Culture change is public policy term used in making stress on the influence of cultural capital on the behavior of individual and community. Skilled nursing benefits a lot on long-term culture change as it enhances teamwork through creating personalized connections on the group rather than rotating assignments (Little et al. 379). Additionally, team building environment can be promoted by the consistency in performance that may translate to favorable working conditions for the health professionals. Moreover, it reduces boredom thereby limiting in employee turnover keeping a steady team of familiarized work faces.
Resident-Centered and Organizational–Centered Culture
Resident-centered and organizational centered culture change both advocate for fair treatment of individuals with equal rights and no discrimination. Creating awareness of all stakeholders on the need for teamwork to realize the organizational objectives and enhancing person ambitions (Little et al. 379). Similarly, culture change recognizes creating a respectful relationship among the people; this improves relationship satisfaction and better life quality for everyone involved. Moreover, this concepts works towards incorporating person friendly environmental schemes as institutions have different views on practices to be made.
Difference in Resident-Centered and Organizational Culture
Contrastingly, organizational culture change involves direct decisions made by the top executive and are implemented by the staff while resident-centered involves consultative decisions made by the staff and the individual. Resident-centered culture involves itself with the provision of direct services whilst organizational culture majors on results of organizations success (Little et al. 379). Organizational culture is centered on firm’s wellbeing while resident-centered culture based on person-centered and personal values and practices. Institutions emphasize on building teamwork amongst employees whilst person-centered culture emphasizes on the individual and their respective choices and preferences. Organizational change involves itself in the participation of the staff while person-centered culture involves itself in engagement service delivery.
Benefits of Culture Change to Residents, Staff and Organization
Culture change promotes individualized care based on person’s interest and preference, improving personalized self-esteem and language pattern. Furthermore, it reduces boredom and loneliness thereby improves mental health and behavioral issues. Individuals are free to make personal decisions and honor them on their choices of control over their lives (Rowles and Pamela n.p). The staff is motivated as team building is enhanced based on competency and thereby an employee feel valued and recognized. It impacts on employee happiness through employee satisfaction and supportive company improving staff morale and organization profits. Organizations realize profits as a result of customer satisfaction and customer feedback about the changes in service and goods delivery (Little et al. 380). Additionally, culture change promotes leadership skills as employees take up responsibilities thereby commitment to work is enhanced. Reduction of employee turnover this in turn maintains a team of friendly face reducing the cost of temporary staff training and learning patterns.
Barriers to Successful Culture Change in Organization
Employee resistance to the changes citing not involved in the decision making process and expected to affect the organizational culture change. Organizations may lack enough financial and other resources to initiate the changes on the part of the company. The fear of venturing into new ideas without enough knowledge brought about by lack of communication skills as well as Long and tiresome bureaucratic procedures due to economies of scale. Additionally problems may also arise due to lack of proper management abilities for the change process thereby leading failure to guarantee the desired outcome (Rowles and Pamela n.p). Lack of proper communication to the employees in the firm may also prompt the development of different complications that may limit the implementation of the intended modifications.
Information Technology on Long-Term Care Organizations
Information on personal emergency response systems has helped to provide an almost immediate response call to the patient. Integrated monitoring systems have greatly assisted to oversee the routine activity patterns and easily notice changes that might be signaling potential health complexities thus allowing independence and privacy to be enhanced. The keeping of electronic health records helps in lowering the incidence errors and gives more accurate and timely information on health information. Web-based social networking allows the long-term care to keep in touch, support and share knowledge reducing social isolation among the aged.
Technological Aids to Aging Population and Their Living Environments
Integrated Passive Monitoring Systems that utilizes non-intrusive sensors and capture an individual’s actions without disturbing the privacy allowing objectivity to be maintained. The installation of system alerts when there is the change in the behavior pattern which may be signal for health or emergency issues. Cognitive orthotics gadgets assist in providing a procedural process on daily activities such as cooking and offer assistance to tasks. Mobility technologies increase safety in mobility of the older persons with decreased mobility and vision to avoid obstacles and navigating of sharp spaces (Little et al. 379). Considerably, personal Emergency Response systems are worn by older persons on the neck or wrists and have a press button to call for immediate medical assistance.
Benefits of Information Technology for Providers, Consumers and Long-Term Care System
Providers have been able to tap on economies of scale and increasing the purchasing power of their cheaper and vital technology solutions and services. Reduction of downtime by providing pro-active services with a constant monitoring system has helped in increasing response capability. Consumers have access to their own online health information reducing duplicates and errors (Rowles and Pamela n.p). Moreover, customers have access to more modern and efficient communication tools with secure communication media. Clients have a reliable medical response thereby have on time response to their medical problems. Long-term care systems have a reliable Medication management system thereby eliminating mistakes. The care systems are able to monitor the aged activity pattern thereby easy to detect emergency response and possible cause of the emergency.
Little, Milta O., Marilyn Rantz, and Gregory A. Lynn. “Health information technology in long-term care: Potential for the future.” Journal of the American Medical Directors Association17.5 (2016): 379-380.
Rowles, Graham D., and Pamela B. Teaster. Long-term Care in an Aging Society: Theory and Practice. Springer Publishing Company, 2015.