Biology assignment help case study: Case study analysis of Clinical services
Case Study 1:
1. The comments given to the Director of Clinical Services indicates resistance faced by the heath care staff. The source of resistance is recognized to be panic zone. The change resistance could be due to fear of unknown, fear of failure of not being consulted, poor communication, loss of status or income, low trust, misunderstanding and disagreements for the need for change, perceived personal criticism and may also be due to inertia.
2. The personal goal for the newly appointed Director of Clinical Services is to effectively manage this resistance. The Director should know the root cause of the opposition and system failure. The information needs to be clarified with accurate provision of feedback. The negative consequences of resistance need to be presented and positive consequences of changes need to be emphasized. Thereby a planned and development change needs to be brought for better understanding of the system failure and enforcing appropriate channels and protocols for ensuring that the work is done properly.
3. In the context of the case study, the major driving forces for addressing system failure in clinical division include introduction of competent and skilled staff to bring about efficient handling of work. This will ensure efficient handling of work through proper channels. Other driving forces include cost of recruiting an experienced productive team whereas the restraining forces include organization culture, internal politics and fear of change among the staff. Additionally transformational leadership style exhibited by the newly recruited director can bring about long-term changes.
4. In the context of the case study, the Director first needs to unfreeze which could be done by motivating the nursing staff and team in the direction of readiness and ensuring that the employees are ready for change. The change is focused on addressing the system failure present in the clinical division of the metropolitan hospital. The change is brought about by identifying certain degree of trust and respect and rapport critical so that the health care staff listens to various new ideas. This stage will help diagnosing the problem and generate solutions for selecting various alternative approaches. Second is moving to a new level where the change agent is identified, plans are established and implementation of various appropriate strategies through cognitive redefinition to ensure that the driving force exceeds the restraining forces. Third is refreezing process where the strategies of new ways of working are implemented into the organization and then ensuring that the changes made becomes permanent. Thereby following the force field model can pave a long way for addressing the system failure in metropolitan hospital. Furthermore, successful change management is further brought about by establishing a sense of urgency for immediate implementation of change, forming a guiding coalition, creating the vision and empowering the staff to follow the new way of change. Moreover, the Director needs to create short-term wins, consolidate improvements and institutionalize new approaches through showing the staff that the newly implemented change has brought about excellent clinical outcomes and safety in the life of the patients and the organization.
5. Successful implementation of various changes such as introduction of competent and skilled staff, plans are established and implemented motivating the nursing staff and team, addressing the system failure and timely establishment and implementation of plans etc. Further, successful implementation of changes by the Director can bring a success rate of about 70% .in order to establish a cohesive and productive working team.
Case Study 2:
1 The driving force is establishment of the drug education program for decreasing the rate of HIV/AIDS and hepatitis and also to decrease the rate of drug overdose and drug use. The restraining forces include the local community being agitated regarding commencing of the project. The fear of the community in congregating the inner city suburb should be alleviated by addressing their fear and the advantage of establishment of the educational program needs to be conveyed to the local community. Further the church being part of the community needs to be involved in the social welfare of people affected with AIDS/HIV. Thereby the driving force can outweigh the restraining forces.
2 The change strategies used depends upon the amount of resistance shown by the local community and the degree of power change agent possesses (Kotter, Schlesinger, n.d). The change strategy to follow with respect to the case study includes power-coercive strategy where the Department of Health has the authority and power to implement the drug education program in the suburb area. The authority established is essential for achieving the objective and bringing about significant situation in the situation even if resistance is anticipated.
As a process of unfreezing, the local community needs to be appeased and the participants need to be motivated for successful implementation of the educational strategy (Shirey, 2013). This can be initiated through the degree of respect and trust. Various ideas on implementing and planning the change and strategies should exceed the restraining forces. Further, the advantage and the long-term benefits of implementation of the program should be brought forward to the whole community .Third the process of refreezing, the change or the program implemented needs to be supportive by the community and should bring about continuous reinforcement and become permanent.
3 The long term goal of the organization is to limit the number of drug addicts and disease-affected people in suburb community whereas the short term goal is immediate launching of the drug education program and provide education to decrease the rate of unemployment.
For the community health worker, the short term goal is enhancement of knowledge about various ill practices followed by the youth and educating the youth about various treatments to combat HIV/AIDS and drug addiction. The long-term goal is to implement early and timely screening strategies in order to reduce the percentage of youth addicted to drugs and struggling with HIV/AIDS.
4 To increase the driving force, the staff employed includes social workers, volunteers, carers, health care workers and professionals who can give a thorough education to drug addicts and decrease the rate of HIV/AIDS.
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