Change and Cultural Case Study

Six months later the merger of Mercy medical examination Hospitals and the Promedica Health schemes, the new administration initiated a world-shattering reduction in workforce. The decision was made to redesign patient tending deli actually. The administrations first task redesign recommendation was that of a public prole. The oecumenic worker would deliver m both countenance services. Although this is not a come apart proof system, the administration wanted other options to be considered as well.The status universal worker is used when a person is cross adept in many departments, and therefore has a little much engagement flexibility. They atomic number 18 often used in ring centers and hospitals to alleviate cater shortages and provide better service without the difficulties of processing so many referrals or dealing with call transfers (webAnswers. com2010). Depending upon the setting, universal worker may be more beneficial. One argona that would fall inward ly this argona would be back up living facilities some of which have been affected since the merger.While some assist living facilities still operate within this model, the industry as a whole is moving toward a more holistic approach to cargon in which the universal worker attends to all the daily living destinys of their residents assistance with ADLs, meal service, light housekeeping, laundry, programming, and so on Rather than dealing with foursome or five different hoi polloi to have their unavoidably met, residents are able to relate to one or two staff members who sincerely yours know them and are familiar with their needs, their routines, their likes and dislikes.The result is care that is more personal, customized and unchanging (Widdes, 1996). An additional benefit is increased efficiency in staffing, i. e. , while the phencyclidine is assisting a resident with his bathing, dressing and so on, he or she may likewise be able to perform other duties, preferably than having to call someone to dust off a countertop or clean a bathroom. Ultimately, this approach stand result in increased staffing efficiencies. . The universal worker approach also seems to enhance job satisfaction.Feedback from the staff indicates that they enjoy existenceness responsible for the resident as a whole rather than save one aspect of their care. It is a feeling that undoubtedly enhances the caregivers sense of job importance (Widdes, 1996). Training staff to assume responsibilities cross ways departments and even more challenging, reshaping their attitudes and approach to care is an undertaking that take aims a payload to training, retraining and diligent follow up.It is imperative that management be very much in tune with this philosophy. Because this model often fails when implemented, there are only certain departments such as assisted living that the universal worker would actually be implemented in. For the majority of the facility, we would look at job redesign. In order for objectives to be achieved, thought needs to be given to other areas that entrust be impacted and may require changes to be implemented (An Organization Redesign Process).Other systemal systems that may be impacted by the introduction of a performance ground honour system involve The Information governance How much knowledge is given to team members, the speed at which they receive it and their superpower to us the information to improve results. The Training agreement- New skills training for employees may need to be implemented in order for them to be able to image how to interpret information, training in new skills in order for the employees to do their jobs for effectively. The Organization Structure- Departments may need to be integrated or roles significant changed. Decision-making Systems Consider changing the way decisions are made and the level at which they are made. Authority to decide might need to be interpreted down to lower levels so that employees are able to suck up decisions the alter them to more quickly influence or improve the results. Tasks and Technologies Need to be improved in order for the bonus system to achieve its objectivesreward hoi polloi for improved tune performance. Changing an organization through an organization redesign process is a journey and generally a rather long journey.That is why the following three principles must be mute by anyone who is about to undertake any type of organization redesign The perfect system has an effect on each element within the system Every element in the system has an effect on the entire system and on each other No way out what you do, the two points above always hold true. When an organization goes through redesign, 1. multitude need to be identified as being responsible for madcap the organization through the process. Those individuals include Organization Leader Who is generally the just about senior person in the organization.This person will set the pleader that the process will go in and names the Steering citizens committee Steering team up Consists of key leaders from the organization and other stakeholders. This teams responsibilities include naming and commissioning the number Team, establishing boundaries and guidelines for the inclination Team, approving Design Team recommendation and ensuring the Design Team have the resources (time and money included) they require to nominate the job through with(p) Design Team Generally consists of employees, half are lower level employees and the other half are upper management. ar responsible for reporting back to their functional teams on design choices being recommended and getting the input of the effectuation Team Implementation Team Basically, the entire organization, who implement the design choices recommended by the Design Team (and approved by the Steering Team). Renewal Team This team is set up after the Implementation Team. It monitors and assesses t o what degree the organization design has done, what it has intended to do and give away recommendations for further changes as involve. Consultant Recommends and teaches the design model, the use of tools and methodology.Provides guidance to project the design effort stays on track. Provides expertise regarding best arrange design choices and independent advice (An Organization Redesign Process). 2. Train the Strategic, Steering and Design Teams. All teams must have a commitment to the process and be able to understand the process in order to go ahead. 3. environmental Scan Become aware of the needs and expectations of the external environment Customers (current and potential), Stakeholders (shareowners and their representatives), Influencers (regulators, suppliers, government, etc. , Competitors and Best in class organizations. 4. Develop Vision & Mission Statements These statements expound why the organization was created, why it exists and its distinctive competence.5. Succ ess Criteria Nominate the outcomes desire in these four categories Customers, Stakeholder, People, Community 6. Culture Identify the behaviors, skills and characteristics that the people working(a) in the organization must have, along with the guiding principles that encourage people to use these behaviors and skills, in order to achieve the vision and mission. . Strategies to Influence settle down the strategies require to manage and reduce variability and demands from the external environment. This enables you to meet both the requirements of the external environment as well as achieve your desired performance outcomes. 8. Key Performance Indicators Choose which ones will deliver the business performance required along with inspiring the behaviors and characteristics articulated in the culture.9. technical System Analyze and redesign in terms of how tasks are performed, technologies required and the layout of buildings/facilities so that the people and the technical system a re integrated for blue performance. 10. Structural System Design the structure for each of the three teams await Line, Resource (known in traditional organizations as Management) and Strategic so that they nurture the culture required delivering high performance. 11. Decision Making & Information System Review what, where, how decisions are made, what information is needed to make those decisions and how it is stored and captured. 2. People System Review Competencies, Job Design, Selection, Induction/Orientation, Learning, and Performance Contracting, Career Development.13. Reward System Review how employees contri thoions are recognized and rewarded. Does the system encourage people to focus on organizational goals? 14. Renewal System Decide how you will regularly review your business and make any design changes needed to ensure continuing optimum performance. 15. Develop an Implementation Plan This course of study identifies who is responsible for implementation, time lines, r esources requires, potential bottlenecks, and contingency plans 6. Execute the plan When the Implementation Team is kept involved in the process and has input to the Design Team, implementation happens much more quickly and seamlessly. Peter Senge (1990) suggests that team erudition is the process of aligning and developing the capacities of a team to create the results its members truly desire. It builds on personal mastery and shared vision. When teams chance on together, not only can there be good results for the organization, members will grow more rapidly than could have proceedred otherwise.Virtually all important decisions occur in groups. Teams, not individuals, are the fundamental learning units. Unless a team can learn, the organization cannot learn. Team learning focuses on the learning ability of the group. Adults learn best from each other, by reflecting on how they are addressing problems, questioning assumptions, and receiving feedback from their team and from thei r results. With team learning, the learning ability of the group becomes greater than the learning ability of any individual in the group (Learning Organisations).In order to make the work teams function at its optimal performance, there are guild key activities or work functions that must be present. Those functions include Advising accumulation and giving information Innovating creating new ideas or brainstorming new ways to tackle old problem Promoting selling the idea to management and forum all the resources Developing once the idea has been sold to management, it then needs to go to the analytical process and be developed. Organizing setting up a structure and resources so that the harvest-feast, scheme, or service can work. Producing putting the product or service together. Inspecting watching out for details. Inspection of the high persona must be maintained and accurate records must be kept. Maintaining it is associated with the support services offered in an o rganization and the general background work done in a team to ensure that its requirements can be met quickly and efficiently. Linking is central to the success of all teams. It is the difference between an effective and an powerless team.Someone coordinating all the team members to ensure that there is maximal cooperation and interchange of ideas, reports and experiences (Margerison, C. & McCann D. , 2000). Being able to plan, and control the intra-organizational and inter-organizational communication that must occur to implement the job design changes will be difficult but not impossible. The information that needs to be given out during the job redesign would have to be given to top managers right earlier it is given out. Then the staff can be in-serviced on the changes that would be going into effect and a question, answer type forum be done.Once the changes have been implemented, a committee of staff and managers can be appointed to look at the changes and see if there are any additional changes that may need to be implemented because of the initial changes. This is also a way to ensure job satisfaction. If the employee feels that their feedback is worth something and is being listened to, they are more willing to make the changes that need to be made. If individuals enjoy doing a job, they perform at their very best. Giving them the opportunity to be a part of the job redesign, makes them feel as though they have contributed to something and it is worthy to the employee.