Essay Sample on Social Security: A Human Right for All in Health Care

Introduction

Social security in health remains of paramount importance worldwide, especially in determining health financing systems and how they can be modified to provide sufficient financial risk protection to all in relation to the cost of healthcare. This is propelled to provide protected access to safe and adequate healthcare for all across the social divide. It may, therefore, be considered a human right that protects against some life risks. It aims to mitigate inequality and poverty as a way of promoting social inclusion. It not only protects the community as a whole but also to the workers within the healthcare systems. This is because it facilitates access to vocational training and advanced educational opportunities as well as improving productivity. The first two steps in managing change are vital as they target the employees and management as a whole. Change begins within the system before spreading out because the staff plays a vital role in implementing change, specifically in decision making as well as problem-solving. Change is a multi-dimensional function that creates a sense of organizational growth among the involved parties.

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Stage 1: Establishing a Sense of Urgency

The purpose of this step is to initiate a transformational dynamic that creates a sense of aggression and urgency within the health facility. While attempting to implement social security healthcare systems successfully, there would be several opportunities that are put into consideration. It would be crucial to identify potential threats and eventualities while providing mitigations as a long term contingency plan. Also, it is important to explore opportunities that would positively influence the change mechanism deployed. This could be through engaging in office discussions, consumer feedback, stakeholders, and other key participants within the industry that would provide unexplored mechanisms of growth (Nelson & Staggers, 2016). One way would be by creating a presentation that depicts the current system and its effect on the health of individuals below the poverty line because of the high medical expenses incurred during a consult, and how the proposed system would benefit everyone, reducing the mortality rate as well. The video would be a representation of the improved access to safe medical care for all, which has been noted as a concern in recent times. The use of over the counter medication would decrease as well.

Similarly, using a healthcare facility that has successfully implemented the SGSSS program and organize an interactive session between the staff members of both facilities would initiate a question and answer session as well as learnings that would depict the system in action while providing primary information on the benefits of SGSSS to the staff and the community at large. Therefore, this would provide a mitigation strategy against resistance within the facility and would initiate the change of healthcare financing in all departments (Rejda, 2015). The main aim would be to create a need for change among the staff by showing them the ideology behind the change.

Stage 2: Creating the Guiding Coalition

The group of multi-dimensional professionals mostly includes senior management, key stakeholders, and senior physicians and nurses. This coalition comprises of members who are not involved in management, operating outside the constraints of an organizational hierarchy. It tends to bring a sense of discomfort in terms of freedom of speech. However, there is a need for a guiding system as it creates the basis of the change management process as it grows. The selected team must possess a skill-set that presents a unique cognitive system that adds value to the facility. As such, the selected candidates need to have sufficient knowledge of the healthcare industry and the significant changes involved (Cooke, 2016). This would include sufficient knowledge of social security in healthcare as well as quality initiatives involved in significant mitigation of the cost of health care. This would be crucial in providing an overall vision and mission statement for the change process.

The selected team would also be vital in establishing credibility amongst work peers. Trust is crucial since it improves communication and execution amongst the team and those in leadership, a factor that is critical in positive change management. It is crucial to develop knowledge that focuses on the skills and expertise of a specific individual regarding intrapersonal relations within a department, group, or division. This eliminates barriers that would hinder change within different areas of the facility. Individual members within the guiding coalition possess different managerial skills related to systematic planning, organization, and control while identifying different roles that would be vital in achieving short term goals (Oliveira, 2015). The element of teamwork is created by proper leadership as a defined vision would be shared amongst this guiding coalition, as well as creating an inclusive and conducive environment for successful implementation. This means that the selected parties should be from vertical and horizontal structures within the organizational structure.

For example, the guiding coalition may involve the healthcare facility, a third-party surgical healthcare facility, as well as other specialty based facilities such as cancer centers, neuropsychiatric facilities, and health-based clinics. For there to be an all-inclusive environment, it would be crucial to involve a pharmacist, laboratory technician, a radiologist, senior nurses, and relevant clinical staff. Primarily, nurses are influential within this team of specialists, especially because of their interactions with different patients; hence they would be able to disclose patient concerns and expectations on the growth of healthcare in the community (Reich, Harris, Ikegami, Maeda, Cashin, Araujo, & Evans, 2016). Creating diversity brings about numerous ideas that would create a broader perspective for growth and effective implementation of change.

Kotter believes that the first two steps are crucial in executing a climate for change. It is important to note that change is institutional as well as psychological, and as a result, there would be a significant change in the identities of those involved in the multi-dimensional change structure. Failure to acknowledge this change leads to controversial occurrences in project implementation. Everyone involved in the facility needs to be aware of the role that they play in the transition process: this can only take place in a situation where there is transparency of information shared as well as guidelines in terms of planning, surveying, and quality management. The end goal should be to make everyone feel involved in the transition process.

References

Cooke, M. (2016). TeamSTEPPS for health care risk managers: Improving teamwork and communication. Journal of Healthcare Risk Management.

Nelson, R., & Staggers, N. (2016). Health Informatics-E-Book: An Interprofessional Approach. Elsevier Health Sciences.

Oliveira, F. E. B. D. (2015). Basic issues in reforming social security systems.

Reich, M. R., Harris, J., Ikegami, N., Maeda, A., Cashin, C., Araujo, E. C., ... & Evans, T. G. (2016). Moving towards universal health coverage: lessons from 11 country studies. The Lancet, 387(10020), 811-816.

Rejda, G. E. (2015). Social insurance and economic security. Routledge.