Implementing Change in Healthcare Essay Example | Topics and Well Written Essays - 2000 words

Implementing Change in Healthcare - Essay Example The basic problem with healthcare is that there are too many patients wanting the same type of health care. This breeds monotony into the life of a heath care professional and hence the employee becomes bored of doing the same job again and again. Also an employee gets de-motivated when patients keep coming with the same diseases and they feel that they aren't doing anything substantial to help patients. For an employee to feel satisfied, he/she should be put of job rotation so that different kinds of jobs are being done after every few days. Seeing different diseases and helping out to solve them, is not only beneficial for the employees to learn new healthcare techniques, it also helps them to realize the importance of their jobs. Such a situation calls for bringing about a change in the medical profession. No matter whether a change is of major proportions or is objectively rather small, the change manager must anticipate that people in the organization are going to find reasons to resist changes. It is a basic tenet of human behavior that any belief or value that has been previously successful in meeting needs will resist change. This applies even if there are better more successful alternatives to meet those needs. Resistance to change takes many forms. ... Bystanders Change Agents Passive Active Energy of Response Reasons for Resistance The main reason for resistance is the uncertainty of the new situation. People like to lead their lives the way they have been living in the past unless that life is entirely unsatisfactory. Change is attached with negativity and this bias is not entirely wrong. Factors such as downsizing, change in working conditions, having a new boss or a new organizational structure is related to having a negative affect on these people. Kotter give four basic reasons why employees resist change. 1. 'Parochial' Self-Interest - This belief is that people are selfish and they care only about themselves thus a change in their surrounding is bound to affect them thus they resist it. 2. Misunderstanding - The second reason given by Kotter is that due to lack of proper communication and information/knowledge about the change begets resistance from the employees. 3. Low Tolerance of Change. -Thirdly people want to live the life they have been living and want the security and stability in their work. 4. Different assessments of the situation - The last reason is purely business natured. This reason says that employees in the business would either agree or disagree with the change decision. Some people might see the advantage of change while others might see the same factors as the disadvantages. Force Field Analysis The force field analysis is a method which helps in identifying the most important target groups for a campaign, identify competitors, it helps in identifying how to influence these target groups and helps in investigation the balance of power regarding an issue. The driving forces are written on the left while the restraining forces are written

Risk management Failure Essay Example | Topics and Well Written Essays - 1500 words

Risk management Failure - Essay Example The overall discharge of the spill was estimated at 4.9 million barrels, which covered an area of 780,000 cubic metres (Jervis and Levin 2010). The disaster was followed by major attempts to protect the estuaries and wetlands of the region, from the spreading oil. The impacts of the spill included the destruction of wildlife and marine habitats in the area; the stagnation of the tourism and the fishing industry of the region, as well as the human health issues that continued to be felt until year 2012 (Robertson and Krauss 2010). Following investigations, the causes of the disaster included the use of defective cement; the ineffectiveness of the operations of Halliburton and Transocean, as well as the lack of effective risk assessment by BP (NOAA 2011). This paper will explore the impact of BP’s failure to manage risks, which resulted in the BP disaster. The risk management failures of BP that led to the disaster Risk management failures were among the core factors that led to the 2010 BP disaster at the Gulf of Mexico (Zolkos and Bradford 2011). ... However, the contributory roles of the two secondary companies blamed for the disaster could have been mitigated through an effective investigation and the management of the risks facing the project. For example, the report from the investigation showed that the cement used during the construction was defective. Through effective risk assessment and management, BP would have discovered that the cement supplied was defective, therefore would outsource good cement for the project (Ingersoll, Richard and Reavis 2013). The Macondo blowout of 20th April 2010 was caused by a string of company decisions by BP, which increased the risk levels of the project. The company, also failed to assess different areas that would help it mitigate the risks of the project. These risk management failings include that BP did not carry out an official risk assessment of the critical operational choices made during the days prior to the disaster. For example, through administering an effective risk assessme nt process, the company would have discovered the risky operations planned during the execution of the project. Through the assessment, the BP Company would have exposed any organizational issues that were likely to affect the credibility of the decision-making process. Through exposing the different areas of risk – whether in the areas of planning or implementation – the company would have averted the incidence of the disaster. Therefore, the company’s failure to assess the risks that contributed to the disaster was a contributing factor. Through effective risk management prior to the disaster, the company would have detected the engineering weaknesses in the plant, therefore would have recommended some precautions to the issue (Zolkos and