Change In Health And Social Care Essay

Adult social care is a constant cycle of change, to put the service users at the heart of their own care and support. This requires a different approach from the social care workforce. There are several factors that we need to consider to successfully change social care services to achieve success and lasting change in social care. Change is ongoing, forever evolving, and cumulative, it is about adapting and editing ideas that are acquired from various sources. To bring about change it is important that staff within the adult care industry plan and embrace any ideas and views, encouraging there creative thinking, producing solutions to problems, and encouraging change, it is important to support as a manager and encourage change, redevelopment

Any change is a challenge and can cause extra pressure or issues for some, as a manager I need to be aware of this and minimise this so that I am able to keep my team focused. So that we can manage any change effectively we must make sure that any changes implemented are planned and a systematic approach is used to ensure that we as a team are motivated, and motivation is maintained. Change could occur for several reasons within adult care, there could be changes to legislation, regulatory/inspection changes, revenue/funding changes and staffing/workforce changes. The population we live in today Is forever growing and ageing, illnesses are changing and becoming more complex therefore we as adult care need to make changes to the way in which we deliver care. Any changes imposed on us by the government will include legislative changes and because of this service are duty bound to amend their ways of working. It is important to focus on how legislation and changes made to it can bring about positive change. Change is also a part of the

Fortunately for us, change management is already a well-established field which is guided by evidence and tested principles, most of which focus on the relevance and application of my current leadership and management practice, which without thinking, I use daily. Change management models are concepts that provide an in-depth approach to company changes. Their aim is to guide us to making changes, navigating the transformation process, and ensuring that changes are accepted and put into practice. As stated, I have used such theories and models in changes, I have made within the company I work for, examples are within recruitment and the training of inexperienced staff, restructure and department changes, changes to internal tools we use, monthly progress reports and format changes made using a less complex model. All of which I have found to be effective within my job role, change will rarely be welcomed but by managing it properly can minimise negative reactions by choosing a change management model that functions and points us in the right direction of our desired outcome and onto the path of successful change. Some of the changing management models include – Lewin’s change management model, McKinsey 7 – S Model, Nudge Theory, the ADKAR change management model, Kubler – ross change curve, Bridges transition model, Satir change model, Kotter's theory, Maurer 3