Doris Quinn Video Analysis

This last question opens a new chapter in implementation of change for the manager and organization. Many times change is difficult because the change will affect various units of the organization and how they impact other units. For example to implement an Electronic Health Record (EHR) system will change the structure of the technology department, which in turn changes the structure of the entire organization. Management will need to access all the needs the organization will have such as new equipment, new staff, new policies, etc.

Objective: The objective of this document is to provide a guideline to implementing procedural or organizational change. This document addresses the different types of change and how to address possible resistance. Depending on the type of change, each will have its own different type of resistance. This document should be used as a guideline to address the necessary steps required to ensure a seamless transition to organizational change. It should also be used to address any issues or concerns that may occur during the organizational change.

There are many different strategies of change for the different organizations of today. Initiating changes to an organization, whether it’s a small change or a system wide change it can make many feel uncomfortable. There are many theories about how to complete the change. Some begin with leadership and change management. In addition, you can follow eight steps for leading change that will guide the leader on how to go about delivering it. These steps are create urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short-term wins, and build on the change (Thompson, 2012). I like the eight-step process that was introduced by John Kotter in the book Leading Change in his 1995 book.

You also must form a powerful coalition and create a vision for change. This begins with strong leadership and effective communication skills in order to communicate your vision. Another step in the process is to remove obstacle or barriers that may block or prevent change from happening. You must also motivate the team along the way by creating short term goals, building on change and anchoring the changes in corporate culture. Kotter put an emphasis on step one which is creating urgency for change. You must be convincing and open when presenting this change to your team to gain their support. It is important to give scenarios, show the benefits of making this change and the drawbacks of not making the change.

I have reviewed the following videos: Impacting Health Policy as a Past and Current President of the Texas Nurses Association (TNA) as a requirement for this assignment. The four videos required to view consisted of the following speakers who each held the title of President of the TNA past and present. The following information will be provided in the manner the videos were displayed for viewing.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

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.

The team by Nick, Whitney, Warren, Gail, and Debbie has difficulties when defining and deciding how much data/details they need to include when creating the flowcharts .The process flow chart has not been completed as accurately and no one has communicated to Warren that there were additional questions that needed to be addressed before it could be completed. The improvement team is seeking ways to improve on the wait time for the current phone systems in place for better communications when their customers are calling in to ask questions, complain or are looking to return a product.

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

The flow chart in an organization is used to visualize the flow of work for easy understanding implementation (U.S. Department of health and Human Services, 2012). With the flowchart, there is a better understanding of what activity is performed the time and the person responsible

After watching the video on Pam Munoz Ryan, I learned that she is an American writer who is half Mexican and grew up in Bakersfield, California. When she was in fifth grade she moved across town, this impacted her self-esteem, likewise she was the “new girl,” but she also had certain physical characteristics that made her feel liked by others or fit in her new school as she mentioned, she was too tall, having big feet, and clothes were not right, therefore, she relied on books to help her cope with her life, like she stated, “ redeem myself.” As we can see, Ryan is a great example how literature helps children and young adults to disconnect with reality and cope with life. I feel many children can connect with her books since most of her

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

In the review of the book, “Making Change Work: Practical Tools for Overcoming Human Resistance to Change,” I decided to summarize the major steps the book establishes. It discusses how to begin the change process by understanding your need for change, to the final step of the change process where an organization needs to implement changes. After summarizing the steps, I am going to show how the book relates to the textbook, Organizational Change: An Action-Oriented Toolkit, as well as giving a managerial implication.

In an organization where there is a culture that has been developed through years, a culture of uncommitted individuals and selfish authorities, the harmony that is needed in accomplishing the organizational goals between the management and the rank-and-file employees cannot be attained. At this point, any person who wants to implement changes in the system for the better of the company can experience great stress and difficulty due to the resistance and developed attitudes of the members of the organization.