Changes in organizations are necessary but sometimes hard to make. Containing cost is becoming an interesting focus for changes, as health care institutions, families, patients and practitioners are facing a hard time in trying to survive the tumultuous environment. In order to maintain proper and quality services for the patients while maintaining costs, it is becoming necessary for practitioners and healthcare institutions as a whole to work cohesively with one another, as well as with patients, and also create new systems through driving change.
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Leaders in health care organizations must embrace uncertainty and ambiguity because it challenges them to make educated guesses on how they can run organizations. In addition, these environments challenge the leaders to adopt new perspectives and to develop in their leadership ability. Rather than focusing on the negative sides, leaders of these organizations need to focus on positive aspects that will result after chaos and uncertainty. Management is expected to face a wide range of challenges while adopting a policy that suits the organization (Mason, Leavitt, & Chaffee, 2007). In order for a change to be a successful and influential change, there is need to have a passion for the change, discern welcoming and sabotaging work cultures, and create a policy that creates a roadmap. Leaders must create an environment for change as well as act as change agents (Grossman & Valiga, 2009). The development of the skills of workers is one of the important aspects of continuity and success of an organization. Since all systems tend to work from inside out, developing healthy relationships is important to the success of an organization. It is important for any leader to let every member of the organization understand their ability, potential and develop them, and this can be achieved through training and education. It is not enough to however carry out training. There are other very important aspects of training and how to achieve it best.
Internet training is growing with the growth in internet and training needs within societies in the current global economy (Tschanen, 2008). The decision to have all members go through training via the internet was approved because of a number of reasons. It was found to be a flexible method of training staff rather than the classroom method, because people had freedom to go and study online at their own free time. There were other things that led to this decision too. The classroom method is also expensive as compared to online learning because there are involved learning materials that must be bought or organized, or tutors that must be paid. This decision however led to disruption of the ongoing practice which members of the organization were used to. It has led to the requiring that members should have access to online facilities at their own time if they desire to be as flexible. Thus some changes have occurred as a result of adoption of online teaching or training strategy. The classes that were scheduled are no longer scheduled. In addition, training materials are now posted on the website other than being distributed in classroom.
The implementation of this decision was not opposed by the majority of nurses and workers because most of them were looking for a flexible schedule in time and place (Pitt, Vitale, Foucar-Szocki, 2002) in addition to the large amount of work they had to carry out in attending patients. The culture of the organization is somewhat accommodative. Members viewed it as an opportunity for exercising freedom amidst pressure as a result of forced overtime schedules and other difficulties arising due to shortage of nursing staff that has been there for so long now. The management was freed of a number of obligations such as finding tutors because members of the organization could clearly follow the online tutorials. However, complaints rose over a number of issues. These included the fact that there was expectation of poor performance in training because individual initiatives would be low considering the pressure at work. Classroom method was viewed as a way that would eliminate this difficulty.
Grossman, C., & Valiga, M. (2009). The new leadership challenge: Creating the future of nursing (3rd ed.). Philadelphia: F. A. Davis Company.
Mason, J., Leavitt, K., & Chaffee, W. (2007). Policy & politics in nursing and health care (5th ed.). St. Louis, MO: Saunders/Elsevier.
Pitt, S., Vitale, E., & Foucar-Szocki, D. (2002). Training professional workforce educators online. University of North Carolina. Web.
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Tschanen, N. (2008). The virtual keys to success: Increasing online training opportunities make it easier for techs to train and learn in the bay. Web.