Case Study : A Successful Organizational Change

Participation of all employees in a healthcare organization is needed within a transformational organization. Change is probably never popular, but is necessary for the transformation and restructuring of the healthcare industry. There are several models in the scope of transformational changes and learning organizations. The capacity to change is embraced by organizational transformation and initiatives sustained are representative of learning organizations (Johnson, 2009).

One possible outcome measurement strategy that will be utilized will be patient satisfaction surveys. These surveys are sent out after patients have been discharged from the rehabilitation hospital. The surveys consist of questions that cover the quality of care received by nursing, physical therapy, occupational therapy, dietary services, speech therapy, physician care, etc. The survey also covers the hospital itself, to include cleanliness, noise level and so on. These surveys will allow the quality management director to collect data on areas that need improvement and areas that are doing well. The areas that need improvement will show where training can be developed or new policies developed to assist with implementing new changes or making adjustments to the current changes.

The scale of this scale is regional as it takes place primarily Sonora/Arizona region of the U.S./Mexico border and affects one specific group of people (migrants).

Gang involvement is on the rise in most communities affecting socioeconomic status, racial relationships, and inhabitants (Esbensen et. al., 2012, p. 128). Despite a continuous increase with youth gang affiliations in underserved communities, there is still a scarcity of promising or effectual gang prevention and intervention programs offered by schools. Facing time and resource constraints school administrators need to consider the “cost and benefits” of each possible intervention plan (Esbensen et. al., 2012, p. 142). Consequential to low intervention programs, risk factors such as communal disorganization, poverty, low educational success, acquaintance

The fourth step of Kotter’s process for fruitful change relates to restructuring an organization's vision and strategy. Moreover, leaders pontificate how the future will differ from the past and making the future a reality. At Alaska Airlines, the implementation of this step commenced with executives leading a multi-day strategy session and pondering what the Carlyle Group or Warren Buffest would do? From this meeting, they determined their vision needed modification. To being with, company leaders

I hope it is not presumptuous of me to email you personally, however, I wanted to ensure it was being conveyed to you what I see as an opportunity to move into another organization within Fort Bragg due to the management reassignment. I was cautiously optimistic to learn all resumes would be reviewed for possible positions on the installation at your request.

Born and raised in a small town in the northern part of New Mexico, Emma is the middle child of Barbara, a cashier at a local small grocery store and Fernando, a mine worker who migrated to the United States from chile, who passed away during a mine accident when Emma was around 5 years old.

In order to incorporate transformational changes, the aspect of core competency must be kept in mind. WestJet’s core values are that it is a cost-effective airline and aims at providing excellent guest service. The airline has faced many problems related to business-IT alignment and its governance structure in spite having a bunch of exceptionally talented and technically sound employees. There are managerial issues in the organization which has led to slow growth of the organization. Recommendations and suggestions on what could be done to counteract the identified issues and how to gloss the change management process to the employees is also showcased in the report. Benefits can be derived if the recommendations offered as a part of this

Managing organizational change is the process of planning and implementing change in organizations with maximum effectiveness and minimum circumstances and resistance. Today 's business environment requires companies to undergo changes almost constantly if they are to remain competitive. In this project paper I am going to discuss organizational change in PepsiCo. I will take a closer look on management approach and forces for change. I will introduce the change, make diagnosis and discuss how the change can be implemented.

Change has become necessary for every organisation there is. World is moving rapidly towards better technologies, efficient systems, new techniques, compact profits, different friendlier environments and organisations are always in the race to reach new heights by thriving effectively in this competitive environment (Kotter, 1996).

1990). On the other hand, resistance is any conduct that tries to keep the status quo, i.e.,

David Neeleman originally worked for South West Airlines and helped increase there business, but wanted to venture out on his own. Neelemen experienced set backs because his prior employer made him sign a no compete contract for five years. During those five years Neeleman was able to complete a solid business plan, which would use South West Airlines business model but with better marketing strategies

The company transformation from private equity ownership with an immediate shift of CEO marked new challenges for the company. The company has been going through rigorous changes to keep up with the strong

British Airways (BA) is a company that encountered several difficulties back in the 1970’s and 1980’s. The poor performances of the organization, was leading the company to failure. BA was offering a service that even though it accomplished the mission of the company, was not providing customer satisfaction. The organization was not taking into consideration the needs of the costumer and was not providing an acceptable customer service experience. “Productivity at BA in the 1970s was strikingly bad, especially in contrast to other leading foreign airlines” (Jick, Peiperl, 2010, p.28). Due to numerous changes, the company increased their revenues and became a respectful and well know organization.

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive