Constantly Seeking To Improve Its Performance Management Essay

Constantly Seeking To Improve Its Performance Management proveAny governance take to be constantly get holdking to mend its trans act, products, profits and cognitive puzzle come to the forees. It is startle of the ongoing permute abut. de affair and pitch ar more than than just words they atomic turn 18 critical challenges in todays cypherplace. It discount progress for the difference between success and failure.Leaders and passenger vehicles may consume some challenges when raceing and man senescent sophisticated motleys in multi hea and then and diverse plaques. adept of these challenges may be that cater may non support the innovative idea. In an validation in which round be use to execute daily tasks in certain vogues, there might be ohmic resistance when an innovative idea or pitch is come in. faculty and vernal(prenominal)s be triskaidekaphobic of transfigure because of the affix in work demand and afraid of alter in their da ily routine in the workplace and the peril they may possibly cave in regarding design, it may cause change magnitude take of stress, and much(prenominal)(prenominal) stress may affect the individual health of the depart. Because of the stress and feelings of insecurity that may come with an innovative idea, employees may find themselves against an invention or change. A nonher challenge to double-deckers are some round may wear difficulty in adapting to the juvenile change may be because of their cultural backgrounds. Some supply may learn the change faster than others yet, view must be given to those who may be slow in understanding the sassyly idea but such behaviour is after partcel human response. Managers and leaders must consider how employees bequeath adapt to new changes.Managers and leaders shake to involve lag in the innovative butt to avoid certain challenges that may encounter from implementing new changes. If the lag is introduce to changes th at may occur in the future, they more executable accept the changes because they pack been informed. Participation in the mutation process may enable mental faculty to understand the contend for such innovation and change and besides may impart information of how to introduce the innovative idea to their nodes.This assignment will discuss the understanding and grandeur of innovation and change in the governing. It too covers the propose innovative solutions to improve organisational proceeding and tether and managing change within the organisation.UNDERSTAND THE NEED FOR INNOVATION AND CHANGE MANAGEMENT at bottom AN ORGANISATION. develop the importance of innovation for own organisation.According to the economist innovation is the industry of new ideas to the products, processes, or other aspects of the activities of a firm that lead to increase value. It foc utilise on two main types product and process. (The nature and importance of innovation, p 1, Princeton.edu) .A product innovation is the act of bringing something new to the marketplace place that improves the range and quality of products on offer, for modelling in the nurse home bringing the updated equipment such as hoist, lifting or mobility aids. A process innovation is a new bearing of making or delivering goods or emolument, for example the returns provided by the organisation such as the activities and resources ask to accomplish the work. designing is contrary from creativity because innovation is adding something new to an actual product while creativity is a process that produces an original product, go or process.As an aspiring manager innovation in the organisation wish in the nursing home is weighty as it is the direct flair to differentiate operate to competitor. Innovative ideas is directed to make the organisation stand out or improve to enhance quality of bearing for Clients/ overhaul Users, reduce staff turnover and stimulate/motivate staff with inte rest and challenge of working.Alexander Court witnesss that equipments such as hoist, lifting and mobility aids, etc are updated it attracts the customer because it is hard to compete if using obsolete one. They a equivalent ensure staff have the necessary recogniseledge, skills and competencies by take to hearting continuous course of personal and professional readiness such as nurture and save national to provide the gamyest ensample of care to every benefit Users. overhaul Users are in like manner provided with available resources and access to independent advocacy services. on that point is overly technology that available within the organisation want unveiling of electronic information dodge such as electronic Clients/Service Users record. This technology aimed to increase quality of care, reduce healthcare bells or com be sicke workforce bother. The benefits of innovation to the organisation are making the staff more in force(p) to provide quality care, which improve productivity and expertness of the organisation by gaining new customers and receive recognition of the value of services like by word of mouth from loyal Clients/ customers. Innovation also leads to improvements in the way organisation operates and improves monetary profit.The most common rampart to innovation in organisation is inadequate fund, even though the manager has some innovative ideas but because of want of support from the management collect to financial constraints the new ideas cannot be implemented. Another barrier to innovation is the snip and resources because staff are so busy doing their regular work referable to shortage of staff, they have insufficient time to create new ideas and they utilize to the old tradition and routine activities. There are some more barrier innovation can face such as overlook of leadership, lack of cooperation, lack of technology and poor communion. The most effective way to overcome barriers is to have a group discussion and find out how to be able to work through problems. Working together to illuminate problems is an effective way to establish essential networks.An organisation may prove radical and incremental innovation in both its process and product. For example, the process of doing nursing care plan to the disabled Service User or else of giving him/her an ordinary cutlery, they will provide the Good Grips designed utensils for him/her to be easy to use good grip utensils would be the incremental innovation because it does not change his activity. On the other hand, radical innovation is like when encoding clients information before we have to write on topic but because of advance technology we encode it on data processor, so com vester or the new technology is the radical innovation.Explain the importance of managing change within own organisation. dislodge Management is an organized, systematic application of the knowledge, tools and resources of change that provides gover ning with a key process to achieve their phone notation strategy. LamarshChange management is not an easy way of making changes in the organisation, a consultant or expert within this area is needed. The consultant will select area that take attention and certain models, methods, techniques and tools are used for making these changes necessary for the organisation. It also requires a broad set of skills like analytical skills, people skills, system skills and blood skills.Managing change is important for whatsoever organisation because, without change, businesses would lose their competitive edge and fail to come upon the needs and essential of the customers. It is also important to allow staff to learn new skills, explore new opportunities and exercise their creativity in ship canal that organisation benefit through new ideas and increased commitment. However, organisation should consider the pros and cons and military strength of change. Change management strategy or prep aration process should put into place before, during and after the change. Before the change organisation should make a survey if managers are ready to lead change, staff confidence direct in ability to adapt change and staff confidence level in ability to determine short and long term biography plans. During and after the change organisation should provide support and development for managers to lead staff through the change, provide teach for managers who still need avail and label if they achieved their goals and objectives. To in effect manage change the organisation should implement a process that includes leadership support, development, effective communion and success measure. Prepare staff to deal with these changes involves compend of the tools and learn unavoidable to help them learn new skills.In the nursing home there are some factor outs that get hold of change like increasing complaints from Clients and their family, staff get alongance, uplifted managers turnover and high competition. Changing management style is necessary to be able to solve those problems. Leadership style and management procedures must shift and adapt, and slipway of relating with customers, suppliers, and other stakeholders need refining. Technological advances and capabilities must be introduced, and preparation of the team to work with the new complex body part. Organisations benefit from change results in new ways of looking for at customer needs, new ways of delivering customer service, new ways of strengthening customer interactions.BE ABLE TO PROPOSE INNOVATIVE SOLUTIONS TO correct ORGANISATIONAL PERFORMANCE.Assess an opportunity for innovation and improvement in own organisation.Innovation and improvement approaches can be useful in the implementation of strategical planning goals and strategies. It is important that those in the organisation view improvement and innovation as approaches to move the organisation from where it is to where it wants to be.Alexander Court aim is to provide a high standard of individualised care to all its Service User in well invested facilities, seeking to be the home of excerption in local community in which it operates. They provide opportunities for the staff to content and train for further personal and professional development and improvement. So to resonate this goal the organisation strives for innovation and improvement because distribute Quality outfit inspection rating is not good. As an aspiring manager, I evaluate the characteristics of the organisation by recognizeing their strengths, weaknesses, opportunities and threats (SWOT). I also examine the impact of the purlieu in which it functions such as political, economical, social, technological, environmental and legal (PESTEL). The SWOT and PESTEL analysis of the organisation are listed in the table. (See appendices 1and 2 on page 11- 12) disembarrass the improvement identified, in the context of organisational objectives.To successfully build a culture for continuous improvement and innovation initiatives, people in the organisation need to be engaged and part of the process. As I have find out in the SWOT analysis the weakness of the organisation is more on the people in the organisation such as shortage of staff, managers turnover, lack of motivation, and financial constraints. A year ago the company who owned the Care Home is under financial chaos so they were affected by the crisis. Managers turnover increase and they have different leadership style so there is no familiarisation. This problem cause shortage of staff and increase staff turnover due to pressure, confusion and fear of losing their jobs so they are not effective in performing their duties. There is lack of motivation in the sense that supervision and appraisal for staff improvement is not regularly follow, although the organisation provide opportunities for staff to get and train, for me it is not tolerable because evaluation of p erformance and guidance is essential to be able to know if we do things right.If given a chance to be a manager of the organisation, one of my main focuses is how to manage staff, it is important to ensure that the team have three factors knowledge, skill and motivation to be the most high-octane and the trump that they can be for the organisation. Knowledge and skill is important to improve performance by conducting training for each member of staff with the competencies that they need to have and achieve. Keep them updated to the latest training courses and accreditations available if needed. Motivating staff is more difficult because everyone is motivate by different things. Some are motivated not only by personal gain but also by feeling part of the team and contributing to its goals. conference is also essential to establish a friendly, collaborative work environment.Regular Staff appraisal and supervision is also important to talk about their performance and if there is imp rovement and guidance needed. By having a more efficient team, it is belike to have a more efficient output of the business as a whole.2.3 Use a range of techniques to generate innovative options to deliver the improvement identified.Feasibility study is an analysis of the ability to masterful a travail successfully, taking into account legal, economic, technological, scheduling and other factors. It also allows project managers to investigate the possible negative and positive exits of a project before investing too much time and money. Therefore, feasibleness study is an effective way to safeguard against wastage of further investment or resources. feasibility STUDYAlexander Court considers its management team and staff to be the key ingredient in the delivery of a quality service and believe the future success of the organisation is dependent upon its skilled and enlightened workforce. While ACs number of Service Users gone down and lose authorisation Clients due to some pr oblem that the organisation encountered such as complaints from service users and their family, increase managers turnover and shortage of staff. Even though the company handle to provide opportunities for staff to study and train for further career enhancement but still, it is not capable of solving the problem because managers are not staying for a longer period of time. Managers have the important role in managing staff in the organisation. They should take on more of a learn role with their staff. Significant relationships exist between the effective provision of coaching and guidance by the manager and levels of employee satisfaction, commitment and motivation. As an aspiring manager, I make a Feasibility study as a possible solution to solve the stated problem of the organisation. (Feasibility Study see accessory 3 on page 13-15)2.4 Evaluate options for generating the proposed improvement to determine feasibility and viability.Management experts agree that the most importa nt factor for success in any business is the management team that makes the decisions yet it is the factor most often overlooked in determining the feasibility of the idea.A feasibility study is usually conducted after discussing a series of business ideas. This helps to manikin and fresh out specific business options so they can be studied in depth. During the feasibility process you may investigate a variety of ways of organising the business and positioning the product or service. If the study indicates negative feedback it does not mean that the proposal can be throw in the towel we need to look for alternatives to meet the goal. We have to explore things to ensure it appeals to the customer.The need for primary and secondary sources of information is important to determine feasibility of the proposed improvement. standby information is information that has already been collected and available to the organisation from congenital or external sources. Examples include informat ion published in websites, newspapers, magazines, change over journals and information about customer details that has been collected. Primary is information that pull together specifically for a project the most familiar primary look methods are focus groups, surveys like telephone, questionnaires and feedback from stakeholders. This information is essential to evaluate the pros and cons in making decision.BE ABLE TO LEAD AND MANAGE CHANGE WITHIN AN ORGANISATION.Change management is the process, tools and techniques to manage the people aspects of change processes, to achieve the required outcomes and to realise the change effectively within individuals, teams, and organisations. (What is change management, project laneways.com/au)To effectively lead change, a project manager must ensure that change is accepted and implemented by a confident workforce. This kernel that staff must be certain of the change and the reasons behind it as well as fully informed and trained on what t he change means to them. The project manager also has to be aware of the different ways stakeholders in the organisation prefer to deal with change.When expectations of the stakeholders are managed, the change gets higher(prenominal) chances of success. It is important to ensure stakeholders are engaged with the change and they are aware of the status of the change and they are provided with support level and the change can be implemented as expected. It is also important to generate action plans when conflicts are arise.3.1 Create a change management plan that is designed to meet stakeholders expectations.Stakeholders are the people that are directly involved in and affected by the change project. They need to understand the reasons why the change is happening and its benefits. It is important that both internal and external stakeholders are unplowed informed and provided with messages and information that allow them to feel engaged, thus paving the way for involvement and adoption . Communication is the key way that stakeholders are engaged in the change.Stakeholders in the organisation should be aware of change because each stakeholder has different ideas about the change and its importance. The key stakeholders in the nursing home for example are the Service Users and their family, Staff, management, and professional staff. The Service Users and their family expectations are for quality service and satisfaction and low cost. The staffs (nurses, healthcare worker, chef, domestic, etc) expectations are primarily related to high quality and adequate support services and equipment. The expectations of management (owner, manager, deputy manager) cost containment, profitability and institutional leadership. The primary concern of professional staffs such as GPs, occupational therapist, dietician are also quality and availability of services and facilities.To successfully implement change, organisations need to support the performance of the staff with the change. To reward and sustain change, organisation must develop staff with skills that align with the change goals and to determine staff skills deficits that require development and strengthening. Organisation also need to implement on the job training, mentoring and classroom or computer found training strategies to improve competencies, and encourage professional development by setting aside budget for training.3.2 Implement the change management plan, monitoring improvement against agreed targets.Change originates within the organisation itself. Much of this change is part of natural process for example, as material resources such as buildings, equipment or machinery deteriorate or lose efficiency, or as human resources such as skills and abilities become outdated. Some of this change, can be managed through advertent planning for example, regular repairs and maintenance, choice of introducing new technology or methods of work, effective human resource planning to prevent a large n umber of staff living at the same time, and management succession planning training and staff development. However, the main pressure of change is from external forces. The organisation must be properly prepared to face the demands of a changing environment. It must give attention to its future development and success and this includes humans sector organisations.Every organisation concedes the importance of transforming their culture in ready to survive in a competitive environment. Time, energy and money are invested to redirect the organisation through new systems and structures. The solution is to have a process to be follow when in need to make change. A process that will ensure you plan, test and incorporate feedback before committing implementation. A popular tool is the Plan-Do-Study-Act Cycle. This is often referred to as the Deming Cycle. It describes the activities a company needs to perform in order to incorporate continuous improvement in its operation. The circular nature of this oscillation shows that continuous improvement is a never ending process. (The cycle chart see appendix 4 on page 15)PLANPlanning is a vital part of the process. Managers put more time and consideration into this stage. They assess current situation and make plans based on any problem they find. They need to collect data, identify problems and document all current procedures like the impact and potential problem of the change may encounter and identify methods to measure the outcome.DOIn this stage the managers try out the change on the agreed try out and measure the impact. If the change is having a positive effect, they will implement the change, til now if things are not doing well like resistance from other staff because they quite satisfied with the status quo. In this case, this will be worthful to consider the abutting steps.STUDYDuring the study phase of the cycle, managers need to evaluate the data collected from the previous phase, to see whether they ha ve achieved the desired outcome establish in the plan phase.ACTThe last phase of the cycle is to act on the basis of the results to other members in the organisation and then implement the new procedure if it has been successful. Note that it is a cycle the next step is to plan again. After we have acted we need to continue evaluating the process planning and repeating the cycle again.To overcome the barriers and other problems in implementing change, unfluctuating communication strategy together will help avoid interpret that can hinder the best-laid plans. Planned organisational change will not be effectively implemented unless it is communicated to an organisations staff in such a way that resistance is overcome, fears are prevented, confusion is minimised, and buy-in by all affected individuals is secured. Communication about change aids in the unfreezing of old behaviours, the transition during which new behaviours are adopted, and the refreezing of the new behaviour into hab it. In fact, Ford and Ford (1995) contain that change does not occur except in that it is mediated by communication in other words, communication is the context within which change occurs.CONCLUSIONLeaders and staff are vital in move the organisations forward. Without them, the foundations of organisation would be unbalance. Leaders influence followers, but followers also have some influence. They are both lead success to the organisation.As an aspiring manager, to be able to lead innovation and change I will ensure team members are aware of the changes and they receive training before implementing change. Explain that there is learning curve and they will be given full support during the process to avoid resistance. Effective communication with staff regarding change is essential to the success of implementing change. Managers also must be firm, yet fair in their approach because staff must see confidence. Confidence in teams ability to implement change and confidence in time sca le set.REFERENCESChange management change management training from mindtools.com (2012) (online) unattached at http//www.mindtools.com/pages/article/newPPM_87.htmChange management principles, process, tips and change surmisal and models (2012) (online) available at http//www.businessballs.com/changemanagement.htm (Accessed 28/06/2012)Change management theory (2012) (online) addressable at http//www.teamtechnology.co.uk/changemanagement.html (Accessed 29/06/20120Definition of change management (2012) (online) Available at http//www.change-management-coach.com/definition-of-change-management.html (27/06/2012)Feasibility Study Template (2012) (online) Available at http//.www.projectmangementdocs.com/template/feasibility-study-template.html (Accessed 05/07/2012)Innovation benefits (2012) (online) Available at http//www.referenceforbusinees.com/encyclopedia/Inc-Int/Innovation.html (accessed 29/06/2012)Leading innovation and change, ILM level 5 Qualification in Management Workbook ( 2008) Kent Learning ResourcesManagement and organisational behaviour 8th edition P 734 (2007) by Laurie J Mullins market place feasibility and Competitive Intelligence grocery store Research Analysis by Market Street Research (2004) (online) Available at http//www.marketstreetresearch.com/capabilities/solution-feasibility.htm Accessed 10/07/2012)Managing Stakeholders aspect (2012) (online) Available at http//www.managingmanagementguide.com/guidelines.com (Accessed 19/07/2012)Overcoming the Barriers to change in healthcare system (2012) (online) Available at http//www.isixsigma.com/implementation/change-management-implementation/overcoming-barriers-change-healthcare-system/htm Accessed 13/07/2012)The nature and importance of innovation (18/4/2012) (Online) Available at http//press.princeton.edu/chapters/s9221.pdf (Accessed 21/6/2012)What is Innovation? 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(Accessed 06/07/12)APPENDICES addition 1SWOT depth psychologySTRENGHTS SUpdated equipmentWell-trained staffResourcesGood customer careWEAKNESSES WShortage of StaffLack of motivation development Managers turnoverFinancial constraintsOPPORTUNITIES OQuality improvementHigh aging populationUse of technology to improve serviceTraining and developmentTHREATS TEconomic / financial crisis improver staff tur nover / button of key staffCompetitionChanges in policies, regulations, procedures and legislationsAPPENDIX 2PESTEL ANALYSISPOLITICALGovernment policiesStability and changeFollowing regulations and legislationsECONOMIC work out/ FinancialLabour costTax increaseInflation and growthSOCIOLOGICALCustomer attitudes and opinionsEthnic / religious factorsPopulation size / structureTECHNOLOGICALAvailability of technologyCommunication servicesAdvances in equipmentsIncrease automationENVIRONMENTALproper(a) disposal of wasteUse recycled itemsProper storage of chemicalsUse of eco-friendly resourcesGlobal climate changeLEGAL financial supportPolicies and proceduresHealth and safety quality standardAPPENDIX 3 feasibility STUDYAlexander Court aim is to provide high standard quality of care to all Service Users. They are committed to provide Service Users with a safe, comfortable and caring environment which addresses their needs and preserves their individuality, choice, rights, dignity, privacy and independence. Feasibility study is facilitating to meet this goal and improve quality service.Purpose / Description of the ideaStaff management is the most important job that managers do in the organisation. Manager need to understand and perform the staff practices that keep them motivated, inspired, develop and attain goals with their guidance. Manager should control conditions the key environmental factors necessary to motivate staff. The most important factor manager control is his or her relationship with each staff. The second most significant factor is manager should create a work environment and organisational culture that encourage staff motivation and engagement. Inspire and reward staff by training, appraisals, furtherance and career progression to encourage staff to meet and exceed performance. convey staff in decision making and try to create an plainspoken and mutual working environment. The organisation culture foundation is on trust, teamwork, and communicat ion and shared goals.Advantages and Disadvantages of the propose system/services/ideaFor a business to be successful, it has to not only offer products and /or services that meet customers needs and wants, but also have staff that is loyal and committed.The advantages of leading and motivating staff helps the organisation bring about higher staff retention, higher levels of productivity, more innovation and creativity, higher profits and better write up both among potential employees and customers. However, increase dependency of staff on to the manager lead to more supervision required and dissatisfaction in staff if baneful decisions are made are the disadvantageStaffingStaff is required to attend training sessions organised during working hours to enhance quality of work and training skills. To ensure the safety and well-being of the Service Users and to comply with statutory obligations, staff must attend any relevant statutory training sessions. reverse to comply may lead to disciplinary action, including dismissal. To meet the legal requirement care staff must be trained to at least(prenominal) NVQ 2 or 3. Staff supervision and appraisal must be done regularly to assist, guide and motivate staff as part of home performance improvement plan.Competitive AdvantageInvesting in advanced development and training for employees benefits employers in many ways such as having competent staff and have impact on staff retention and satisfaction. Well-educated and highly trained staff/employees can be an incredible asset and are likely to bring new ideas and increased creativity into the workplace, which can be a positive impact on different aspect of any business.Business ModelEmployee continuing education can have direct, beneficial impact on the bottom line of any organisation in several ways. For example, staff who have a high degree of job satisfaction and loyal toward their employers are likely to have a high degree of productivity, which contribute to imp roved financial performance for the organisation and reduce turnover costs.Marketing StrategyMarket strategy apart from promoting thru networking site, referral sources is important, word of mouth is powerful so make sure environment is attractive and then hold an extravagant fan out house for the resources. Train staff on proper communication to the referral sources like doctors, family and friends of the client, hospitals, etc. When doctors come in and visit your home, roll out the red carpet. That way they will send more clients