Health Ministry must spearhead change

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Health Ministry must spearhead change
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OUR healthcare facilities may not have the best ambience, health information systems and parking space but we probably have the best doctors in the re...

healthcare facilities may not have the best ambience, health information systems and parking space but we probably have the best doctors in the region.

However, we are concerned to hear about the rise of a toxic work environment that is increasingly pervasive in the Health Ministry , described as a culture of fear and intimidation. This includes the Health Minister’s noble and strategic plans for Electronic Medical Records, Health Financing and “Sihat Bersama 2030”.

The HM leaders must practise and inculcate a culture of transparency, accountability and honesty to encourage an inclusive and comprehensive exchange of ideas. Affective and effective leadership is key to building great organisational cultures.Change by itself is prone to resistance. What more when trying to change the culture of an entire organisation like the HM.

Clinical governance typically covers seven key pillars – Patient-Centred Care, Clinical Effectiveness, Patient Safety, Governance and Leadership, Information Management, Training/Education and Performance Monitoring. The HM must be led by a strong leadership that is fair, inclusive and receptive to ideas and positive change. As such, all the highest posts must be interviewed and elected rather than appointed.

Service memory must be included for specialists who have served in different places but are not promoted because they are unknown to the latest supervisor. There are many senior clinicians in the UD56 grade since 2017, whose seniority and contribution deserve due recognition and promotion to Special Grade C. These senior doctors, who are bastions of the healthcare and have served faithfully for many years, are not holding Jusa posts.

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