What is the value management?4 answersValue management (VM) is a strategic approach that focuses on optimizing project value within cost, time, and resource constraints while ensuring performance requirements are met. It involves identifying key metrics, undertaking improvement activities, and aligning efforts with organizational goals. VM is crucial in public management, where it relates to inputs, outputs, and outcomes of public entities, measured through equity indicators, user satisfaction, and key performance indicators. Originating in the USA post-World War II, VM has been widely implemented in the construction industry and beyond, emphasizing planning, execution, and management for client and professional benefit. Overall, VM offers a systematic means for organizations to enhance value, emphasizing teamwork, perseverance, and stakeholder benefits.
What are the best practices for change management in digital health transformation?5 answersDigital health transformation requires effective change management practices. While there is limited information available in the provided abstracts, some insights can be gathered. One paper suggests that digital transformation projects can be complex and often unsuccessful, and therefore, guidelines and best practices are needed for successful implementation. Another paper mentions the importance of organizational change management in the context of digital transformation programs, which involves structured approaches and activities to support and achieve organizational change. Although specific best practices for change management in digital health transformation are not explicitly mentioned, these insights highlight the need for guidelines and structured approaches to ensure successful implementation. Further research may be required to identify specific best practices in the context of digital health transformation.
What are some of the best practices for CEOs to follow when implementing change?5 answersCEOs can follow several best practices when implementing change. Firstly, they should communicate the importance of gender equality by highlighting the special skills that women bring to the workplace and emphasizing the need for diversity. Secondly, CEOs should have a balanced temporal focus, considering both the past and the future, as this leads to greater engagement in strategic change. Thirdly, CEOs should exhibit transformational leadership, which is strongly associated with the implementation of diversity management practices. Additionally, CEOs should be aware of the influence of social connections between successive CEOs, as incoming CEOs who are connected to outgoing CEOs tend to enact fewer policy changes, potentially impacting firm performance. Lastly, CEOs should be mindful of their commitment to the status quo and the role of managerial power in shaping their resistance to change, as different power bases can reduce this resistance.
What are the change management strategies in place to support digital health transformation?3 answersChange management strategies to support digital health transformation include the development of a digitally enabled health management workforce, the formulation of strategies for a health management workforce in the digital health era, and the implementation of a systematic methodology for change management associated with the digital transformation of multidisciplinary design firms. These strategies aim to address the hurdles in developing a health management workforce that can enable and maximize the benefits of digital health transformation. They emphasize the need for a holistic approach to develop the necessary capabilities and system-wide capacity for leading and managing in times of system transformation. National collaboration, policy guidelines, and enablers such as system, policy, educational, and professional organizational factors are crucial in driving a digital health focused approach across all healthcare sectors.
How does value-based leadership triggers the social exchange process with employees?4 answersValue-based leadership triggers the social exchange process with employees by promoting ethical behavior and creating a culture of trust and reciprocity. When leaders demonstrate ethical behavior, it enhances the moral intensity of employees and fosters their engagement. Ethical leadership is positively related to employee commitment to the organization and supervisor, and different types of social exchange relationships mediate these relationships. Value-based leadership incorporates the values of all stakeholders to shape an organization's culture reflective of ethical standards of behavior and thinking. This culture of ethical behavior and shared values encourages employees to participate in value co-creation and facilitates organizational change. By aligning decisions and actions with the organization's values, value-based leadership establishes a foundation for social exchange, where employees feel valued and motivated to contribute to the organization's success.
What are the most effective strategies and models for organizational change?5 answersThe most effective strategies and models for organizational change include: clarifying objectives and sequencing change strategies, utilizing the 3-Stage Lewin's Model of Change with transformational leadership, trust in leadership, and employee change-championing behavior, using appropriate strategies and models for transformations, determining the driving force of change, and studying comprehensively, implementing cultural changes through mechanisms such as leadership, staff involvement, stakeholder participation, and communication changes, and improving leadership support, implementing clear communication, and sustaining an influential organizational culture.