Change is usually positive, but it can also be difficult to embrace at times. Employees can be resistant to change, while managers may feel that it is necessary for organizational stability. Discuss the challenge of change as it relates to health care organizations. What is the overall impact of change on the organization, its employees, and its constituents, and what role does the manager play as an agent of change? In addition to responding to these questions, review the examples of successful change in your textbook and choose two examples to discuss in greater detail. What did you learn from these examples? In each case, how did the individuals overcome the barriers to change, and what were the resulting benefits?
Change in the healthcare industry is something that all managers and staff workers are obligated to acquire and maintain expertise in as change happens very frequently in this organization. The pace of change in the healthcare field has increased dramatically. When dealing with change it means to handle the complexity of the process, evaluate, plan, demonstrate, and research. Adapting to change is never an easy process, not for the manager nor the profession staff. Employees want to know why the change is being made and is it going to affect them. Layoffs or other organizational changes can lead to paranoia, confusion, anger and insecurities under the auspices of change (Sherer, 1997). When one thinks of change within the scope of health care this can be both beneficial as well as frustrating for both the organization as well as staff due the amount of overwhelming regular job responsibilities. As stated within the text, “most department management team members as well as their employees are aware that reorganizing under a name-reengineering, downsizing, or whatever often times mean that there may be a loss of jobs, which means this creates fear and insecurity and thus resistance increases while productivity inevitability decreases” (Liebler & McConnell, Chp.2, sec.2.4, 2017). Other areas of change which can have effects on employees are some changes that may need to be made on one’s employment status, an example of this would be a full-time employee having to go to semi full time or part time which decreases hours as well as lowers his or her pay. As stated within the text, “another change can be policy changes that affect the terms as well as conditions of employment, especially if employees feel as if they are losing something” (Liebler & McConnell, Chp.2, sec.2.4, 2017). The two most successful changes I would think the healthcare industy benefited from drastically would be; Electronic Health Records better known as (EHR) and the HIPPA privacy law. HER is beneficial because instead of writing things down on paper and the staff worker having a high chance of misplacing it or privacy of each patient. The electronic file allows you to store it on the database and keep it for a longer time frame. Also, with a click of a button you can send documents or prescriptions out to other departments in a timely manner and less risky. HIPPA law has been great to this organization because it allows each patient security and space. In order for a healthcare profession to obtain information about a patient they must follow the proper protocol and the patient must give consent in order for another institution to obtain their information. All changes in this discussion were implanted for security purposes which mean they were all beneficial and will be used with every patient. There may have been some barriers because each staff member had to be properly trained and understand why the changes or taking place. There may have been some budget cuts with the change because change and technology cost money.
Liebler, J. G. & McConnell, C. R. (2017). Management principles for health professionals (7th ed.). Retrieved from https://content.ashford.edu
Sherer JL. The human side of change. Managing employee morale and expectations. Healthc Exec 1997. Jul-Aug;12(4):8-14
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