Managing Stress among Employees in an Out-Patient Setting Research Paper

Managing Stress among Employees in an Out-Patient Setting - Research Paper Example The various steps involved in monitoring the operation of proposed organizational changes and different communication techniques are described in this essay. The quality of proposed changes alone does not necessarily contribute to stress management; instead, the systematic and thoughtful implementation of those strategies also play vital role in building a culturally competent workforce in a healthcare setting. Hence, the organization must take appropriate steps to monitor the effectiveness of the proposed changes among employees in out-patient setting. Initially, it is advisable for the organization to appoint a project manager in order to carry out the policy implementation and monitoring processes effectively (Buzzle.com). This system should enable the organization to collect weekly or monthly performance reports regarding the newly introduced programs so that it can make adequate modifications to the running program. The ultimate beneficiaries of a stress management program are t he employees. Therefore, it is necessary to collect feedback from them regarding the usefulness of the introduced changes. For this purpose, the firm can make use of company website, by which it can acquire the employee feedback with the application of online voting methods. Similarly, the company can conduct general meetings for out-patient department so that the employees would get the opportunity to express their opinions in detail. The general meeting procedures will not be practical for big concerns; in such situations, it is advisable to conduct sessions for department supervisors’ who can act as the employee representatives. It is recommended that the organization should compare its turnover reports before and after the introduction of the proposed changes. If it does not show any noticeable difference in figures, the management can understand that implementation of the proposed changes was ineffective. According to McConnell (2007, p. 53) a sequence of related process es such as planning, organizing, directing, monitoring, and controlling constitute an organization. The active functioning of each of these processes requires the application of different systems and human resources. In short; humans, systems and processes are interrelated components which determine the efficiency of the proposed organizational change. The various systems and human elements play a big role from the planning phase to monitoring phase of an organizational change. The first process, planning involves some complex procedures and takes long time to get completed since it is the foundation for the following processes. In this phase, the management formulates various strategies after considering a wide range of factors such as size of the organization, byelaws, governmental regulations, human power, and other organizational features. Once a change is proposed, it transfers to the organizing phase. In order to introduce the proposed change successfully, a good organizing te am is necessary. Under this phase, various duties and responsibilities are subdivided into respective officials for the effective implementation of the plan. It is noted that the responsibilities of the officials will not be disposed just after the implementation phase since they need continuous monitoring and control over implemented changes so as to produce fruitful outcomes. The systematization and effectiveness of the above mentioned activities have a tremendous impact on the proposed orga