Change Management In Dynamic Healthcare †MyAssignmenthelp.com

Question: Discuss about the Change Management In Dynamic Healthcare. Answer: Author Note Change management refers to all the approaches towards preparing and encouraging people, groups and organizations in bringing about organizational change. This includes the processes of redirection and redefinition of resource usage, budget allocation, business process or any other operational mode that brings about significant change in the company. This essay deals with the aged care facilities in Australia and the changes that the system is undergoing. This essay points out the key factors that should be managed during the process of the change. It measures the amount of success the change can bring about in the system and the ways in which these changes might be incorporated into the system. The essay concludes with an approach to imbibe the learning from the current change process into other change management activities that may occur in the future. Change managementmay refer solely to the ways in which people and groups are affected by the transition in the organization. It involves a number of different disciplines ranging from social and behavioral sciences to business solutions and information technology.Organizational change management or OCM on the other hand refers to the needed changes keeping in mind the entire organization. One of the key worries that health mind administration faces is the monitoring of the progress and the services in the field. The medicinal experts are dedicated towards achieving and keeping up with the expected expertise needed to accomplish the work in hand. They are dedicated towards the accomplishment of the tasks they are competent at doing. Overseeing the change refers to the versatility of the process of doing so. Managing the change in the process is process to test the active and alert nature of the mind (Worley Mohrman, 2014). In this era of constant technological innovation and globaliz ation, change in business affairs has become mandatory. In todays scenario, it is mandatory to be able to adapt and manage oneself to the changes that the organization is going through (Hayes, 2014). Technological growth has resulted in organizational changes that are maximally influenced by external alterations rather than the internal ones. The changes in the organization affect every employee and department of the concerned organization. Thus, there needs to be a sound changemanagement model that should be followed in the organization. The change management strategy of the essay discusses aged care hospitality management as a human resource departmental issue. The purpose of the department is to oversee and care for the experts in the business as well as for the representatives of the organization. The various spheres that the department includes are overseeing the employment-benefits design, recruitment of employees, training and development, appraisal of performance and rewarding the employees. The main focus of human resource is to maximize employee productivity. In this essay are discussed three aspects that should be kept in mind while initiating any successful change. The change should be sustainable one and to be so it needs an enlightened leadership, the project management should be commendable and the talent in the field should be managed excellently by the leader (K. Vora, 2013). Aged care deals with fulfilling the requirements and special needs that are unique to the elderly citizens. These services include care providence on a long-term basis, day care, home care, clinical care, assisted living and residential care. Elderly care or aged care highlights the personal and social requirements of the elderly citizens of the country, who generally need help with their health care and daily activities, but wish a dignified aging(Utahcares.org, 2017). This is a completely customer-centered activity that is different from the other hospitality branches. The global elderly population is increasing as the days pass by (Broad et al, 2013). This is the situation in the developing countries especially as these countries face a constant pressure of limiting the fertility rate and decreasing the family size. The general life expectancy of the aged has increased (Dwyer et al, 2014). The aged people consume most of the global expenditures on health care. One such aged care is the Abbey House Aged Care. This is a luxurious facility in Mittagong surrounded by wonderful farmlands (Abbey House Aged Care, 2017). This aged care facility boasts of large ensuite rooms that are private, that include flat-screen televisions, air conditioners and large windows that overlook wonderfully landscaped courtyards and gardens. There are registered nurses who are available to take care of the residents round the clock (Beattie,2014). The attending facilities promise not to change with respect to the change in demand of the residents. The residents are at their liberty to use the facilities that are provided by the facility like in-house or knitting or join a mens club. In addition to that, the residents may also just sit and relax in the designed interiors while enjoying a coffee from the cafeteria within the facility. The theatres, regular outings by bus, workout and fitness groups, indoor activities such as craft Abbey House offers the residents seas onal meals prepared by an in-house chef and lets them enjoy their favorites. The Abbey House Aged Care facility is also well known for its clinical care that is provided by the Thompson Health Care (Thompsonhealthcare.com.au, 2017). The clinical care department of the facility is apt for all kinds of residents, be it long-term residents, palliative, respite or even those suffering from dementia. Residents are allowed access to internet, on-site physiotherapy, salon services, massages, aromatherauptic treatments and the opportunity to have a general practitioner on call at any time they feel. Australian aged care is going through a multitude of changes over the last ten years. This has made the system of aged care affordable and sustainable and the best possible system for the Australians (Agedcare.health.gov.au, 2017). These changes can be approached keeping in mind the Kotters model of change. This process can be divided into eight distinct steps. Firstly, there should be an urgency in the country to incorporate the change (Kotterinternational.com, 2017). In the second step, Kotter suggests the formation of a powerful change coalition. A strong leadership is needed along with visible support from the crucial leaders of the organization is needed to convince the people that the change is necessary. The proposer should not only manage the change but also lead it. The next step is to create a change vision. This may help the employees of the organization understand the reason behind the needed change thereby helping them to derive sensible reasons for their given directives (Kotter Cohen, 2014). The leaders of the change should communicate the vision of the change to the other fellow employees as often as they can. After all these, the obstacles that are found in way of the change should be attended to and removed (Kotter, 2014). The internal structure of the organization should be in line with the suggested change. The leaders of change should design short-term targets instead of long-term goals. Success is the greatest motivator in case of changes. Kotter suggests that constant improvements should be implemented in order to maintain the achievement of success due to the incorporation of change (Neumeier, 2013). In the final step of change management, the implemented change should be anchored in the corporate culture. This model of change should be implemented in the management of Australian aged-care facilities so as to manage the increment in the number of the members of the older generation (Pollack Pollack, 2015). Creating a sense of urgency A sense of urgency must be created in the field of the aged caregiver recruitment. There must be needed a fleet of trained nurses as well as registered nurses in the health care department. There is also needed an increase in the number of facilities that provide for the accommodation of the homeless aged. Building a guiding coalition The concerned organization should collaborate with the recruitment firms and other such organizations so as to appoint the best candidates for the job. The criteria of selection of the candidates should be clearly conveyed to the recruitment firms. The recruitment procedure should help the organization select qualified nurses who may help deal with elderly who are affected by ailments like dementia as well (Chenoweth et al, 2014). Developing a vision and strategy Interviewing the candidates on a personal basis and letting them know of the exact requirements needed for the well-being of the aged. There should be a greater number of trained personnel in the new recruits. They must be provided with training if needed. The older population face huge problems in hospitalization and availing proper medication (Tariq Georgiou Westbrook, 2013). Thus, the nurses and other staff at the facilities must be trained enough to handle the odds as and when required. Communicating the change vision The vision of the change needs to be communicated to the recruits as well as the recruitment firms. The recruited personnel need to behave well with the elderly and be able to collaborate with the other staff present in the facility in order to provide the elderly with their requirements (Rajan, Ganesan, 2017). The staff needs to go through training on several fields in order to meet up to the needs of the elderly population. Enabling action through removing barriers The only way success can be achieved in any field, is by implementing the plans and putting them into action, so that progress can be made. The fifth step of the Kotter model makes way for the actions through ensuring any obstacles, that may exist, to be removed. To put this into effect, the established structure must be changed, so that it does not cause any hindrance. Any process or set norm, that may prove to be a problem in this must be discarded swiftly. In order to do this successfully, the most competent leaders must be identified first. The organization has to recognize the efficient ones and hire them accordingly. Aligning the organizational visions with every other aspect of organizational operations. The job requirements of the employees, the company hierarchy all need to be at par with the ideals and primary objectives of the organization (Clune, Lockrey, 2014). The employees and every other stakeholder of the organization has to be recognized for their part in the proce ss to usher in change. They have to be compensated accordingly as well. Early goals must be set which are easy to achieve and not something of stupendous proportions. In this case, for example, a price hike should be arranged for the existing workers to retain the present workforce (King et al., 2013). Creating short-term goals The proposition of an easy success can be a powerful driver. Organizations, in order to achieve true greatness, have to take small steps towards it. Small actions and change that would fetch swift and easy success can be a great way to harness positive performance from the employees. If these successes are reached, the employees themselves will become motivated to work even harder to attain something even better. To do this, organizations have to target the projects that cannot fail (Appelbaum et al 2012). Exploiting the change Even though a change of direction may seem to yield fruits at an early stage, it would be a folly to declare them as victories. One must first take time to observe whether it is sustainable in the long run before leaping into any sudden decisions about the organizational success. A change that is well set, needs to be felt deep within the organization. Launching one successful product does not end there: the change has to be firm enough to enable building on itself. Every step towards success needs to be used as extensively as possible and serve as a base for a more advanced and even better step. Every step needs to analyzed so that it can understood what went right and then those need to be further exploited. Getting a grip on change A change may help short term success. However, unless that positive change is not internalized and embedded deep into the very core of the organization, it has not served any true purpose. A change has to stick: it has to change the collective mindset of the employees and authorities as a whole, if the company wishes to attain something truly great. It must be ensured that the change is reflected in every operation of the organization. The approach used to measure the success of the process of change in this organization is mainly survey. The survey is done on the employees and the patients in the organization who are the end users (Bauer et al, 2014). The survey will be based on the two changes that are to be implemented in the organization. The changes are mainly, recruiting trained nurses and doctors and increasing the facilities in the organization. Firstly, the survey will be conducted on the staff, that is, doctors and nurses of the hospital. The questions will be related to the satisfaction level of the change process to be implemented, whether the changes are feasible for the organization and the people related to it. The other aspects include, the cost effectiveness and whether the changes to be implemented are realistic or not. After the survey is done based on these points, the management of the organization can decide whether to implement the changes or not. Secondly, the survey will be based on the patients who are the end users of the change that is being implemented. The patients will be interviewed or questioned on the fact that whether they are satisfied with the changes brought in the organization or not. The satisfaction of the patients in this case is the most important factor. If the end users of the implemented change are not satisfied with changes that are implemented, then the changes will be of no use. It will result as a wrong investment by the organization. Therefore, if the survey proves that the changes are not feasible for the hospital, then the organization needs to rethink the whole process and implement some new changes as has been derived from the survey. The changes applied in the organization, which are mainly increasing facilities and recruiting trained nurses. The nurses and doctors who are being recruited in the hospital, need proper training. The most important factor in the training needs to be behavioural training. In this case the behaviour of the nurse or doctor plays an important role in the organization. The aged people need to be handled with utmost care and compassion (Brownie, Nancarrow, 2013). It has been further observed in the survey that the quality of the staff in the hospital who are responsible to take care of the aged people, are not of best quality. From the survey it has been derived that the training and development of the staff is important for the well-being of the patients. In this case, the organization needs to develop a training and development program for the workforce that has been hired. It is evident that the staff which is being hired for this purpose need to be trained properly, so that the patie nts do not have any complaints regarding the facilities provided by the hospital (Edvardsson, Sandman Borell, 2014). Quality management plays an important role in the success of the organization. The quality of the staff determines the quality of service being provided by the organization. The quality of the service determines the satisfaction level of the patients, further increasing the business of the organization. In this context, it can be said that, recruiting of staff is not enough. Training them properly to provide the best service is equally important. Volunteering services can also be used in this case (Volunteering.nsw.gov.au. (2017). People who are willing to volunteer in this service need to be motivated and encouraged. In conclusion, to the above essay, it may be said that due to a huge increase in the aged population of the country, Australia is facing a huge upcoming shortage in the profession of aged health care personnel and caregivers. There is a dearth of trained and registered personnel in this field of work. The issues of the present workforce should be addressed to retain the present work force and at the same time, the future workforce must be motivated in order to join the workforce of aged health care management. This will help manage the predicted workforce of the near future as well as increase the number of employed people in the country. 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