Management of change in health care organisations and human resource role.
The paper is focused on the analysis of the most relevant factors necessary to manage change in health care organisations. The approach suggested is the Stakeholder one. According to this approach, the hospital's managers seem to be successful if they are able to satisfy people (internal and external stakeholders) that have a stake in the health care institution. The attention of the author is mainly focused on the internal forces that make the health care sector competitive and successful. In order to motivate internal human resources to accept change and to achieve the organisational targets two main methods can be suggested. The former is based on tangible variables and in particular on a fair reward system; the latter is built on intangible elements e.g. communication, negotiation, contracting, and organisational values sharing. Moreover, in order to cope with change it is important to develop the information technology management and to reengineer delivery processes, taking into consideration both the costs and benefits of these kinds of innovations.
Carignani
V
V
HealthCare Management Center, University of Ancona, Italy. carignani@posta.econ.unian.it
D003142:Communication; D003258:Consumer Behavior; D003284:Contract Services; D003362:Cost-Benefit Analysis; D003695:Delivery of Health Care / Q000191:economics; D004465:Economic Competition; D019981:Health Care Sector / Q000458:organization & administration; D006739:Hospital Administration / Q000379:methods*; D006740:Hospital Administrators; D006801:Humans; D019451:Information Management; D009042:Motivation; D017008:Negotiating; D015279:Organizational Culture; D009936:Organizational Innovation; D009937:Organizational Objectives; D010557:Personnel Administration, Hospital / Q000379:methods*; D012201:Reward; D013192:Staff Development