Lean Implementation in Organizational Development †Free Samples

Question: Discuss about the Lean Implementation in Organizational Development. Answer: Introduction: The psychologist Kurt Lewin proposed Lewins change management model in the year 1950. Three important stages were noted in it. These are unfreeze where employees are motivated to change as most employees try their best to resist the change. The second stage is called the transition phase where the organization gets into the period where employees gradually start accepting as well as adapting to the changes. The last phase is the freeze period where the change is stabilized and the employees become well adapted and acclimated to the new business procedures. Another model is called the Kotters 8-step model that includes eight steps. This includes creating sense of urgency among the employees and thereby building a guiding coalition. The third step is forming strategic vision as well as initiatives. The fourth one is enlisting volunteering army. The fifth step is enabling action by removing barriers followed by generating short-term wins and then sustaining acceleration. The last stage is instituting the change. Lewins model is rational, goal as well as plan-oriented and therefore researchers are of the opinion that although the change looks possible on paper due to its appearance of having a rational sense but when it is tried to be implemented, managers may face a number of issues. As this model does not provide much importance to the consideration of human feelings and experiences, it can have negative consequences. However, on the other hand Kotters change management procedure is a systematic process that provides distinct and clear steps for the guidance of the procedures (Pearce Pons, 2017). This mainly focuses on preparing the employees first and then helping them to accept the change but the focus is never on the actual change. Researchers are of the opinion that transition is much easier with this model. Many researchers also state that Lewin has focused on overall process of change. However, Kotter believes to focusd on organizational development activities. However, the similarities of the models are that both the models believe the application of behavioral science that involves the members of the organization in the procedure of change. Both the model focuses on the difficulty to get employees move from their comfort zone to the new changes required (Kazmi Naaranoja, 2017). Both the model believes in identifying the issues in the beginning and then starting to rectify the changes and implement them. One of the recent innovation that had taken place within the decade is the development of biosensors, wearables and nearables which are actually mobile tools designed specifically for the healthcare industry. Sensors have been found to be extremely helpful in measuring the health of the patient, helps in allowing real-time data logging as well as going beyond just diagnostic purposes. Sensors are also seen to educate both doctors and nursing professionals and alert patients to help both the members to prepare themselves for health issues in the future. At relatively lesser price, sensors are seen to enable healthcare professionals for diagnosing different disorders at a faster rate. This helps in tailoring the treatment according to the patients needs thereby increasing patient satisfaction. In the healthcare, biosensors are seen to provide analyses of chemical as well as chemical and physiological procedures (Polizzi Freemont, 2016). They are seen to transfer the physiological data wither to an observer as well as to a monitoring device. They are seen to provide positive impact not only in diagnosing but also in monitoring and maintaining health. Researchers are of the opinion that biosensors can help in automated, passive as well as active collection of data. They then conduct a first level automated analysis of that data which can help in management and treatment of different types of chronic information such as diabetes, cardiac Dysrhythmias, Congestive Heart Failure and many others. In order to highlight its importance, an important example can be provided. Changes in different types of heart rate, blood pressure as well as body temperatures can reveal cardiovascular disorders but they may get unnoticed until yearly checkup that might result in delay in diagnosis and treatment. Moreover, these parameters are seen to vary over the course of the day and between different individual (Le, 2017). Therefore, one time reading may not provide the best result of t he condition of the organs and the systems of the individual. Therefore, biosensors are helpful in providing personalized assessment providing enough information about the health of the individual. Wearable biosensors like trackers, activity monitors and many others have now become successful in checking parameters regularly. Bendigo Health strategic plan 2013 to 2018 is developed by the organization where they have put forward different strategies and objectives to develop excellent healthcare system. Through it, they will be able to connect service planning as well as delivery of primary, acute as well as tertiary care that are needed by the people of the community. The strategies that are described helps in ensuring that patient receive highest quality care as well as safest medical service, health advice and support available to them when necessary. The three activities that they believe will help in meeting the objective is to encourage, support and enable people to work together to reach the vision of the organization. In order to provide best service to the community members, the organization has ensured that effective teamwork among the employees and staffs are important to meet the objectives. They have decided to increase the research capacity, provide a smarter se of technology, provide an impr oved staff engagement and workforce planning, and better health promotion and investing in lifelong learning. Their strategic plan ensures the incorporation of the proper techniques to meet the objectives and hence would ensure best care service of the patients. Effective teamwork is encouraged and this will help in bringing out the positive effects (Wager, Lee Glaser, 2017). The strategic plans that have been prepared have helped in describing the goals in details that they want to achieve. An interesting fact that is quite praiseworthy is that the strategists had divided the goals in a number of small objectives. Researchers are of the opinion that smaller and more defined the objectives, they are highly helpful for the employees and staffs to follow. These would give them a clear idea about what the organization is trying to achieve. Clearer the objective in the strategy, higher is the chance of success of the strategic plans. Another feature that is quite well discussed in the plan is the initiatives the employees of the organization would uptake in order to meet the goals and objectives (Ginter et al., 2018). All the important activities that the employees need to uptake had been described under each of the objectives that give a clear view about the strategic plans. They are not at all clumsy but in turn show how well researches had been conducted b efore laying down the plans. Hence, these plans would be easier to meet and changes can be brought down effectively. Organizational culture can be defined as the culture of underlying beliefs, values as well as assumptions and ways of interaction among people in the organization that contributes to unique psychological as well as social environment of the organization. This culture is seen to include the organizations expectations, philosophy, values as well as experiences that in turn guide the behavior of the members (Williams, Perillo Brown, 2015). This culture is inculcated in the members self-image, inner workings, future expectations as well as interactions with outside the world. This remains based on shared attitudes, unwritten rules, beliefs, customs and others that are built over time (Ovseiko et al., 2015). Organizational culture can act both as a barrier as well as facilitator for the development of healthcare working environment, safety practices and development of the services of the service providers. One of the studies has noted that there are many organizations where the organizational culture is such that the healthcare professionals possess negative attitudes to innovation and risk taking about technological advancements (Beardome McSherry, 2017). In such a scenario, the employees will never feel comfortable to handle technologies that will act as a barrier for the organization to provide evidence based care to the patients and participate in the competitive market of healthcare industries (Killet et al., 2016). In comparison, those healthcare centers whose organizational culture support such innovations and advancements and are ready for change managements can ensure success and higher patient satisfaction. References: Beardsmore, E., McSherry, R. (2017). Healthcare workers perceptions of organisational culture and the impact on the delivery of compassionate quality care.Journal of Research in Nursing,22(1-2), 42-56. Ginter, P. M., Duncan, J., Swayne, L. E. (2018).The Strategic Management of Healthcare Organizations. John Wiley Sons. Kazmi, S. A. Z., Naarananoja, M. (2017). Collection of Change Management ModelsAn Opportunity to Make the Best Choice from the Various Organizational Transformational Techniques.GSTF Journal on Business Review (GBR),2(4). Killett, A., Burns, D., Kelly, F., Brooker, D., Bowes, A., La Fontaine, J., ... O'NEILL, M. A. R. T. I. N. (2016). Digging deep: how organisational culture affects care home residents' experiences.Ageing Society,36(1), 160-188. Le, N. D. (2017). Robust Biosensors for Healthcare Applications: from High-Content Screening to Point-of-Care Testing. Ovseiko, P. V., Melham, K., Fowler, J., Buchan, A. M. (2015). Organisational culture and post-merger integration in an academic health centre: a mixed-methods study.BMC health services research,15(1), 25. Pearce, A. D., Pons, D. J. (2017). Defining Lean ChangeFraming Lean Implementation in Organizational Development.International Journal of Business and Management,12(4), 10. Polizzi, K. M., Freemont, P. S. (2016, December). Synthetic biology biosensors for healthcare and industrial biotechnology applications. InIET/SynbiCITE Engineering Biology Conference, 2016. ICP2016CP702 2016.(pp. 1-1). IET. Wager, K. A., Lee, F. W., Glaser, J. P. (2017).Health care information systems: a practical approach for health care management. Williams, B., Perillo, S., Brown, T. (2015). What are the factors of organisational culture in health care settings that act as barriers to the implementation of evidence-based practice? A scoping review.Nurse education today,35(2), e34-e41.