دانلود رایگان مقاله استفاده از مدیریت تغییر برای طراحی مجدد بخش آموزش حرفه ای در عمان

Abstract

Objectives: this study aimed to examine the systems and process needed to enhance the quality of the Ministry of Health educational programs during a period of transition. A reformation is currently taking place to transform all the Ministry of Health educational Institutes to Oman College of Health Sciences. Method: a descriptive qualitative study took place between December 2012 and November 2013 at the Ministry of Health Educational Institutes, Muscat, Oman. A purposeful sample of 20 participants made up four focus groups, and three semistructured interviews. A sample of deans, quality assurance focal points who are also teaching faculty at their respective institutes, program faculty, and members from the foundation center made up the four focus groups. Participants from the deans and focal point groups represented the semi-structured interviews. Results: Four main themes emerged:, the effect of change, management of change, the effect of transition, and management of transition. Findings indicated that change towards upgrading the current health education institutions to a college had a positive impact on participants, however, the absence of a clear vision and change management strategy resulted in adverse psychological impact on participants in the journey towards implementing this change. Feelings of mistrust due to lack of systematic communication regarding the proposed change was also expressed by all participants. Conclusion: change management plays a vital role in ensuring the quality of the end product and moving the organization towards the desired goal; specifically, the people side of change is a main driver for successful change management planning.

5. Conclusion and recommendations

The concept of change management is useful in understanding individuals’ transition, and in identifying the practices necessary to make the change possible. This study found that Bridges’ framework on the principles associated with the theory of managing change during transition is equally adhered to the Middle Eastern culture. Organizational change has a significant impact on the identities of people transitioning towards the change; here is where the significance of change management arises. A critical aspect of change implementation is whether or not the organization and its members are ready for it; a reality check is vital to help control expectations regarding the change. Integrative leadership, understanding the change, and being able to successfully facilitate and thereafter implement change are the principle to build on effective change management. For any organization to successfully implement its goal, it is important establish performance measures that represent accurately what they purport to achieve. Above all, expectations regarding the proposed changes must be realistic in nature. Future studies should extend the scope of this study to include a comparison between change management implementation in private versus government institutions; external factors as managerial and financial Q4 factors have a greater impact on decision-making process between those two entities. The outcomes of the change and transition described here should be reevaluated after the integration has been completed and the first cohort of students has completed their degree.