1.
SUMMARY
Change is the dynamic process where an organisation involves changing
community the people. To change the community first we have to facilitate
them and inform what is going to change and how it is going. Definitely to
change the community there is necessary to change individual (people),
process and the technology. For that change planning is necessary like as
strategic and operation. For the strategic change process we have to change
operational change. Before change in the society make sure and evaluate the
program and their positives and negatives outcomes on the change process. So
to change the people give training to needy people and increase facilities for
the organisation and people. Use new and advanced technology and get ready
for the change own self and responsible with the people.
INDRODUCTION
Facilitating change has the potential impact of the proposed change for service
users and the service providers. During these process identification the
problem and the challenges and make strategic plan to achieve objectives.
Make sure the change is going smoothly and the effect of the change should be
implementing into the community and people can feel and can take
advantages with positively.
1
Change is the process which is natural, untidy business, pierce with tentative,
quandary and inconsistency. Generally it represents not possible choices: could
we do this or that? And it is truly indicate yes. In health and social care, change
is happen and always going in own path for organisational achievement. For
change we must understand purpose, attitude and circumstance of
surroundings of the organisation. First we must concern about its main
purpose, vision of future and sets of belief as well as values and principles.

2.
In health and social care organisation change is inevitable process and it is
essential because demand of service users or expectation of service user is
increased in day by day. Increased exception, increased demands and
diminishing resources all are responsible for change. Change is the
psychological considerable impact and it is constant. It is for future invention
and for future planning of creation of organisation goals and objectives.
Before change we critically think what is going to be change, why it is
necessary for change, what is the future of change, when change will be occur
how fast changing is going. We must critically analyse the change process and
the current situation of the organisation. Change is the main purpose to get
better result and the further development of the society. So, we make plan,
strategy and goals of the organisation by using own resources because we are
going change for the development of the society. Before change in the
organisation we observe and think the internal and external condition of the
organisation and its scenario. The main factors of facilitating change in a global
are;
This is called PEST analysis.
POLITICAL FACTORS
POLITICAL
FACTORS
SOCIOAL
FACTORS
TECHNICALAL
FACTORS
ECONOMIC
FACTORS

3.
It has great importance and huge influence for the change of the health and
social care organisation because it concerns about regulation, stability of the
country/organisation, government policies, ethics, economic policy of the
government culture and religion, relation of the other country or organisation.
ECONOMIC FACTORS
It includes those change factors which is related with the economy like as the
spending capacity of the organisation, number staff, salary of the staff
provided by the company, interest rates, exchange rates of currencies, client or
service users spending capacity, goals of the organisation. Economic condition
is related to the level of demand for services, goods, properties, labour costs,
spending capacities, investment power and so on. If cost of goods, services and
labour cost is increased then decreases the demand. So it affects to the change
of the organisation.
SOCIIOLOGICAL FACTORS
It includes social life styles and demographic factors which may alter the views
of peoples need and their expectations for the provision of the provision of
using service. Change is compulsory in organisation. But first we know the life
style of the people and demographic condition of the area and critically
evaluate and take action for the change. It also related the construction of the
society and Cultural and religion of the specific demographic area.
TECHNICAL FACTORS
Techno means technical; which factors includes technical areas like as
communication, transports as well as delivery factors of the services which
basically change the method of the service is coasted and delivered. It affects
uses of the equipment and new technology. For change the health care
organisation we must need new technology to the good services. For technical
change in health and social care organisation we can do like as; predictions of
impact of technical change, fundamental change, uses of internet and intranet.
For example if we can maintain new and latest technology it is easy to provide
services and both service providers and users or clients can take advantages
from it.

4.
2.
In health and social care organisation we can evaluate, re-evaluate, monitor,
plan and think why we should be going for change? Generally we can make the
plan for change n this way;
Operational plan
It is the types of the plans which help to keep our organisation lively. It
ensured more effective planning and the progress which is related with the day
to day activities of the organisation. It includes daily activities of the
organisation. During this operational plan for change we can make clear
objective, provided services, standards of the quality, desired outcomes,
routine of the works, staff via their rules, requirement of resources and the
process of the service. Operational plan is important for prepare organisation
to raised the funds. How to get the money, sources. It minimizes the risks for
making contingency plan.
Strategic plan
It is the long term plan like as future goals of the health and social care
organisation. It is the systemic plan where we make future goals, operational
values, and needs of the organisation like as strengths, weakness,
opportunities and threat. It also directs the current activities of the
organisation. This plan is making for the years. Generally it has a definite target
and objectives. Just for example: Nepal government have a plan to give water
for all within the next five years. To make successful of the plan we should
start working from the operational plan.

5.
STRATEGIC PLAN
To make strategic plan we concern the past years history of the organisation
such as staff capacity, facilities, buildings, as well as current status of the
organisation like as infrastructure of the operation, financial statement and the
present facilities.
We are also responsible for the government rules and regulations. We must
know the policies and procedure of the organisation and we must follow this.
Then we can able to make vision and mission to achieve our goals and
objectives. Strategic plan have some values like as costumers services,
company’s commitment, respect of the staff. Then we can know the present
condition of the organisation for change. We also can use SWOT analysis.
STRATEGIC
PLAN
HISTORY&
PRESENT
SITUATION
MISSION &
GOALS
POLICIES
AND
REGULATION
VALUES
AND NEEDS

6.
Types of Health and Social Care Organisation
NHS Social Services
Pharmaceutical Firms
SWOT
ANALYSIS
STRENGHT
THREATS
OPPURTUNITIES
WEAKNESS
hierachy
bureucracy

7.
Figure: Structure of Heirchial Change.
Small power
Formal comment
Rules and procedures
Rigid, stifle change
E.g. NHS Glaxosmith
Figure: Flat Structure of the Organisation.
Small pharmaceutical company are the examples of this type of organisation.
2.1
Stake holders are those people who are interested in the organisation, what it
does and how it does? And those have a stake in the organisation. Examples of
the stake holder are customers and employees. In voluntary organisation stake
holders are donors, funders, and volunteers like as in public sector tax prayers,
service users and the public.

8.
Actually all health and social care organisation have internal stake holders like
as employees, managers, trustees, directors, and board members. Stake holder
may affect the organisation and they may influence the working patterns of
the organisations. In one organisation there are stake holders so, different
holders have different interest and it may causes conflict some times and it
may causes problem in facilitating change in health and social care
organisation. If stake holders incorporate with the organisation it arise the
problem in the organisation.
To minimize the problem of this we can make the strategic plan, ethics,
regulation act, regulatory bodies and so on. By doing respect of the respect to
the interest of the stake holders responding their issues, views and ideas,
being honest with the expectations we can change the organisation.
Roles of stake holder on the organisation
 Responsible for ensuring the health care organisational goals.
 Able to assist the legal advice.
 Able to support technical assistance.
 Able to give some suggestion to the common problems.
3.
A.
As a senior care manager I have to play like as a model so I inquire study and
take information about this organisation. Then I have to apply my business
knowledge and idea. My all knowledge and on the organisation and again I am
attaining my knowledge in the information and the organisation condition.
Then I took decision if it needed to or it is suitable then I am going to
implement it.
To do change on the organisation I make special plan, I demonstrate with my
staff and I make clear vision on the subject matter. And understand what the
main practical and tactical plan is and what is the political condition on the
organisation and why cross cultural skills is important to us? What is the

9.
organisational culture on the service provision? What are the supporting
factors? What is likely change? Why change is inevitable? What are the main
factors to be change? Why change is necessary in the service provision all must
be analyze and think then prepare to change.
If need be reward the staff who is able to do something special for the
organisation. Take feedback from service users and service providers. Give
proper training to the staff and support them. Reward makes person too active
and energetic as well as lively. Always need careful planning and practical. If
we are able to make practical planning for change then it is permanent and it
should be very good for service providers and service users.
In the condition of the change we have to control the resource because if we
are not control the resource properly then they will be chance of misuse.
Staffs are the base of service organisation because they are concern in public
so I have to make plan and some strategy to run the organisation. For the up to
date of the new technologies and systems give training and rewards the most
honest and energetic one.
B.
To manage this change I should do regular or daily work and activities will be
same. Then, I took information of the organisation so I can be able to identify

10.
the changes shall I do? What is the planning? What is the objective? Analyze
the factor and the elements and the new change and about new management.
Then what is the direct and indirect factor? What is the effect on the staff and
on the organisation? I can draw map in my mind and make detail about the
plan and resource. I review and evaluated how can I will be able to meet my
target?
After that I am going change in the operational activities and first I learn the
trend of the work, system and procedure. Then when ever and whichever if
required making change I am going to modifying decision and making main
idea and structure of the operational plan.
4.
Stake holder response with the NHS trust
 Leadership is the most important and they help and support.
 Committed to change the programme
 Make position of the project on right way
 Identify complexity

11.
5.
According to (Dawson 1996) him leadership exists when someone the leader
exercise influence over others in their groups or organisation. Their influence
may be wide ranging or narrow focused but within the formal organisation
they particularly emphasise: value that are espoused; directions in ethic future
developments are guided; and the manner in which everyday tasks are
accomplished.
Roles of leadership
1. Decision making
Leader is able to make decision on time if he/she does not have power
of to make decision then is very difficult to change.
2. Peace keeping
He/she may be able to keep peace
3. Have a ability to maintain
4. Have a power of counselling
5. Have capacity to make plan
6. Can be work in a team
Vision of Leadership
 Technical
 Functional
 Analytical
 Negotiating
 Social
 Mediating
 Counselling
 Barging
 Interpreting
 Influencing

12.
 Developing
 Conciliating
Strategy in managing change
It is the long term organisational planning for the change from 2 or more years.
This has great importance. Change management is the path of the organised
plan. Steps of strategy managing change:
 Character of the change
 Rate of the change
 Scale of the change
 Political change
 Intentional change
CONCLUSION
In the conclusion the facility change is concern with need of the people,
available new technology and the processes. Before facilitate change data
collecting, monitoring the data and to take information of the demographic
structure and to make plan and strategy. Change process is not constant so it
always searches the path and looking forward.
RECOMMONDATION
If the change process is make permanent and useful first we must coordinate
and collaboration with their organisation. And get statistical information from
the relevant source and take some point and note it what should be done in

13.
the organisation. Then, we have to respect the people dignity, communicate
with people and give clarification why change is needed? And how we can we
change the mal practice? Always respect people’s views, ideas, and values.
Then think positively how the step of the change? We should create good
relationship with the people and make effective, realistic plan to achieve the
goal and objective. At the same time ensure that change is necessary and it is
demand of time as well.
Reference
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York.
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Austrilia.
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Chapman Publishing, London.