Facilitating change in health and social care
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Facilitating change in health and social care

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Facilitating change in health and social care Facilitating change in health and social care Document Transcript

  • SUMMARY Change is the dynamic process where an organisation involves changing community the people. To change the community first we have to facilitate them and inform what is going to change and how it is going. Definitely to change the community there is necessary to change individual (people), process and the technology. For that change planning is necessary like as strategic and operation. For the strategic change process we have to change operational change. Before change in the society make sure and evaluate the program and their positives and negatives outcomes on the change process. So to change the people give training to needy people and increase facilities for the organisation and people. Use new and advanced technology and get ready for the change own self and responsible with the people. INDRODUCTION Facilitating change has the potential impact of the proposed change for service users and the service providers. During these process identification the problem and the challenges and make strategic plan to achieve objectives. Make sure the change is going smoothly and the effect of the change should be implementing into the community and people can feel and can take advantages with positively. 1 Change is the process which is natural, untidy business, pierce with tentative, quandary and inconsistency. Generally it represents not possible choices: could we do this or that? And it is truly indicate yes. In health and social care, change is happen and always going in own path for organisational achievement. For change we must understand purpose, attitude and circumstance of surroundings of the organisation. First we must concern about its main purpose, vision of future and sets of belief as well as values and principles.
  • In health and social care organisation change is inevitable process and it is essential because demand of service users or expectation of service user is increased in day by day. Increased exception, increased demands and diminishing resources all are responsible for change. Change is the psychological considerable impact and it is constant. It is for future invention and for future planning of creation of organisation goals and objectives. Before change we critically think what is going to be change, why it is necessary for change, what is the future of change, when change will be occur how fast changing is going. We must critically analyse the change process and the current situation of the organisation. Change is the main purpose to get better result and the further development of the society. So, we make plan, strategy and goals of the organisation by using own resources because we are going change for the development of the society. Before change in the organisation we observe and think the internal and external condition of the organisation and its scenario. The main factors of facilitating change in a global are; This is called PEST analysis. POLITICAL FACTORS POLITICAL FACTORS SOCIOAL FACTORS TECHNICALAL FACTORS ECONOMIC FACTORS
  • It has great importance and huge influence for the change of the health and social care organisation because it concerns about regulation, stability of the country/organisation, government policies, ethics, economic policy of the government culture and religion, relation of the other country or organisation. ECONOMIC FACTORS It includes those change factors which is related with the economy like as the spending capacity of the organisation, number staff, salary of the staff provided by the company, interest rates, exchange rates of currencies, client or service users spending capacity, goals of the organisation. Economic condition is related to the level of demand for services, goods, properties, labour costs, spending capacities, investment power and so on. If cost of goods, services and labour cost is increased then decreases the demand. So it affects to the change of the organisation. SOCIIOLOGICAL FACTORS It includes social life styles and demographic factors which may alter the views of peoples need and their expectations for the provision of the provision of using service. Change is compulsory in organisation. But first we know the life style of the people and demographic condition of the area and critically evaluate and take action for the change. It also related the construction of the society and Cultural and religion of the specific demographic area. TECHNICAL FACTORS Techno means technical; which factors includes technical areas like as communication, transports as well as delivery factors of the services which basically change the method of the service is coasted and delivered. It affects uses of the equipment and new technology. For change the health care organisation we must need new technology to the good services. For technical change in health and social care organisation we can do like as; predictions of impact of technical change, fundamental change, uses of internet and intranet. For example if we can maintain new and latest technology it is easy to provide services and both service providers and users or clients can take advantages from it.
  • 2. In health and social care organisation we can evaluate, re-evaluate, monitor, plan and think why we should be going for change? Generally we can make the plan for change n this way; Operational plan It is the types of the plans which help to keep our organisation lively. It ensured more effective planning and the progress which is related with the day to day activities of the organisation. It includes daily activities of the organisation. During this operational plan for change we can make clear objective, provided services, standards of the quality, desired outcomes, routine of the works, staff via their rules, requirement of resources and the process of the service. Operational plan is important for prepare organisation to raised the funds. How to get the money, sources. It minimizes the risks for making contingency plan. Strategic plan It is the long term plan like as future goals of the health and social care organisation. It is the systemic plan where we make future goals, operational values, and needs of the organisation like as strengths, weakness, opportunities and threat. It also directs the current activities of the organisation. This plan is making for the years. Generally it has a definite target and objectives. Just for example: Nepal government have a plan to give water for all within the next five years. To make successful of the plan we should start working from the operational plan.
  • STRATEGIC PLAN To make strategic plan we concern the past years history of the organisation such as staff capacity, facilities, buildings, as well as current status of the organisation like as infrastructure of the operation, financial statement and the present facilities. We are also responsible for the government rules and regulations. We must know the policies and procedure of the organisation and we must follow this. Then we can able to make vision and mission to achieve our goals and objectives. Strategic plan have some values like as costumers services, company’s commitment, respect of the staff. Then we can know the present condition of the organisation for change. We also can use SWOT analysis. STRATEGIC PLAN HISTORY& PRESENT SITUATION MISSION & GOALS POLICIES AND REGULATION VALUES AND NEEDS
  • Types of Health and Social Care Organisation NHS Social Services Pharmaceutical Firms SWOT ANALYSIS STRENGHT THREATS OPPURTUNITIES WEAKNESS hierachy bureucracy
  • Figure: Structure of Heirchial Change. Small power Formal comment Rules and procedures Rigid, stifle change E.g. NHS Glaxosmith Figure: Flat Structure of the Organisation. Small pharmaceutical company are the examples of this type of organisation. 2.1 Stake holders are those people who are interested in the organisation, what it does and how it does? And those have a stake in the organisation. Examples of the stake holder are customers and employees. In voluntary organisation stake holders are donors, funders, and volunteers like as in public sector tax prayers, service users and the public.
  • Actually all health and social care organisation have internal stake holders like as employees, managers, trustees, directors, and board members. Stake holder may affect the organisation and they may influence the working patterns of the organisations. In one organisation there are stake holders so, different holders have different interest and it may causes conflict some times and it may causes problem in facilitating change in health and social care organisation. If stake holders incorporate with the organisation it arise the problem in the organisation. To minimize the problem of this we can make the strategic plan, ethics, regulation act, regulatory bodies and so on. By doing respect of the respect to the interest of the stake holders responding their issues, views and ideas, being honest with the expectations we can change the organisation. Roles of stake holder on the organisation  Responsible for ensuring the health care organisational goals.  Able to assist the legal advice.  Able to support technical assistance.  Able to give some suggestion to the common problems. 3. A. As a senior care manager I have to play like as a model so I inquire study and take information about this organisation. Then I have to apply my business knowledge and idea. My all knowledge and on the organisation and again I am attaining my knowledge in the information and the organisation condition. Then I took decision if it needed to or it is suitable then I am going to implement it. To do change on the organisation I make special plan, I demonstrate with my staff and I make clear vision on the subject matter. And understand what the main practical and tactical plan is and what is the political condition on the organisation and why cross cultural skills is important to us? What is the
  • organisational culture on the service provision? What are the supporting factors? What is likely change? Why change is inevitable? What are the main factors to be change? Why change is necessary in the service provision all must be analyze and think then prepare to change. If need be reward the staff who is able to do something special for the organisation. Take feedback from service users and service providers. Give proper training to the staff and support them. Reward makes person too active and energetic as well as lively. Always need careful planning and practical. If we are able to make practical planning for change then it is permanent and it should be very good for service providers and service users. In the condition of the change we have to control the resource because if we are not control the resource properly then they will be chance of misuse. Staffs are the base of service organisation because they are concern in public so I have to make plan and some strategy to run the organisation. For the up to date of the new technologies and systems give training and rewards the most honest and energetic one. B. To manage this change I should do regular or daily work and activities will be same. Then, I took information of the organisation so I can be able to identify
  • the changes shall I do? What is the planning? What is the objective? Analyze the factor and the elements and the new change and about new management. Then what is the direct and indirect factor? What is the effect on the staff and on the organisation? I can draw map in my mind and make detail about the plan and resource. I review and evaluated how can I will be able to meet my target? After that I am going change in the operational activities and first I learn the trend of the work, system and procedure. Then when ever and whichever if required making change I am going to modifying decision and making main idea and structure of the operational plan. 4. Stake holder response with the NHS trust  Leadership is the most important and they help and support.  Committed to change the programme  Make position of the project on right way  Identify complexity
  • 5. According to (Dawson 1996) him leadership exists when someone the leader exercise influence over others in their groups or organisation. Their influence may be wide ranging or narrow focused but within the formal organisation they particularly emphasise: value that are espoused; directions in ethic future developments are guided; and the manner in which everyday tasks are accomplished. Roles of leadership 1. Decision making Leader is able to make decision on time if he/she does not have power of to make decision then is very difficult to change. 2. Peace keeping He/she may be able to keep peace 3. Have a ability to maintain 4. Have a power of counselling 5. Have capacity to make plan 6. Can be work in a team Vision of Leadership  Technical  Functional  Analytical  Negotiating  Social  Mediating  Counselling  Barging  Interpreting  Influencing
  •  Developing  Conciliating Strategy in managing change It is the long term organisational planning for the change from 2 or more years. This has great importance. Change management is the path of the organised plan. Steps of strategy managing change:  Character of the change  Rate of the change  Scale of the change  Political change  Intentional change CONCLUSION In the conclusion the facility change is concern with need of the people, available new technology and the processes. Before facilitate change data collecting, monitoring the data and to take information of the demographic structure and to make plan and strategy. Change process is not constant so it always searches the path and looking forward. RECOMMONDATION If the change process is make permanent and useful first we must coordinate and collaboration with their organisation. And get statistical information from the relevant source and take some point and note it what should be done in
  • the organisation. Then, we have to respect the people dignity, communicate with people and give clarification why change is needed? And how we can we change the mal practice? Always respect people’s views, ideas, and values. Then think positively how the step of the change? We should create good relationship with the people and make effective, realistic plan to achieve the goal and objective. At the same time ensure that change is necessary and it is demand of time as well. Reference Martin, V. (2003) Leading Change in Health and Social Care. Florence Private Ltd, Devon. Gladby, J. (2007) Understanding Health and Social Care. The Policy Press, UK. Naidoo, J. Wills, J. (2001) Health Studies. 2nd edition. Palgrave Macmillan, New York. Payne, M. (2005) Modern Social Theory. 3rd edition. Palgrave Macmillan, New York. Bach, S. (2005) Managing Human Resources. 4th edition. Blackwell Publishing, Austrilia. Walsh, M. Stephens, R. Chaloner (2005) Health and Social Care. Collins, London. Newton, R. (2007) Managing change. Pearson Education Limited, Great Britain. Mabey, C. Mayon, B. White (1993) Managing Change. 2nd edition. Paul Chapman Publishing, London.