Nhs Change Essay Research Paper IntroductionChange which

Nhs Change Essay, Research Paper

IntroductionChange which has been well planned can in effect be the mostimportant contributory factor to any projects eventual success. Upton and Brooks [1995] say:’ dissatisfaction alone is not sufficient to bring about change:people have to believe that the proposed change would lead to animprovement ‘All staff within the NHS in recent years have experienced change[ref], particularly change that has been politically led andtherefore experienced a process which has in effect changed theconcept and culture of the NHS with the purchaser / providersplit. Philip Hunt [1995] says that while the NHS is no strangerto change because of the rapidly changing social picture since1948, it is acknowledged that in the four years since theintroduction of the NHS reforms, staff in the NHS:’ have had to see through one of the biggest revolutionswitnessed in any part of the public sector ‘Change is therefore often viewed suspiciously among health carestaff and effort is required to ensure that change is planned,,discussed and its purpose is understood. Planning Revisitedkey stagesKey PlayersThe initial four weeks were spent collecting information andspecking to those involved, the planning of the study days wasthe first to be compromised when my planned dates were deferredbecause of:finding a suitable hotel within my budgetavailability of speakersStaff developmentIn researching the planning for change in practice there was aneed to identify the importance of staff development to anorganisation, Hardy describe a developmentas………………… Within my own organisation I explored thepresent situation that existed and what the strategic objectivesfor the Trust were. There was also the added dimension of PREPand the expectation of staff that this should be provided by theemployer, regardless of the fact that a practitioners , nursesand midwives are responsible ultimately for their ownprofessional update. [find a ref]However the Trust were happy to facilitate and promoteprofessional development but there was and is only the limitedresources available. Review showed that co-ordination andplanning was what was required. The ultimate strategy to create aculture of learning and the promotion of personal development,this would give the basis for improved patient care [ref]Traditionally access to formal education is mainly provided byColleges of Higher Education [find ref] but as PREP makes animpact upon the formal learning needs of nurses, continuingeducation is provided in many formats. The American Nurses’Association has defined continuing education as:Planned, organised learning experiences designed to augment theknowledge, skills, and attitudes of registered nurses for theenhancement of nursing practice, education, administration, andresearch, to the end of improving health care to the public’This equates closely to the objectives of my change module,continuing education is not necessarily confined to educationalestablishments but should also encompass the practicalapplication of nursing skill and technology, as well asalternative means to gain new knowledge. Dolphin and Holtzclaw[1983] support this view saying that ‘non-academic’ training /update activities have significant impact upon professionaldevelopment.To this end managers must realise that technical skills andexperience alone will not achieve competence, importanceconsiderations such as developing analytical skills and anunderstanding of the practice environment need to be facilitated. Deane and Campbell [1985] consider this as paramount todeveloping professional effectiveness. Promoting ProfessionalismThere has been a drive by nurses towards greater autonomy andprofessionalism, nurses are now educated for registration ratherthan trained, and at a higher academic level. This began with therecognition by government of accepting the principles of Briggs[1972] and the creation of the Nurses, Midwives and HealthVisitors Act 1979, this created the United Kingdom CentralCouncil, which in its turn developed Project 2000 , and isresulting in the gradual but continuous shift towards degreelevel at point of registration. Harrison 1994 discusses this as aconcept of ‘new nursing’ and as’a manifestation of ………. professionalising drive’but will degree entry to the profession secure improved patientcare. or as is my belief improved continuing education anddynamic staff development be the key. What is known that alearning culture is required within an organisation [ref] and thechange project is the first step to developing that with theTrust. roles and responsibilitiesmanaging the transitionIn Handy’s concept of ‘Cultures and temperaments’ – Frank SinatraasApollonian: ‘I did it their way’Zeusian: ‘I did it his way’Athenian: ‘I did it our way’Dionysian; ‘I did it my way’ImplementationWard Managers Study DayThere are …. ward managers within the Countess and an importantpart of the change process was ensuring that all nurse managerswhere aware and prepared for the organisation and commitment totraining and continuing education of their nursing staff. Asthere was rather a lot of information that I wished managers tohave, I decided to hold a study day for them to impartinformation and provide them with learning material that wouldbecome a resource to them and the ward. I held the day away fromthe hospital for a number of reasons:to ensure attendance [past experience has shown me that this isseen by the managers as a treat as the executive have s