Aligning Organisational Culture with Change Management in Modern Healthcare

Abstract

Organisational culture is very important in either failure or success of change management programs in the modern healthcare systems. With the recent rapid technological innovation, frequent changes in the regulations, limited workforce, and growing expectations among patients, healthcare organisations need to keep evolving so as to keep up with the changing environment and keep afloat. Organisational culture, which is based on underlying values, beliefs and norms, has a significant impact on the perception, acceptance, and implementation of change by the healthcare professionals. The culture of promoting adaptability, teamwork, transparency, and patient-centred care can assist the easier transition in the phase of change and promote a positive reaction among employees.

One of the cultural aspects that determine the results of change in healthcare is leadership style. When leader encourages open communication, collective decision making and trust, these leaders are more likely to achieve commitment of the staff and minimise resistance to change. Efficient patterns of communication make sure that employees are well aware of the intention, advantages, and anticipated results of change initiatives, and thus reduce the uncertainty, anxiety. Moreover, engaged employees will increase ownership and responsibility, which will improve the sustainability of change in the long term.

On the other hand, the strict hierarchical order, lack of innovation, and poor communication may serve as the significant cultural obstacles to successful change management. These difficulties usually result in low morale, delays in implementation, and poor quality of care. Thus, healthcare organisations should be eager to evaluate their current culture and harmonise it.