The change might be in the process done individually or by team, in which it requires adoption and flexibility to succeed in coping with changes. During 1990s, healthcare organization suffers from abrupt changes which require the role of middle managers in the status of restructuring. The change that the healthcare organization wants to create is the restructuring of the job elements to make the work environment more motivating which is called job redesign. Job redesign is an ongoing process which entirely depends on the cooperation of its workers in delivering for a satisfactory input (Cronshaw & Fine, 2003, p. 320). This is often the move if the organization wants to reduce and cut the cost of work force without affecting the demand of product or services and have the employees give their best (Strong, 2010). This work process is not simple in the healthcare organization and it needs a thorough assessment because if it is not carefully planned it might lead to a decreased clinical quality, reduced patient satisfaction and increased staff turnover (Murphy, 1996, p. 1). So that the high demand of services in the healthcare organization will be met even if there is a reduction in force, the administration will be using the universal worker to alleviate staff shortages. These are healthcare providers that are more flexible in different assignments and will provide better services without facing difficulties.
The main thrust of this paper is to present the steps on how job redesign is being done. Healthcare organizations always seek for what will be the best in terms of its patient care delivery (Singleton, 2002, p. 505). The restructuring of quality, cutting of cost, and patient care delivery is dependent on the input of its staff members. Most often, resistance is present in the process especially in changing of roles and relationships. Also, this paper gives emphases on the structures and communications used by Peter Senge in its learning ...
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The step by step and incremental approach to implement the changes therefore suggested that the change management can be successful and resistance could be overcome if the overall process is managed from the strategic perspective and all the stakeholders are taken into consideration in the overall change management process.
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Culture is an expression used recurrently in place of work debates. Culture is crucial to achieving optimum levels of organizational effectiveness. Over the past few years, authors and scholars have tried to define organizational culture differently.
According to Newton, Bower, & Williams, 2004, the instances of the subjective evaluations of questions are the standards guiding the case studies and those majoring on unfolding the incidence and the predominance of oral infections. Conversely, questions basing on relationship tend to focuses on determining the relations between given occurrences.
It is observed that a corporation that is growing its net income or decreasing its product costs is acknowledged to be ‘improving its bottom line’. There generally exist four evaluation points related to bottom line which include analyzing, developing, implementing and evaluating (SlideShare Inc., “Bottom-line Evaluation: Measuring Results from”).
As part of the medical activity, her medical history should be assessed to help in establishing the cause of her problem. Lack of a comprehensive examination may lead to flawed diagnosis. A complete medical
According to Newton, Bower, & Williams, 2004, the instances of the subjective evaluations of questions are the standards guiding the case studies and those majoring on unfolding the incidence and the predominance of oral infections.
s and sales and being replaced by a three-tied pricing mechanism, creation of new logo, redesigning stores aimed at a year attainment of 100 mini-stores at each J.C Penney (Gilbertson, Mark & Daniel 127). This never yielded any benefits but followed by immediate loss of 25%
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