Report: Facilitating Changes in Healthcare Organizations

This report examines the process of facilitating changes within healthcare organizations, using the Local Sanctuary Action Group as a case study. It identifies key internal and external factors that drive change, such as government policies, economic conditions, social needs, technological advancements, and skills development. The report also explores challenging factors, including resource allocation, employee support, and communication gaps. Furthermore, it outlines strategies and criteria for measuring the impact of recent changes, such as benchmarking, feedback mechanisms, rating scales, and performance comparisons. The analysis highlights the positive impacts of changes, including improved efficiency, enhanced patient satisfaction, and workforce morale. The report concludes that healthcare firms must embrace diverse changes, employing effective monitoring techniques to ensure long-term sustainability and improved work standards. The report emphasizes the importance of analyzing both current and previous processes to resolve issues, and the significance of benchmarking and other factors for better improvements within healthcare organizations.

FACILITATING CHANGES
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TABLE OF CONTENTS
INTRODUCTION.........................................................................................................................................2
TASK 1..........................................................................................................................................................2
1.1 Key factors that drive changes.............................................................................................................2
1.2 Key challenging factors change bring to health and social care services............................................3
TASK 2..........................................................................................................................................................4
2.1 Strategy and criteria for measuring recent changes.............................................................................4
2.2 Measuring impact of recent changes....................................................................................................4
CONCLUSION..............................................................................................................................................5
REFERENCES..............................................................................................................................................6
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INTRODUCTION
Change is the transitional and dynamic process through which organizations can
transform its operation from current state to desired outcome. Before implementing
modifications it is necessary to look upon its negative and positive aspects as these changes
impact on service users and providers both (Adler and Kwon, 2013). In present study, the Local
Sanctuary Action Group is considered as organisation in order to develop better understanding
regarding facilitating changes in health care organisations.
TASK 1
1.1 Key factors that drive changes
There are number of factors which need to be referred effectively in order to have
understanding about changes that affect working of HSC (Health and social care). It can be
classified into internal and external factors which are associated with the working of Local
Sanctuary Action Group. It has been witnessed that internal factors can be controlled by the
management but changes in external factors impact more significantly over work culture
(AnAaker and Elf, 2014).
In addition to this, it can be said that changes in government policies affects significantly
over working of Local Sanctuary Action Group. If government has employed new standards in
regard to patient’s safety then it is essential for management to ensure that they are being
followed. It is necessary for health care organisation to have application of legislations so that
needs of service users can be accomplished in desired manner (Berthold, 2016). Health Act 1999
and Community Care Act 1990 are two essential legislations which help Local Sanctuary Action
Group to improve service quality. Along with this, changes in economic conditions also affects
the work style of HSC sector. For example, the UK economy is facing an issue of low income
level which has affected the access to health care services in negative manner. In such aspects
the health care firms like Local Sanctuary Action Group must offer free treatments or financial
support to patients in order to meet the needs.
Moreover, social needs changes also impacts the work culture of Local Sanctuary Action
Group which need to be referred effectively. It has been noticed that there are various employees
who are associated with different cultural values. It means that management need to understand
the changes in social perception of employees so that better outcome can be attained (Grünerbl
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and et.al., 2015). It will allow to improve the treatment process so that long term sustainability
can be maintained.
Use in technology also affects the development and treatment process within HSC. For
example, number of tools and equipment are being introduced day by day for better
identification of health issues. By having an application of such changes on frequent basis the
effectiveness can be advanced. Although, it also increases the costing issue due to improper
reference of skills among employees. In addition to this, it can be said that skills development is
also factor that affects the working of Local Sanctuary Action Group. If number of skilled
workforce is less within organisation then it will affect the effectiveness of work process
(Jeffreys, 2015). Increased level of awareness about treatment standards is a change that allows
professionals to ensure that proper assistance is being provided to employees.
1.2 Key challenging factors change bring to health and social care services
In addition to this, it can be said that by having an improved focus on diverse factors the
health care services can be accomplished. Classification of factors can be as resource allocation,
employee support, communication, etc. However, these factors can also impact the working
aspects within Local Sanctuary Action Group. It has been noticed that if resource allocation is
not appropriate then it will impact the work culture. For example, the sufficient skilled workforce
is not available then it will affect the effectiveness of overall process. Along with this,
organisation has limited staff members, limited economic and technological equipment's (King
and Moulton, 2013). Such kind of aspects affects the work process in negative manner. By
having an enhanced focus on the continuous improvement in regard to such factors the overall
process can be improved. If Local Sanctuary Action Group is not having proper funds allocation
then staff may face issues in terms of medicine purchase. Also issue of salary of employees can
be raised which will affect the overall development.
Along with this, employee resistance is also a factor which might affect the treatment
process effectiveness. If employees are not providing support to the change then it will decrease
the service user satisfaction because of lack of standard working. If proper training is not being
provided to employees in respect to the change then it will also affect the development. For
example, Local Sanctuary Action Group has decided to bring new tool for x-ray but they have
not provided training to employees regarding the same. In such situations employees will not
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able to operate the equipment properly which is not beneficial for the development and treatment
process. If training is not offered properly then it will create obstacles in respect to change
management (Li and et.al., 2013). Communication gap is also a factor which affects the overall
development. For example, if communication among employees is not appropriate which has
created confusion between two employees. It will influence the treatment process effectiveness
so management need to ensure about the same.
TASK 2
2.1 Strategy and criteria for measuring recent changes
Benchmarking is considered as tool which allows experts to have effective measuring of
standards. It means by having an application of diverse benchmarking and techniques the issues
can be resolved in desired manner.
Feedback is a process which is most common technique which can be employed by the
Local Sanctuary Action Group in order to analyse that the changes employed within organisation
has impacted working in positive manner or not. In this, it can be asked to customers in feedback
that does the changes employed were appropriate for organisation. If employees are satisfied
with the results from the change then it can be considered as effective development. Along with
this, it can be said that by having an appropriate reference of setting out standards and comparing
the results is also a beneficial option because it allows to meet the standards (Muzio, Brock and
Suddaby, 2013). The performance can be measured more effectively and make sure that changes
were essential or not.
In addition to this, it can be said that consideration of rating scale is also significant for
Local Sanctuary Action Group because it will assist to make sure that how changes has
influenced working. Rating form can be filled from the service user to analyse that does they are
feeling changes in standards of treatment process as per their satisfaction. It will also assist in
analysing that management has taken correct decisions or not. Present performance and previous
performance comparison is also a process that allows to ensure that does changes has influenced
working in positive or negative manner. On the basis of employee satisfaction the performance
can be measured (Rouse and Serban, 2014).
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2.2 Measuring impact of recent changes
There are number of changes that Local Sanctuary Action Group has employed within its
operations. For example, changes in work standards for better treatment process. It has improved
the efficiency and effectiveness within operations of Local Sanctuary Action Group. It has also
allowed employees to meet the standards and ensure that patients are attaining services.
Confidentiality at workplace standards has also been employed with a proper monitoring. It has
enhanced satisfaction level among members and patients. Along with this, it has been noticed
that training process improvements is also a change that has been considered by the Local
Sanctuary Action Group. It has enhanced the morale of workforce which led to impressive
productivity (Adler and Kwon, 2013). By having an effective consideration of training process
the skills of workforce has been improved. It allows employees to have proper response to
patient on time. It also enhances the service user satisfaction level and leads to diverse
improvements within care home.
Changes in technology and equipment’s has also impacted the overall development in
positive manner. It has been noticed that changes in technology has allowed members to provide
better response to patients. It has advanced the level of standard treatment process. It has also
improved the performance and allowed to gain better turnover through improving satisfaction
among members. Training and other changes also affected the morale of employees which is
significant for continuous development (AnAaker and Elf, 2014). Due to changes in the services
and treating methods satisfaction level of patients have been increased. They are more satisfied
and that has built trust of them.
CONCLUSION
As per the above study, it can be concluded that health care firm need to have diverse
changes in its operations and standards. It is essential for improving the work standards and
ensure that long term sustainability can be maintained along with proper treatment. Changes in
political, economic and other factors affects the overall working in diverse manner. It is
necessary for management to ensure that diverse monitoring techniques. By having an effective
analysis of previous and current process the issues can be resolved. Change within organisation
is also beneficial to improve the work process and satisfaction level among members.
Benchmarking and other factors consideration is also significant for health care firm like Local
Sanctuary Action Group for better improvements.
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REFERENCES
Books and Journals
Adler, P. S. and Kwon, S. W., 2013. The mutation of professionalism as a contested diffusion
process: Clinical guidelines as carriers of institutional change in medicine. Journal of
Management Studies. 50(5). pp.930-962.
AnAaker, A. and Elf, M., 2014. Sustainability in nursing: a concept analysis. Scandinavian
journal of caring sciences. 28(2). pp.381-389.
Berthold, T., 2016. Foundations for community health workers. John Wiley & Sons.
Grünerbl, A. and et.al., 2015. Smartphone-based recognition of states and state changes in
bipolar disorder patients. IEEE Journal of Biomedical and Health Informatics. 19(1).
pp.140-148.
Jeffreys, M. R., 2015. Teaching cultural competence in nursing and health care: Inquiry, action,
and innovation. Springer Publishing Company.
King, J. and Moulton, B., 2013. Group Health’s participation in a shared decision-making
demonstration yielded lessons, such as role of culture change. Health Affairs. 32(2).
pp.294-302.
Li, J. and et.al., 2013. Health care provider adoption of eHealth: systematic literature review.
Interactive journal of medical research. 2(1). p.e7.
Muzio, D., Brock, D. M. and Suddaby, R., 2013. Professions and institutional change: towards
an institutionalist sociology of the professions. Journal of Management Studies. 50(5).
pp.699-721.
Rouse, W. B. and Serban, N., 2014. Understanding and managing the complexity of healthcare.
MIT Press.
Online
Successful Change Management — Kotter’s 8-Step Change Mode., 2017. [Online]. Available
through: <http://www.leadershipthoughts.com/kotters-8-step-change-model/>. [Accessed
on 27 Oct 2017].
Top 7 Healthcare Trends and Challenges from Our Financial Expert. 2016. [Online]. Available
through: <https://www.healthcatalyst.com/top-healthcare-trends-challenges>. [Accessed
on 27 Oct 2017].
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