Management of change.

We are looking to implement a management of change within my company, does anyone have ideas on where to begin?

 

I'm thinking of using a form like this.

 

For Google to maintain a culture of innovation as well as maintaining employee satisfaction, there are a few things that are focused. They focus on an “innovation-oriented culture, so much as that they have appointed a Chief Cultural Officer (CCO) whose sole job is to maintain the culture over time” (Steiber, 2013). Google shaped its culture on its vision and mission statements which is why their culture is still so strong and aligns with innovation and employee satisfaction. When they select the right individuals, they are competent but also fit within the culture of Google Inc. This is an important step that I believe many hospitals should investigate because they often overlook the culture. They may need to start by going back to their mission and vision statements and laying out core values upon which they can construct their culture. Maybe appointing a CCO can help in creating and laying out the core values and also ensuring that moving forward the culture of the company will get consideration. This will aid in creating an environment that is clear and transparent and is essential for having a positive work atmosphere as well as having an innovative one as well. Part of their culture also sets up something called TGIF sessions. The higher up managers, “engage is weekly TGIF sessions where they field questions from their employees” (Manjoo, 2011). This also creates a workplace culture that has clear and open communication. Using Google’s examples, there can be a CCO that is hired to ensure that the culture of the organization is maintained and accounted for in every decision that is made. One innovative patient management technique that is being studied is Kanban. This is a management tool that is being looked at to streamline patient care into discharges from the hospital and reduce their readmission rates. This, “tool uses real-time data about a patient and combines it will using interdisciplinary team meetings at various times of day to make sure that the patient is getting the proper tests in a shorter amount of time while getting rid of redundant orders” (Carlos de Oliveria, 2020). The healthcare professionals that have been using this bed management tool feel like it is a good tool however, some of the healthcare providers such as the physicians do not value including different teams such as the social worker or the nursing staff. This is something that can be addressed in the culture of the company. It should be made known that the primary focus of the whole team no matter what their position is at the hospital is for the efficient care and treatment of the patients to reduce the time of their stay as well as reduce the rate of readmission. This is a newer management tool that can be used but it will take innovation to make it work efficiently.


References
Carlos de Oliveria, L. C. (2020). Nurses in the kaban: Are there news meanings of professional practice in innovative tools for hospital care management. Ciencia & Saude Coletiva, 25(1), 283-292. doi:10.1590/1413-81232020251.28362019

Manjoo, F. (2011). How new ceo larry page will lead the company he cofounded into the future. Fast Company(154). Retrieved 2 14, 2020, from http://eds.b.ebscohost.com/eds/deta...c2I0ZHMtbGI2ZSZzY29wZT1zaXRI#AN=59626099&db=b

Steiber, A. &. (2013). A corporate system for continuous innovation: The case of google inc. European Journal of Innovation Management, 16(2), 243-264. doi:10.1108/1460106131124566