University Health and Social Care: Facilitating Changes Report

This report delves into the facilitation of change within the health and social care sector, addressing the dynamic forces that necessitate adaptation. It begins by identifying key drivers of change, such as economic pressures, technological advancements, demographic shifts, and government policies, while also acknowledging the challenges these factors introduce, including policy compliance, employee adaptation, and public perception. The report then outlines a strategic approach to measuring change, incorporating regulatory inspections, quality assurance systems, and patient feedback mechanisms. It evaluates the impact of recent changes through metrics like sales figures, death rates, and patient feedback, highlighting both positive outcomes, such as increased productivity and service quality, and negative consequences, like increased costs and employee adjustment issues. Finally, the report examines appropriate service responses to these changes, emphasizing employee involvement in decision-making and the development of change-facilitating leadership within the organization.

Facilitating changes in
HSC
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TABLE OF CONTENTS
Introduction .....................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Key factors that drive change in health and social care ........................................................3
1.2 Challenges the key factors bring to the change in health and social care..............................4
Task 2 ..............................................................................................................................................5
2.1 Strategy for the measurement of change ...............................................................................5
2.2 Measurement of the impact of recent changes.......................................................................6
2.3 Impact of the changes ...........................................................................................................6
2.4 Appropriate service response to recent changes....................................................................7
Task 3...............................................................................................................................................8
3.1 Key principles of change management .................................................................................8
3.2 How change is planned in health and social care................................................................10
3.3 Monitoring of the changes applied in health and social care organization..........................11
Conclusion.....................................................................................................................................12
References......................................................................................................................................13
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INTRODUCTION
In modern era, every organization is required to implement changes in order to
grow and achieve success in long run. The technological, social, environmental and
political factors are the one which force a business to make some changes in its current
practices, policies and strategies. The preset report is based on facilitating various kind
of changes in health and social care. Further, it also highlights some of the key factors
which act as a driving force behind the change along with challenges and issues with
regards to the same. Implementing and managing change in health and social care is
not an easy task and the management is required to be very careful regrading the
same. This report also demonstrate a strategy to implement change, measurement and
evaluation of the impact of change in health and social care. Every change is required
to be monitored so that loop holes can be identified and corrective steps can be taken to
eliminate them. The result of monitoring will be that the health and social care
organization will be able to improve its overall efficiency and will be able to achieve the
desired its aim and objectives regarding change.
TASK 1
1.1 Key factors that drive change in health and social care
Change can be termed as the process of transformation in which modifications
are made in the process, strategies, operations and policies of an organization. The
main reason behind change is to improve the effectiveness and efficiency of
businesses. Some of the key factors which drive changes in health and social care are
discussed below as: Economic: In current scenario, the cost of providing health and social care is
increasing day by day (Oven and Holden, 2012.). Further it is not possible for
organizations to lower down their profit margin. As per the given case scenario, it
has been observed that one of the branch in East London located in Tower
Hamlets is under performing. therefore, it is required to make some changes and
cut down the overall cost.
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 Technological: The branch is using some of the old and less effective tools and
machinery to deliver health care services. Further it has been analysed that it is
one of the main reason why very less people prefer to use the care services of
the branch. It is required by the branch to adapt the changing technology and
stay up graded. One of the main advantage of this is that the branch will be able
to deliver fast, accurate care services to the patients in a cost effective manner.
The use of latest machines and equipments will lower down the overall cost of
organization and will enhance its profit margin. Demographic and culture: Other than economic and technological factors there
are some Demographic and cultural factors also which drive change in
organization (Christensen and et. al., 2006). The branch of health and social care
is under performing and one of the reason behind this can be the public
awareness and aging population. At present there are only few people which are
aware about the care services which is offered by the East London branch of
health and social care.
 Government policy: The changing rules and policies of government is also one
of the factor which drives change in health and social care (The coalition
Government's health and social care reforms, 2015). Thus, it can be stated that
the branch is required to compile with the changing rules and policies which has
been defined in Acts such as Health Act 2006,NHS and Community Care Act
1990 etc.
1.2 Challenges the key factors bring to the change in health and social care
At the time of implementing the required changes it can be stated that there are
some challenges and issues which the branch will face. One of the major challenge
among them will be related to adopting the changed and revised policy of government.
The branch will be required to changes it structure in order to compile with the
government policies. Further it will not be an easy task and will require a lot of time and
efforts. The management of heath and social care needs to be very careful at the time
of making modifications in its existing practices and bringing some new practices
(Singh-Manoux, and et. al., 2005). At the time of implementing the latest technology and
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machines the branch will also face issues regarding employees. It has been observed
that most of the time workers are not able to cope up with the change and because of
which they gets so frustrated that they end up by quieting their job. Therefore, the
management of health and social care will also require to take care of the issues and
challenges faced by the employees. The management will also face challenges while
making the people aware about the services offered. It will be very challenging for the
health care organization to change the perception of people and encourage them to use
the services of health care. Further most of the individual's do not prefer to use the
services until and unless they are suffering from any kind of serious disease. Therefore,
to convince these people and change their mentality will be very challenging. Thus, it
can be stated that the organization will be required to make changes in its machines,
operations, overall strategies and will have to change the perception of people.
TASK 2
2.1 Strategy for the measurement of change
Strategy can be termed as the action plan for accomplishment of the aim and
objectives. In order to implement some changes a strategy has been developed and
some of the key features of strategy are mentioned below as:
 Regulatory inspections- A team of personnels has been created which inspects
all operations and activities of the health and social care organization. Further the
team is also responsible to ensure the fact that all the changes have been made
in desired and in the best possible manner. The inspection will be carried out at
regular basis which will assist in determining the progress of the organization.
 System of quality assurance- As per the strategy a system of quality assurance
has been developed which takes care of quality of services provided to staff at
each and every level. It can be stated that one of the best way to create high
degree of customer satisfaction is by delivering best and the most accurate
services to the patient. Thus, a system of quality assurance has been developed.
 Feedback and comments- According to the strategy, the feedback and
comments are now taken from the patients regarding the quality of services
which has been delivered. One of the main advantage of this is that it helps in
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identification of the level of service and what are the changes which can be done
to improve the services (Dickinson, 2006). The reviews and feedbacks are not
only taken from the patient but are also taken from the family members of the
patient.
2.2 Measurement of the impact of recent changes
Some of the measurement using which the impact of recent changes are be
evaluated are mentioned below as:
 Checking the sales- one of the branch of health and social care is
underperforming and the changes have been made to overcome the same. To
measure the impact of the change, increase or decrease in sale of care services
is one of the parameter. Further decreasing sales will be the termed as the
negative impact of the change. On the other hand, if the sales is increased then,
it can be stated that the change has positive impact. After implementing the
changes, it has been observed that there has been almost 25% increase in the
number of patients.
 Checking death rates- The impact can be also determined by analysis of the
death rates (Munn-Giddings and Winter, 2013). Further it has been found that the
death rates has been declined after the changes which is sign of the fact that
service quality has been improved and high degree of customer satisfaction has
been achieved.
 Feedbacks- The feedbacks which has been taken from the patients highlights the
fact that the services of the health and social care organization has been
improved to a great extent. In addition to this, by the feedback and reviews of the
patient, it can be also stated that they are satisfied with the quality ,speed and
accuracy of the care services.
2.3 Impact of the changes
It has been found that the changes has impacted various activities and
operations of the health and social care organization. Further it had both negative and
positive impact on the operations. In terms of positive impact it can be stated that the
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workers have become more productive and efficient. Some modern tools and machines
are implemented in the organization and training regarding the use of same has been
provided to all the workers. Thus, it can be said that now the employees are well up
graded with the latest technology and have become more productive. Another positive
impact of the change is that it has improved the overall service quality of the health and
social care. The number of visitors has been increased drastically and there has been a
significant increase in the patients. The service delivery has been also improved and the
patients are now delivered with some fast, accurate and modern services. In addition to
this, all the services are now well organized and thus, the staff members do not find it
difficult to deliver care services. The patient are treated well with care and proper
guidelines are provided to them regarding the precaution which needs to be taken care
after any kind of operations. On the other hand, there has been some negative impacts
of the change. Some employees are not been able to cope up and adopt the change
and it has lower down their overall productivity. Further, the cost of has been increased
as huge amount of financial resources has been invested in the purchase of modern
tools and machines.
2.4 Appropriate service response to recent changes
The service response to the change can be observed by the fact that the entire
policies and procedures has been changed in the health and social care organization.
Further earlier the employees were not involved in any kind of decision making process
but now the things has changed. The staff members of health and social care are
encouraged to give their views and opinions regarding how the services can be
improved and high degree of customer satisfaction can be achieved. It can be also
stated that the employees are the one which comes in the direct contract with the
patients and thus, it was required to encourage them to give their views and
suggestions. The health and social care organization has also developed some leader
which leads people from the front and encourage them to give their best. One of the
main advantage of this is that it will help in future changes and a leadership which
facilities change has been developed in the organization (Ryan and et. al., 2008). The
changes has helped in creating high degree of satisfaction among both customers as
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well as employees. In addition to this, it can be stated that the benefit of this will be that
it will assist the health and social care organization to grown and develop easily in long
run. It has improved the service quality and now the organization is able to deliver fast
and accurate services to the patients. The level of satisfaction among customers has
been enhanced to some extent.
TASK 3
3.1 Key principles of change management
Change management is defined as the process in which deals with the
management of transformation within organization. At the time of implementing any kind
of change, businesses are required to develop appropriate process of managing the
change. For this aspect various management models can be used such as Kotter eight
's model.
The key principles of change management as per the Kotter eight step model are
mentioned below as:
Create urgency- In order to make the required changes in health and social care
organization, first the manager needs to create urgency (Singh-Manoux and et. al.,
2005). Further it can be stated that the change can be successful only when the entire
organization really wants it. Other than this, the organization can also identify some
opportunities regarding the change which can be exploited. The health and social care
organization can also request customers and its other stakeholders to give their
valuable views, opinions and suggestions.
Forming a powerful collision- As per this step the organization will be required to
convince the staff members that the change is necessary. During this stage strong
leadership and support from the key people of health and social care organization
(Cummings and Worley, 2014). The organization will be required identity key and most
effective leaders. Further it will be also required to ask these people to give their
emotional commitment and best efforts t regarding implement and management of
change.
Creating a vision for change- The organization will also required to create a vision for
change which will state what the health and social care organization ultimately wants to
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achieve (The 8-Step Process for Leading Change, 2015). The organization will need to
develop an effective strategy in order to accomplish the vision regrading change. In
addition to this, it will also need to determine what are its short term and long term goals
regrading the transformation within organization.
Communicating the vision- After developing the vision for change, the organization
will be required to communicate the same to each and every employees. One of the
main advantage of this is that it will help the workers to cope up and adopt the change
(Gaile, 2013). Further the most important thing which needs to be taken care of is that in
this stage, the health and social care organization will be required to address the
queries and doubts of its staff members. It may happen that some people react very
negative regarding the change and thus, it is required by companies to discuss the
reaction of people at the time of change. While dealing with people, the management
needs to make sure that all the doubts and queries of are resolved in best possible
manner. Further, organizations needs to ensure that the employee do not have any kind
of negative feeling or perception regarding the change.
Removing obstacles- In this strategy, the organization will be required to develop
some effective leaders who will be responsible to implement and manage change (Oven
and Holden, 2012). Further it can also reward and recognize its employees for making
the change successful. The benefit of this is that it will help in creating high degree of
employee satisfaction.
Creating short term wins- The organization needs to create some short as well as
long term goals. One of the main reason behind this is that when short term goals will
be achieve as sense of motivation is going to be developed in employees (Wanberg,
2012). Further, this will results in accomplishment of the long term goals easily.
Build on the change- As per this step, the organization will be required to build on the
change deeply. It has been observed that most of the change become complete failure
because people starts celebrating its success too early. What the organization can do is
that after every short term win, it can analysed what areas the one which still needs
improvement.
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Anchoring the change in corporate culture- it can be stated that in order to make
change permanent, the organization in health and social care will be required to make
the change as one of the core part of its management (Melamed and Scott, 2012).
Further at the time of hiring new people it will be required to communicate the change
ideals and values to them so that the new employees can become aware about the
same.
From the above model, it can be concluded that organizations are required to
provide lot of efforts and time in implementing and managing change. After creating
urgency, it is required to from a collision in which all the staff members are required to
be communicated about the requirement and need of change. A vision of change needs
to be developed and it should be communicated at regular intervals. Further one of he
most important part of the entire process is that the queries and doubts of the
employees are required to addressed and resolved in best possible manner.
3.2 How change is planned in health and social care
Change can be termed as the process in which an organization make
modifications in its process, strategies, management, policies in order to improve them.
In health and social care organization the plan for change is provided below as:
Recognize the need for change- The plan for change begins with identification of the
need of change. The organization in health and social care needs to identify that what
are the areas which needs to be improved (Phipps and Parker, 2013). In modern era,
every business is required to stay up graded so that it can survive in stage of intense
competition. There can be some internal as well as external factor which can force
organizations to implement change.
Determining the goals and objectives- After identification of the need, the
management of health and social care organization are required to determines its core
goals and objectives behind the change. This will assists in determining effective
strategies and implement the modifications in best possible manner (Srivastava and
Gimson, 2013). Other than this, the organization is also required to take care of the
development needs of its staff during the time of transformation.
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Developing action plan- It is termed as one of the most important stage of any kind of
change plan. The organizations in health and social care needs to determine an
effective plan using which it will implement change in its management. In aspects of
this, it can take opinions and suggestions from managers and employees (Crollard and
et. al., 2013). Further consultation from agencies which deals with change management
process can be also taken.
Implementing the change- The implementation of change begins after the
development of action plan. It can be stated that, in this stage, the organizations of
health and social care can develop a team of people which will manage the entire
change. This team will also support other employees to cope up and adopt the
transformation.
3.3 Monitoring of the changes applied in health and social care organization
The process of observing progress of something over a given period of time is
termed as monitoring. In addition to this, it can be stated that the process of monitoring
is one of the most important factor which determines the success or failure of change
(Kohli and Passegué, 2014). Most of the transformations fail within organizations
because people are not been able to observe the progress of the same. As per the
provided case, the health and social care organization was going through decline as its
sales were dropping continuously.
The changes have been made in operations and some of its activities so that
high degree of customers satisfaction can be achieved and sales can be increased.
One of the main objective behind change was to improve the overall efficiency and
effectiveness of the organization (Hine and Mitchell, 2014). Thus, in order to monitor the
same, efficiency of organization can be measured. In this aspect, cost benefits can be
one of the parameter which can be measured. Further cost benefit is termed as the
process in which the cost effectiveness of a particular process, activity or operation is
analysed (Melamed and Scott, 2012). The result of this will be that the organization will
be able to determine whether the change has provided desired results or not.
Other than this, referral rates can be also checked which will help in determining
the degree of customer satisfaction. The increase in rate will be the sign of high degree
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of customer satisfaction. Time taken to complete one case, waiting and response time
are also some of the parameters which can be measured in order to monitor the
change.
On the other hand, the health and social care organization can also carry out
survey at staff level to determine whether the employees are satisfied with the change
or not. The workers of any organization are considered as its biggest and most valuable
assets. When changes are implemented in businesses, it has been observed that most
of the employees are not able to cope up and adopt them and they finally end up by
quieting their job (Singh-Manoux and et. al., 2005). Thus, the survey will health and
social care organization to monitor and determine the positive or negative impact of
change on its employees. In case of negative impacts, it will be required by the
organization to take corrective steps and make it convenient for the staff members to
cope up with the transformations.
CONCLUSION
From the above report, it can be concluded that change are very important for
every business. The competition in health and social care industry has become so
intense that it is not possible for organization to grow and survive easily in long run.
From the above study, it can be also evaluated that there are some external as well as
internal factors which encourage business to make changes. As per the provided case
scenario, one of the branch of health and social care located in east London is
underperforming. Thus, it is required by the management to take some corrective
measures and make changes in order to enhances its performance. It can be also
concluded that at the time of implementing the change, there will be some issues and
challenges faced by the organization which will be required to overcome. It can be
stated that the impact of change is that this will help the organization of health and
social care to improve its effectiveness and efficiency. Other than this, it can be also
evaluated that monitoring of the entire change will be also required in order to get the
desired and best possible outcomes. Organizations also need wait for the response
time which is the time of taken for change process to get completed. The waiting time
for response also includes the time which an employees take to cope up with the
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change. On the other side of this, the referral rates can be also taken into consideration
for monitoring the changes applied in health and social care organization. Furthermore
high referral rates will mean that the changes are done in positive manner and it has
improved the activities, process and efficiency of all the workers.
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