GOSH Business Operations: Change Management, Quality & Role of People

This presentation examines the business operations of Great Ormond Street Hospital (GOSH), focusing on change management and quality improvement initiatives. It utilizes Kotter's 8-Step model to evaluate a transformation change program, highlighting the importance of creating urgency, forming guiding coalitions, developing a vision, communicating the vision, removing obstacles, creating short-term wins, consolidating gains, and anchoring change in the corporate culture. The presentation also analyzes the quality context of the transformation program, emphasizing the goal of decreasing variability and improving patient safety through collaboration and professional engagement. Furthermore, it explores the roles of leaders, managers, and employees in driving and adapting to change within GOSH, emphasizing their crucial contributions to the successful implementation of new processes and objectives. The presentation concludes by emphasizing the importance of enhancing both internal and external consumer satisfaction and provides tools for improving the capabilities of processes and human resources within the hospital setting.

Business operation

INTRODUCTION
 Business operations are considered as activities where businesses engage on regular basis in order to
enhance the value of firm and earns a profit.
 Present PPT focuses on Ormond street hospital which is a children hospital located within the
Bloombury area of London. It was founded by Charles West in 14 February 1852.
 It also focuses on Approaches of change in variety of business, operational approaches to organization
situation, Evaluate transformation change programme using a change model, Role of People in change
management and Analyse quality context of transformation programme

LO 1 Evaluate transformation change programme using a change model
 Here, the programme can be explained with help of kotter change model. It is as below :
 Kotter's 8 Step model of change
 Creating an urgency
 Recognising as well as highlighting the potential threats as well as repercussion that can crop up within
future
 It also examines the opportunities that can be tapped by the effective involvement.
 Begin the honest dialogues as well as discussions made in order to make individuals think over the prevalent
problems as well as gives reasons which are convincing to them.
 Forming powerful guiding coalitions
 It can be done within following ways
 Recognise the effective change within leaders within forms as well as also key stakeholders in order to
request their commitment as well as request towards the whole process.

CONT..
 Developing a vision and a strategy
 It can be done while describing the core values, defining strategies and vision for realizing a change
within firm.
 It assures that change leaders can also examines the vision more effectively as well as within manner
that individuals can easily understand as well as follow those one.
 Vision communicating
 Communicating the vision change and handle the concerns of individuals honestly as well as
involvement.

CONT..
 Obstacles removing
 Assures that firm processes as well as structures are within a place as well as aligned with the vision of
GOSH
 Reward individuals for endorsing change well as supporting within the process.
 Consistent check for people or barriers who are prone to resisting change as well as supporting within
the process.
 Creating short term wins
 It creates short term wins within the early within change process as one can also feel victory within
early stages of change.

CONT..
 Consolidating Gains
 Accomplish regular improvement through analyzing the success stories of people individually as well
as enhancing from such people's experiences.
 Anchoring change within Corporate culture
 It also discuss several success stories associated to begin change regarding each and every opportunity.
 Assures that changes becomes also one of the vital part within the firm's culture as well as visible
within GOSH.
 Assures that support of the existing firm leaders and new leaders consistent in order to extend their
support to the change.

Lo 2. Analyse quality context of transformation
programme
 From case study it can be analysed that a project was initiated. In that it was found that Great Ormand
Street Hospital improved their handover process of patient from day to night teams.
 Besides, there are several issues occurred in regard with quality, culture, handling of patients, etc.
Therefore, in order to solve issues a quality transformation programme was launched.
 Here, the main aim of programme is to decrease variability and improve safety of hospital. This
enabled in improving the flow of patient and safety as well.
 Moreover, the professional will engage by collaborating with various organisation. Hence, it will bring
improvement in different areas such as providing care to patient.

CONT..
 In addition, professionals working in various departments are engaged with each other. They help in
bringing and implementing change.
 So, it leads to effective implementation of change in it. Also, effective working of professionals will
led to proper implementation of change.
 Furthermore, collaboration will improve quality of offering services and safety as well. However,
there will be change in context of quality standards as proper procedure are followed. So, new goals
and objectives will be formed and a drastic change is executed into quality.

LO5 Role of People in change management
In execution of change there are certain roles which need to be performed by staff, leader and manager of
GOSH. It is as follow
 Role of leaders
 Leaders are the one who acts as advocates regarding change at their level within GOSH. They are also
known as the representatives who keep change in front of their higher ups and peers. Leaders are
considered as the face and voice regarding change.

CONT..
 Roles of managers in change management
 It is the manager's accountability in order to bring the staff members go through the change within
good way. As manager has the closest contact with staff members as well as able to explain how
change can impact them individually.
 Roles of employees
 In adopting change staff role will be highly crucial as they will have to perform task in
different ways along with flow of change besides that there overall will change as they will have to
perform task in different ways in GOSH. The roles and responsibilities will transform as well.

CONCLUSION
 From the PPT it had been concluded that to enhance process as well as enhancing consumer
satisfaction both internal and external.
 Also, provides firms to organize tools in order to enhance the capability of the processes human
resource department will assist them in achieving set target as well as objectives in enhancing the
abilities of services provided by GOSH also make sure that the strategies of change stakeholders who
are being involved in process.

REFERENCES
Books and journals
 Aboelmaged, M. and Hashem, G., 2018. RFID application in patient and medical asset operations
management: A technology, organizational and environmental (TOE) perspective into key enablers and
impediments. International journal of medical informatics, 118, pp.58-64.
 Demir, A., 2019. THE IMPACT OF STRATEGIC OPERATIONS MANAGEMENT DECISIONS ON
SHOPPERS'WELLBEING. Asian Academy of Management Journal, 24(1).
 Nurhadi, N., 2019. The Importance of Maqashid Sharia as a Theory In Islamic Economic Business
Operations. International Journal of Islamic Business and Economics (IJIBEC), 3(2), pp.130-145