A Summary Of Week Two Response To Melissa Swan

Mathews, J. (2009). Models of change management: A reanalysis. IUP Journal of Business Strategy, 6(2), 7-17. Retrieved from http://search.proquest.com/docview/197390722?accountid=458

Once implementation is under-way the results of the new change to systems and structure must be under constant observation. Change never looks exactly like the expectations of the strategic plan and affected individuals will not always respond as expected, either. Leaders must examine and evaluate target objectives revealing if change is reaching desirable results for the organization.

A major part of the planning stage is the proposed solution for the implementation. After the evidence is analyzed critically, a plan is developed to implement with the help of a change model. Before implementing change, it is important to follow the steps, which includes: analyze change, know the elements and the way to apply change (Houser & Oman, 2011).

Planned change, which is an effort to move an organization into a new state, and unplanned change, which is pressure to make change the efforts of the organization to resist change, are two types of change that happen within an organization from either external or internal factors. Both planned and unplanned change typically involve changes in an organization's design, tasks, people, information systems and technology practices. Organizational change often comes through the evolutionary model of organizational change starting with the first phase, which is the need for change. A manager in the company feels that there is a need for change. The second phase occurs when the change agent, such as manager or other power in the company, tries to move the organization into a new state.

Explanation of Change Theory Planned change in nursing practice is necessary for many reasons, but it can be challenging to implement. Understanding and using a change theory framework can help managers or other change agents to increase the success rates. (Murphy, 2006). Changes can be implemented in many ways. It must be planned, purposeful, well calculated and collaborative effort to bring about improvements with the assistance of a change agent (Roussel, 2006).

In order to bring about a successful change, it is important to first consider the rationale for change. The organization and people being impacted by the change must understand the desire for change, benefits, and importance of supporting the change. After the change has been embraced and implemented successfully, it is essential for the organization to incorporate it as a standard practice, motivate the personnel to utilize it, and adhere to the change to influence positive

The author will employ a combination of two change theories. Kurt Lewis’ Unfreeze-Change-refreeze theory and John Kotter’s 8 Steps of leading change. A summary of the steps is attached below (Taner, R. 2015).

Change is inevitable especially in the healthcare field however it is human nature to resist change. This makes the job of a manager difficult. However once he knows what is expected of him he can create a plan to effectively and smoothly implement change and handle resistance. Through creating a plan that follows four simple steps he will find this process can be pleasurable for both management and employees.

Theories of behavioural change are used during program planning because they help explain and predict how individuals go through change. Understanding how and why people change is useful in the selection of program activities and outcomes (Hodges & Videto, 2011).

ABSTRACT The purpose of this article is to summarize several change theories and assumptions about the nature of change. The author shows how successful change can be encouraged and facilitated for long-term success. The article compares the characteristics of Lewin’s Three-Step Change Theory, Lippitt’s Phases of Change Theory, Prochaska and DiClemente’s Change Theory, Social Cognitive Theory, and the Theory of Reasoned Action and Planned Behavior to one another. Leading industry experts will need to continually review and

In response to Jasmine Palma. I like how jasmine pointed out how we as medical assistance are trained in the area but do not specialize in it. Most of the larger medical facilities while have there own billing and coding specialist. although we do not specialize in Billing and Coding, it still falls under our scope of practice. Especially when it comes to smaller facilities who could save money by combining the roles. Even though its something M.As don't regularly do, it is still important that we learn to do it correctly so as we don't accidentally commit fraudulent activity. Great Work!

A planned change is a deliberate, and predetermined attempt within an organization to introduce a new idea or an anticipate issue. This decision typically occurs with the intent of being preemptive for future planning/ decision making/ opportunities with somewhat expected outcomes from the decision. A current example from the news involving the talk of self-driving car and their mass production in approximately 5 years. A start-up company, Drive.ai has foreseen a potential issue with self-driving cars and the communication or lack thereof with pedestrians as well as drivers. To avert this issue, Drive.ai is working on deep learning technology that will allow cars to improve the understanding of human speech and the ability to recognize objects in computer based systems in hopes of reducing the rate of accidents.

People have a tendency to believe that what we deem as inappropriate holds true for others, when in fact, it may be perceived as acceptable behavior to them. Sexual misconduct in the donor’s organization may be regarded as mere flirting or “having a little fun”. Not all companies hold themselves or their employees to a high ethical standard, as a matter of fact, immoral behavior may be condoned in some organizations (Treviño & Nelson, 2014). Mary is in a high-stakes situation and given the potential consequences of any action she takes it would be prudent for her to request assistance from her superiors and the blood bank’s human resources department. If it is determined that behavior such as was exhibited

This model is built on the belief that applying change can be associated with entailing and creating a perception that a change is needed, which is then proceeded by moving towards the change and seeding the required norms to the change to ensure that the new behaviour is enforced and solidified (Mindtools.com, 2015).

Activity 3 looked at McWhinney’s Model of Change (1997), how it could be utilised to solve complex problems and how it can be related to the model.