Change And Culture Case Study

2175 words - 9 pages

Change and Culture Case Study II

Cassandra Foster

HCS/514: Managing In Today’s Health Care Organization

University Of Phoenix

Renee Sharp

July 25, 2011

Change and Culture Case Study II

The organizational literature provides two major concepts that aid in comprehending the job restructuring process. The two concepts are job design and system redesign respectively. The job design deals with the activities undertaken by individuals in the workplace. Such activities encompass the roles, and the methods applied in job completion (McConnell, 2009). Conversely, the systems redesign concerns changing the normal operations of the entire department ...view middle of the document...

Furthermore, the other issues greatly distressing the process are inadequate security, salary shortages, and inefficient decision-making aptitudes of the responsible individuals. Therefore, the utilization of the system theory is crucial in understanding the interrelationships amid the varied components of the organization (McConnell, 2009). In understanding the processes, currently present in the organization, the application of feedback loops is equally important. It is also noteworthy that changing a section of patient care delivery can affect other parts of the organization, either constructively, or adversely.

Therefore, when redesigning the job for nurses, the foremost thing that can be done is to develop a suitable process that would augment the effectiveness of the roles. After devising such a process, there is a need to scrutinize the impact of the task redesigning to the service deliverers as well as on the patients. To ascertain that the redesign process is effective in increasing efficiency and job satisfaction, the course should begin by reviewing the necessary information from the systems perception (McConnell, 2009). However, Senge describes systems thinking as a theoretical outline providing any necessary information aiding in understanding all factors entailed in the change, for a successful facilitation of the process. The systems’ thinking outlines the need to evaluate the work processes, tasks, and the output. Additionally, it is essential to comprehend the activities likely to occur during the job redesign. Studies designate that redesign process is highly dependent on those involved in the job. Therefore, it deems vital to consider engaging all individuals involved in the job for purposes of increasing effectiveness. In maximizing the process redesign success, individuals involved ought to be highly considered (McConnell, 2009). This is factual because health care workers possess lofty skills because they are acquainted with the assumed roles. Therefore, their knowledge takes a huge role in successful realization of the entire redesign process. Besides, the main stakeholder of the health care was engaged in implementing the change, as he or she possess basic information needed for the success of the entire process.

Work Processes and Performance Expectations

Upon completion of the job design, consideration of numerous work processes and performance is needed. Among the processes put into consideration, is communication, which is crucial for efficient performance of activities undertaken in the organization (McConnell, 2009). There ought to exist clear channels of communication amid the employers and workers. In understanding the specifications of the new job, the person in charge needs to be directed at what duties he or she should assume: hence, the need for structured communication strategies for easy transfer of information from the top managers to the individuals holding the duties. Upon...

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