Change management in hospital settings involves updating the practices, principles, and methods of healthcare practice and how the involved stakeholders can effectively manage these changes. Belias et al. (2019) aim to explain the various issues associated with managing change and if stakeholders need a difference in Greek hospitals. The journal also describes how the health personnel experience change within the health system. It investigates the adaptability of medical practitioners to change and the circumstances that could make them conform to the change. It also helps to identify the expectations for health workers after implementing the institution. Belias et al. (2019) also investigate if hospital managers effectively use reform tools in health institutions.
It concerns the hospital management to help their workers cope with the change applied within the health sector. People are always receptive to technological discoveries, political changes, patient relationships, and scientific discoveries (Belias et al., 2019). The management thus faces difficulties in effectively implementing the desired changes, which would improve the patient’s outcome. The committee needs to create strategies and identify economic risks to apply changes to health institutions efficiently. It also concerns the health personnel finding the best ways to adapt to the change experienced in the health care systems. Changes, especially in technology, are common among many hospitals globally, and adapting to these changes determines the success of health institutions.
Reviewing change management within the institutions is essential to help the administrators identify the obstacles to incorporating changes. The context factors identified summed up the internal and external environmental factors which hinder adaptation to the recent changes (Belias et al., 2019). It related the content factors to the structures, systems, and strategies used by the committee. The management must have techniques such as training so that all the medical personnel can be knowledgeable of the upcoming changes. In any scenario, the transition process creates a rearrangement in the organization, as it burdens some health workers while it relieves others. Leadership is a critical factor in change as it organizes education, incentives, and payment to the health staff.
The study found that a significant obstacle to reform within the hospitals was a lack of knowledge and education. In nursing practice, lack of guidance on the change process hindered adapting to the change (Belias et al., 2019). The administration is concerned with setting the hospital’s vision and decides to adopt change and strategies to be followed. Through this study, I would inform the committee to be conducting education and training sessions when a change is expected within the health sector. The practitioners’ knowledge is increased, thus reducing their resistance to change. The adoption of change, especially in technology, enables the health staff to enhance their clinical practice effectively. The administration needs to support changes within the health care system to improve the quality of health care offered to patients.
My greatest surprise in the study was that people are resistant to change in technology, even if it helps the patients. Younger people are more open to change compared to older individuals (Belias et al., 2019). The change process can even start with a regular worker, who is not of the highest hierarchy, and still succeeds, provided the board supports it. Some health practitioners argued that technology change within hospitals was useless. If the change is unsuccessful, the management should have the courage to withdraw it as it has no benefit to the organization.
Reference
Belias, D., Velissariou, E., Papailias, S., & Rossidis, I. (2019). Change Management-Obstacles and Perspectives for the Integration of Changes in Greek Public Hospitals. Web.