Managing change and team working in a hospital Essay

Managing change and team working in a hospital - Essay Example Therefore, to lead changes successfully, leaders are supposed to be able to describe the process of change within the organization and how it can affect individuals within the firm. Thus, this paper will have a report on managing change and team working in the medical assessment unit. The change that I would like implement in my area, medical assessment unit, is to introduce a wall mounted that shows date, day, time and location. The TV will also display seasonal slideshows that are visual cues as to the time of the year, and they give enjoyable outside pictorial view that is often not available and can also enhance conversations. I want to carry out the implementation since it will help the confused patients and those with dementia with their surroundings and to make them be aware of date and time. Thus, my objective is to minimize confusion and prevent healthcare team answering repeated questions. To successfully implement the changes, I am required to analyze the policy drivers, internal barriers and drivers, anticipated benefits, the strategies work team engagement and measuring success methods following the changes in the unit. The policy drivers refer to the principle adopted by the organization or team management (Bellman, 2003). It is heavily influenced public opinion, objective information, and the media. In this case, the medical assessment unit has diverse policies that drive to the need for change. Firstly, the unit is expected to implement standing protocols or orders that facilitate prompt, accurate patient treatment and assessment. Mounting a TV that contain the time and date will help in having accurate patient treatment and assessment. For instance, the patient is able to take their medicine on time as instructed by the doctor. Secondly, the medical assessment unit requires the application of an estimated time and date of discharge on admission to improve timely discharge and care coordination (Boshoff, & Bone, 2005).

Research Experiment Assignment Example | Topics and Well Written Essays - 1250 words

Research Experiment - Assignment Example This theory also suggests that job attitudes are linked to job outcomes. Consequently, organizational attitudes are linked to organizational outcomes (Greenberg, 2013). Background Organizational behavior is a key determinant of how an organization should be managed and led, with the aim of increasing organizational effectiveness. As such, Organizational Behavior Units provide insight and knowledge that advances the understanding of how to manage and lead an organization, with the aim of increasing personal or organizational effectiveness (Ali et al., 2009). Encompassing aspects of sociology, psychology, communication and management, the course has its roots in Industrial and Organizational Psychology (Locke, 1976). This is because organizational behavior determines the effectiveness, hence success of the organization. The factors that affect the general conduct or behavior of an organization should, therefore, be brought in to perspective and manipulated to targets the achievement of ideal results. Indeed, a lot of research has been conducted to try to establish the factors that affect the work outcome in an organization. In particular, the attitude of employees has been deemed an essential variable in these studies. In assessing this variable, many researches have primarily focused on job satisfaction as the key measure of employee attitude (Ali et al., 2009). However, recent researches have delved in to the role of organizational commitment in determining employee attitude and intensions (Greenberg, 2013). The purpose of this study was to establish the factors that drive job satisfaction and organizational commitment at Subway Restaurants. As such, it assessed two variables: job performance and turnover intensions. Job performance has often been related to Job satisfaction more than organizational commitment, with studies establishing mixed results. While some studies have shown a strong correlation between the two, others argue that this correlation is negli gible (Ali et al., 2009). However, almost all of the studies conducted establish a negligible correlation between organizational commitment and job performance. On the other hand, turnover intensions are primarily a factor of organizational commitment. Indeed, studies have shown significant association between the two. However, these studies also show a considerable amount of correlation between turnover intension and Job satisfaction. In fact, studies of facet satisfaction have established significant association between turnover intensions and satisfaction with the job itself, and pay and promotions (Greenberg, 2013). However, combined comparisons of job satisfaction and organizational commitment with turnover intensions have established a greater correlation between turnover intensions and organizational commitment than with job satisfaction (Greenberg, 2013). These findings form the basis for my hypotheses in this research study. Research Questions The participants in this study were primarily the restaurant’s staff in the U.S. and included 2 Restaurant Managers, 3 part time Hospitality Employees, 2 full time Chefs, 2 part-time Administrative Assistant, and a full time Retail Clerk. They were required to answer ten research questions based on their level of agreement with the suggestions as follows: Strongly Agree (5) Agree (4) Most likely/Not sure (3) Probably not (2) Disagree (1)