Task 1
Introduction to the case
Leadership and change management are significant factors in every organization that fosters long-term success through effective monitoring and observation. The study focuses on the particular case of “North-East Langley Hospital Trust” to understand complaints from the patient’s side through the committee’s understanding. These complaints are raised by the service delivered through this hospital trust, and the community is concerned about taking evidence from patients and hospital staff. A survey is conducted to understand Hospital scenarios and staff management in serving the patients. Lack of leadership, quality management, inappropriate infrastructure and lack of network and tools are significant barriers that create difficulties to this hospital case. The study identifies the cases and provides an effective solution to improve organizational scenarios and patient satisfaction.
Aim and structure
The key aim of the study is to examine leadership and change management of “North-East Langley Hospital Trust” in ensuring patients’ safety and wellbeing.
The study critically focuses on several areas to understand and investigate the scene of the case through evaluating multiple causes and triggers for changes. The organizational culture and leadership play an important role in increasing this conflict and maintaining hospital conditions. There is a closer link between power, politics, and conflicts raising this situation. The secretary of “State for Health” takes critical steps in investigating this matter and provides accurate suggestions. Understanding the issues and providing recommendations are the main areas of better leadership and change to improve hospital conditions.
Summarization of the issues
In this case study, several issues are concerned about raising complaints from patients and their family members and creating a hostile environment. The lack of leadership and change is the most potential cause and hindrance that increases this situation and makes the patients dissatisfied. The size of rooms, shabby conditions in Victorian buildings and, lack of regular maintenance, inadequate network, poor awareness in quality management are critical issues for complaint. Besides, the payment issues, criticism, poor professional behaviour, unnecessary paperwork, lack of IT creates problems and affects the patient treatment. Unaccounted money in regular activities, lack of maintenance and poor infrastructure are significant areas that make hospital situations more problematic (Dalton et al. 2020). The case study states that the hospital trust faces several complications due to the lack of leadership and change.
Task 2
Investigation of the case
The case is investigated by the effective management of “State for Health” to examine the problems and complaints against “North-East Langley Hospital Trust”. Accurate data and information from the patient and their family members with the hospital staff are engaged to understand this situation. The management consultant initiated a survey to extract critical findings of the issue, and from 2005 to 2017, the trust is facing umpteen complaints and problems. The Victorian and other buildings of this hospital are in unfair condition due to lack of management, service, quality, and inefficiency. As cited by Ali and Anwar (2021), haphazard and unsystematic ways create several complications, increasing issues over time and affecting hospital management. In the investigation of this case, it is observed that The lack of management is a fundamental issue that creates several problems for the hospital authorities.
The “State for Health” takes critical steps to enhance the efficiency of the healthcare system by observing and examining these issues. Poor infrastructure, lack of management problems and leadership issues create different barriers in maintaining hospital facilities. The managers and staff and their internal conflicts hamper the hospital environment, and it critically affects patient service. As influenced by Rider et al. (2018), the inefficiency of workers, lack of time, maintenance and financial issues create several barriers for the hospital committee. In examining this case, it can be stated that the poor governments’ behavioural issues, communication problems and internal diversity dissatisfy the patients and promotes media in emerging the case. Lack of our niche, unnecessary paperwork, financial problems, and lack of Internets raises these complaints from the patient’s side.
Multiple causes/triggers for change
Several factors and causes trigger the change for hospital authorities after observing and examining the case of “North-East Langley Hospital Trust”. Poor infrastructure lack of management in Victorian and other buildings of this hospital make the patients dissatisfied. This raise of complaint creates awareness to improve the instructor and provide training to their employees to foster the use of advanced tools and techniques. As influenced by Azzolini et al. (2018), lack of quality systems internal problems networks are significant problems that jeopardize hospital situations and increase costs. In examining this case, it is observed that lack of management and negligence of the staff are significant problems for this hospital. The nurses and faculties of NELHT are not concerned about patients’ cases, and it affects their career for this increasing complaint over time.
In understanding this situation, it is observed that financial irregularities are one of the significant problems that increase the cost of patients’ treatment. Besides, the lack of infrastructure quality management, healthcare issues and involvement of the media are the triggering factors that make the hospital authority foster a change (Braithwaite et al. 2020). Financial irregularities and a hostile atmosphere create different challenges to improve the patient’s condition. Clinical leadership and social support bring subtle changes to this hospital authority to prevent complaints and other barriers. In Ward et al. (2018), time management and behavioural problems are other issues that make several complications for this hospital authority, and in this case, a change is fostered. Lack of Internet and advanced infrastructure is required to make healthcare facilities faster and smoother.
Types of experienced change
In this case, “North-East Langley Hospital Trust” and raising complaints from the patient’s side foster a change in the hospital atmosphere. There are different types of experience change that are implemented to improve the existing situation and satisfy the patients. “ Transitional change, Development Change and Transformational Change” fosters improvement by recognizing the existing situation (Dalton et al. 2020). In the transitional change, the hospital authorities are highly determined to improve the situation by implementing a new process and procedure. According to Bokhour et al. (2018), the recruitment of professional and efficient workers and staff is necessary to reduce conflict and create a positive workplace atmosphere. This change is significant to managing change by more substantial confidence, improving the project outcome, and smoothening the transaction process. It is essential to reshape the hospital environment by meeting the demands of the patient’s family.
Development changes are necessary to improve human beings through development and understanding cognitive processes, environmental factors and behaviours. As opined by Ward et al. (2018), engagement of efficient employees and infrastructure improvement brings different advantages by evaluating existing situations. Dynamic changes and development over time are significant through cross banks’ involvement in our interactions and creating a strong bond with patients. These developments are promoted through increasing efficiency productivity by minimizing absenteeism, turnover and wasting time. Finally, transformation change reshapes hospital structure by implementing development strategies and processes and creating culture through understanding market changes. Significant strategic and cultural changes are posters by this transformational change and make the patient satisfied over time (Braithwaite et al. 2020). Therefore, three types of changes significantly improve hospital situations and satisfy patients.
Task 3
Analyzation of change situation
Organizational change is a significant factor in understanding different perspectives of cultural, social and organizational dimensions. In this situation, an increasing conflict and complaints of “North-East Langley Hospital Trust” change is inevitable to improve organizational structure, management and culture. In this critical situation and media employment in rising complaints, redevelopment of the buildings and training of the hospital staff are necessary to create a far-reaching change. As opined by Azzolini et al. (2018), the irregularities in the finance lack of nurses and hospital staff skills need to be mitigated by implementing and initiating a change. Critical examination of these cases, proper documentation, and data collection are necessary to bring changes and satisfy patients. Engagement of professional staff, redevelopment and renovation of buildings improve hospital scenarios and ensure patient safety and wellbeing.
Lack of time management criticism, financial awareness and other issues become the fundamental problem that leads to increased complaints from the patient’s side. In this aspect, creating a strong organizational culture is necessary to increase staff engagement and create a strong bond with doctors and professionals. As influenced by Rider et al. (2018), the advancement of technology and implementation of scientific methods are necessary to enhance organizational infrastructure and make hospital staff satisfied. Changes in healthcare sectors are necessary and ordinary to improve the situation over time and increase awareness among the staff to ensure patient safety. In this case, the lack of awareness and proper documentation is required to improve the situation by implementing advanced technology.
Increasing agility and strong leadership are required to create an organizational structure and motivate employees to satisfy patients and mitigate conflict. These changes are fostered by the “State for Health” for smooth transition internal and external alignment by improving project outcomes and building more substantial confidence. As influenced by Ali and Anwar (2021), it further assists in creating a strong organizational culture and adequate bonding of employees by improving and ensuring patient safety and wellbeing. This change is fostered by maintaining time, reducing waste conflict through effective and professional communication. Therefore this change is beneficial from social, cultural and organizational perspectives and minimizes challenges and internal conflicts.
Importance of culture and leadership
Culture and leadership play a significant role in organizational change and minimize different complications and challenges that raise complaints from patients’ sides. Effective leadership is significant by prioritizing time management and mentorship and motivating staff to improve treatment and safety (Mannion and Davies, 2018). A strong organizational culture is required by practical guidance and mentorship of leaders to reduce complaints and make patients satisfied. The critical role and responsibilities of a leader and strong organizational culture are significant in fostering change and innovation by improving organizational, financial performance and overall functions. According to the view of Dalton et al. (2020), effective communication assists in motivating staff and creating a solid bond between patients and professionals. The creativity skills of leaders bring several advantages by creating a positive atmosphere and satisfying the patients. Problem-solving capabilities of a leader is significant in understanding patients’ behaviour and complaints from patients’ side.
Team development, ethical practices, and strategic thinking motivate nurses and other staff and influence them to reach higher organizational goals. Recently, “North-East Langley Hospital Trust” has been facing several complaints from the patient’s side, and in this aspect, the problem-solving skills of leaders are significant. In examining the case, it is observed that the lack of leadership capabilities is a significant problem that creates several barriers and a hostile environment. Klymovych et al. (2019) opined that team-development skills are also prioritized to motivate and influence the stops and improve their capabilities by practical training. The hospital trust is highly aware of initiating a change through strong leadership and building it organizes another culture to improve overall scenario and hospital performance. These leadership capabilities and skills improve staff management and create a positive environment through maintaining time and finance.
Building a solid culture is significant in this critical environment by encouraging and embracing change by utilizing different resources. Cultural values consist, “recognition, teamwork, respect and innovation” affect change management by understanding existing situations (Mannion and Davies, 2018). The lack of infrastructure, inadequate design network, and rooms’ size are significant problems that lead to complaints from the patient’s side. In this case, creating a solid organizational culture interests bonds between the employees and makes the patient satisfied. Miles and Scott (2019) say that it further elevates employee performance, increases joy and satisfaction by defining goals, and increases retention. Strong organizational culture and effective leadership assist in mitigating conflicts and raising complaints from the patient’s side. Therefore this culture and effective leadership play a significant role in enhancing organizational change and minimizing conflicts.
Links between power, politics and conflict and their effect
There is a closer link between power politics and conflict, and it creates a significant impact on patients’ treatment and service. According to the view of Yang (2018), diverse roles and responsibilities within organizational positions create other criticism and misunderstanding affecting hospital service. This interrelated entity forms and shapes the internal organizational atmosphere and affects the working environment. Different job roles and issues in proper working and diverse responsibilities create several complications and problems, affecting hospital conditions. Communication barriers, different practices of employees and working styles are significant problems that disrupt a healthier environment. As cited by Lee et al. (2019), internal politics, the power of different leaders, increases several problems and jeopardizes culture and creates a competitive environment. On the other hand, the politics and political approach of different employees bring diverse values and interests affecting culture and a healthier working environment.
Differences in the practices of nurses and staff with gossiping and criticizing disrupts the internal environment and negatively influences patient service. This power and conflicts create different barriers in decision-making and leadership and make a competitive environment. As influenced by Jung (2018), this influence or power and politics are fundamental, and it creates a negative impact on organizational life and environment and affects the behaviour of employees. This apparent scarcity and competition by gaining individual power and leveraging different psychology of scarcity and comparison. In the words of Klymovych et al. (2019), diverse working styles, concepts and ideas are critical and hampers the internal environment by creating bias and conflict. Leadership styles and culture also affect this power, politics and internal environment and lead to different complaints.
In the case of “North-East Langley Hospital Trust”, power, politics, and conflict negatively impact change and affect the hospital scenario. The internal conflict between staff affects change management by creating a hostile environment and leads to different conflicts and problems. As influenced by Van Hecke et al. (2019), the severe effect of these three elements affects organizational change by hampering the leadership style and organizational culture. The diverse job role and working style of the staff create different barriers, and it affects the treatment of patients and creates several complications. Therefore, these power politics and conflicts are crucial for organizational change and further development, and it critically appears internal atmosphere and staff engagement (Miles and Scott, 2019). In this particular case of this hospital trust, The advantages of different power and job roles affect the patient service and hamper their well-being, increasing several complications and complaints.
Task 4
Justified conclusion
Based on the above discussion, it can be concluded that lack of leadership and management style is the most fundamental problem that creates several barriers and increasing complaints of “North-East Langley Hospital Trust”. Poor structure, lack of monitoring, supervising, and staff negligence create several problems and affect patients’ welfare and services. The study critically examines the different causes and triggering factors of change and media involvement in this case. Poor infrastructure in Victoria and other buildings, rooms’ size, and lack of network clear several problems, and it affects patient service. Besides these problems, the financial irregularities and lack of monitoring increase prices and take more time in patient’s service. Poor network, lack of quality and time management created several barriers due to the negligence of senior officers and staff. Inefficient and inefficient leadership and lack of awareness of in-hospital services trigger these issues, and the patients face several problems.
Organizational change and implementation its fundamental factor that should be triggered at times to improve outcomes and get practical benefits. The study critically illustrates several crucial factors triggering change and the role of leadership and change from social and cultural perspectives. As stated by Novitasari et al. (2020), the increasing complaints and complexity of organizational change in sizes and atmosphere has triggered and brought the pressure for change. There is a close link between power politics and conflicts and create similar difficulties in organizing similar cultures and affecting patient service. Diverse working styles, behaviour and power increase bias and conflicts and create a hostile environment. The lack of advanced technology tools and poor network creates several problems in inpatient service, and this raises different complaints (Maziero et al. 2020). This study critically examines the case of “North-East Langley Hospital Trust” from a comparative perspective and identifies different triggering factors. Understanding these reasons are significant to bring several recommendations for further benefits and improving organizational scenarios.
Task 5
Recommendations
The study provides several recommendations by understanding the case and causes of “North-East Langley Hospital Trust” to improve the scenario of hospital service by minimizing complaints. Recently the organization has been facing several complaints due to a lack of leadership capabilities and quality management. Poor infrastructure, lack of supervision and monitoring, financial irregularities and time-management issues create several barriers in this hospital sector. In this aspect, the up study provides several recommendations to improve the scenario and increase patient satisfaction.
Recruitment of professional employees: Recruitment of professional and efficient hospital staff and nurses are significant to increase patient engagement by effective monitoring and caring. As cited by Buil et al. (2019), training of employees is also recommended to improve patient service and minimize risks to reduce complaints and ensure patient safety and wellbeing. Practical training and selection are significant to engage professional employees by reducing turnover and improving their morale in caring for patients. The organization should focus on engaging experienced employees by increasing their awareness to improve patient satisfaction. It is significant in improving organizational functions and patient satisfaction by reducing risks and challenges. These professional employees bring umpteen satisfaction through advanced care and increasing a bond with patients to provide support (Aranha et al. 2019). Therefore, the recruitment of professional employees through training is significant and recommended to improve the hospital scenario and ensure patient safety.
Enhancing leadership capabilities: The organization is facing severe problems due to the lack of leadership capabilities and skills, and in these cases, enhancement of leadership capabilities are suggested. In the words of Sürücü et al. (2021), leadership capabilities assist in maintaining time and improving their behavioural issues to create a strong bond with patients. It further improves organizational functions through motivating employees and providing high-quality service to the patients. Communication assists in improving employee relationships with patients and reduces complications in serving. The organization is facing time-management issues, and the effective leadership style works better in managing time and providing quality services (Rider et al. 2018). The study critically suggested enhancing leadership capabilities through different training and regular practices in motivating the employees and improving service. It assists in ensuring business setting by maintaining time and finance through practical observation, monitoring and proper documentation.
Financial irregularities and time management issues are critically resolved by this enhancement of leadership capabilities, and it motivates employees to reach higher organizational goals. As cited by Khan et al. (2020), effective monitoring of the leader is significant to monitor patient records by adopting technologies and reducing internal conflicts. It creates a positive workplace atmosphere by reducing conflicts regarding power and conflicts and strengthens employee capabilities. Therefore, in this particular case, the enhancement of leadership capabilities are significant to mitigate different challenges and improve organizational functions.
Adaptation of advanced technologies: The Adaptation of advanced technologies, for instance, “Big data, artificial intelligence and Internet of tools”, are suggested to make healthcare functions more innovative and more advanced. Lack of internet and poor infrastructure creates several problems and affect patient service and lead to different complaints. In this case, the Adaptation of advanced technologies is significant to improve hospital functions by minimizing risks and errors. As influenced by He et al. (2019), it further assists in retrieving data on patient health records and takes different legal formats and reduces financial irregularities issues. These advanced technologies in healthcare systems improve patient education and care coordination by taking legal records. Therefore, the study suggested adopting technology and improving the functions of healthcare sectors and ensuring patient safety.
Creating a robust organizational culture: The study further suggested creating a solid organizational culture by initiating change and creating a strong bond between staff. It further reduces different complexities regarding coordination and control and increases the motivation of employees to ensure patient safety. According to the view of Tibay et al. (2018), solid organizational culture significantly affects job satisfaction and improves services to prevent complications. It is recommended to create a positive environment and put an emphasis on employee engagement, teamwork, integrity, adaptability and respect. The employees are motivated to create a caring, friendly and compassionate attitude to the peasants to enable a positive culture. In this particular case, this solid organizational culture is recommended to improve the financial scenario and business performance of this hospital sector.
Fostering change and innovation: The study finally suggests fostering change and innovation in this critical dilemma and changes in power, politics and conflicts. Organizational change and development are necessary to create a robust organizational culture by enhancing a spacious and healthier atmosphere. As opined by Bhutto et al. (2021), improving quality management, regular maintenance in buildings and enhancing the size of buildings are necessary to create a healthier atmosphere. It further assists in improving networks through adopting advanced technologies and enhanced designed networks. These changes and innovations increase efficiency in heating systems and introduce a fair condition in different buildings. Increasing awareness and prioritizing patient care through adequate IT systems are significant to reduce these challenges and ensure patient safety (Santo et al. 2019). Therefore the study suggests fostering change and innovation in building infrastructure and technology by adopting professional employees to minimize bias and conflicts.
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