Implementing Change

Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.

Step 4 is to communicate the Vision. When everyone in the company understands and believes in what the company stands for, it creates a sense of unity and will reduce resistance to change. Communication is the key. Training will be implemented, but if there are any additional

To successfully implement change, employees need to understand how this will benefit them and impact their daily work. One of the things is that something might look good on paper can have drawbacks that are not realized by the planners, but can be easily identified by the employees who must implement the change. Therefore as a manager you need to bring the idea to the employees and get their feedback and continue to empower the employees to make the change that will work for them. Since change doesn’t happen overnight a manager needs to continually in monitoring the process and to assist the

In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees

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

i. Darla: To effectively motivate employees to change with the strategy implemented managers will benefit from using the authentic leadership method to gain employee trust and build overall confidence and morale in the different departments Riordan has. This strategy requires managers to be genuine with employees about who he or she is as a manager, encourage open communication, share information to keep employees on the same page, and lastly stick to the ideals and best interest of the company. Using this method is one way Riordan can implement a bureaucratic structure to the current informal customer information function.

According to Sullivan and Decker there is a ten-step process to implement change (Sullivan & Decker, 2009). In the first three steps the manager must

Great Post in response to your post for question one. I can agree with you that the planning phase can be difficult. I also believe that once you have gotten the planning phase done then the next thing in the implementation phase, is there needs to be teamwork between the employees and the change management team, effective communications and the employees must be able to trust the change management teams’ judgment on the implementation that’s being put in place.s

As managers they need to involved every one with the change and not force the change upon them.

Not only were the leaders impressed by the employees insights, they took action to address all of the problems. As a result, participation increased, communication improved, relationship between employees and management improved, and access to training and development opportunities were wide-spread. But most importantly, once the original change initiatives were introduced, employees embraced the initiatives, offered insights on how to improve their outcomes, and ensured their success.

Communication – Talk about the change vision, if people have anxieties then address these openly and honestly. Tie in the vision to all areas of the business from training to performance reviews

According to Phipps, Prieto, & Ndinguri (2013), implementing change requires individuals to embrace new behaviors in order to affect the desired results. These changes may include changing behaviors, changing the resources used to acquire information, learning practices, and overall attitudes associated with your work facility. Organizations that take the time to foster an atmosphere where employees work together toward a common goal, offer the employees the proper training as well as pay compensation for work performed the company is rewarded with happier employees, more productivity, and increased profits. This type of organization is also able to retain employees due to increased knowledge, employee involvement, and

The merging of public expectations into a business model is not just about implementing change in an organization. It's about recognizing that change is for a reason of improving the wider social or community benefits and integrating bottom line profitability potentials. To make this happen, there has to be a blending of these values such that both elements of the new organization are realized an effort that is only now just beginning to happen (. Many organizations seem to want to achieve this goal even if it means moving their operations into the field of chaos where innovation gets to mix with opportunity.

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

It is the responsibility of management to not only implement change but maintain and control it within an organisation. Organisation’s must acquire and utilize techniques to optimise their core competencies and to strengthen their organisational capability. Implementing change is just one step in the change process. Maintaining the change within an organisation is an entire separate component. Managers must lead by example and be positive role models within their