Facilitating Change in Health and Social Care: A Comprehensive Report

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UNIT 26 FACILITATING CHANGE IN HEALTH AND
SOCIAL CARE
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Table of Contents
Introduction......................................................................................................................................3
Part 1................................................................................................................................................4
Part 2................................................................................................................................................6
Part 3..............................................................................................................................................10
Conclusion.....................................................................................................................................14
References......................................................................................................................................15
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Introduction
Health and social care industry are one of the most growing and vastly changing industries
among all the other sectors as well. In this report, the different aspects of the change
management will be discussed in this report. The key factors which are responsible for changes,
the challenges while running those changes, strategies for measuring those changes along with
their impacts will be discussed in this report. The responses from the health & social care
industry will be explained, as well. In this report, change management, their impacts, and
monitoring techniques will be addressed adequately in the context of health and social care
industry as well.
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Part 1
1.1 explain the key factors that drive change in health and social care services
Transitions are the result of significant opportunities and threats due to the external environment.
Changes can be said to be driven by various factors, whether internal or external, to the
organization. Internal factors are those who take place due to managerial choice, action, and
perceptions as the managers of the organization keep a close tab on everything and identify the
things that need to change. There are drivers outside the organization too that affects the
organization's operations, e.g. political activities, technological change, quality standard, etc. The
changes or the responses to these factors include changing processes, strategies, etc.
For a health and social care services organization, it is also necessary to keep a tab on the
internal as well as external environment to work correctly. This could quickly be done by SWOT
analyzing the organization regularly. In the case study, the Care Act 2014, was an active and
significant social care reform but gradually the doubts were arising about the financial feasibility
as the staff was not willing to work for low pay. Then again, another factor of competition with
retail and service industries and also the NHS aroused the tension. The SWOT analysis would
have helped the Trust to monitor its environment. Introducing new technology like e-
communication and tracking the records electronically will make the employees learn something
new and increase their knowledge, which will gradually result in driving changes in healthcare
services. Legal guidelines are to be followed and not be offended by any health and care services
to get positive results.
Health and care services are affected by all the above factors, whether it be political,
technological, legal, cultural as well.
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1.2 assess the challenges that key factors of change bring to health and social care services
Making the changes in the strategies or the processes of the organization is not always easy for
the organization as they may face many challenges. Starting with a significant problem of limited
resources like in the above case study, they lacked human resources after a certain period
because of their financial resources. Then one needs proper investment for the changes to take
place. There needs to be an appropriate budget for changes to happen, but in the case to the trust
above the problems were in financial aspect only so there was no budget kept aside for that.
Another challenge could be gaining the support and cooperation of the stakeholders affected.
Employees being a stakeholder for the organization want to warn enough to feel security and
stability. In the above case, the staff was unwilling to work for the organization for the low pay
made available by the councils. Employees especially may resist the changes as the future or
established relationship may remain ambiguous and unclear, and if it threatens their job security.
The challenges cured quickly, especially when we are talking about health and care services so
that it works positively and smoothly.
Any resistance by employees or any concern can hamper the work. Keeping a close tab on
economy and efficiency is also a challenge, and we cannot compromise on that. Health and care
services must work efficiently to gain trust. The changes should never be ignored and handled
correctly as it could prove a drastic step for the organization.
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Part 2
2.1 devise a strategy and criteria for measuring recent changes in health and social care
Measuring changes which are running in health care industry will be the most helpful thing if
changes will be measurably effectively as well because it helps to shape and make the strategies
for better implementation of them in the health care industries as well. Research survey will be
the most effective strategies for measuring the changes as well for NHS because the organisation
has been dealing with different financial issues as well. It will be helpful to collect reviews and
compare the differences with each other, which will help to make better strategies for the
organisation as well. It helps to better evaluate the attitude, opinions, beliefs, behaviour and
demographic preferences as well which is one of the essential things to measure the changes
effectively (Simms, et. al., 2018). In health and social care industry, it will be very helpful to the
companies if they can observe and collect information about the employees’ preferences and
their beliefs or behaviours as well. In NHS, research survey will be helpful to collect and
understand the all required data or information which helps to evaluate the changes and their
impacts which are running in the NHS recently as well.
In a research survey, the company can easily ask some of the most basic and impactful questions
which would be answered by ranking, scales, and checklists as well which will be helpful to
understand that the impacts of changes going on in the organization as well. It provides
information about some important factors such as attitude, preferences, and behaviours as well,
which helps to re-set the changes of strategies as well (Simms, et. al., 2018).
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2.2 measure the impact of recent changes in health and social care services against set
criteria
Measuring the impacts of the changes running in the organization will be very important because
it is one of the most effective tools in order to manage the outcomes from the strategies as well.
The following are the impacts of changes measurement in the organisation.
Employee satisfaction: it is one of the important measurements when it comes to measuring
changes in the organisation as well. Especially in the health care sector where the employee
turnover rates are high, it will be highly required that employees must be satisfied with the
companies policies so far. It will be helpful to indicate the impact of running changes in the
companies as well. If the companies are running some of those changes which makes the
employees satisfied with the company, it helps to understand that the changes are making some
positive changes in the organisations as well (Ogbonnaya, et. al., 2018). It is one of the most
importantly required factor in the organisation for operating its operational activities successfully
because, without their support, it would be difficult for the health & social industries to manage
their work successfully as well.
Customer satisfaction: customers are an important part of the organisation. It will be helpful to
the companies because if the customers are satisfied with the company, it indicates that the
customers are positive about the changes as well and if not that means changes are not impacting
positively as well. As mentioned above, if the customers are satisfied with the company, it will
indicate that the customers are satisfied with the changes in the company as well (Meesala &
Paul, 2018).
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2.3 evaluate the overall impact of recent changes in health and social care
In health & social care, the changes are making huge changes which are running recently within
the industry because the health and social industry have been facing many different changes. The
industry has been going through different changes because it is one of the most important
industries and could easily get affected by the changes running around as well. The following are
the overall impacts of changes in the organisation in health & social care industries as well.
Cost-efficient – Some changes could be the most helpful to the organisation because those
changes would help the organisation to reduce the changes in the companies and make them
more cost-effective as well. Cost efficiency is an important aspect of the success and growth of
the organisation as well. In today’s competitive market, for running and operating the business
successfully, it is very important that the company make effective financial management while
running its business (VanBaal, et. al., 2018). Those changes would be helpful to the company to
become cost-efficient for its future operations as well.
No longer waiting time – With the help of ongoing running those changes in the health & social
care, the waiting time of patients has been reduced at some level because earlier patients have to
wait for many things for different treatments such as different tests, surgeries and other things as
well. The changes were helpful in reconstructing the organisation, which made the organisation
successful in reducing the waiting and response time of the patients in the organisation as well.
Increase of efficiency organisation – those changes will bring efficiency in the organisation and
its activities as well. It helps the company to reduce the wastage in the company and make
effective usages of the resources in the company as well. It will be helpful to the NHS to make
its employees more productive and effectively working for the company. Besides this, it will
help to develop and maintain effective customer satisfaction in the organisation as well which
plays an important role in the company’s growth and success or development as well (Shishkin,
et. al., 2018).
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2.4 propose appropriate service responses to recent changes in health and social care
services
There are several different types of responses which are associated with the changes running the
health and social care industry in the country. The responses could vary from time to time and
situation to situation as well. Those responses could be related to the management, service users,
staff and other different members of the organisation as well. The following would require the
best possible response to the NHS according to the running changes in the company.
The policies and procedure would be clearly explained and updated according to the new
amendments in the organisation. It will be helpful to the company if it will be able to provide
necessary information to the employees and other associated members as well. Information flow
will be helpful to manage with clear policies and procedure as well.
The leaders must encourage employees to adopt those changes quickly as well. It will be helpful
to the staff members to improve efficient working in the company (Carlucci, et. al., 2019). It
helps to provide effective guidance by the leaders to the employees of the organisation as well. It
will be helpful to encourage employees quickly and improve the quality of the work as well.
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Part 3
3.1 explain the key principles of change management
Change management isn't easy but is under the guidance of certain tested principles as well as by
evidence. There is a model of Change Management, which is believed to be very effective and
includes eight steps. These eight steps are categorized into 3 phases: 1- Creating a climate for
change, 2- Engaging and enabling the organization, 3- Implementing and sustaining the changes.
This model states that changes can be effectively implemented if situational and emotional
components are addressed.
In phase one- This deal with an emotional side. Stakeholders and employees of the organization
must be ready for the changes.
Phase two- Here, the emphasis is on involving the employees in the process of planning,
evaluating and implementing the program.
Phase three- The change leader is responsible here for making sure that the implementation is
going as per the planning and fasten the change momentum or speed by focusing on problem,
solution and individual behaviour.
In health and care services, these are important and could be achieved by empowering other
stakeholders to take action and accomplish the objectives and by communicating their future
state in the organization. In the above case, management could change as an employee to see
what all changes and why these changes need to take place. The change leader must also
celebrate the victories when milestones are reached. To integrate new changes in the
organizational culture, the workers need to be trained again, and assistance should be provided
again to cope up with the changes going on.
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