MANAGING CHANGE: Merging (Integrating) Ophthalmic and Dental Theatres at Local Trust

By

ABSTRACT

There are many problems which occur after any merger. For effective merger, it is important for the organization to take care of the needs of the employees. The organizational hierarchy, culture and the stakeholders everything goes through drastic changes. The employees are the assets of the organization who suffer the most during the merger. It is the responsibility of the organization and its management to take care of the needs of the employees. This section discusses the literature review related to the topic change management in the merger between Ophthalmic and Dental Theatres at Local Trust. The researcher did extensive study and reached to meaningful conclusion. The aspects like resistance, training and development which are associated with change management were discussed in detail. The major research questions addressed were the challenges involved in the merger of eye and dental theatre. How the staff resisted changes and what are the best ways to cope up with this resistance. The last question was about the most appropriate strategies for training and development of the staff. Overall the research is useful and it will open new door for future development.



ACKNOWLEDGEMENT

With modesty and humbleness, I would like to thank to God Almighty and those who have helped me complete this study and without whom, this project may have not been possible. In particular, my gratitude goes out to my tutors, university staff, library staff, family members and managers for their motivation and appreciation in my academic endeavors. Their valuable and helpful comments on my early drafts have always inspired me to strive for excellence and betterment in my work. I am also deeply indebted to the authors who have shared my interest and preceded me. Furthermore, I would like to thank all my friends, for their contributions by sharing their perceptions and opinions with me. Above all I would like to thank my family and teachers that provided me with valuable and constructive criticism.

TABLE OF CONTENTS

ABSTRACTii

ACKNOWLEDGEMENTiii

CHAPTER 1: INTRODUCTION1

Background1

CHAPTER TWO: LITERATURE REVIEW3

Themes7

Challenges7

Resistance11

Training approaches15

Training and continuing education16

Media of training17

Competency induction packages17

Mentoring both groups of nurses Eye and Dental17

Conclusion18

REFERENCES19

CHAPTER 1: INTRODUCTION

Background

Recent innovations in the National Health Service (NHS) such as the introduction of Foundation Trusts, government changes and financial pressures, exacerbated by the current economic downturn, have all impacted on the provision of healthcare. At the same time, improvements in the quality of patient care, increased productivity and cost effectiveness have to be made. The restructuring of tertiary, secondary and primary care Trusts, Teaching hospitals, district hospitals and General Practice (GP) has been highly prioritised. This has resulted in substantive changes to staff working patterns and practices. (Ansoff 1990 35)

In the past 20 years mergers have become progressively more common in both the United Kingdom and North American health care settings (Arrowsmith 2001 114). Consequently, today it appears that the NHS is engaged in “merger mania” (Atkinson 1999 337) as the government views the merging process as evidence of cooperative culture development within the ...