Change and culture case 11.
Introduction
Job redisigning is a daliberate attempt by the organization management to restructure the task,duties and responsibility of a certain activity in an organisation so as to achieve the desirable level of productivity or service delivery (Dennos, 2008-2012).Its ussualy done during mergers of a companies or when the company is going through a very tough economic time so as to increase the productivity at a reduced cost.Its main purpose is to find a highly qualified and experienced worker to do the assignment that he is best suited for(Dennos,2008-2012). Job redesign is a very critical issue in any organization and therefore it should be handled with a lot of concern as it may either lead to increase in organizational performance or if handled casually it may lead to a very poor service delivery.
The process of job redesigning
The process of job redesigning starts with intensive analysis of the patient care delivery service so as to know its current performance and also determine the management expectation of the level of service. The job related information is then collected to determine the mismatch between the job performed and the person, who performs the job (Liebler and Mcconnel, 2008).Once this is done then I will perform a thorough check to establish why the employees does not perform to their expected standard so as to know any hindrances that may have hindered workers to perform their work accordingly. The next step will be to change the job element so as to give more responsibilities and functions, after this then the job specification will be drafted that will help to identify a best suited person for the job(Liebler and Mcconnel,2008). The last step will be reshuffling of employees by allocating them the job according to the skills possessed by the employee.
In case the company insists on use of universal workers, the workers will be given adequate training on medical and clinical issues so that they will be able to carry out their new job of administering prescription to the patients (Liebler and Mcconnel 2008). The nurses will also offer an additional service which goes beyond their professional work of supervising the universal worker
Meeting with the employees and discussing with them their new responsibilities and expectation about the job will be very fundamental in planning for job redesigning.
Performance expectation.
This involves evaluation of the new job design good job design is where the quality of service delivery and employees morale are maintained (Harris, 2006). Management should come up with strategies of increasing employees’ morale so as to achieve the main aim of redesigning. There should be a well communication system between the employees and the management so as to avoid the resistance to change by some employees due to the fear of unknown and desire to remain in the comfort zone. The employees should therefore be thought about the importance of job design and what is expected from them.
Adequate training should also be done for the employees so that they can handle the new assignments professionally and without any obstacle. Universal workers should undergo enough training in medical field so that the quality of service provided will not deteriorate (Dennos, 2008-2012).
. Motivation is also a critical factor here as the affected employees need to be given incentives so as to encourage them to take up new assignment without any resistance and increasing their morale, worker who performs well in his new job should also be appreciated by giving him promotions and gifts as this will go a long way in improving performance of employees and thus quality of service delivery.
The basic need of the employees like shelter, food and clothing should be adequately catered for as this has a great impact on the employees performance, the management can apply Maslow’s theory of motivation to motivate the employees and thus increase their performance (Harris, 2006).
After redesigning a research should be done to find out the overall satisfaction of the patients on service delivery and any useful comments from the patients should be incorporated in the redesigning process.
Learning organization
In order to make open health care facility a Learning organization, I should first understand the concept and meaning of a learning organization which is described as a place where people continually expand their ability to achieve the results they really desires, where new and expansive pattern of thinking are natured and where people are continually learning new ideas (Smith, 2001).
Job redesigning is a stressful and tiresome to the employees as the employees has to adjust from their normal routine and perform new duties and responsibilities, Peter senge comes up with five principals namely; system thinking, personal mastery, mental models, building shared vision and team learning which will help the employees to adapt and perform diligently to the changes made (Smith ,2001).
System thinking views the organization as a system, and system can be simple or complex, it can also be interpreted as ability to view organization as a whole and acknowledging its dynamic nature (Smith ,2001), with such thinking employees will embrace the change rather than resisting it, thus increasing their productivity.
Personal mastery is where there is continuous learning to achieve personal vision (Smith, 2001), the organization should help employees who are willing to advance their career as this will help the employee to have a greater personal mastery which in turn will increase the productivity level of employees will use personal mastery also to urge the employees to achieve their personal vision and also strive to achieve organizational goal (Harris, 2006).
Mental model deals with employees’ perception about the world, how they view world in a wider picture, and also their thinking to change and how they react to it (Smith, 2001). it help employees to reflect on themselves and to adopt the change faster without any hesitation.
Building a shared vision. For an organization to be a learning organization vision of a the organization should be shared among the employees and also consulted when coming up with the vision, this make employees feel that they are also important and part of the organization(Harris,2006). It will also improve their morale of achieving the organization mission and vision. And employees will also support the redesigning process to make it a success rather than been pushed to perform their job.
Team learning is a process of creating a capacity of team in order to achieve the objective that the group really desires (Smith, 2001); all the employees in the organization including universal workers and nurses have to cooperate as a team to achieve this desire. Team learning involves open discussion about emerging issues with the team members and each member should participate and interact with others accordingly so as learn adequately.
Intra organization and inter organization communication
Communication is very important for the job redesign to be successful. It will consist of both intra organization and inter-organization communication. Intra organization communication will involves holding meeting with the affected staff where the staff will be given time to give their concerns about the redesign process, and those staff who fear victimization will communicate their grievances through the suggestion box and the reply will be posted on the staff notice board for all the staff to view (Liebler and Mcconnell,2008).
Employees will also be advised to discuss the redesign process with their co-workers and supervises and forward any concern that will arise from their discussions (Liebler and Mcconnell, 2008). Internal memos will also be used to communicate to the employees on redesigning process.
Inter organization communication will be handled by the public relation department whereby they will advertise in a daily newspaper about redesigning process and also advertise in the local radio and TV channels
Patients will also be notified about the redesigning process through the organization website, whereby they will be allowed to post their comment about the process.
Job satisfaction
The universal workers will be closely supervised to ensure that they perform their work diligently and up to the standard (Harris, 2006). Incentives will also be introduces for innovative and creative employees inorder to appreciate their creativity and innovativeness and also challenging other employees to be innovative (Dennos, 2008-2012).
An employee who performs well in his job will be motivated through recognition, promotion, gifts and appraisal this will ensure that employees are satisfied with their job.
Job training, seminar, workshops and adequate orientation will also be done for the employees to ensure that employees are not only satisfied but also undertake their assignments efficiently and with little supervision (Harris, 2006).
The company will also outsource the services of outside company to conduct a research on its employees about their job satisfaction and also their general feeling about job redesigning (Lieber and Mcconnell 2008). The company management should understand that satisfied employees are vital to increase the patient care service delivery.
In conclusion job redesigning is a difficult task, and replacement of nurses with universal workers makes the situation to be even more complex and that is why an elaborate plan is needed which comprises of both the problems that might be encountered in its implementation and the alternatives that will be used to overcome the problem.
References
Smith, M. K. (2001). Peter Senge and the learning organization, the encyclopedia of informal education. Retrieved from www.infed.org/thinkers/senge.htm
.Harris, C. (2006). Share Vision in Organizations. Retrieved from http://www.pyramidodi.com/papers/vision.pdf
Denos Health Management. (2008-2012). Job redesign in change management. Retrieved fromhttp://www.denos.fr/general-case-studies/job-redesign-in-change-management.html
Liebler, J. G. & McConnell, C. R. (2008). Management principles for health professionals.
(5th ed.). Sudbury, MA: Jones and Barlett.
