Healthcare Management Report: Human Relations, Change & Barriers

This report delves into health management, examining the human relations theory of management as proposed by Elton Mayo, emphasizing the importance of supportive team environments and employee participation for improved productivity, especially within the context of the healthcare sector. It contrasts this with scientific management and highlights the need for strong employer-employee relationships. The report also addresses change management in healthcare, differentiating between planned and emergent changes. It explores the factors contributing to employee resistance to change, such as lack of understanding, resource reallocation, mistrust, and past negative experiences, and proposes solutions including effective communication and employee motivation to overcome barriers and successfully implement changes within the healthcare environment. The report concludes with a list of references.

HEALTH
MANAGEMENT

TABLE OF CONTENTS
QUESTION 1.................................................................................................................................4
QUESTION 2.................................................................................................................................5
QUESTION 3.................................................................................................................................7
REFERENCES..............................................................................................................................8

QUESTION 1
Human relationship theory of management describe that people desire to be part of
supportive team which is facilitating development and growth which was laid down by Elton
Mayo in early 1920 at the time of industrial revolution (Noe, Gerhart & Wright, 2017). During
this time mostly focus was on improving productivity of people not that of machines almost
work was done by them only. The human relationship theory is said to be giving up more care
and attention to what employees are doing so that their participation can be encouraged. With
help of this employee will be able to know that their work is playing significant role into profits
of firm so that they are highly motivated for being productive thusly resulting into high quality of
work.
Elton Mayo who is regarded to as father of Human Relation Theory did Hawthorne study
for proving that relationship is that one factor which influences productivity of employees the
most. It was tested in this study that if there is healthy relationship between employees and their
employer than this will impact upon team’s output as well. As it can be added that human
relation theory in management is often said to be a reaction to earlier theories like that of
Scientific Management (Bailey, Kelliher & Garavan, 2018). As per this theory it is very much
important to improve the economic efficiency of company especially that of labours. So this will
be only done at time when there is well maintained relationship between employer and employee
as indicated in Human Relationship theory. Thus Scientific Management theory is very much
aligned with Human Relationship theory as in former one stated that it is essential to synthesize
and analyse workforce and former one stated the way how it can be done. The health care
employees expect certain things from their employers like HR practice, infrastructure and

support that are linked with improving performance of patient care and service. So this can only
be possible if there is sound relationship among them both so that productivity of employees is
improved.

QUESTION 2
There is prominently 2 types of changes which could emerge in healthcare and those need
to be managed closely these are planned and emergent change. With both these type of changes
resistance to change will surely emerge which means that either employees or others will not
easily indulge into this change process (Byers, 2017). So there are many factors which will lead
to resistance of employees during the process most common among them is when employees are
not understanding process of change and thinking that it is something bad. Reallocation of
resource which healthcare sector is having is also another factor which states why resistance is
emerging among employees.
Mistrust for initiators of change when employees are not trusting upon those who are
starting this process will also cause resistance to change. Some employee’s previous experience
which could be bad may allow them to resist for change so they know that this process is not an
easy task. Selection of information process or only hearing something that they want to hear or
ignoring the information will also is one among reason behind their resistance to change.
There are many solution to this problem which may lead to successful implementation of
change process into healthcare sector and these are essential as well. It is most important to use
correct form of language and method of communication which they are using. With the help of
these 2 methods only half of the problem would be solved and will also help in overcoming the
challenges (Schwei, Chen & Jacobs, 2016). Other than this it is essential that management and
employers are motivating employees in greater terms. This will be helpful into overcoming the
barriers to change within healthcare sector. Finding out what is causing resistance among
employees will also be helpful for employers to overcome the barriers to change within

healthcare sector. For this employers need to be participative into change process so that they
could identify what all things are causing problems and how to resolve them all.

QUESTION 3

REFERENCES
Books and Journals:
Bailey, C., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford
University Press.
Byers, V. (2017). The challenges of leading change in health‐care delivery from the front‐
line. Journal of nursing management, 25(6), 449-456.
Noe, R. A., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a
competitive advantage. New York, NY: McGraw-Hill Education.
Schwei, R. J., Chen, A. H. & Jacobs, E. A. (2016). Changes in research on language barriers in
health care since 2003: A cross-sectional review study. International journal of nursing
studies, 54, 36-44.