CASE STUDY

Case Study: Woodville Hospital

Name of the Writer

Name of the Institution

Case Study: Woodville Hospital

Background to Change

A new chief pharmacist Ashok has entered the Woodville Hospital and witness the actual situation of change. A new head of department in Pharmacy make efforts to convince the top management towards change to improve quality of service at Woodville. Ashok observe and analyse the changes on the horizon at Woodville Hospital to assess the need for change and identify areas of where change is essential.

Ashok has joined the team of Woodville Pharmacy with an extensive perspective of service to provide better service to patients by encouraging staff to deliver. With his observation and experience over time in the Pharmacy he realized that there is an immediate need for change within his department (Iles & Cranfield, 2004, pp. 18-72).

Ashok started with articulation of mission. He decided to articulate mission statement first because it is an effective mean to transform the change within the organization. He has realized that mission statement has to be explicit, so that the change will be discussable and communicable, as well as can notify decision making and thorough analysis basis. His mission determines a fit between working inside the pharmacy and with others or outside pharmacy. To assess the Woodville Pharmacy properly, he employed tools of Seven S, PEST and SWOT analysis.

Key Challenges Faced by Ashok

After analysis, Ashok identified following key challenges facing:

The wrong perception of people that system does not work because of lack of resources, such as less number of people or lacks in technical skills in the national health services. This perception of people hinders them to take initiatives, to challenge the existing system, or exposed to evidence.

Second challenge is to facilitate the safe supply from pharmacy; however, the health care professionals or doctors lack in the interpersonal skills or do not able to communicate effectively. This gap is because of lack of supervision, training and feedback, as a result, the focus of pharmacy remains inward.

Moreover, department of Pharmacy remain outdated regardless of the external market challenges and happenings. Since, the pharmacy does not perceive external factors or competition, the level of service remain outdated, and there will be no improvement in the level of pharmacy service. Moreover, the career satisfaction among pharmacist remains low because of no or little competition (Manning, 2012, pp. 259-267).

Other factor that necessitates the change is the outdating of pharmacy department in comparison to national and local pharmacies, as there is no mechanism of self-sustaining. This means that the department is not making the most of the opportunity that comes to their way, although neglecting the opportunities.

Strengths and Weaknesses of Bureaucratic Organizations

The bureaucratic organizations have several strengths which are as: there are clear regulations and rules foe employees to establish strict controls; well-defined, clear and comprehensive reporting relationships and hierarchy; all decisions can be monitored because the system is centralized; there is a same or standardized procedure that everyone has to follow. In addition, strengths of bureaucratic organizations include the ...