...MANAGEMENT Unit Title: Unit 26 Facilitating Change in Health and Social Care Assignment Title: Assessment One Student Name & Number | Alliance Ntumba Menakuntima 588080 | Unit Lecturer: | Melvin Brown | Group: | | Issue Date: | 23.09.15 | Draft Submission: | | Final Submission: | 30.11.15 | IV Name & Date: | Turnitin Details: Enrolment Password: 115511Class ID: 3024029 | Executive Summary “Even if you are on the right track, you will get run over if you just sit there” (Will Rogers, 1920, p 6) This report examines the types of changes that health and social care services are constantly exposed to could be political, environmental, social, technological, legal and environmental and the challenges attached to some of these factors. It provides measurable method to weight up the effectiveness of the changes and its impact in the sector. It presents findings on the influence of the changes in the organisation and gives suggestions on the organisation’s ways to respond to changes. Introduction Change according to Nolan (2009; p 45) is the process of shifting from a current condition to a sought after condition. Change is inevitable within organisations because it is a never ending cycle and the driving force for the change could either be internal or external to the organisation or even the mixture of both. Change could happen as a result of events or...
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...Introduction This essay seeks to discuss the factors that facilitate change in health and social care. This can be achieved by assessing the challenges that the major factors of change bring using the Care Quality Commission of the Quality Care Commission for the Royal United Hospital Bath NHS Trust (RUHB). The second task aims to evaluate contemporary changes being inaugurated in the provision of health and social care services. In addition to this, a strategy and criteria will be devised in order to measure these recent changes including how the impact of these changes can be measured and evaluated. LO1 1.1 Explain the key factors that drive change in health and social care services ‘Change’ within an organization sometimes refers to organizational change in health and social care is the movement from a current state through a state of transition to a state in the future (Richards, 2012). The impetus of change within an organization may come from within and outside. These are known as the internal and external drivers of change. This can be explained using PEST and SWOT analysis. PEST analysis (Political, Economic, Social and Technological analysis) describes a framework of environmental factors considered in the strategic management of an organisation (Friesner, 2014). Political factors of change include change of government and policies within the NHS in the form of legislations. For example, when the Coalition government came to power in 2010, it embarked on reforming...
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...Facilitating Change Amy Hanley ORG/581 August 11, 2014 Facilitating Change As an organization grows, it is important to assess its structure and design. This is especially important as a company expands internationally, as workplace culture varies from country to country and these nuances can determine the success of the organization. This is includes considering the current structure and allocation of resources, identifying any potential challenges transitioning into a new environment, and then determining solutions to meet the needs of the organization within the confines of its new culture. As Walmart expands its operations into China, it is critical that leadership identifies organizational changes needed before establishing operations in that country. Current Structure and Organizational Design Walmart’s current organizational structure has the business broken into three segments- U.S., international, and Sam’s Club- all under the Walmart Stores, Incorporated umbrella. Each division has its own leadership team whose President is accountable to the President of Walmart Stores. Each division runs as its own independent business, giving them more flexibility to make decisions to directly impact the business within their division. Additionally, each division maintains its own real estate, human resources, marketing, and procurement/distribution departments. Overarching leadership across the three divisions include the Chief Information Officer, Chief Financial Officer...
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...through the increasing motivation and worker sharing their skills and knowledge with each other. In the case of Traditional conveyor system, it just makes workers to be a passive part of the production process, while in Cell system workers take an active way in the production process. I think, it means, that in Cell system there is a sense of responsibility in every workplace. As I understood through our article, if Cell system is used workers mental satisfaction will increase 1.5 times in a person. So, if there is product which can be produced by spending 2hours and there are 8 workers in one group it would be 15 minutes/ person. And one more is that the Cell system allows workers to change the number of procedures they perform according to skill level while also facilitating adjustments in production output. Therefore all these advantages make the cell system better than the traditional conveyor (or line) system. 2....
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...vertically integrated. Every year more wood furniture is being imported into the US. 2. How do consumers buy furniture? Develop a buyer behavior model. The first step is the recognition for the need of a décor change. Many changes in peoples live lead to this recognition. These changes consist of getting married, moving locations, having children, growing older and wanting to downsize. 3. What is the purpose and role of the IMC mix in the household wood furniture industry? The IMC mix plays an important role on delivering information of the offering and even facilitating an exchange for the offering in the household wood furniture industry. A company could use IMC to convey the message that they have the highest quality furniture to their consumers, which would allow them to be in the consumers consideration set if they are looking for high quality wood furniture. The role and purpose of IMC is to deliver an integrated communication to the target consumers. The goal is to have “one voice” throughout all types of communication. In highly competitive industries an effective IMC can help increase growth and revenue with your company. 85% read furniture advertisements. 95% get ideas from magazines. 99% like having a sales person when considering a décor change. 4. What should be the objectives of BatesManor’s new communication program? Bates Manor should incorporate the IMC mix in the new communications program. The company should...
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...Organizational Change in Today's Business “Developing Organization Change Champions” an article written by D.D. Warrick developed an insight on how organizational change should take place. Throughout the article Warrick explains how individuals can develop, train, and utilize change champions or professionals at conducting change and developing procedures that will allow them to persevere through these changes. Throughout article, the reasons that organizations should change is also a topic of discussion and is done so to validate comprehension of the change process, and the stages associated with it. He also discusses how they fail and optimize their potential at success during the changing process. In nearly every organization that exists globally, there are changes in which they faced consistently with the operation of business. These changes occur within their “missions, strategies, goals, cultures, processes, systems, practices, technologies, who owns them, and who they own, and in some cases even their core values” (Warrick, 2009). It is imperative for them to change, so that they may keep up with the concept of organizational change that faces them and allows them to be successful. These changes are present at all levels of the organization. Typically, changes reflect in more ways than one can imagine. “Organizational change is the process by which organizations move from their present state to some desired future state to increase their effectiveness” (Jones, 2010)...
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...The Ways Nestle Managed Its Environment Over Time Nestle used different ways to manage its environment. It did this through expansion of the product offering, expansion of the customer base, and by developing lower-cost ways to make and sell products. Early on, Nestle managed its environment by expanding into new markets, in both developing and emerging nations. As trade barriers fell, the CEO of Nestle Barbeck-Latmathe seized the opportunity and decided it’s the right time for Nestle to expand geographically into the developed and emerging markets such as those in Eastern Europe, India and Asia. By doing this, Barbeck drove Nestle’s performance dramatically, taking into consideration the massive number of potential customers in these regions and the enlargement in Nestle’s customer’s base. In the 1990’s; Nestle managed its environment by acquiring other companies. The companies which Neslte acquired at that time included U.S. food companies Carnation, Buitoni Pasta, Ralston Purina, Dreyer’s ice cream and Chef America, the British chocolate maker Rowntree, the French bottled water company Perrier, and the Mexican food maker Ortega. It is noticeable that Neslte regards acquisitions and efforts at diversification as logical ways to supplement their business. Nestle only acquires food making companies, the business it has special knowledge and expertise in. After all, Barbeck’s intentions were to customize these products to suit the tastes of customers in different countries...
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...A Raisin in the Sun Act III-A Lesson Learned In the final scene in “A raisin in the Sun,” some very important and much needed lessons are learned. Life changing decisions are made and for the better. In the last scene, Walter calls Lindner over to agree to take payment in lieu of moving into the all white neighborhood. Walter, as usual, can only think of money, and in his mind believes the large payoff from Lindner will be well worth selling out his family’s pride and honor. Lena decides, as Walter’s mother, to force his son Travis to stay to witness this life changing moral decision, in hopes that Walter will come to his senses; to everyone’s surprise he does. Walter looks into his son’s eyes and can’t sell his family short with his son watching. He decides to do what is best for the family’s morale rather than do what will put money in his pocket. That one decision shows the enormous lesson learned by Walter and how he changed. Character: The characters are well illustrated for us by the way they speak, their actions, and reactions to things. It is clear that Lena (Mama) has very little education and comes from a different time than the others. Ruth and Walter, the next generation, are slightly better spoken but still lack the educated speech that Beneatha and Travis, even younger, display with their current educations. Mama (Lena) is described as a big, strong woman, which is shown by how she reacts to the other characters, steering them the way she wants and mothering...
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...is based on constant teaching and learning and the required power of empathy, which bring an increase level of sensitivity to signals changing. The main idea here is to identify change and its associated opportunities in order to become the competitive one and the only one. I am very much agreeing with change and how one can change the rules and not compete head-on. We have to take a look at case by case models of change and understand the quantifiable rate of production. Let’s take for example: the smart car or electric car. If we all agree, it makes sense for the environment to accept a smaller “smart car”, and we achieve 100% adoption as consumers, what happens to the tracking industry and the delivery of our consumptive goods? Are we now willing to transport goods because we have to transport them into smaller containers with less power? Can you imagine a smart car next to a diesel 18 wheeler? Are we willing to sacrifice the safety of our families for the cost of the maintenance of the environment? People are fundamentally selfish and will not voluntarily create a sea change unless they are forced to do so or unless there is no choice. Companies can identify the need to change with the associated opportunities to become the only competition but without government intervention to drive the change at a local global effort, the results are depressing. Blue Ocean is a fantastic way to look at familiar environments in a new way to find competitive edge. Unfortunately, companies...
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...after intervention completion january 2013. Intermediate 18 months after intervention completion july 2014 Long term 3 years after intervention completion january 2016.) The intervention will incorporate each of Kotter's (2007: 99) eight steps to leading change. The first step is to establish a sense of urgency. We will examine the market and discuss with the client the reality of their competition in order to get them to reprioritize. There are many major opportunities and potential crises that HDMC needs to be aware of but without motivation and commitment of the organizational managers the effort will go nowhere. The next step is to form a powerful guiding coalation team. Our cunsulting team will find the right number of people with good energy, level of trust, and strong authority to lead the change effort. This group will be trained to understand and not underestimate the difficulties of producing change and to also work together as a team. The following step is to create a clear vision and express it simply. This step will need to be acomplished by creating a vision that motivates people in the right direction. The vision needs to be easy to communicte and also inspire not only the people participating in the actual changes but also the stakeholders. Communicating the vision is our next step. This is where the team pulls together and communicates what needs to be done simply and honest. The fifth step is to empower others to act on the vision. HDMC...
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...Running head: SCOTT MORTGAGE Scott Mortgage James Jones Organizational Behavior 14 June 2010 Abstract This paper discusses the nature of change in a mortgage lending firm. It takes a look at the reaction to change from the employee and organizational view points. The characteristics of Ethical Intensity are reviewed as pertaining to the decision making process. It identifies the Decision Making Model and Approach to Change that Scout Mortgage used in revamping its human capital structure. Nature of Change The 21th Century has ushered in several factors that have been the catalyst for a dynamically transforming environment. Scout Mortgage, a loan mortgage broker since 1999 (Hellriegel & Slocum, 2009) has experienced the bullish and the bearish economic environment. In a work environment, the typical factors of change are driven by technological advancements which enable global-market-reach or globalization. With the increase of information technology and global communications, the world is communitively smaller. Any situation that affects a local market can be transformed into a national or international issue. The domestic housing sector economic downturn along with other Wall Street unethical and irresponsible actions have not only lead to a national but international recession and market collapse. In the case of Scout Mortgage, the technological advances have changed the way the company’s Loan Officers conducts business. Technology has automated a lot of task...
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...In 2006 I was face with making a major decision in my family’s life and changing it as they knew it. Like in the reading this week I had to go through the decision making of what I had to do to make changes and if they are what is best for me and my family. My wife and I have been working in the family business for 14 years and we were working 7 days a week, was this what I wanted for the rest of my life or my family’s life…No, that being said, I identified and diagnosed the problem I was facing. I worked on many alternative solutions, like hiring more help at my passion, changing hours, and lastly a different profession. But after evaluating the alternatives there was no way that I could change the hours, also there was no way that addition people could not be hired, which left the changing in professions. This is when I made the choice to look for a new job, but they were hard to come by in my rural area. I would start looking for a job in my area and also out of the state. I found a position in Atlanta GA and then the big part of this decision was moving my family away from the only life they ever knew. My wife and children have never left Pennsylvania for more than a week in there whole life. We packed and moved 800 miles and after 6 years and looking back it was one of the best decisions that I have...
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...He wants to look for alternatives that benefit the company. He is willing to contact and look into information that could help the company grow. Rob has demonstrated large amounts of optimism. He has a new vision for the company. He wants to take HEI from being a low-tech bed and metal furniture manufacturer that is going downhill to becoming a high tech medical equipment manufacturer. Rob has hope that he can complete his vision. He is taking the necessary steps to set his plan in motion. Even through his finance and operations people disagree with him, he is not giving up. He knows that the company board is set in their ways. The change has to start from within the company. He wants Ashley, whom works in the HR department, to help formulate a program to help get the finance and operations people to be more positive and optimistic about the changes he is trying implement. These assessments show how dedicated Rob is to the company. I believe the company will prosper with Rob taking the lead. 2. What’s your reaction to the finance manager’s pessimism? What about the market manager’s optimism? What implications does this have for Rob and the company? I am quite shocked by the finance managers’ pessimism. The finance manager can clearly see that the company is under financial strain. The company is under a cash flow strain because of decreasing revenues from their existing product line. It is very clear that the company has to make some...
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...diversify with new products. Situation during early 90’s: The recession of the early 1990’s has significantly changed the market environment. Cutbacks in production have decreased the demand for standard machine tools and customers are asking for new products. Upper management has recognized the need for a new strategy but lower level management shows no flexibility to change. Situation during mid 90’s: By 1995 the recession has been over for a couple of years but nothing has changed within William’s organization and product line. Revenues and sales are decreasing rapidly. By 1996 the company was sold to Crock Engineering. Crock replaces all of the Williams senior managers when the company shows losses. Crock announces than Williams would become a specialty machine tool manufacturer as demand for specialty products have increased threefold. Situation during late 90’s: The upper management tries to change the company culture through project management, concurrent engineering and total quality management. Unfortunately long term employees are not on the same page as upper management and they still resist change. A project management consultant is hired from 1996 – 2001. End of the Williams Division As the project management system matures, after 6 years, the company shows a profitable quarter in March, 2002. In May 2002, the Williams Division was sold and more than 80% of employees lost their jobs. Williams Machine Tools Company – A case study Identification of Problems...
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...Strategy case study: Starbucks-sacrificing dividends for growth Starbucks has grown a lot since it's opening in Seattle in 1985. It went from 17 stores, to over 15.000 stores all around the world in 2010. But they are changing their strategy, and purpose. They started closing down shops, and refocused on the Starbucks experience, which would increase customer's willingness to pay and also increase profitability. They even payed their first dividend 2010. That ment a huge change of purpose. But is growth bad ? It has it's benefits and dangers. Warren Buffet states, that ‘Growth benefits investors only when the business in point can invest at incremental returns that are enticing – in other words, only when each dollar used to finance the growth creates over a dollar of long term market value.’ We can say that it worked for Starbucks in the beginning, when growth also meant growth of the share price, and even though no dividends were paid, the company was still profitable over the years, but with the emerging of new competition (ex. McDonalds coffee shops,…), and the loss of some of the Starbucks Experience, in 2008 the company didn’t see any share price growth, and still hasn’t paid out any dividends. From this, we can see focusing strongly on growth is not always a good idea, and while it can bring the company market share in the beginning and can even prove the be more profitable in the long term, it should not be the only purpose of the company. And when Starbucks reached...
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