Conversation with Merlin [email protected] · Mon Nov 27 2023

User can you create a format structure of the following text remarking the pratictioner, framawork,method and system concept :Ison (2017) states that the Practitioner Framework Method System (PFMS) is an intuitive idea that represents a tangible model of practice. As part of my professional development, I am applying the PFMS heuristic concept to my work experience to implement a shift pattern in the Hospital Estate Department. The situation of concern is related to the shift pattern for maintenance staff that has been established throughout the COVID-19 pandemic, during which it was needed to shift quickly to an alternative approach in order to successfully ensure continuous 24-hour coverage (David Sigmon, 2022). The situation of concern features a systematic rotation between four members of staff where each person works two days, two afternoons, and two nights consecutively, followed by two days off. Analysing this arrangement, the primary drawback is evident when a team member needs time off for annual leave or due to illness, resulting in certain instances where their colleagues have to work additional hours and receive extra compensation. The current shift schedule results in a significant increase in systemic costs, negatively impacting the maintenance budget and leading to overspending. Furthermore, this issue is creating a systemic problem, making the existing shift pattern less family-friendly (Grönlund & Öun, 2018). At present, as the pandemic situation is resolving, it has become evident that systemic changes are imperative (Huang, et al., 2023). The overarching goal is to curtail overspending, enhance team member conditions, and simultaneously uphold operational efficiency.

Entrusted with this transformative mission as Senior Manager, I am assuming a pivotal role in directing, supervising, and guiding the multifaceted efforts involved. As a Practitioner, I am actively contributing to the decision-making process and the subsequent implementation of a novel shift pattern. This process is improving my ability to understand the PFMS heuristics which is playing a crucial role in navigating this complex scenario. According to Ray Ison (2017), the PFMS can be defined as a first order tradition when the practitioner is not apparent in the representations, while it is described as a second order tradition when the practitioner is permanently present in the condition. My practical experience aligns with the second order tradition of systems in practice, where, as a practitioner, I am deeply engaging in the situation, actively contributing and conscious of being depicted in participatory praxis. In this transformative phase, my accumulated tradition of understanding, shaped by past experiences and academic activities, is emerging as the cornerstone of effective leadership. Drawing extensively from my previous professional roles, particularly in organisational change management, I am adeptly navigating the complexities of the current situation. Previous engagements in decision-making and implementing structural changes within organisations contribute to a profound tradition of understanding. This amalgamation, rooted in both real-life experiences and scholarly insights, facilitates a seamless integration into the multifaceted responsibilities of a Senior Manager. Furthermore, these prior professional encounters furnish me with the capability to unfold a distinctive framework of ideas, providing a valuable perspective to analyse and address the challenges posed by the transition to the new shift pattern. Throughout this timeframe, I am observing a transformative shift indicating a fundamental change in how I am addressing and navigating the challenges at hand. In fact, an obvious observation during this transformative period is the discernible resistance exhibited by the team undergoing the proposed changes. This resistance is directed towards any presented framework or structure. The observed change denotes a departure from a static, linear paradigm to a more complex and adaptable approach, incorporating a dynamic understanding of the interconnected variables at play (Ison, 2017). Additionally, the identified resistance within the team underscores the significance of exploring and addressing the human dynamics involved in change management (Florent Treacy, et al., 2022). Within this professional context, a purposeful praxis is instrumental in driving changes through the application of systems thinking. To tackle the challenge, I am applying a systemic method, commencing with collaborative meetings alongside the Estate Management team. My objective is to identify potential ideas and frameworks that could pave the way for a feasible and efficient shift pattern. Moreover, a consultation period is unfolding between the Estate Department and the Shift team members. From a PFMS heuristic perspective, this method aligns with best practices in organisational change, highlighting the importance of involving key stakeholders and fostering open communication channels (Aldossari, et al., 2021). After a series of meetings, I am adopting a new idea that is relationally analysed to improve the consultation process. As part of this method, the staffing strategy will shift from a four-personnel shift pattern to a more responsive model with five members. To ensure the team is always staffed, a pre-established rota will be implemented, which includes a meticulously planned schedule that accounts for preset holidays. This innovative approach operates on a 12-hour shift cycle which alternates between two days and two nights, followed by four consecutive days off. This revised structure not only promotes employee well-being but also ensures continuous coverage, maximising operational efficiency (Kim, et al., 2023). Moreover, the new rota provides employees with predictability in their schedules and extended periods for rest and recuperation (Ravalier, et al., 2022). This extended break recognises the importance of providing ample time for rest and rejuvenation, promoting overall job satisfaction and work-life balance (Ravalier, et al., 2022). The introduction of a pre-established rota also provides clarity and predictability for both staff and management, promoting a sense of stability and reducing uncertainty (Härmä, 2018). The framework of ideas, that is guiding the process, has derived from both academic and work experience and I am developing this solution with a purposeful praxis. The objective to intensify operational efficiency and responsiveness by increasing personnel draws on the insights from the literature, specifically referencing Kim et al. (2023). This literature-based framework provided a foundational understanding of how augmenting personnel can effectively address workload fluctuations. I am adopting this idea from the literature reflecting a deliberate incorporation of external knowledge to inform and enhance the proposed solution by utilising the theory in practice. In my situation in practice, I am applying the change in the shift pattern through a methodical utilisation of frameworks and policies. In fact, I am conducting a thorough review of existing policies related to staffing and shift patterns. This serves as a foundation for understanding the organisational context and identifying areas that require modification (Florent Treacy, et al., 2022) Ison (2017) defined the method as a way of proceeding. To move forward, my next step will be to create a specialised policy for the proposed shift pattern change. This method will outline the team member's roles and responsibilities, the structure of the new shift pattern, and the predetermined holiday schedule while keeping in mind the organisational goals and compliance requirements. Furthermore, this method shows a purposeful use of a heuristic approach of the PMFS, combining information gained from both literature and experience. In fact, I am embracing a comprehensive comprehension of Systems, using my knowledge and sensibility to implement my Systems Thinking in Practice (STiP) capability in difficult circumstances (Ison, 2018). From a leadership perspective, this solution recognises the principles of organisational behaviour theories, particularly those related to workforce optimisation and the impact of scheduling on employee well-being and productivity (Skýpalová, et al., 2022). Therefore, my proposed solution reflects a relationally approach by considering the shift pattern as an integral component of the broader organisational system. Through the hands-on experience of implementing organisational changes, specifically the transition to the new five-personnel rota, my practical understanding of the Practitioner Framework Method System (PFMS) has significantly improved while also refining my systemic thinking skills in practice. My ability to recognise crucial points of influence within complex systems has been significantly improved through this transformative experience. By becoming proficient in understanding the complex dynamics of feedback loops, I can now identify patterns and interdependencies that might have gone unnoticed previously. This immersion has also enhanced my strategic acumen, allowing me to intervene skilfully within complex systems. With a deeper understanding of how various elements interact and influence each other, I am better equipped to navigate dynamic environments. This newfound insight empowers me to make well-informed decisions, anticipate potential consequences, and implement strategic interventions that contribute to the holistic improvement of complex systems. In summary, this learning experience has not only enhanced my analytical prowess but has also cultivated a more nuanced and strategic perspective for addressing the inherent complexities of diverse systems. The iterative nature of the change process has fostered adaptive thinking and nurtured a mindset geared towards continuous improvement. Beyond sharpening my skills in navigating organisational intricacies, it has granted me a comprehensive appreciation of the Practitioner Framework Method System (PFMS) as a practical method in steering the change process. This immersive experience has not only fortified my ability to analyse but has also deepened my understanding of the practical applications of PFMS in facilitating successful organisational transformations

Here is the provided text structured according to the specified elements:

Title: Application of Practitioner Framework Method System (PFMS) in Implementing a New Shift Pattern at a Hospital Estate Department

  1. Introduction

    • Ison (2017) describes the PFMS as an intuitive idea representing a tangible model of practice.
    • The professional context involves applying the PFMS heuristic concept to implement a shift pattern in the Hospital Estate Department.
  2. Situation of Concern

    • The shift pattern for maintenance staff established during the COVID-19 pandemic required an alternative approach for continuous 24-hour coverage (David Sigmon, 2022).
    • Draw of the existing shift schedule include increased systemic costs, less family-friendly environment, and impact on maintenance budget (Grönlund & Öun, 2018).
    • Systemic changes are essential to curtail overspending, enhance team member conditions and uphold operational efficiency (Huang, et al., 2023).
  3. Role of Senior Manager

    • As a Senior Manager, there is a pivotal role in directing, supervising, and guiding efforts involved in the transformative mission.
    • Actively contributing to the decision-making process and the subsequent implementation of a novel shift pattern, improving understanding of the PFMS heuristics (Ray Ison, 2017).
  4. Tradition of Understanding and Application

    • Practical experience aligns with the second order tradition of systems in practice, actively contributing and conscious of being depicted in participatory praxis (Ison, 2017).
    • The accumulated tradition of understanding, shaped by past experiences and academic activities, serves as the cornerstone of effective leadership.
  5. Framework and Method for Change

    • Applying a systemic method by commencing with collaborative meetings to identify potential ideas and frameworks for a feasible and efficient shift pattern.
    • Adoption of a new idea that shifts the staffing strategy to a more responsive model with five members, implementing a pre-establishedta with a 12-hour shift cycle (Kim, et al., 2023).
  6. Review and Policy Creation

    • A thorough review of existing policies related to staffing and shift patterns serves as a foundation for understanding the organisational context and identifying areas that require modification.
    • Creation of a specialized policy for the proposed shift pattern change outlines team member's roles and responsibilities, the structure of the new shift pattern, and the predetermined holiday schedule.
  7. Leadership and Systemic Thinking

    • The proposed solution reflects a relational approach by considering the shift pattern as an integral component of the broader organizational system.
    • Enhanced practical understanding of the PFMS and refinement of systemic thinking skills through the hands-on experience of implementing organizational changes.
  8. Conclusion

    • The learning experience has enhanced the analytical prowess and cultivated a more nuanced and strategic perspective for addressing complexities in diverse systems.
    • The immersive experience has fortified the ability to analyze and has deepened the understanding of the practical applications of PFMS in facilitating successful organizational transformations.

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