Facilitating changes In Health and Social Care

Changes occur because of some unidentified factors and aspects. These factors are as follows:

Patient care

The utmost responsibility of the health and social care firm is to keep good care of its patients. Failing to perform that can result in criticism and bad publicity for the firm. The CQC reports suggested that RUH is not providing adequate services during the peak times (Blake and Bush, 2008). The patients were placed into day care unit in the absence of appropriate facilities and there was lack of privacy for the patients. Elective surgical procedures were being discarded and people have to wait for long time for surgery. There is an issue with the respect and involvement of the people also (Cameron and Green, 2009). Hence these types of factors drive changes in the services of the trust as it is related with the health of the patients.
Technological aspects - The demand for treatment equipment and ailing procedures keep on changing from time to time in health and social care sector. These hospitals are required to be well equipped with the latest technology so that they can treat their patients in more valuable manner (Carnall, 2007). Presence of appropriate treatment instruments will also provide safety and assurance to the patients.

Improvement in services

When patients come to avail treatment in the hospitals, they expect highly satisfied services from the organization. But if the health care bodies fail to provide that, the need for change arises. In the CQC reports, RUH was criticized for delivering poor level of services to their patients (Cloud, 2010). For instance, the demand for trust services was very high but they did not have the sufficient capacity to handle the emergency admission of the patients. Hence bringing improvement in the level of service also leads to drive the change.

Technological aspects

The demand for treatment equipment and ailing procedures keep on changing from time to time in health and social care sector. These hospitals are required to be well equipped with the latest technology so that they can treat their patients in more valuable manner (Carnall, 2007). Presence of appropriate treatment instruments will also provide safety and assurance to the patients.

Improvement in services

When patients come to avail treatment in the hospitals, they expect highly satisfied services from the organization. But if the health care bodies fail to provide that, the need for change arises. In the CQC reports, RUH was criticized for delivering poor level of services to their patients (Cloud, 2010). For instance, the demand for trust services was very high but they did not have the sufficient capacity to handle the emergency admission of the patients. Hence bringing improvement in the level of service also leads to drive the change.

It is essential for RUH trust to incorporate sound change management framework in order to enable and support individuals. It is essential to ensure that resources, skills, tools, principals and processes must offer value. Also, cited trust need to develop proper vison with respect to better alternative. In addition to it, proper environment must be developed by the company in order to enhance the competency and skills of each employees. Through this, negotiation can be done for unavoidable changes within the operations. Additionally, it is required to support more of team work as with the help of it, better services and care can be offered to customers (Hudson, 2012). This also helps in building healthy relations among the staff member from which chances of conflict gets reduce. However, it is essential to assess the impact the change on every individual so that better strategies can be developed within the context of management of resistance to change. In this context, company can undertake different sort of techniques for assessing the impact of change. This includes feedback, interview and survey from patients and employees. Based on it, proper amendments can be taken by the management. In addition to it, proper record needs to be maintained of each activity so that it can be reviewed for the purpose of identifying the loopholes in the procedure. Based on it, new set of policies and regulations can be developed (McMurray, 2006). 

Measuring performance

It can be done by recording the performance of an individual before change and after change. The variations and fluctuations can be noticed for the two different periods. It is possible that the people, who were performing well before, are showing bad results after the change (Martin, 2012). Hence in this manner, the change impact can be recorded. This will help in knowing whether the desired objectives of change are being achieved or not.

Guidance from experts and professionals

Through this, suggestions and advices are taken from panels which comprises of experts within the context of change management process. Their contribution can bring some valuable discoveries for the organization. As professionals, they will be efficiently able to find out the impact of change (Reeves, Lewin and Espin, 2011). CQC people make interaction from medical staff, pharmacists, therapy staff etc. for the purpose of assessing whether the proposed changes are been implemented or not in the RUH.

Impact of changes can be positive or negative. Some things can reflect resistance to change and a mismatch can be seen in the existing conditions and in the conditions which are predicted. In the health & care sector, the levels of expectations are always high from the organization; after all it is related with the health and safety of the patients (Henderson and Atkinson, 2003). As discussed earlier, conflicts can arise among the staff and management related to new policies and procedures. Lack of communication can arise between new and existing workers. According to the CQC investigations, these were the areas which require improvement in RUH.

• Respecting and engaging people
• Care and welfare of people
• Prevention of people from abuse
• Identifying and controlling the quality of service provision
• Maintaining of records

In respect with the above changes required in the organization, the RUH adopted significant steps in this direction. In respect with the care and welfare of the people, they adopted approaches to make sure that the major nursing documentation is appropriately completed when patients have been assessed to identify the care that they need and when that care has been provided (Blake and Bush, 2008). The trust was also criticized for being neglecting old age persons. Now care of older people has become their main priorities. For that purpose, they have designed a new Combe Ward having all the valuable facilities especially for the old persons. The staff makes sure that documentation of the patient has been done completely such as nutrition and hydration records, discharge papers, comfort rounds etc are being completed in accurate manner (Fiss and Zajac. 2006). This is their major step in the maintenance of records. Now they had started taking privacy and dignity of the patients in serious manner and the records of the patients are being kept in confidential manner. This is done in respect with maintaining respect for the people.

They have to focus majorly on their key stakeholders who are customers, managers and employees. Managers can be invited to suggest their valuable opinions and ideas in fighting with the change. Employees can be motivated to match up with the standards demanded by the transformation (Cameron and Green, 2009). It is to be ensured that customers that are the patients must not be affected by the change in negative manner. Additionally, further improvement in services can be attained with the help of sound communication methods. It is evident that communication is essential for developing healthy relations with patients. In this context, effectual leader can be appointed for the purpose of attaining goals and objectives of the company. Through leaders, employees can be motivated to work with full zeal and hence can able to offer quality services. This will even aids in reducing the chances of conflicts and disputes among staff member. However, conflicts can even be removed by developing complainant cell in which varied sort of complaints can be registered by employees. From this, experts can be held responsible for resolving the conflict among varied employee base. In addition to it, decision making in this context can be enhanced with the help of intranet, MIS or decision support system.

There may be effective techniques and methods through which health and social care organizstion can control or monitor recent changes. Followings are the key strategies which can be adopted by RUH in order to evaluate and monitor changes in the enterprise.

performance measurement and personal review: It is normally defined as regular measurement of outcomes and results which generates reliable data on the effectiveness and efficiency of new strategies (Fiss and Zajac, 2006). Health and social care organization can make special checking process for all the employees and clients in order to implement new and latest strategies and technologies in the business. They can measure performance of each and every section of the firm as well as individual. It will help them in controlling and monitoring changes effectively.

Quality management

Within the context of health and social care, quality of work is of key importance and hence it is required to monitor the same in order to control change in health and social care. In this regard, quality can be referred to act of overseeing each and every task in order to maintain specific level of excellence (Welch, and Fernandes, 2010). With the help of quality, company is able to develop new set of strategies and policies at different time interval.

Feedbacks through interviews & survey

With the help of it, health and social care can able to control and monitor changes within business. By implementing new strategies and policies, feedbacks and suggestion can be taken from management and from customer as well. Due to this, right decision can be taken at right time.

Benchmarks and standards

With the help of it, quality of products, process and policies can be monitored so that same set of treatment is offered to each employees. In this regard, benchmark need to be set and performance need to be measure from it in order to check whether work is of industry standard or not (Cameron and Green, 2009). With help of it, controlling and monitoring of changes can be done along with its outcomes

Direct observation

With the help of this technique, RUH can calculated information through simply observing the subject in their usual environment. It is used when goal is to evaluate an ongoing behavior process, event or situation.

Spot check

This is unscheduled inspection that been done at random time interval. In this, no warning is offered to any employees and hence it helps in identifying the areas that are lacking. RUH can perform spot check at any time in order to gain idea about the issues in more transparent manner.

Conclusion

From the above study, it can be concluded that health and social firms needs to adopt changes at regular intervals because it helps in improving their services and bringing creativity. Change is the need of time and it should be adopted to bring innovation. Culture is very critical to the success of the change management because it opens the gate for the new opportunities. One of the major characteristic of this process is to develop a vision for better option. The transformation is required to be adopted with utmost care and intelligence and in this manner the objectives of the change will be achieved efficiently.

You may also like to read: Health & Social Care Assignment Samples

References

• Blake, I. and Bush, C., 2008. Project Managing Change: Practical Tools and Techniques to Make Change Happen. Prentice Hall.
• Cameron, E. and Green, M., 2009. Making Sense of Change Management. Kogan Page.
• Carnall, C., 2007. Managing Change in Organizations. 5th Ed. Prentice Hall.
• Cloud, R. C., 2010. Epilogue: Change leadership and leadership development. New Directions for Community Colleges
• Fiss. P. and Zajac. P., 2006. The Symbolic Management of Strategic Change: Sensegiving Via Framing and Decoupling. Academy of Management Journal

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