Change and Cultural Case Study

Six months after the merger of Mercy Medical Hospitals and the Promedica health Systems, the radical administration initiated a significant reduction in make waterforce. The closing was made to visualise patient c atomic number 18 delivery. The administrations graduation pedigree re foundation testimony was that of a universal joint histrion. The universal worker would deliver many support services. Although this is non a fail check arranging, the administration wanted other options to be considered as well.The term universal worker is used when a person is cross trained in many departments, and in that respectfore has a little more(prenominal) assignment flexibility. They be often used in call centers and hospitals to alleviate cater shortages and issue better service without the difficulties of trainthing so many referrals or transaction with call transfers (webAnswers. com2010). Depending upon the setting, universal worker may be more beneficial. superstar atomic number 18a that would fall within this area would be assisted nutrition facilities some of which have been affected since the merger.While some assisted reenforcement facilities still operate within this model, the industry as a undivided is moving toward a more holistic barbel to care in which the universal worker attends to all the daily living drives of their residents attention with ADLs, meal service, light housekeeping, laundry, programming, etc. Rather than dealing with four or five different citizenry to have their needs met, residents are fit to relate to nonpareil or dickens staff members who actually make love them and are familiar with their needs, their routines, their likes and dislikes.The result is care that is more personal, customized and consistent (Widdes, 1996). An spare benefit is increased efficiency in staffing, i. e. , while the caregiver is assisting a resident with his bathing, dressing and so on, he or she may as well as be able to pe rform other duties, rather than having to call someone to dust off a counter conk or clean a bathroom. Ultimately, this cuddle can result in increased staffing efficiencies. . The universal worker approach also seems to enhance cable satisfaction.Feedback from the staff indicates that they enjoy being trust worthyy for the resident as a whole rather than whole one aspect of their care. It is a feeling that undoubtedly enhances the caregivers star of job importance (Widdes, 1996). Training staff to assume responsibilities across departments and change surface more challenging, reshaping their attitudes and approach to care is an undertaking that requires a commitment to training, prepare and diligent follow up.It is imperative that wariness be very oft in tune with this philosophy. Because this model often fails when carry throughed, at that place are only certain departments such as assisted living that the universal worker would actually be utilize in. For the majority of the facility, we would look at job re heading. In localize for objectives to be achieved, thought needs to be wedded up to other areas that will be impacted and may require changes to be implemented (An musical arrangement Redesign Process).Other compositional systems that may be impacted by the introduction of a performance based requite system entangle The study System How much development is presumption to group members, the speed at which they receive it and their efficiency to us the information to improve results. The Training System- New skills training for employees may need to be implemented in order for them to be able to understand how to find information, training in new skills in order for the employees to do their jobs for powerfully. The Organization Structure- Departments may need to be integrated or roles significant changed. Decision-making Systems manage changing the way decisions are made and the level at which they are made. Authority to deci de might need to be taken tear down to tear down levels so that employees are able to make decisions the enable them to more quickly influence or improve the results. Tasks and Technologies Need to be better in order for the bonus system to achieve its objectivesreward state for improved problem performance. Changing an organization through an organization redesign process is a journey and generally a rather vast journey.That is why the following three principles must be understood by anyone who is about to undertake any showcase of organization redesign The inbuilt system has an effect on each element within the system Every element in the system has an effect on the unblemished system and on each other No matter what you do, the two points above always hold true. When an organization goes through redesign, 1. large number need to be identified as being prudent for driving the organization through the process. Those individuals include Organization Leader Who is generall y the most ripened person in the organization.This person will set the direction that the process will go in and names the counseling Committee management Team Consists of key leaders from the organization and other stakeholders. This squads responsibilities include assigning and commissioning the Design Team, establishing boundaries and guidelines for the Design Team, approving Design Team recommendation and ensuring the Design Team have the resources (time and money included) they require to get the job done Design Team Generally consists of employees, half are lower level employees and the other half are upper management.Are responsible for reporting back to their functional teams on design choices being recommended and acquire the input signal of the slaying 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 Implementati on Team. It monitors and assesses to what degree the organization design has done, what it has intended to do and make recommendations for move on changes as call for. Consultant Recommends and teaches the design model, the use of tools and methodology.Provides guidance to ensure the design effort stays on track. Provides expertise regarding best practice design choices and independent advice (An Organization Redesign Process). 2. Train the Strategic, Steering and Design Teams. each teams must have a commitment to the process and be able to understand the process in order to go ahead. 3. Environmental graze 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 outflank in class organizations. 4. Develop Vision & Mission Statements These statements break why the organization was forced, why it exists and its distinctive competence.5. Success Criteria Nominate the outcomes coveted in these four categories Customers, Stakeholder, People, Community 6. Culture Identify the behaviors, skills and characteristics that the people running(a) in the organization must have, along with the guiding principles that abet people to use these behaviors and skills, in order to achieve the vision and mission. . Strategies to Influence mold the strategies needed 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 coveted 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. practiced 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 are integrated for steep performance. 10. Structural System Design the structure for each of the three teams precedent Line, Resource (known in traditional organizations as Management) and Strategic so that they bring up the culture required delivering exalted 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. advantage System Review how employees contributions are recognized and rewarded. Does the system encourage people to focus on organizational goals? 14. Renewal System find out how you will regularly review your business and make any design changes needed to ensure continuing optimum performance. 15. Develop an Implementation formulate This contrive identifies who is responsible for implementation, time lines, resources 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 discipline 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 learn together, not only can there be good results for the organization, members will grow more rapidly than could have go onred 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, inquiring assumptions, and receiving feedback from their team and from their 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 nine key activities or work functions that must be present. Those functions include Advising gathering and giving information Innovating creating new ideas or brainstorming new ways to tackle old problem Promoting selling the idea to management and gathering all the resources Developing once the idea has been sold to management, it thence needs to go to the analytical process and be developed. Organizing setting up a structure and resources so that the product, scheme, or service can work. Producing putt the product or service together. Inspecting watching out for details. Inspection of the high quality must be maintained and accurate records must be kept. Maintaining it is associated with the suppor t services offered in an organization 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 ineffective team.Someone coordinating all the team members to ensure that there is maximum 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 dialogue 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 before 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 change s 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 luck to be a part of the job redesign, makes them feel as though they have contributed to something and it is worthwhile to the employee.