Continuing education is designed to ensure that health care workers are aware of new and updated medical advances and is an educational requirement for health care professionals. Continuing education plays a critical role in bridging the gap between optimal care and current care and is mandated by certification boards, licensing boards, and professional societies for healthcare professionals (Nester, 2016). Furthermore, continuing education is an essential tool for improving patient outcomes and spreading best practices. Additionally, it is a technique of keeping health care workers in touch with the current and best research and practices in their field and practice. For instance, research shows that coronary heart disease fatalities have reduced by approximately 40% since 2000 because of an emphasis on prevention, new drugs, new protocols, and new technologies (Nester, 2016). Continuing education us one of the main methods used to communicate such advances to healthcare professionals.
Impact of Policy Changes on Organizational Behavior and Organizational Culture
Continuing education is significant in the long term sustainability of the organization. Even if the policy change is intended to create a positive impact, employees’ initial reaction is resistance. Therefore, the change needs to be entrenched in ideas and behavior. When policy changes take place in an organization, people often react differently, and it may affect productivity until all employees become accustomed to the new techniques of performing job tasks (Hayes, 2018). Transitioning to new software or equipment, implementing different operational systems, and implementing new procedures always have a direct impact on how employees perform their daily responsibilities and it may affect organizational behavior and culture (Hayes, 2018). In most cases, performance will lag until they are fully trained on new equipment, procedures, or practices.
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Barriers to Change
As mentioned earlier, employees are highly likely to resist policy changes. Some of the barriers to change include limited understanding of the necessary changes and its effects, past experiences of failure in change management, negative attitudes, lack of commitment, failure to involve all stakeholders in change management, inadequate management support, poor communication, limited budget, and resistance to culture changes (Hayes, 2018). Other barriers include poor organizational infrastructure and lack of skills and equipment. However, the management can overcome the barriers by leading employees through the entire process and communicating effectively with all stakeholders and employees regarding the desired changes (Hayes, 2018). Additionally, the management must explain the importance of continuing education to employees and its impact on their careers and productivity. Also, the management should involve employees in all, decision-making processes so that they can feel appreciated. Moreover, continuing education should be embedded in organization culture to ensure the long term success of the decision.
Impact of Changes on Job Performance and Satisfaction
Continuing education will expand the experience and educational base of healthcare workers while strengthening their theoretical development, practice, research, and administration with the primary goal of improving health care outcomes. Health care professionals achieve job satisfaction mainly through favorable health outcomes. Additionally, continuing education assists healthcare professionals to achieve minimum safe practice because they are accountable to the public. When healthcare professionals acquire new skills and knowledge while modifying their understanding and attitudes, they are highly likely to experience higher productivity. A continually updated and effectively prepared health care worker is significant to the improvement and maintenance of quality care. Numerous indicators show that nosocomial infections, medication errors, pressure sores, and patient falls can be greatly reduced through an adequate number of skilled employees and ongoing education (Nester, 2016). Ultimately, improved health outcomes and confidence in their abilities will improve job performance and satisfaction.
Motivational Strategy
There are various strategies of motivating employees to implement the change. The first step is facilitating employee learning and involved in the change process. When health care workers feel invested in the organizational changes, they are more likely to be more motivated than employees who are not involved in the change process. Furthermore, the company should assist employees to align their individual goals with the overall organization strategy (Hayes, 2018). When employees’ career goals are dependent on improving their skills and achieving organizational goals, they are more likely to work harder to achieve such objectives. Notably, communication is a key tool for motivating employees. Transparency reduces employees’ doubts regarding organizational change. The organization should have question and answer sessions that disseminate crucial information while throwing water on gossips and rumors (Hayes, 2018). Keeping communication positive and open ensures that employees are motivated.
Team Performance
A team plays a critical role in successful change management. One of the ways of creating a team is assembling a team of influential people in the organization to assist in implementing changes. The second step can involve building teams in the entire organization. Building an effective team involves understanding the needs and objectives of a great team. Also, the management needs to establish strong leadership that will push teams to work effectively through all individual and group activities (Mone and London, 2018). Furthermore, the management should create a connection between all group members. Also, the leaders should contribute and take part in the change management process. Additionally, the organization should invest in team building activities. Finally, they should regularly monitor and review team performance. Some of the barriers to effective teams include poor communication, unclear goals, lack of managerial participation, ego, and groupthink.
Communication Techniques for Policy Implementation
The first step involves being clear and honest about the need for change. Moreover, the organization should evaluate and tell employees how continuing education will affect their careers and organizational performance. Also, the management should communicate how change management will take place and the role of each employee in the change management process (Hayes, 2018). Moreover, the communication should be best communicated from the top management rather than junior employees so that it can show the importance of the change process. Also, the company should communicate the timelines for policy implementation.
References
Hayes, J. (2018). The theory and practice of change management . Palgrave.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers . Routledge.
Nester, J. (2016). The importance of interprofessional practice and education in the era of accountable care. North Carolina medical journal , 77 (2), 128-132.
