Facilitating Change in Health and Social Care: A Report

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FACILITATING CHANGE IN HEALTH AND SOCIAL CARE
Table of Contents
FACILITATING CHANGE IN HEALTH AND SOCIAL CARE...............................................................1
Introduction.............................................................................................................................1
Task 1.............................................................................................................................................3
1.1.......................................................................................................................................................3
1.2.......................................................................................................................................................4
Task 2.............................................................................................................................................5
2.1.......................................................................................................................................................5
2.2.......................................................................................................................................................6
2.3.......................................................................................................................................................7
2.4.......................................................................................................................................................8
Task3..............................................................................................................................................9
3.1.......................................................................................................................................................9
3.2.....................................................................................................................................................10
3.3.....................................................................................................................................................11
Conclusion.............................................................................................................................12
Reference..............................................................................................................................13
Introduction
The basic element for transformation is known as change. Facilitating change is defined
as a process by which major changes in the system can help in achieving the
appropriate quality of services provided to the service seekers. The basic aim of the
assignment is to focus on the factors that are responsible for getting the desired change
in the health and social care services. Along with this discussing the evaluating change
that is made in recent workplaces. The complete change in the organization is important
to maintain the quality standard of services as well as the dignity of the organization.
The assignment also focuses on changes brought in the behaviour and thought the
process of the health care workers and professional which end up in delivering better to
the patients In overall caretaking. It is suggested that the policies and the regulation of

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the organization should be altered and updated frequently according to the demands of
the services seekers and in order to satisfy their needs.

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Task 1
1.1
In order to meet the needs of the patients and to satisfy patients with the quality of
services, it is required that desired changes are accepted in the organization. In this
section, we discuss the factors, which are responsible for the changes in the social and
health care sector (Cameron, Lart, Bostock and Coomber., 2014). There are internal as
well as external factors, which influence the changes to be taken in health care
organizations. The professional concerned changes and factors are a part of internally
influencing factors which include the events happening within the organization or care
homes which include infectiveness, strength, weakness, inefficiency etc., while the
factors that are affected by the occurring change in the legislation, expectation of the
services, quality of technology and also changes seen in the political activities are the
externally effected changes I health care workplaces. The change in the management
and the regulation of the organization are the internal changes while the changes
experienced in the system and the legislation are the once that are externally acting
factor of change. The analysis of the factors can be done by PEST analytical tool (Curtis
and Burns., 2015).
PEST stands for political, economic, social and technological and this factor influences
the health care sector in many ways
Political factor: in order to provide a better quality of standards to the service seekers
various policies and laws are been introduced by the government which take initiative
for better health care services. The government introduced THE HEALTH AND SOCIAL
CARE ACT 2012 and THE CARE ACT 2014 in order to provide equal rights of services
to all the people of the society with the quality of treatment ad care they require ( Ho.,
2014).
Economic factors: it includes the internal resources, funds and taxes of the health care
organization as given in the case history that local authorities are dealing with great
funding issues with demographic pressures. Such factors affect the quality of services
delivered to the patients.

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Social factors: the factors that are related to the cultural believes and values of the
people of the society are the social factors that influence the change in the health care
sectors (Ollila, Baum and Peña., 2013).
Technological factors: with the advancement in the science, health and social care also
needs an update with the technologies like digital report making and digital record
keeping etc., which can help the health and social care sector work more efficiently with
better outcomes (Sittig and Singh., 2015).
1.2
The health and social care sector has to deal with various challenges when it comes to
providing satisfactory services to the service seekers (Patel et al., 2013). As the lashing
changes in the health care organization is not a smooth journey as always seen. The
given case history signifies that how the lack of funds has affected the health and social
care services for the patients when a study was done in The King's Fund and Nuffield
trust home by the four local authorities. The changes in the organization can actually
support the staff and professional with their skills and also provide them with various
opportunities but all these come with the unidentified challenges that are to be faced.
These challenges and barrier not only affect the standards of quality services but it also
restricts the care homes and organization to accept the new changes which are actually
for the benefit of the management as well the staff. Such barriers include lack of trained
staff, lack of labours, inadequate funds, also lack of understanding within the staff to
accept and adopt the desired changes applied (Amarasingham, Patzer, Huesch,
Nguyen and Xie., 2014). The challenges can also be against any social, political,
economic or technical factors of change. For instance, if the care act 2014 given by the
government for the welfare of the people of the society is not applied in the proper way
then the organization might face various difficulties in serving better quality of services
to the patients. Similarly, if the funds provided by the senior authorities are lacking then
this will result in lesser staff in the organization and these staff will with loaded with
more work responsibilities, which will result in inefficient work quality and services
towards the patients.

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Task 2
2.1
There are various organizations working in the UK which support and deliver care
services to the services seekers which include NHS care trust along with many other
health cares services providing organizations (Cummings and Worley., 2014). In order
to implement the changes in the organizations, there is the requirement of the huge
amount of money and time as it is not an easy journey, there are various other hurdles
as well which act as a barrier in the implementation of the desired change in the health
care sector. In order to overcome this, there are various measures and strategies that
were worked up on to achieve the respective change in the sector. Certain strategies
are:
 Timely inspection
 Proper feedback from the patient and relatives
 A ready back up plan
 Proper fun utilization
 Technological aids
 Appointing a health care supervisor
By the above-discussed strategies, the changes that can be achieved in the health
acres sector can be described by Lewin’s model of change management. This model is
known as unfreeze-change-refreeze, which denotes the three states of changes that
can be taken into consideration (Shirey., 2013.).
Unfreeze shows the need to understand why the change is required in the organization
by understanding the current state of the organization. For instance currently, there is
lesser no. Of staff in the organization to deliver services to the patient hence it is
required to identify why is this so and what changes might improve in the staff number
and work efficiency.
Change is required to be understood by the staff and management such that they need
to accept it that it is for their own benefit and the benefit of the patients who are been
served with services by the organization. and in the given case it is because of the

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inadequate funds that the staff are insufficient in number and the services they provide
are inefficient (Sutherland., 2013.). Hence major changes are required on how the funds
can be increased and how can they be utilized properly.
Refreeze is the stage which comes when the changes are identified and implemented
by the organization for the benefit of the service providers as well as the service
seekers as its now time where the organization is ready to refreeze where it is required
to identify ways in which the changes can sustain for a longer time (Wojciechowski,
Pearsall, Murphy and French., 2016.).
2.2
In the health and social cares sector, various steps and measures are taken in order to
evaluate and monitor the impacts of the changes which are brought in the organization
in terms of providing better health and social care services to the service seekers
(Chen, Ou and Hollis., 2013). Such measures taken are conducting timely surveys to
monitor whether the changes implied are actually being beneficial or not to the service
providers and service seekers. Various feedback forms and complaint boxes are
provided to be filled by the patients and their relatives to understand where the
organization is lacking in fulfilling the desired needs of the patients even after
implementing the change, face to face interviews can be taken by the authorities to
know the views of the patients on the quality of services provided to them, it is always
required to satisfy the staff with salary as well as with the basic requirements it is
necessary to evaluate whether the changes implied are actually understood by the staff
or not and how they are implementing it for their benefits while serving the patients
along with this it is required to evaluate the level of satisfaction the service users have
achieved after the implementation of the changes which are actually done for serving
better quality and standards of services to the patients (Numerato, Salvatore and
Fattore., 2012). We also have attempt survey in NHS trust Campaigns, which help in
enquiring about the services provided by the service providers this resulted helpful in
collecting information regarding staff opinion about the changes implied with respect to
the services which are to be provided to the service users.

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2.3
In the health and social care sector measurement of the changes implied is seen as an
important aspect now looking forward to the next step is the impact of these changes
that are made on the working system of organization, staff, health care professional as
well as the patient who are the health care service, seekers (Best et al., 2012).
Evaluation of the impact of the changes can be done by observations, documentation or
inspection of the changes that are done by comparing it with the outcomes of the
desired made changes. The outcomes from the patients can help in deciding whether
the changes made are implied appropriately and if so are they actually beneficial to the
patients. Better outcomes are the impact of the changes that are implied and it directly
affects the growth of the organization, better staff satisfaction and better quality of
services, which will be delivered to the patient and the referral patients through the
current patients will increase (Lorenzi and Riley., 2013). This will increase the demand
and name of the organization in the market and the overall growth of the organization
will see to be improving. The reviews from the staff and the other employees is another
way of evaluating the impact of the change as if the employees are satisfied and are
efficient enough in providing better services that clearly denotes that they have
understood the changes and are comfortable enough to adopt it in their daily practices
(Hanleybrown, Kania and Kramer., 2012.). as seen in the given case study where the
staff are less efficient, it is important to train the staff with respect to specific practices
and provide them with appropriate recourses these changes will help them be more
efficient towards providing a better quality of services to the patients. And the correct
use of recourses and proper training skills will help the service providers reduce the
excess load of work as with the implied changes they will be able to work efficiently in
lesser time.

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2.4
The changes that are seen in the sector of health and social care has demarcated the
working of NHS, kings trust and Nuffield trust together. And this has resulted in
enhancing the overall quality of services by initiating various strategies in health and
social care organizations (Batterham et al., 2016). The changes which are been
facilitated by the authorities show growth and success only when the responses and
feedback from the employees, staff, health care professionals as well as service
seekers come out to good and satisfactory. The case study shows that In mostly all the
organization of UK there are insufficient staff as due to lesser wedges the staff turn over
from the job and this affects the efficiency in services provided to the service seekers as
well as burdens the lesser remaining staff, all these is due to the lack of funds offered to
the organizations (Curtis., 2013). It is suggested that if the changes with these issues
are given a thought properly and implied appropriately there can be a better evaluation
of such barriers in the growth of the health care sector. The service users or the patients
are also required to adopt the changes implied for their own benefit as at times the
service providers are ready to cope up with the changing strategies but the servicer
users deny to accept the change which results in a difficult situation for the health and
social care organization and management. It is necessary that the staff and
professionals are well skilled for which various training sessions can be organised by
the health care organization and help the officials with polishing their skills and result
with a better outcome of their practices by providing high standards of quality services
to the patients (Bowling., 2014).

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Task3
3.1
The initiation and management of change in an organization are called change
management. It can be defined as the management of changes that are been applied
by the authorities for the benefit of the organization and staff in the running system. In
order to follow the changes, it is required to keep in mind all the guidelines set by the
legislation (Nancarrow et al., 2013). And better outcomes and results can be achieved if
the changes are followed and implied appropriately in the workings system.
Understanding the relationship between the service provider and service seekers,
communication and proper understanding, the right to information is seen as the basic
key of change management (Taylor., 2015). Different organizations follow different
change management keeping in mind the guideline already set. Widely used models of
change management by the organization are Lewin change model, Kubler Ross five-
stage model, Nudge theory etc.
As we already discussed the Lewin’s change management model, we can also see the
Kubler Ross five-stage model of change which includes 5 stages that are
 Shock: it is short of defence which gives us digest the changes implied while we
move to the order stages
 Anger: it is a reaction when we understand that the change is for real and the
shock is converted into anger for acceptance of the change
 Bargaining: it is a reaction which is to postpone the acceptance of the change
and try to ignore the change and find any better solution to let it go
 Depression: this when we realise that the bargaining will not work any more and
there is no option other than taking steps towards acceptance of the change may
it cost anything (Sheehy., 2012).
 Acceptance: it when the change is accepted and the staff and other service
providers realise that the changes implied are for their benefit and they move in
with the change.

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3.2
The changes which are implied in the sector of health and social care can lead to better
feedback and outcomes when appropriate and necessary planning is been done by the
authorities before taking any step. The planning and the management of the implied
changes should work as per the regulation and desired demands of the health care
organization (Brett et al., 2014). In order to achieve better results with the changes
implied different approaches are considered to plan the changes. The quality of
leadership and management is set to be a very important factor in recent times where
staff are not well trained and the origination lack in quality of resources. As the taking
leadership is important to take initiative in planning and managing implemented
changes. The plan implemented can be:
 Plan for stakeholder management: it is required to jot a proper plan for the
management of stakeholders as a lot many people will be affected by the
process of implementation of changes in the health care sector. It is important for
the organization to identify the requirements of the stakeholders before the
change is been initiated so that it changes can be beneficial and adopted by all.
The impacts related to the changed are guided by CQC (Batterham et al., 2016)
 Plan for communication: the key factor towards implementing change is proper
communication as the service users are well as service providers should be
explained the desired changes with the vision of the benefits they receive by the
changes clearly so that they adopt and support the changes implied.
 Plan for act: the plan of action is said to be the most important step towards
initiating a change. It signifies the requirement of aims, objectives and purposes
of the change program by managing every activity that is considered to the
change applied (Bloom et al., 2012).

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3.3
In order to evaluate or monitor the recent changes that are applied in the health and
social care, the sector is important to execute the changes and then monitor the
effectiveness of these changes if they outcomes are turning out to be positive or
negative. Changed can be evaluated by maintaining information ad records,
documentation and evaluation of the collected data (Goodwin et al., 2012). Some
approaches that can be done to evaluate the changes applied in NHS trust are:
 Survey: the survey is considered as the best way to monitor the changes made in
the organization. in order to achieve it, the team has to take feedbacks from the
service users in the form of feedback forms as well as face to face questionnaire.
This help in understanding the requirements of the patients and collected data
can help monitor the effects of changes (Free et al., 2013).
 Observation: seeing and hearing and then collecting the relevant data to evaluate
the effectiveness of the changes applied in the organization is done while
evaluation by process of observation. An observer can be appointed for such
evaluations.
 Issue monitoring: this can help in identification and evaluation of issues which are
small now but later with time can become big enough to hamper the changes
which are set for the benefit of the organization (World Health Organization,
2016. ). such things can be overcome by training staff and educating them more
about the skills.

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Conclusion
The assignment concludes on understanding how the changes which might be applied
by the organization can help the staff, professional and help them serve better quality of
services to the patients. It also describes the hurdles faced by implying these changes
and how they can be overcome. The assignment also discusses the change
management and monitoring of these implied changed to avoid any future problems and
to measure the effectiveness of these changes.