Change Management in Healthcare

Step 2 is forming a powerful guiding coalition. Leadership will have to be on board and on the same page in regards to the change. Kotter and Cohen reveal the core problems people face when leading change. Their main findings are that the central issue concerns not structure or systems but behavior and how to alter it (Farris, 2008). The success of the changes will depend on the ability of the managers to show their commitment to change and motivate the employees to do the same. Without any process to track the implementation, the change can also fail.

This course has taught me a lot in terms of initiating and managing change, and Kotter’s eight-stage process is a very useful approach when it comes to making changes within an organization. This course has helped me strengthen my skills in overcoming barriers that tend to get and make it difficult to

Throughout the years, health care leaders have tackled many challenges in the health care organization. Some of the challenges include knowing the difference between needs and wants, affordability, and sustainability, consequently these challenges can be confronted by evolving and transforming over to modern business models. For health organizations to be successful they must use planning, decision making, and training. Regardless of the changes, health care organizations must conserve excellent services. The purpose of this report is to recapitulate information shared throughout an interview between Dr. Kyle Grazier and Ronald G. Spaeth. The interview gave readers insight on Spaeth’s work, educational background, awards highlighted, and his philosophies or strategies for health care. This report will also enclose the biggest obstacles that Spaeth believes today’s health care administrator is facing in addition to the school of management theory he mostly used and why. In conclusion, I will state my opinions on Spaeth’s approaches and the lessons that individual’s can learn from the interview.

The concepts outlined in the organizational behavior and management resonates with the eight principles of change management addressed by Kotter. Much of what is inherent in Kotter’s stage process of change management is in equal measure reiterated by Ivancevich and his coauthors in their book Organizational Behavior and Management. Kotter postulates a model for leading and implementing change with each stage reflecting a key principle that relates to the responses of people as well as the approach of change in which people visualize change, own change and then effect change. Similarly, the organizational behavior reflects the interplay with Kotter’s eight principles to accomplish the achievement of goals that are

On February 13, 2017, I had the pleasure do a brief interview Ms. Stephanie Hayes, of the Oklahoma City Veterans Affairs Health Care Center in regards to her role as being a Change Manager within this health care facility.

Several key learning points may be derived from this case study. The most important objective is to understand the many and challenging problems in implementing a large-scale change within a health care organization. A disruption of current trends and practices needs a strong leadership presence that can help see the larger picture and direct the flow of work in the right direction. A second object of understanding the financing and human resource issues involved in this case study are also implied as attaining cost savings appears to be very important in this environment. The third objective is to identify ways

John Kotter, a leading advocate and educator in change initiatives, expresses two essential characteristics that must be present in any change initiative. First, any change that is considered to be useful and necessary must go through a multi-step process that will transcend obstacles in its way. Second, it is essential that any change initiative must be lead by effective leadership (Kotter, 1996). However, any leader in a change initiate must reconcile the reality that a major component to mankind’s instinctive nature is that people have an inherent need for predictability and order (Hogan, 2007). Leaders must, therefore, consider that initiatives may be experienced in ways that contradict this basic need leading to employee resistance (Bernerth, 2011). Considering such a potential obstacle, Kotter developed an eight-stage change process to guide organizations through initiatives in ways that may retain employee stability and enable employees to maintain a sense of identity and understanding (Huy, 1999).

Change is a constant in health care. Leader-managers must understand the complexities of change. Marquis and Huston point out that there must be a good reason to implement change (2015). The purpose of this paper is to illustrate how to implement planned change to improve communication over shift change and improve communication with families within the emergency room. Additionally, the people necessary for this change, along with the necessary steps will be outlined.

One of the most important concepts that I learned about during the Leading Change course is that leaders must take a deliberate approach to change. Leaders use this approach because it involves thorough planning and purpose-driven actions that lead to the desired end state rather than leave the fate of the organization to happenstance. One of the primary models that we learned about during Leading Change is John Kotter’s Eight-Stage Process (2012). This model offers an organizational change template that addresses both the people and the processes of an organization so that leaders can pursue change effectively.

With our main research question we aim at exploring the importance of effective change management and the characteristics of a successful change management program in a hospital. The main research question can be formulated as: To what extend is change management necessary and how can it most efficiently be implemented in a hospital?

With the innovation in technology in the health care system, electronic documentation is here to stay and nurses need to adapt to these new technologies. In addition, to help nurses adapt to the changes from paper documentation to computerized documentation, you could incorporated Lewin’s change theory into your training process. According to Mitchell (2013), change theory is the investigation of progress in people or authoritative society. Understanding change theory gives a structure to successfully arranging and actualizing change inside associations. Case in point, the structure and capacity of a health care delivery system are fundamentally impact by its health care data structure. Moreover, Mitchell stated that the way to deal with dealing

Upon researching about change in an organization, I was able to view it in the ways of Kotter’s Theory. No matter what we do, there will always be change. Change can always create either a negative or a positive outlook. Kotter’s Theory stages can help leaders to prepare for change. If we take a good look at the stages in apply them to our everyday life, we may be able to change the atmosphere of the business through building better team support, creating a trusting relationship between employees, parents, and leaders, and by having a support a better vision, goal, and mission set.

John Kotter noticed that the way our world is changing is intensifying, but the ability we have to keep pace with this change and adapt to it, as an organization is difficult for us to do. That is why Kotter made an 8-step-process to give organizations the possibility to lead change in today’s world successfully. The first four steps mentioned describes the planning ahead in order to complete the change. Step five and six describes the actual changes in the organization, and, lastly, step seven and eight describes the maintenance of changes in the organization. If an organization follows the advices mentioned in all eight steps, they will ensure that the changes will succeed, according to Kotter.

John Kotter, the author of the well known book “Our Iceberg is Melting: Changing and Succeeding under Any Conditions “, taught for more than thirty years at Harvard Business School. Kotter could be considered an expert in the field of business with his many years of experience. After retiring from teaching, he then founded Kotter International and has spent his time assisting others in the area of implementing changes. He, like many others before him, observed the challenges that many businesses, organizations, and other institutions faced when trying to make changes. Over the years he observed that changes are not easily implemented or accepted because people in

Change happens in all aspects of life. Leaders view change as being good most of the time. An organization can’t move forward without change. This paper will discuss how leaders can use levels of change and the steps of Kotter’s change model to implement change. It will also give a Christian worldview as it pertains to the topics. Leader must learn the language to effectively communicate change. This will give managers an advantage and help demonstrate the vision for the future.