The importance of continuing education regarding organizational change
Continuing education in the health care sector is essential in achieving institutional goals. Various methods needed to meet the customers’ specifications in the provision of goods and services are defined in the continuing education system. Meeting the customers’ needs is essential in any healthcare institution because they are the consumers of the services and products provided (Tokalak, Emiroglu, Karakayali, Bilgin & Haberal, 2005). For instance, during the transplantation of an organ, proper coordination needs to be made between the recipient and donor for quality healthcare output. Both the donor and the recipient should agree on the terms of the transplanting before the providers begin. Through involvement in continuing education, workers are trained on how to achieve appropriate coordination hence delivering quality services to the patients (Tokalak, et al., 2005). By delivering quality services to the patients, people will prefer that healthcare facility and its customers will increase. Hence, continuing education is essential in meeting healthcare goals of quality delivery to obtain additional customers.
The impact this policy change may have on the organizational behavior and organizational culture of the company
Continuing education policy enhances team building in an organization. By putting a progressive learning program as a requirement within an organization, every employee would be obliged to get acquainted with a general understanding of their working environment. As a result, it becomes an objective of all workers to fit in the system at work, thus, pulling ideas together in meeting the set industrial goals (Elkhouly & El-Sedafy, 2016). In addition, continuing industrial training improves the commitment of employees to their duties and responsibilities. Insights gained on maximizing an individual’s skills and competencies increase timeliness in attendance to tasks and diminish workers’ absenteeism. Moreover, continuing education would cultivate a positive mental attitude and ambitiousness of the workers, leading to general involvement in achieving goals set. When the organization is committed to ensuring that its workers are acquainted with operational skills, it develops a bond between the leaders and personnel within its capacity (Sunarsi, 2020). It also diminishes the tendency of employees to quit duties for lucrative job positions in other organizations.
Barriers to change and how to address the barriers
Continuing education is challenged by limited resources to meet the goals set for effective learning. Currently, technological advancements are required for offering lessons and evaluating the trainee’s understanding of the concepts taught. Insufficiency of finances to install computers and inadequacy of spaces to accommodate everybody within an organization deters the effectiveness of the continuous education process (Shahhosseini & Hamzehgardeshi, 2015). The barrier can be addressed by setting a specific room with the necessary equipment and scheduling for groups to learn at particular times. Variations in the level of professionalism and intellectual competency among workers are a challenge to progressive industrial training. Taking a course requiring deep insight may appear impractical and irrelevant, hence the partial achievement of the organization’s intentions. The barrier can be mitigated by enrolling workers in the specific concepts, to ensure that all are acquainted with the relevant skills. Moreover, professional experts’ unavailability to tutor and instruct trainees deters learning (Shahhosseini & Hamzehgardeshi, 2015). It can be solved through outsourcing and hiring trainers who are competent in that given field.
How this change may affect individual job performance and job satisfaction
Continuing education has a significant effect on the performance and job satisfaction of the healthcare provider. Employees in healthcare are delegated different tasks according to the level of their expertise. However, since they deal with diverse customers, then they need to be trained in a manner that will ensure that they meet their needs. Meeting the needs can imply the delivery of quality services at the appropriate time and as per the specification. High performance is enhanced by training them on how to deliver quality and efficient services to the customers (Shen & Tang, 2018). Through the delivery of quality services, people get attracted to the organization resulting in high revenue realized. The organization, in turn, pays high wages to the healthcare workers due to their quality job. The overall result of high payment leads to the satisfaction of the healthcare providers, and they get motivated to continue delivering quality output (Hanaysha, 2016). Hence the importance of continuing education on the performance and satisfaction of the employees.
A motivational strategy that might be used for implementation
Motivational strategies are essential in implementing behavioral change in an organization. Behavioral changes that facilitate excellent performance among the workers cannot be achieved if workers are not in agreement. Therefore, strategies need to be put in place to ensure that the employees embrace the behavioral changes. The motivational approach can be in the form of financial compensation or non-financial compensation (Musriha, 2019). Under financial compensation, the employee is rewarded in terms of an increase in wages, salaries, whereas non-financial gain includes flexibility in time for working, allocation of adequate work. The organization needs to identify the compensation form that most employees prefer for proper implementation of the strategy. Otherwise, without an appropriate motivational strategy, then the new behavioral changes fail to be adopted by the workers resulting in not attaining the desired goals. Besides, the motivation strategy becomes effective after the proper training of the workers on the new technique (Musriha, 2019). Hence, a motivational strategy plays a vital role in workers implementing behavioral changes.
How teams or groups could be used to implement this policy change
Teamwork is an essential factor in the productivity of an industry. The insights drawn from the lessons should be implemented by personnel in different departments to attain high production and marketing quality. Managers use a customer value strategy, in which, meeting consumers’ satisfaction necessitates teamwork to achieve marketing goals. Thus, requiring all employees to attend the learning program as scheduled for them (Shakerian, Dehnavi & Shateri, 2016). In addition, superior performance is a strategy in which the managers maintain a competitive advantage in the market. The strategy ensures that the specifications of consumers and innovation are incorporated in the processing of goods and services to customers. Therefore, every department as a team within the firm has to achieve set standards within the scope of duty. However, the incompetency of workers challenges teamwork, in that, some may not be acquainted with the required skills and principles necessary for achieving quality performance (Shakerian et al., 2016). Moreover, poor communication in which relevant information is not accurately delivered and misunderstandings between personnel are found in a specific department.
Identification communication methods to be used to support this policy change implementation
Implementation of a new policy requires a feedback system of undertaking the changes, and monitoring training programs. Therefore, employees signing through electronic and manual forms would be instrumental in supporting the initiated changes (Musriha, 2019). In addition, the evaluation of the staff’s understanding of changes and work output after applying the acquired skills is necessary. Thus, the worker’s appraisal plan for individual and team success responses would be instrumental in the new policy implementation (Musriha, 2019). Eventually, every organization would stand a chance to thrive through employees’ progressive learning programs.
References
Elkhouly, S. E., & El-Sedafy, H. (2016). The impact of knowledge transfer on organizational culture: A case study of Egyptian echo-cardiologists’ pre and post training programs. Competition Forum, 14(1), 46.
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia – Social and Behavioral Sciences, 229, 298-306. Web.
Musriha, M. (2019). The implication of strategy improving employees training, compensation, motivation and organisational commitment as predictors of work performance in private commercial banks Indonesia. International Journal of Business Performance Management, 20(1), 1-15.
Shahhosseini, Z., & Hamzehgardeshi, Z. (2015). The facilitators and barriers to nurses’ participation in continuing education programs: A mixed method explanatory sequential study. Global Journal of Health Science, 7(3), 184.
Shakerian, H., Dehnavi, H. D., & Shateri, F. (2016). A framework for the implementation of knowledge management in supply chain management. Procedia-Social and Behavioral Sciences, 230, 176-183.
Shen, J., & Tang, C. (2018). How does training improve customer service quality? The roles of transfer of training and job satisfaction. European Management Journal, 36(6), 708-716. Web.
Sunarsi, D. (2020). The analysis of the work environment and organizational cultural impact on the performance and implication of the work satisfaction. Jurnal Ilmiah Ilmu Administrasi Publik, 9(2), 237-246.
Tokalak, I., Emiroglu, R., Karakayali, H., Bilgin, N., & Haberal, M. (2005). The importance of continuing education for transplant coordination staff. Progress in Transplantation, 15(2), 106-111.