Facilitating Change in HSC Organizations

In this regard, partnership formation, technology changes, public spending and organizational transformation are currently the key factors that in one way or the other have brought great changes when it comes to the provision of health as well as social care. It is imperative for any given organization and its employees to try as much as possible to manage the upcoming changes in a positive manner because if changes are not managed accordingly resistance and tension are bound to occur. If changes are not handled properly it means that the staff can fail to offer effective services to the people thereby resulting in the collapse of the entire organization. It is important for the organization to understand all the factors which are bringing about change in health as well as social care because this will ensure that the current changes are reflected in the services offered.

I will basically discuss some of the key changes which have been experienced when it comes to the provision of the social and healthcare services while at the same time putting into consideration the underlying changes. In addition, the Act was put in place to ensure that the injured workers are able to receive good health care. It compels the service providers to be extra vigilant when providing services while at the same time putting safety and health measures into consideration. The legislation puts place the required standards in order to regulate public funding, employment and all necessary safety and health services in order to enhance service provision in the social and healthcare. Some of the main changes that have affected social and health care.

The "Commissioning Board and Clinical Commissioning Groups" (CCGs) are one of the legislative changes (Orr & Davenport, 2015, Pp. 2 It is important to put into consideration some of the challenges that come as a result of changes encountered by the organization. In most cases, people do not invite change because they are always resistance to change. It is highly likely that people will develop resistance to change. Resistance occurs due to the fact that they are unaware of the effect of the upcoming changes. For example, they might suspect that the changes will bring about the disturbance of the normal schedule and as a result eliciting fear on the part of the employees. Moreover, in most cases, the installation of the new technology requires money and as a result making the organization to incur expenses which had not been planned for (TIAN et al.

2014, Pp. One of the key challenges of legislation is time-consuming because the process of any bill is time-consuming and requires a lot of time before it becomes operational. In addition, legislation can face great opposition from various areas. For example, some of the important legislation which in one way or the can change the face of the social and health care receives a lot of opposition from one side and as a result consuming a lot of time before it becomes operational. If this happens it means the users of these facilities will benefit a lot because they will be assured of the best services (Scragg, 2010, Pp 32). LO2 2. 1 Measuring change in any organization is not an easier task because it requires critical analysis as well as examination.

The first thing that a manager can use to measure the recent changes is through the use of PETSEL analysis. This is used to measure the current changes which have taken place in the company. The organization should come up with structures and policies which are aimed at creating employee's satisfaction. Some of the organizational changes like working condition, skill mix and management can in one way or the other result in the change in traditional responsibilities and roles. In this regard, employers should at all times offer direct as well as indirect benefits to all staffs in order to avoid any form of resistance from the employees. On the other hand, customer satisfaction is very important when it comes to achieving the organization's goals and objectives.

Some of the hospitals have now come up with new plans for improving customer satisfaction in order to make the organization more successful. One of the areas which should receive a lot of focus is the issue of unemployment. For example, many graduates tend to migrate because of the issue of unemployment. On the other hand, many old people are unemployed and as a result, live a life of depression as they age. Most of them spend a lot of time doing nothing and as a result of exposing them to various illnesses. This makes the government spend a lot of money in order to cater for their healthcare. This model mostly focuses on understanding some the main cause of employee suppression as well as their emotions.

At any given stage that change takes place, an organization should be in a position to identify, understand as well as deal wisely with emerging emotions from the part of the employees and which are related to change. These emotions come in the form of exhaustion, panic, and anxiety. The human feelings to a large extent adversely affect the efforts which are put in place to promote change. This means that it is important for the organization to come up with ways of encouraging the staff to change their negative feelings concerning the change in a positive attitude. The best way of solving the issue of resistance to change is through teaching the staffs about the rewards and advantages that arise from change.

In this regard, the staffs will be able to appreciate change because they know they will benefit from this change (Parabiaghi, & Mulder, 2014, Pp. ADAKAR model is also an important model that is necessary when it comes to evaluating change. It involves individual change and the whole organization should identify the famous five building blocks so as to control change accordingly on the part of the individuals. Based on this model, the whole organization should try as much as possible to create awareness concerning change. ADKAR model also advocates for a critical step of measuring the outcome and progress of change in any organization. This is made possible through looking at the percentage of staff who are involved in implementing the changes like in training and meetings in order to help the organization in establishing why the organization is not benefiting from change.

Diagnosing mostly helps the organization when it comes to identifying some of the areas which are failing. In this regard, barrier point is usually established. For example, it establishes if the building block is working according to change. The commitment of the staff members is very important when it comes to implementing changes (Waterman et al 2015 Pp. Stakeholder analysis mainly requires the active and thorough involvement of a large group of people more so the clinicians, administrative staff, and patients. All departments in any given organization should consider avoiding any form of conflict that can in one way or the other hinder change. One of the steps which compels any given organization to do critical analysis. One way of carrying out this activity effectively through creating a group of experts who usually analyze a list of all employees and as a result identifying some of those who are most in position to be affected by the anticipated changes.

What makes the stakeholders motivated is also another important question to consider in this case. In this regard, these stakeholders are the best people to come up with answers concerning these questions (Banaszak-Holl et al, p. Managing all the stakeholders is another step which is very important when it comes to sustaining the enthusiasm of the stakeholders. A model which tries to examine the level of cooperation as well as the antagonism between the stakeholders. The best type of stakeholders is people have a high level of cooperation and who have a low level of antagonism. 3 The recent changes in any organization should be measured and monitored accordingly. For example, you can compare the waiting of patients after and before implementing the changes in question.

When it comes to analysis if it has been established that no improvements have taken place when it comes to reducing the time spent by the customers to wait then it means that these changes are basically ineffective. In Royal Hospital, the improvement of the employees' skills can be established by establishing how they are able to use the robotic surgery. Through the use of various techniques like for example the research survey, the organization will be in a position to monitor some of the changes which have already occurred. Before taking a step of changing the whole community, it is important for the organization to actively participate in evaluating systems and programs so as to ensure that they are able to endure both negative and positive effects of change.

Any organization should be at the forefront in ensuring that the process of any change runs accordingly. In order to initiate any change effectively, it is important for the organization to respect the people's views and values. This is important because it helps in avoiding conflict during the time of change References Antheunis, M. L. An assessment of cultural values and resident-centered culture change in US nursing facilities. Health care management review, 38(4), p. Compagni, A, Mele, V, & Ravasi, D 2015, 'How Early Implementations Influence Later Adoptions Of Innovation: Social Positioning And Skill Reproduction In The Diffusion Of Robotic Surgery', Academy Of Management Journal, 58, 1, Pp. 242-278 Grol, R. , Wensing, M. 1-18 Parabiaghi, A, Kortrijk, H, & Mulder, C 2014, 'Defining Multiple Criteria For Meaningful Outcome In Routine Outcome Measurement Using The Health Of The Nation Outcome Scales', Social Psychiatry & Psychiatric Epidemiology, 49, 2, Pp.

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