Change management in hospitals: A way to learn from climate change

Resolutely a complex and multidisciplinary organization, the hospital is undergoing several inevitable changes. Faced with so many changes and the risk of disappearing, it must transform, rethink and redefine its structures and strategies. Given this, change management is a critical factor in the success of organizational transformation strategies. In this respect, several change management practices have been proposed. Although applicable to any organization, these models and approaches require a perfect understanding of the reality of hospitals, as a change in hospitals is laborious and complicated. The change process in hospitals is still strongly marked by several constraints that handicap the management of change and make it challenging to implement changes. Rightly so, change management in a hospital may be hampered by technological, regulatory, organizational, managerial, or human resource constraints. Change management promotes continuous improvement where each actor must be considered a factor in the transformation of the hospital organization. To achieve this, the path to be followed must include more interaction and questioning, which encourage the learning of actors for the benefit of a learning hospital

Why is the implementation of Robson’s classification required in Morocco?

In Morocco, the Ministry of Health has mobilized several efforts to improve maternal and newborn health over the past decades. Despite progress, the high risk of death during pregnancy, childbirth, and postnatal is still a concern. Obstetricians highly regard this and require them to undertake ongoing research to promote optimal pregnancy and birth outcomes. Medical techniques such as cesarean section have led to significant progress. However, the frequency of cesarean sections has increased recently, despite World Health Organisation (WHO) recommendations to stay within 15%. Controlling the rate of cesarean sections has become a significant public health concern, given the risk of morbidity and mortality associated with cesarean sections and the associated costs. Through a review of the literature, this research interprets and analyses the relevant data to highlight the contribution of Robson’s classification to controlling C-section indications and, consequently, their rates. Indeed, several original scientific studies recommend its adoption because of its objectivity and contribution to the effective reduction of cesarean section rates. Finally, as a main recommendation, the adoption of Robson’s classification in Morocco as a simple tool for evaluation, monitoring, and audit of cesarean section rates and its use is strongly recommended for better control of cesarean section rates and indications. The training of practitioners should support it

Lifelong learning among healthcare professionals in public hospitals: Historical analysis and multiple case studies in Morocco

The Moroccan public hospital is crucial in providing healthcare, and its mission is to improve the population’s health. It is currently in a conclusive phase, given its decisive role in the success of the ambitious overhaul. In this sense, human resources are a crucial foundation, as they guarantee quality and safety of care. Indeed, the continuous upgrading of skills is a real challenge for healthcare workers, among other things, because their practice must meet the evolving requirements of the health system and be in line with the population’s specific needs. Lifelong learning for healthcare workers is a crucial issue. This study aims to identify the place of lifelong learning among health professionals in Moroccan public hospitals. The results indicate that all healthcare professionals interviewed know the importance of training to provide quality and safe care. However, only a quarter of them understands lifelong learning as a concept. Moreover, several lifelong learning practices are concrete and implemented despite certain obstacles. There is now a clear need to continue the historical process of improving the quality of training for healthcare workers by building an explicit system that focuses on lifelong learning while integrating a knowledge management approach. This research provides a good and more accurate overview of lifelong learning among healthcare workers. It also initiates reflection and debate on health professionals’ need for lifelong learning, and it’s a real opportunity to raise awareness about structuring lifelong professional training while integrating a knowledge management approach

What are the implications of using Robson’s classification system in a Moroccan case study?

Today, cesarean section rates are increasing worldwide for varied and complex reasons. To examine this more closely, several countries have adopted the 10-group classification of cesarean sections, also known as the Robson classification. This classification aims to monitor and compare cesarean section rates in a standard, reliable, and indication-based way. In the vision of improving the quality of care and especially rationalizing cesarean section rates, this descriptive and retrospective study, which lasted ten months, considered a population of parturients who had given birth by cesarean section at the maternity ward of the Cheikh Khalifa Hospital in Casablanca. Using Robson’s classification system, data on deliveries can be compared between different regions of Morocco or between different time periods. This allows assessment of trends, geographic outcomes, and temporal variations in environment-related obstetric outcomes, which can help identify specific maternal health issues and develop targeted policies. We first listed all cesarean deliveries and then classified them into ten groups (Robson’s classification) to highlight the contribution of each group to the overall cesarean rate and to explain the discrepancies for which we proposed recommendations. This study considered 890 cases, of which 541 required a cesarean section, a 61% rate higher than that recommended by the WHO (15%) and the national rate (21%). Robson’s classification identified group 10 as contributing most to the overall cesarean rate (43.4%). Namely, this group included singleton pregnancies with a cephalic presentation, gestational age < 37 weeks, and a scarred uterus. This group’s relative size and cesarean section rate were 68% and 63%, respectively. Cesarean section should be considered a surgical procedure, considering the potential maternal and neonatal risks involved and ensuring that the indication for cesarean section is tangible, based on the Robson classification, among other things

Change management in hospitals: A way to learn from climate change

Resolutely a complex and multidisciplinary organization, the hospital is undergoing several inevitable changes. Faced with so many changes and the risk of disappearing, it must transform, rethink and redefine its structures and strategies. Given this, change management is a critical factor in the success of organizational transformation strategies. In this respect, several change management practices have been proposed. Although applicable to any organization, these models and approaches require a perfect understanding of the reality of hospitals, as a change in hospitals is laborious and complicated. The change process in hospitals is still strongly marked by several constraints that handicap the management of change and make it challenging to implement changes. Rightly so, change management in a hospital may be hampered by technological, regulatory, organizational, managerial, or human resource constraints. Change management promotes continuous improvement where each actor must be considered a factor in the transformation of the hospital organization. To achieve this, the path to be followed must include more interaction and questioning, which encourage the learning of actors for the benefit of a learning hospital

Organizational Learning: A Necessity in the Hospital and environmental responsibility

In an increasingly complex environment, it is essential for hospital organizations to evolve and improve. The world of hospitals is constantly changing through reforms. In addition, knowledge and techniques are continually evolving, and specialties are multiplying rapidly. In this sense, it is necessary to develop a strategy to manage knowledge and create new practices. From this perspective, this article tries to study knowledge as the most crucial strategic asset of the organization and the hospital, which is marked by very high heterogeneity and variability that makes its knowledge extremely complex, therefore needs a management system that will improve the utilization of its human potential and development through establishing a culture of continuous learning and progress. Effective organizational learning is a prerequisite for the hospital’s survival and, above all, transforms it into a genuinely avant-garde and learning organization for the benefit of users and professionals alike. This organizational change within the hospital has a powerful impact on the environmental culture of all the actors concerned

What are the implications of using Robson’s classification system in a Moroccan case study?

Today, cesarean section rates are increasing worldwide for varied and complex reasons. To examine this more closely, several countries have adopted the 10-group classification of cesarean sections, also known as the Robson classification. This classification aims to monitor and compare cesarean section rates in a standard, reliable, and indication-based way. In the vision of improving the quality of care and especially rationalizing cesarean section rates, this descriptive and retrospective study, which lasted ten months, considered a population of parturients who had given birth by cesarean section at the maternity ward of the Cheikh Khalifa Hospital in Casablanca. Using Robson’s classification system, data on deliveries can be compared between different regions of Morocco or between different time periods. This allows assessment of trends, geographic outcomes, and temporal variations in environment-related obstetric outcomes, which can help identify specific maternal health issues and develop targeted policies. We first listed all cesarean deliveries and then classified them into ten groups (Robson’s classification) to highlight the contribution of each group to the overall cesarean rate and to explain the discrepancies for which we proposed recommendations. This study considered 890 cases, of which 541 required a cesarean section, a 61% rate higher than that recommended by the WHO (15%) and the national rate (21%). Robson’s classification identified group 10 as contributing most to the overall cesarean rate (43.4%). Namely, this group included singleton pregnancies with a cephalic presentation, gestational age < 37 weeks, and a scarred uterus. This group’s relative size and cesarean section rate were 68% and 63%, respectively. Cesarean section should be considered a surgical procedure, considering the potential maternal and neonatal risks involved and ensuring that the indication for cesarean section is tangible, based on the Robson classification, among other things

Why is the implementation of Robson’s classification required in Morocco?

In Morocco, the Ministry of Health has mobilized several efforts to improve maternal and newborn health over the past decades. Despite progress, the high risk of death during pregnancy, childbirth, and postnatal is still a concern. Obstetricians highly regard this and require them to undertake ongoing research to promote optimal pregnancy and birth outcomes. Medical techniques such as cesarean section have led to significant progress. However, the frequency of cesarean sections has increased recently, despite World Health Organisation (WHO) recommendations to stay within 15%. Controlling the rate of cesarean sections has become a significant public health concern, given the risk of morbidity and mortality associated with cesarean sections and the associated costs. Through a review of the literature, this research interprets and analyses the relevant data to highlight the contribution of Robson’s classification to controlling C-section indications and, consequently, their rates. Indeed, several original scientific studies recommend its adoption because of its objectivity and contribution to the effective reduction of cesarean section rates. Finally, as a main recommendation, the adoption of Robson’s classification in Morocco as a simple tool for evaluation, monitoring, and audit of cesarean section rates and its use is strongly recommended for better control of cesarean section rates and indications. The training of practitioners should support it

Lifelong learning among healthcare professionals in public hospitals: Historical analysis and multiple case studies in Morocco

The Moroccan public hospital is crucial in providing healthcare, and its mission is to improve the population’s health. It is currently in a conclusive phase, given its decisive role in the success of the ambitious overhaul. In this sense, human resources are a crucial foundation, as they guarantee quality and safety of care. Indeed, the continuous upgrading of skills is a real challenge for healthcare workers, among other things, because their practice must meet the evolving requirements of the health system and be in line with the population’s specific needs. Lifelong learning for healthcare workers is a crucial issue. This study aims to identify the place of lifelong learning among health professionals in Moroccan public hospitals. The results indicate that all healthcare professionals interviewed know the importance of training to provide quality and safe care. However, only a quarter of them understands lifelong learning as a concept. Moreover, several lifelong learning practices are concrete and implemented despite certain obstacles. There is now a clear need to continue the historical process of improving the quality of training for healthcare workers by building an explicit system that focuses on lifelong learning while integrating a knowledge management approach. This research provides a good and more accurate overview of lifelong learning among healthcare workers. It also initiates reflection and debate on health professionals’ need for lifelong learning, and it’s a real opportunity to raise awareness about structuring lifelong professional training while integrating a knowledge management approach