Leadership and Innovation Changes to the Greater Western Hospital - Literature review Example

Leadership and Innovation Changes to the Greater Western Hospital Name Institution affiliation Date Part 1. Introduction. Organisational change is one of the most crucial components of success, as it is employed on most business world institutions. Change makes the organisation get rid of the old tactics, strategies as well as ways of doing business while adopting new elements of operating things in nan organization, organisational change in most cases bring about a change in the organisation they are used in. change resistance is one of the key barriers to the organisational change. There are many forms of change that organisational managers, or even subordinates indulge in, to make sure that there is no adoption of the intended change (Wellinset, all, 2013). For instance, in the Greater Western Hospital, the head of surgery Dr Susan Wong is a key person in resisting the innovation of the medical equipment being reused. This move has raised her eyebrows on the safety of the patients to be attended. This part of the paper addresses the effective advice as well as the innovation help that can be given to the head Susan Wong about the re-use of the medical apparatus. Importance of Change in the Greater Western Hospital. According to Rick (2011), one of the current world health concerns is the health care management of the health care change. Health care professionals are expected to acquire exceptional and work experience as the tactical professionalism required in the health care change process. The change process involves the change of certain aspect of the entire organisation or else the entire system change. For the Greater Western Hospital, the change does not involve the entire hospital or the entire surgery department. The change in the hospitals involves the re-usage of certain medical components, specifically the apparatus and certain medical devises (Rick, 2011). The change will include technological advancement of these devices such that they can be used again and again. As Rick (2011) asserts, the importance of the proposed change to the surgery department of the Greater Western Hospital is that it will help save some costs incurred in securing some of the expensive equipment. The benefit will help the hospital save a lot of money which is channelled towards buying new utensil now and then. Dr. Susan Wong should therefore consider it a best option to repair these medical devices so as to re-use them more times than to keep buying new ones. The head of the surgery department of the Greater Western Hospital should as well consider the benefits of cost saving, which would accumulatively lower the running expenditure of the hospital (Rick, 2011). The saved funds can be used to run other special health services, as well as advance the entire surgery department. As Funnell and Rogers (2011) assert, still on cost saving, the technological innovation seems helpful similarly to the health patients visiting the hospital to seek medical help, in the surgery department. This effect sets in when the patients additionally save a lot of cash on the medical bills. Accumulatively, the saving o hospital on the health expenditure will as well see the hospital lower the costs it charged each individual patients its admits on surgery. On business terms, lowering the cost of treatment while the quality remaining constant will see more patients seek medical help from the Greater Western Hospital (Funnell & Roger, 2011). The demand for the hospital services will rise, similarly rising the market positioning of the health care institution. Dr. Susan as a health practitioner cares about the health and the safety of the patients attended to in the Greater Western Hospital surgery department. The head, therefore, is opposed to the new change proposals by many in her department. She is resistant to the stipulated change done to her insecurities on the proposed devises. She believes that the progress of the change may fail and impact in the health damages of the patiently in the s attended to. As health professionals, Susan practises the highest order of ethical standards as they are recognised in the medical field, to always be sure of the treatment and the process of medication to be administered to any patient (Funnell & Rogers, 2011). The process is not doomed to fail in the Greater Western Hospital, but rather to bring a positive change in the facility, on matters of saving more expenditures as well as saving time used in installing these devices. As Cooper (2012) asserts, the safety of the technological advancement of the medical devises as advised to the head of the surgery department of the Greater Western Hospital are safe to use. The same apparatus are used in the Indian hospitals, specifically the Narayana hospital. The hospital uses the technological advancement not to re-use the medical instruments more than fifty times, a times to even eighty times. The hospital simply repairs these devises while hardening theme to be used again and again. The procedure s well done by the American medical instrumentation repair components, TriMedx. The company is a specialised medical engineering affiliation, which has helped many hospitals in America, Europe as well as in Asia to tackle the issue of medical devised re usage (Cooper, 2012). Therefore, is the process has already worked at the Narayana hospital in India, it would similarly world in the Greater Western Hospital. The patients in India are the same patients in Australia, and the medical competency is similar, the process of medication id similar, so the process is a success if applied in the Greater Western Hospital. According to Cooper (2012), there are several types of change resistors, any of who are resistant die to fear of uncertainty. Dr. Susan Wong is amongst those change resistors. A positive change resistor is a person who is resisting a certain change in any govern organisation simply because they are worries about what the clients would say about the change., such type of resistor is normally in for the proposed change in the organisation, but the fears are normally on hope the clients will see the change. The Greater Western Hospital positive change resistors are those health practitioners who like the proposed health change plan, but are worried about hoe the patients will take it. Clearly, positive change resistors are the best resistors since they can trigger the change, but their fears are the business clients. A positive resistor is easy to change, since they are already positive minded for the change process (Cooper, 2012). These resistors can be turned around buy influencing a client satisfaction of the services offered. As Abood (2011) ascertains, for the idea of Susan on what works in the business world cannot be incorporated in the health sector, the chain id unsubstantiated since the health facility itself is business running institution, targeting profits to run other affairs. Not all the health institution are offering government-sponsored health services, hence, the Greater Western Hospital is privately sponsored health facility, hence, in the world to make profits, the hospital is among the many hospitals in the world who handle intense surgical operations to the patients reporting to the. Narayana is one of the kinds of hospitals in India tackling the similar process. The hospital’s is similarly a privately sponsored health institution making profit just like any other business entity in the public (Abood, 2011). However, the Greater Western Hospital is an Australian hospital seeking to start the According to Abood (2011), a unique change resistor on the other side is the resistor who is basically resistant r change because they feel they are special. Dr, Susan Wong may fall into this category, that she is special, being the head of the department, and that she should be the core decision maker on whether or not her department should adopt the change. A unique resistor feels they are special in that the change may be adopted but fail to change to them, but everyone does, simply because they are special in the hospital. These people include the specific surgery doctors as well as the key personnel in the hospital. A unique change resistor in the hospital can be changed to stop resisting the desired change by simply advising them that the change involves everyone, not only the most important persons in the hospitals (Abood, 2011). Cultivating the essence of equality in these unique persons can help them tackle the change together with the rest of the employees. According to Moini (2014), another type of change resistor is the ‘let me be the last’ resistor. These are the people in an organisation who do not feel like they are involved in the change, and that they are not willing to take the blame in case things don’t go as planned. These type of resistors consider to be the best to change so that in case of any default in the change process they are not to blame (Moini, 2014). . In the Greater Western Hospital technological advancement changes, these kinds of resistors may involve the low level practitioners such as the pharmacists and the nurses. As Nathan (2011) chronicles, these types of change resistors can be turned around by proofing to them that the desired change is not doomed to fail. Once their confidence is boosted and the relevant information is given top these resistors it becomes ready for them to stop the urge to change. Therefore a last to change resistor can be given the enough conceptual explanation on the durability of the medical devises in the Greater Western Hospital and that they cannot break or threaten ant patients health, to make them change the famous (Nathan, 2011) Part 2. Introduction A leader is a person who is able to motivate the subordinates they are working within the given organisation to trigger a better or improved production. A leader is a person who inspires the induced changes in any given organisation. Any organization, irrespective of the industry it serves needs changes at some point in its life, so as to have a different ways of doing things, always suited to better the results, increase efficiency while similarly saving time and cost. The ultimate goal in any organisational change is to see better results, while maintaining the quality. In the Greater Western Hospital, there is a proposed change in the surgery department, where a surgeon cab handles two operations at a go, assisted by two paramedics. However, the head of the nursing department Christine Bingle is opposed to the changes claiming she is not a business personnel but a nurse (Halvorson, 2007). This paper induces some of the motivational aspects which the head of the nurses Christian can adopt, so as to change as a leader while motivating other employees to adopt the change. How to Motivate Christian Bingle as a Leader to Accept the Proposed Innovation Changes In Greater Western Hospital As Courtney and Briggs (2004) ascertain, as a leader, Christian Bingle is supposed to be confident in whatever she handles in the surgery department she is working in. among the key characteristics of the leader, motivation is very critical since the followers trust one’s actions. Confidence attracts followers. For Christian Bingle, she is a sort of manager rather than a leader. A person who is put in place to just follow the status quo. The manager is less innovative since they only follow what was done before. Alternatively, leader opposes the status quo, while inducing the necessary changes which are crucial in the work environment they are working in (Courtney & Briggs, 2004). Therefore, Christian Bingle needs to refocus on being a leader, a rather than manager in the department. According to Courtney and Briggs (2004), boosting then the confidence of leader like Christian Bingle needs an attempt to showcase how some of the world incompetents and less confident leaders have for once changed to lead the bet organizations. Albert Einstein was one of the intellectually challenged scholars, but regained confidence in life to become one of the world-renowned physics. The Greater Western Hospital needs a change, change in the ways of doing things, using a single surgeon together with two more paramedics (Courtney & Briggs, 2004). This innovation follows its immense success in Indian hospitals, who innovatively uses the method to serve two patients in less than fifteen minutes. In the Greater Western Hospital, the nurses and their heads, specifically Christian bangle need to induce the change. These leaders also need to understand that what has worked successively in any other hospital in the wooers, of a similar nature with the Greater Western Hospital it can still work in them. As abated, the Greater Western Hospital is a health care ventured model business institution, therefore, the heads should always be business minded while professionally pouting thecal conditions (Carter, 2014). As graduate with bachelors of Science in nursing, Christian Bingle needs to understand the basic need of innovation in the department t she heads. She might have not have studied business, neither she might not be handling a business entity, but the essence of change in any institution is impeccable. Mrs. Christian Bingle needs to understand that the current process of handling surgeries at the Greater Western Hospital is time wasting, and less efficient. A normal surgeon in the hospital handles about four patients in an hour, assisted by one paramedic, who is overwhelmingly overworked, assisting the surgeon and running in and out of the surgery room (Carter, 2014). . Christian Bingle needs to induce the recessive chance to increase the efficiency of the surgery department, the proposed innovative idea would accommodate about eight patient handled in an hour by a single surgeon, twice the number currently exciting. As Cameron and Green (2012) assert, a new idea would similarly add a paramedic to the current process, to have two paramedics assisting surgeon in the surgery room. The paramedic would similarly handle two patients at a go, while complete within fasten minutes. One paramedic is meant to help the surgeon with the sterile instruments, at one hand with the other hand using the microscope. The other paramedic would help in bandaging the patient, while assisting in and out of the room. According to Cameron and Green (2012), one of the ways of helping Christian Bingle to motivate herself to the necessary proposed change is to help her stop procrastinating. In work, procrastinating involves doing things which are less important in expense of the more important ones. The Greater Western Hospital surgery department is in need of an innovative idea of work efficiency to all the surgeons, while the head nurse is busy avoiding this plea in favour of many other less impartment tasks, in excuse if not being a business person. The head of the nursing need be urged to stop focusing on the less important tasks while refocus on the task at hand, the innovative change highly needed by the entire surgery department (Cameron & Green, 2012). Stopping procrastination can help one refocus on the best tasks ahead, while sacrificing the less important ones. Secondly, as Moore (2008) asserts, Christian Bingle needs to be reminded that she is a leader. Reminding a leader of their responsibilities and qualities helps they refocus on what they are supposed to do. Reminding Christian of her mandate as a leader will greatly help her reconsider adopting the new innovative change. The change required in this hospital i s priceless. If all the other employees as well as Christian’s subordinated re willing to adopt the change, with the leader edamame and resistant to change, the organization represents the wrong leadership. Reminding Christian of her qualities will help her consider the best alternative to behave like a leader, help understand the qualities she is supposed to portray and make a better use of the position (Moore, 2008). This will boost her confidence, and trigger her to helping adopt the required change. According to Moore (2008), successful [people in the world are continuously bale to contain the pressure in themselves, and set to perform at higher levels. Unsuccessful people are idealess, and have to be inspects and supervised by others so as to perform better. Buy putting the pressure she has at a bay, Christian can be a better leaser she ever imagined of, a leader able to adopt a change, an innovative leader, an influential leader, a leader who ca n motivate her workers and help attain amore organisational goals and success (Moore, 2008). As Cohen and Shafferman (2006) assert, Christian Bingle needs to set goals of being a high performer, high performance is not brought about by repeating what one does on a daily basis, but doing it differently will induce the greatly aspired performance. A good leader is a performer and they induce the concept of the workmates. A less influential leader induces laxity and a low performance to the workmate and the subordinated she is working with (Cohen & Shafferman, 2006). Therefore, for the Greater Western Hospital surgery department, the efforts of the nursing leader Christian Bingle are highly required to change the way of doing things. As Karrer (2012) asserts, in addition to the nursing degree she has, Christian Bingle needs an extra leadership skills, a person must be prepared to become a good leader. In such a way the hospital can facilitate a non-medical but leadership training to all the key persons in the facility holding specified leadership posts. This move will help the head of the nursing department at the hospital gain more leadership skills help her lead the required change and achieve the dream results. Training helps one expound their minds and invest more efforts in other fields other than their professions (Karrer, 2012). Christian Bingle under a leadership, mentorship and training can become the best leader in the surgical department of the Greater Western Hospital. In the efforts of making Christian lead in a better way, the hospital needs to help her focus more on leadership then professionally as a nurse. This is because her subordinates can handle the nursing obligations, and her capacity is already not a nurse any more. The leadership position requires one to forego all other responsibilities previously assigned and focus more on leading those below you in rank. Christian Bingle having this in mid will help remind her that she is no longer a nurse, but ahead of the nursing fraternity in the Greater Western Hospital, and will help her in subjecting more of her efforts in leading the surgery. Conclusion. Leadership is the ability to positively influence the people being lead, while continuously motivating them to achieve more organisational success. The Greater Western Hospital leadership especially in the surgery department is in a pole position to bring the most desired changes in the hospital. A leader has several attributes which differentiate them from the other employees, while setting them as the best in leading the rest pf the pack. Among the very crucial attributes of the leadership is the ability to innovate, inspire and motivate ones subordinates. In Western Hospital, the head of the nurses Christian Bingle has an innovative idea tabled before her but she is adamant to adopt it because eye is less confident in leading the change. Similarly, in the previous case, Dr. Susan Wong, the head of the surgery department has an innovative idea but less willing to adopt due to her focus on the safety of the patients. These two cases represent less confident leaders, not willing to adopt the innovative ideas which would otherwise improve the efficiency and save both time and the costs of running the hospital. In helping change these leaders, there are efforts of boosting their confidence by providing a thorough information on the innovations, giving examples of the most successful examples of similar innovations in India, inducing leadership training to them as well as reminding them of their capacities and qualities as leaders. References Abood, R. (2011). Pharmacy practice and the law. Sudbury, Mass: Jones and Bartlett Publishers Cameron, E. & Green, M. (2012). Making sense of a change management a complete guide to the models, tools and techniques of organisational change. London Philadelphia: Kogan Page Carter, J. (2014). Funding healthcare: making allocations to local areas. London: The Stationery Office Cohen, S. & Shafferman, A. (2006). Novel strategies in the design and production of vaccines. New York: Plenum Press. Cooper, S. (2012). Change Models and Processes. Springfield: Charles C Thomas. Courtney, M. & Briggs, D. (2004). Health care financial management. 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Thousand Oaks, CA: Sage Publication. Wellins, R.S., Smith, A. B., & Erker, S. (2013). Nine Best change Practices for Effective Talent. Washington. Cengage publications. Read More