Culture in an organization is conventional, it covers the principles that rule decision making and its fostering is done by workers (Healey & Lesneski, XXXXXXXXXXTrying to change the culture of an...

Culture in an organization is conventional, it covers the principles that rule decision making and its fostering is done by workers (Healey & Lesneski, XXXXXXXXXXTrying to change the culture of an organization is not recommended by Healey& Lesneski XXXXXXXXXXas they state that what needs to be changed is the organization and how it performs. The healthcare system is plagued with many complex problems and they proposed that in order to remedy them leaders’ first need to understand the culture of the organization and work along with the employees. To fully understand the culture that exists in an organization, Healey & Lesneski XXXXXXXXXXrecommended a culture audit which entails conducting a qualitative survey using observational methods. The eventuality is the discussion on reasons for the practices observed and the magnitude of use.As noted by Scott et. al. (2003), if is there is to be a health system reform, then it is important to understand and manage the organisations culture and change.

Health care organizations such as hospitals are viewed as professional bureaucracies and the type of power exercised by top management is legitimate power (Healey& Lesneski XXXXXXXXXXand Isosaari, XXXXXXXXXXHealey& Lesneski XXXXXXXXXXstated that this type of power structure can stop changes from occurring in an organization and noted they are inappropriate for health when quick change is needed. Healey mentioned that he had an assignment to bring persons with Sexually Transmitted Diseases in for treatment and he suggested to the ‘power over’ that raising awareness would help to prevent disease, but he was told he wasn’t an educator. A switch to paying more focus on personal power is better if we want to achieve goals in public health and this leads to my next point where transformational leadership comes in.
It is essential that Public Health leaders help to advance the staff by offering them formal training in public health leadership and also by empowering them. Based on the results of the culture audit, leaders can move towards bridging gaps between healthcare and public health motives. It has been stated by Healey& Lesneski XXXXXXXXXXthat the public health workers need to develop new skills and become empowered so that the department can attain its goals. Cameron & Green XXXXXXXXXXmentioned that clear goals must be laid out during times of change so some of the harmful effects of this process can be reduced. At this time the attributes of forming, storming and norming of the team change model set out by Tuckman in Cameron & Green XXXXXXXXXXshould be utilized. This process will help the members to understand the need to change the delivery system for health.
Finally, I believe that the relevant ‘street-level bureaucrats’who were trained should be given a chance to participate in policy-making as a part of the empowerment process, and also during the implementation phase since according to Schofield XXXXXXXXXXthey are major actors in the system.
To conclude, it is my view that to encourage change one needs to conduct a situation analysis, followed by removing bureaucratic structures and encouraging personal power through learning and empowerment but as a board manager in New Zealand stated in WHO XXXXXXXXXXthat “Primary Health Organisations are enormously different beasts” so we need to approach each one differently if we want to manage change efficiently.

Cameron, E. & Green, M. (2009)Making sense of change management: a complete guide to the models, tools and techniques of organisational change.London: Kogan Page. Available from:
http://ezproxy.liv.ac.uk/login?url=http://library.liv.ac.uk/search/?searchtype=t&SORT=D&searcharg=Making+sense+of+change+management+. (AccessedSeptember 19, 2013)
Healey, B, & Lesneski, C 2011,Transforming Public Health Practice [Electronic Book] Leadership And Management Essentials / Bernard J. Healey, Cheryll D. Lesneski, n.p.: San Francisco : Jossey-Bass, 2011., Available from: http://ehis.ebscohost.com.ezproxy.liv.ac.uk/eds/detail?vid=4&sid=338b2afa-35c0-4b4f-9a5c-c3386b94133d%40sessionmgr114&hid=106&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#db=cat00003a&AN=lvp.b2628188

PLEASEDO NOTWRITE THIS ASSIGNMENT AS AN ESSAY.. JUST WRITE LIKE YOU DISCUSS WITH YOUR TEACHER
Need about 400 words per bellow requirements and using articles attached in neededin additionaluse at least 3 academic sources andthese should not include my files attached.
Please read essay bellow to make deep discussion about essay talking about
Dear expert please read an essay bellow and do the following:-

1. Make a deep discussion with this essay ?
2. Provide example?
3. You should therefore be offering new ideas in response?
4. Ask 3 insightful questions?(in bold)

Number 1 and 3 are the most important to apply with concentration.
You mustRead thebook and articles, to answer the above questions and youMUSTinclude them inreferences listand based on them to write this assignment.
Dear expert
You MUST use the following references and you MUST include them in in references listin additionaluse at least 3 academic sources andthese should not include my files attached.

• Article1 citation (ATTACHED)Schofield, J. (2001)‘Time for a revival? Public policy implementation: a review of the literature and an agenda for future research’,International Journal of Management Reviews, 3 (3), pp. 245–263.
• Please fined this book then read it and include it in references list alsoCameron, E. & Green, M. (2009)Making sense of change management: a complete guide to the models, tools and techniques of organisational change.London: Kogan