This action might not be possible to undo. Are you sure you want to continue?
Process and impact of mergers of NHS trusts
Abstract Objective To study the processes and issues involved in and impact of mergers between two health trusts A & B in West Yorkshire, including the resolving of HR issues, providing reward schemes and an effect on management costs. Design Cross sectional study involving analytical literature review of the issues and developing a plan for the merger of the two trusts and implying a reward scheme which can be successful in satisfying the workers. Setting Two trusts (namely A&B) and West Yorkshire. Main outcome measures Stated and unstated drivers, and impact of merger on delivery and development of services, management structures, and staff recruitment, retention, and morale. Effects of difference in trust size before and after the merger. Savings in management costs after merger. Results Some important drivers for merger are not publicly stated. Mergers had a negative effect on delivery of services because of a loss of managerial focus on services. Planned developments in services were delayed by at least 18 months. Trusts' larger sizes after mergers had unintended negative consequences, as well as predicted advantages. The tendency for one trust's management team to dominate over the other resulted in tension. No improvement in recruitment or retention of clinical and managerial staff was reported. Perceived differences in organisational culture were an important barrier to bringing
As the attitudes and culture of the two trusts are entirely different. merged trusts had not achieved the objective of saving £500 000 a year in management costs. Mergers can cause considerable disruptions to services. Conclusions Important unintended consequences need to be accounted for when mergers are planned. TRUST A *This trust has a decentralized structure with two independent departments with respective directors for each. *There are separate line managers to take care of personal files. *Medical staff and managers have no intimate relationship between them. *The HR department has less tasks to accomplish. Two years after merger. Personal files are held by the HR. Other organizations undergoing restructuring. Here. hence it can perform its duties well. should take these findings into account. Our major objective is employee satisfaction which needs to be achieved in case the HR and finance functions have to be reorganized . such as primary care groups developing into primary care trusts and health authorities merging into strategic health authorities. and require greater management support than previously acknowledged. most of the staff are happy with the present conditions and they would be reluctant to work in case there is a change in the way things are operating now. TRUST B This has a centralized structure. medical staff and managers Maintain good intimacy between each other.together the two organizations. All functions including training and Confidential information and employee development is managed by the HR department.It has many small departments and the Managers have less authority.
Then I am going to provide a vivid plan for merging the two cultures indicating where one can expect lines of resistance to occur and demonstrating how I would abate this resistance. more the workers will be satisfied and will perform well. Time-off means nothing but offering leave to the employees whenever they are in need or when they need a long weekend like an off on a Friday or a Monday. girlfriends and children. Finally. we need to take that into consideration and schedule it in. As our situation is in such a way that more the reward schemes. So here I suggest the Cash Bonus Reward Scheme which can actually have two parts a) a periodic hike in salary and b) a sudden hike like a gift or reward. So the new site needs to be a better place to be in and a better environment needs to be provided. The option best suitable in a situation like this is the latter one. A major reward scheme which can not only reach the expectations of the workers but can also enlighten them with joy is a massive hike in their salaries. So we will provide gift vouchers of supermarkets or designer shops to gain impression of their families too. by incentivising them to make the business more profitable.My major aim in the essay is to develop an analytical literature review indicating the issues that the organization could expect as a result of the merger of the two contradictory cultures of the health trusts named A & B. as most of the services provided to the patients are free of cost. Employee motivation strategy has long been an important aspect in commercial business as companies seek to get the very best out of their staff. I am going to provide a reward scheme for the Trust that reflects the new expectations for the workers and explain how this scheme will act as a part of the change management process to provide new lines of influence and support. Employee satisfaction is sometimes not just restricted to the employee but to his family too like wives. Benefits to staff of mergers includes improved systems of clinical supervision. We can place a canteen on every floor of the new building with good staff discounts like around 30% on the weekdays and 40% on the weekends. Hence. The cheapest form of reward that can be provided is ‘time off’. there needs to be a sudden hike in a salary for each and every worker and a promise to be made that there will be periodic hikes in the later months. more coherent professional management. It is costeffective but not always successful and it is difficult to schedule it. there might be political problems arising in case of funds necessary to implement reward schemes. Another major problem mentioned was that the workers might be reluctant to move to different sites. Let it be small incentive schemes like vouchers and gift cards also prove successful. and the advantages of programmes of . Talking about a health trust.
appraisals. systems integration. training. . The merging of two trusts might have a negative impact on the delivery and development of services. Merging of any two organizations is always a challenging task. diseconomies of scale. After the board level discussions. What is needed in such situations is the calm appraisal of the situation. As there should be minimum disruption to the status quo. Hence. Clinical and managerial staff. it can be difficult to give equal importance to all departments until and unless each of them have efficient managers to look after each. retention and morale. and career development that have been implemented. The ones who lose their jobs might have to be compensated. service integration. The major issues that might come to light can be the delivery and development of services. put them in their respective genres and treat them sensitively so as to create an atmosphere of confidence and trust and match the current situation to the environment they already enjoyed or provide a much better environment. however. The two trusts still work as two networks or two entirely different groups with different sets of policies and standards. there have been many HR issues yet to be resolved. As Trust A has two big departments (surgery and medicine) and Trust B has numerous small department. there might be a few job-cuts or new staff recruitment. These include disruption of services as a direct consequence of mergers. and working practices. and problems with staffing. The new staff which will be recruited need to be highly skillful in their respective fields so as to alleviate managerial defects in the future. emphasised the stress caused by the perceived imposed uncertainties and changes and the increase in workload associated with the process of merger. as well as issues of equity and access to services. our priority is to specify jobs to the ones who are already working. management structures.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.