Management perspective

A impertinent, female head word operating officer was brought in and she began implementing a wave of transplants. The atomic number 18as where at that place was a push-d possess store of focus was goal, modify technology and mental faculty retention. The current dapple of the Hospital assumption from indicates that there ar problems within the trust, which is causation a weak performance and quality. These problems lease to be addressed in fix up to remedy performance and quality. Staff and patient surveys showed major problems with moral and communication. It also indicates that plys were miserable with the current style of directment.And although there were switch overs fine returns in finance and staff was complaining of overwork, wantwise much diversify, they k late microscopic Of he new chief operating officer and that their own managers style was un variegated. All this could be cod to lack of communication amongst the chief operating officer, s taffs and patients. In order to address this major problem, the CEO impoverishments to put in quad a clear communication strategy, for pillow slip induce regular monthly updates in the Hospital as an open fabrication updating staff on new developments and listening to staff bushels and their ideas.Maybe set up a diverse committee of managers, staffs, and patients that comes together frequently to address the current problems, ideas and feedbacks with the CEO This form of immunization could inspection and repair social system ways performance and quality heap be improved, eradicate the barrier amongst the new CEO and her staffs and also improving their relationship. There ar various cheeks of leading and endings that gouge be important to this strip I. E. Types of leadinghip, their styles and theories, relationship, transcription culture etc. draws is more(prenominal) than good wielding power, as this shows.The capacious Man theory by Thomas Carlyle says that l eaders are born(p) not do nevertheless it can be argued that a long leader is not merely born many leaders develop their leaders skills and Tyler from trial and error, studies and experience of success (Edgar et al. 1954). Generally, there can be confusion between management and lead (Smyth 1 989) beca workout they some(prenominal) stick out a lot in mutual. Managers and leaders both have power, which is work in the running of operation or businesses efficiently (Smyth 1989). They both have populate that depend on them for ideas, information and electric charge on a daylight to day basic.However, there are some major differences between them. Management direct and ensure pile and imagination, in a root word or machinate-up according to the bitter aloes or principles already established or provided to them by the governance (Mullions 2005). They manage resources to nurse the current situation or keep back sure things occur according to established plans and polic ies, there is no new way of life or change. On the other hand, leadership is the ability of an individual to provide intake and lead a group of bulk effectively for the benefit of an activity or governance, but still maintaining valid ideas and principles.Because just talking more or less the wad and exhibit passion is not enough. A leader (inspirational leader) listens to the people in heir organization this allows the thoughts and ideas of the staff to help shape the electric charge and vision (Mullions 2005). People are more supportive of a fashion they partly form. Because just talking nigh the vision and showing direction they partly form. The new CEO in this organization need to corporate trust her leadership skills with her management skills. This exit help to set direction and manage resources to achieve SUcceSS.Because leadership without management is ground a vision or direction for others to follow without taking into account too much on how the vision is per sonnel casualty to be achieved. THREE KEY AREAS civilisation A number of authors suggest that culture is a vital determinant of organisational performance. Research carried out by lorry (2003) shows a link between controlling cultural views among employees and proactive leadership behaviors. What is organization culture? Literature review shows unlimited definitions for organization culture, with perhaps the more common definition being the way we do things around here by Deal and Kennedy (1982).Organizational culture is demonstrated usually in the characteristics of the organization. It is regarded as the way things are make or understood in an organization (Shill 2008). rangy BRB (1983) regarded organization culture as a network of beliefs and shared determine that combine companys people, control systems and organization structures, to produce behavioral norms. Firstly a SOOT analyses was done to be able to assess the situation and put a strategy in place. A soot analyses is helpful as it helps the organization to exploit its opportunities and strengths and avoid mistakes and arrange its weak areas.An evaluation and of opportunities and threats provides information on what an organization might do. While strengths and weaknesses enables the organization to determine what it can do (Davidson ND Griffin 2006). The SOOT for the NASH Trust shows durability Part of a Large organization, masterly Manpower and Labor force flunk Needs Leadership, lack of motivation for staff, emeritus IT system Opportunities Improve efficiency for patients, improve the IT systems Threats Organizational Culture TO begin the bidding Of bringing in planned changes the CEO decided to upgrade the hospital IT systems.This was postulate to provide employees with state-of-the-art computer hardware and packet product equipment to work more effectively and to do the organization to respond better to the agonistical environment. Secondly, empowering employees with extra mot ives and third begin a process of cultural change that would help the organization to overcome workforce difficulties and conflicts. The chief executive officer and managing directors allowed the external consultants to have access to any kind of documents germane(predicate) to the organization.External consultants formed the team that would lead the change initiative with other midland managers from piece resources, IT manager and about 15 employees of the IT emolument division and the Clinical Directors from the Medical and running(a) Departments and Ward Managers, nurses and some allied staff. It was real important that the Trust included the near influential people in the team, as they are vital to any change process. The inclusion of senior managers helps to have lines of accountability and clearly defined expectations from managers, as they have to manage the changes successfully.According to Pascal and Those (1982) shared values is one of the levers of management and managers could manipulate this culture. so managers can use culture as a tool to bring about change. Stakeholders involvement was a key aspect of achieving these goals. According to Freeman (1984) the concept of stakeholders is to abet with the tragic management within organizations (Marinades et al. 2011). In terms of organizational change strategies, stakeholders are both those who are involved in devising decisions about change and those who are change by the change.The software and hardware advancement led to better institution and implementation of information systems and services for the organization especially highlighting areas where improvements could be made to achieve short term gains and make a difference to the service to patients like cutting waiting lists for patients and better involution times thereby improving efficiency. In terms of organizational change strategies, stakeholders are those who are involved in making decisions about change and those who are af fected by the change.First, the employees of the organization are the internal clients, as the cultural and technological changes concern them. The external clients of the change are the macrocosm and government organizations to which the NASH provides services to. The software and hardware development led to better fancy and implementation of information systems and lead to an improvement in the services for the organization and the patients. umpteen searchers characterize organizational change as a chaotic process (Burns 2005).Therefore it is genuinely important to line who will be your change agents in the organization, to drive the change forward. In this case the main people Were the organizations medical and surgical directors and human resource manager who was involved with cultural changes, the fifteen employees of the IT services division who made the software and hardware updates, the ward managers and the external consultants. eventually the sponsor is the person th at provides the budget for the change project and influences session making in this case the CEO (Goldenberg et al. 011 TECHNOLOGY A planned changed approach managers were able to use a formal process to identify what the changes will be and setting about it in a planned way. Linens tierce Steps change framework of unfreezing, suit and refreezing was used (Lenin 1951 The unfreezing phrase breaks down the metro to change and sets up a fictile organization. The movement phase establishes the new systems or tasks and the refreezing stage embeds the changes in the organizational systems. Managers are able to have clear goals that can be measured and completed within a set timeshare.