employees of Royal United
Hospital Bath will not have appropriate information about goals and objectives
then actions like miscommunication can be occurred that can impact the
operations negatively. Other than this, the management of Royal United Hospital
Bath also needs to focus on the improvement of communication system. It will
provide number of benefits to organization and motivate employees to have tasks
accomplishment in a better way (Lane, 2006). To amend the improvement in
communication system, the management of Royal United Hospital Bath can focus
on the involvement of employees in decision making process.
Furthermore, the management of Royal United Hospital Bath can also focus
on McKinsey model of change management, Lewin's change management model,
Adkar model and Kotters model.
Management of Royal United Hospital Bath can also concentrate on John P.
Kotter’s model of change management. In this, organization can focus on the
establishment of needs, identification of change and providing guidelines, vision
development and transmission along with ensuring short term objectives and
attaining other benefits in order to manage changes effectively (Phillips, 2014).
Create urgency: It means the examination of various factors that relates
to market and competitive elements. In this, management of Royal United
Hospital Bath needs to focus on identification of various potential crises and
opportunities that have impact on the operation's. It is all about identify the
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evidence that change is essential within organization.
Building guiding team: In this management of Royal United Hospital Bath
will have team formulation so that change efforts can be take place effectively. It
is also necessary for management to motivate so that they can feel concerned
and work together in team.
Create vision: In this, management of Royal United Hospital Bath will have
focus on creating a goals so that changes efforts can designed in better way.
Strategies to manage the change also need to be developed in this stage.
Strategies must be developed as per the needs of organization and designed
vision.
Empowering action: In this, management of Royal United Hospital Bath
need to remove the barriers that impacts the change. Proper structure need to be
designed as per the consideration of work and vision in order to have effective
change management.
Short term wins: In this, various plans are need to design so that
performance can be improved. It is also necessary for organization to identify the
improvements so that change can be managed effectively.
Do not let up: It is step to identify that the above designed plan is visible
or not. The monitoring of improvements and personnel involvement will be
determined and then reinforce the improvements.
Make change stick: It is all about the articulation of relations among new
behaviours of employees and developments within organization. In other words, it
is all about the monitoring of change system.
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Illustration 2: John P. Kotter’s model
3.2 Change planning
Planning has great involvement in success of actions and it has been
identified that there are few components that management of Royal United
Hospital Bath need to consider during the plan development. In order to have
better plan development, it is essential for the management of Royal United
Hospital Bath to make sure about the needs identification and changes. The
factors that management needs to consider are classified as need identification,
designing of goals, activity list, strategy formation, execution and monitoring
(Martin, 2010). In this support, it can be said that the inappropriate identification
of change and needs can impact the operations of firm in a negative manner. In
this process, it is also necessary for the management of Royal United Hospital
Bath to ensure that all employees are having correct information about the goals
and change management. If employees will not have decent information about
the factors then they will not be able to accomplish the tasks in a better way
(Fitsimmons, 2009).
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Management of Royal United Hospital Bath can also focus on change
management methodologies in order to have effective change planning. It is an
approach that that allows organizations to transform the existing conditions in
order to have the desired future. The planning vision of organization can make
sure that scope of project is formally introduced and approved. Other than this,
during the change planning it is also necessary for organization to have improved
focus on critical success factors. It includes number of factors that are essential
for organization in order to have better accomplishment of objectives. Firm must
ensure that planning or actions will meet the standards of critical factors. It is also
necessary for management of
Communication plan is also needed to have effective change planning. It is a
method or steps that helps in accomplishing the objectives by targeting audience.
In this, organization can use various communication channels such as public
relations, email, meeting, conference, etc. Furthermore, the return on investment
also need to consider during the organizational change planning. Every plan has
motive to get some positive outcome in respect of operational cost. So the
management of Royal United Hospital Bath need to ensure that the designed plan
will provide number of benefits and overcome the overall cost of project.
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Illustration 3: Communication plan

Other than this, it is also necessary for organization to have focus on
sustainable work culture to identify various opportunities in health and social care
sector. During selection of strategies, management can also focus on perception
and lifestyle factors of people. It will assist the management of Royal United
Hospital Bath to meet the needs of service users (Martin, 2010). Hospital can also
have some modifications in its structure to have better work culture for having
various beneficial outcomes. Management of Royal United Hospital Bath can
design its key motive as collective planning that have the involvement of people,
management as well as governing authorities such as CQC (Glendenning, 2008).
In other words, it can be said that the improvement and change within planning
will assist Royal United Hospital Bath to meet the standards of CQC.
Activities Details
Stakeholder analysis It is a initial stage in which management can focus
on identification of perception and expectations of
all stakeholders by using stakeholder analysis
tool.
Consultation Management will consult number of experts and
all stakeholder holders about the change and
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Illustration 4: Critical success factor

issues.
Communication Proper information will be provided to all
stakeholder about the change so that they can
understand the importance of change. It will also
facilitate in accepting the change by knowing
about advantages.
Management style Effective selection of management style which
can boost the performance and manage change in
better way. Such as proper monitoring, etc.
Social systems Number of social aspects will be measured in
order to understand the change.
Reconditioning and management Management will re-analyse the overall process of
change and identify some other tools to manage
the change. It will increase the productivity.
Development needs It means the management of RUH needs to
develop the needs of change after the evaluation
of all above maintained activities.
During the change planning it is necessary for management of RUH to ensure that the change is
providing clinical evidence base so that performance can be improved in better way. Change must
provide a better support to local clinical community as it enhances the productivity. Top level
management and senior manager must take proper participation in design and development of
proposals so that management can easily reflect future commissioning intentions in proposal (Polit,
2007). Proper participation of all employee’s is also needed so that engagement level can be increased
as it helps in effective accomplishment of goals. Other stakeholders and local authorities also need
participation in change. It is necessary for management of RUH to ensure that the change will facilitate
in meeting the needs of all stakeholders and all policies are followed by management which is
designed by local authorities. The service sustainability factor is also one of critical factor to create
balance between all factors (Clarke, 2002). It will also provide effective planning of change for
better improvement. The employee’s skills and capabilities also need to consider as significant aspect
during the change planning as it can impact the overall process. If employee’s are not having proper
skills as per designed change then it can increase the cost of process and may lead change process to
failure.
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3.3 Monitoring change
There are number of ways that can be used by the management of Royal
United Hospital Bath to have effective monitoring. Management can focus on
employee involvement with an assistance of discussion with workers. It will
provide information about the issues that they face in daily operational activities
(Polit, 2007). It will also provide various ways that can overcome the issues and
lead health care working to the next level. Planning and development formulation
is also beneficial in this context. Management can compare the identified needs
with current level of services. It will provide understanding about various factors
that can improve the services and would cover-up the gap.
In support of above statement it can be said that management of Royal
United Hospital Bath can focus on internal and external monitoring process to
have effective observation. In internal monitoring management can have
observation of employees and work activities so that proper assessment can be
take placed. Company can also focus on feedback, supervision, observation and
audit with focusing on internal factors such as employees, top level, etc. On the
other side, in external monitoring the management will focus on external factors
such as investor, governance, customers. In this, company can also focus on
questionnaire, spot check, review, feedback and interview.
In respect of interview the management of RUH can ask questions with
customers about the services as it will provide proper understanding of customer
perception. It will also help in effective identification of various issues that service
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Illustration 5: Change management
methodologies

user faces while acquiring the services. With an assistance of feedback system
the management of RUH can easily measure the customer satisfaction level.
Organisation can focus on online feedback system where customers can share
their experience at the hospital and they can also provide various suggestions
which can amend the quality of services (Glendenning, 2008). It also helps in
effective measurement of work efficiency by effective analysing of cost, case
completion rate, response time. In this observation techniques is most use full as
it can easily supervise all these factors. Other than this, the review of services
can also be take placed with an assistance of experts in the industry (Martin,
2010). It will help in identification of key weaknesses which are impacting the
quality of services. Management can design actions as per the consideration of
weakness and observation results in order to overcome the issue.
Moreover, these factors also have some negative impact such as interview
system requires high level of investment which can impact the overall operational
cost in negative manner. Some time service user also gets irritated or destructed
due to interruption of interview or questionnaire system in treatment process. So
it is necessary for management to ensure that these monitoring processes are not
impacting treatment process. Feedback system requires day to day observation of
online system which requires experts who can manage data and analyse it in
proper way. It may increase the cost on recruitment cost which have direct
negative influence on overall cost.
Moreover, the management of Royal United Hospital Bath can also have
assistance of leaders to understand the current situation of workers. It is because
leaders have day to day interaction with the staff and have the responsibility of
monitoring teams (Clarke, 2002). The detailed analysis of actions and services is
also beneficial in order to have effective monitoring.
CONCLUSION
As per the above study, it can be concluded that change is the process that
allows organizations to transform the existing conditions in order to have the
desired future. It has been identified that for better identification and assessment
of environmental changes, the organization can focus on PEST analysis. There are
some factors that management of Royal United Hospital Bath need to consider for
better change management such as quality of care, resource accessibility,
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services and efficiency. Furthermore, the management of Royal United Hospital
Bath can also focus on McKinsey and John P. Kotter’s model of change
management for having improvement in work culture.
20

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