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

Managing Stress among Employees in an Out-Patient Setting - Research Paper casefulThe various steps involved in monitoring the operation of proposed faceal changes and different communication techniques are described in this essay. The quality of proposed changes alone does non necessarily contribute to stress wariness 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 face 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 prog ram. The ultimate beneficiaries of a stress management program are the 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 aft(prenominal) 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 ineffect ive. According to McConnell (2007, p. 53) a sequence of related processes such as prep, 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 restrict 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 later considering a wide outrank 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 or der to introduce the proposed change successfully, a good organizing team 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 in a higher place mentioned activities have a tremendous impact on the proposed orga