3.2 Explain How Change In Health And Social Care Analysis

The amino acids that are not immediately required are broken down in the liver to make urea; this urea is carried in the bloodstream to the kidneys for elimination of waste.

M2- Use different sociological perspectives to discuss patterns and trends of health and illness in TWO different social groups.

P3- There is many different strategies that can be used to minimise the effect(s) of challenging behaviour in health and social care. Some of these strategies have a bigger impact on children, depending on the children(s) behaviour. Such strategies include; Naughty chair, speaking (feeling and emotion), 2 warnings, these are all sanctions, which are implemented in home and schools, such as the 3 warnings. When the children/child has done the sanction appropriate for the behaviour a reward should be put in place, such as a reward chart, meaning to stars and you get a bag of sweets, or a day out etc.

I sent an email to the Director Mr. Robert and the supervisor Mr. Ashwin about the results that I have found after analyzing data. I have found interesting results. I found there are a statistically significant variation in the number of ER visits and inpatient hospitalizations for Zip Codes 65616. I met with the Director Mr. Robert and the supervisor Mr. Ashwin and discussed these results.

In my workplace things change on daily basis, problems occur. That means that systems in place might need changing. It is mine responsibility that policies, procedures and systems of communicating are kept up to date and those in place are correct. Care Plans, documents are checked on regular basis, reviewed and up dated when required. Residents’ needs change from day to day therefore we have formal or informal chats to discuss what has changed and how to meet these needs. Handovers also keep staff informed about new happenings. Policies that are changed through companies are out into practise and old files archived. Information that is no longer in use is stored away and archived. We have in place procedures that we follow and hand them over

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

You need to ensure that your own interactions with the clients show respect to their beliefs, cultures, values and preferences.

In order to implement a change, and have it be successful, it is necessary to have a plan. The steps that will be used to implement the change project is to address the initial issue, create a new idea, gather credible information to support the new idea,

Health service planning is a continuous process which involves logical and stepwise approaches of defining health issues and directing efficient health service delivery by establishing needs assessment, goals and priorities (Thomas 2004). Health service planning focuses on alignment of health service delivery with changing patterns of need (Queensland Health 2010) and also guides about improvement of health system and health outcome (Victorian Department of Health 2013). This report gives a brief overview about the case study in health service planning for changing a Paediatric care model in two Hospitals called Winchester Hospital and Ashburn Hospital in Victoria (Baldwin 2011). This report mainly focuses on analysis of the health planning process with appropriate tools and models and likelihood of the success or failure of the plan.

Planning the change – Ensure that all research has been completed; examine the organisational structure, job descriptions, and performance and compensation systems to ensure they are in line with the vision.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

The authors were successful on this step by creating a valuable and diverse team that complimented each other, which was a necessity to ensure they had mixed points of views and opinions. Next, the team must create the approach they are going to take, and to be sure each team member has a clear understanding of the benefits for the future of everyone involved. This step was evident by the group meetings. Fourth, it is imperative for the team to demonstrate impeccable communication skills and the ability to influence others to comprehend the significance of the change (Kotter and Rathgeber 2006).

A right-based approach to achieving indigenous health equity: The right to health for minorities and indigenous peoples against the backdrop of these general human rights provisions on the right to health we can sketch a framework that focuses on rights of particular concern to minorities and indigenous peoples: the right to non-discrimination; the right to participation and the right to protection of identity. The right to non-discrimination-Everyone has the right to access health facilities, goods and services without discrimination (Federation & Alliance, 2015). This means non- discrimination both in access to health care and in enjoyment of the underlying determinants of health. States have obligations to prevent discrimination

Transformational change is a major process and requires a sensible plan along with exceptional communication of the plan amid targeted stakeholders. A poor strategy with miscommunication will nonetheless cause problems and will ultimately have a negative effect on the entire organization. Once it is determined that change is necessary, a business must decide on how to implement the change. Fortunately, organizations do not have to perform the transformational change blindly. Because such a change is extensive, there are several methodologies available for companies to use as a guide.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.