Leadership in Change Management
Centuries ago, a famous Greek philosopher, Heraclitus disputed conventional wisdom that things will always stay the same. He used the flow of the river as a metaphor to describe the changes that was going on. He challenged the Greek leadership to acknowledge these changes or risk their global dominance. Two thousand years later, modern civilization is facing the same challenges as their predecessors. A rapid improvement in technology compounded with an increase in competition due to globalization has led to the emergence of change in most major industries around the world. One industry were change has become inevitable is the health care industry. Like Heraclitus, today’s experts are calling for change to
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What is change management?
What is the problem?
While many health care practitioners are willing to adopt change as part of their profession, the issue is that change is often mismanaged by the leaders whom are either incompetent or lack the resources to follow through in the implementation of change. An example was documented in a study of a California hospital unit where patient satisfaction scores rose and immediately fell. At the time, the hospital was going through transition. The nurses in the unit saw this as an opportunity to improve patient satisfaction score. They initiated the process by recommending that the new chief executive officer (CEO) change the current procedure to one that could led to the improvement of patients’ satisfaction. The result, in a few months of implementation, patients’ satisfaction rose significantly and later fell beyond the starting point. Among the findings were, the leaders failed to provide the support needed to institutionalize the success gained through the change in corporate culture, and an oversight in the rewarding employees that followed the procedures and encouraging those that are left behind through educational and motivational strategies (Kushell, Bowers, &
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.
The human resources department needs to revisit some of their decisions to strength their portion of the structure and better the company for the future. The high turnover rate has caused lack of employee motivation, low morale and with pay levels below their competitors’standards; there is lack of structure in the performance review process within the entire company. These issues can be corrected by creating a coaching, feedback process, and
Client satisfaction is an area of importance within the healthcare field. High levels of client satisfaction are associated with improved quality of care, better provider-patient communication and increased client compliance with a treatment plan (Fustino & Kochanski, 2015). A Care Clinic has experienced decreased client satisfaction scores over the past 12 months. One satisfaction benchmark that will be discussed is the decrease in client satisfaction scores related to staff explaining discharge instructions in a manner that is understandable to the clients at the Care Clinic. This benchmark was selected because of its importance to the clinic?s stability as studies show that the care provided by frontline staff has the greatest impact on organizational performance (Hockenberry & Becker, 2016). Nurses most frequently interact with clients and play an important role in the patient experience. A low score in this category may have occurred because clients did not feel that their needs were addressed. This paper will discuss the declining client satisfaction benchmark score and changes that need to be implemented in order to improve the scores. Leadership dynamics to manage the change, identification of a change model and a course of action will be described.
Health leaders can use different strategies to create a culture for change in the health organization. A health transformation leader would have to be able to create trust, admiration, loyalty, and respect from their followers through the leader’s actions, behaviors exhibited and persona exemplified. Once a culture of change is learned and the pattern is exhibited it is shared by the members about what is right and what is good. Health leaders should be able to develop a predetermined organizational culture
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?
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.
Process‐driven change seeks to create a context and environment in which employees at all levels of
it is supported by case studies that the linkage between inability of identifying of retail environmental changes and Zahra’s new rescue plan for David Jones failed because after the new rescue plan of Zahra, net profit and share price continued to decrease. Moreover, the case study said that ‘it may be a good five years before strategy can be assessed properly’ (Waddell Waddell, Cummings & Worley 2014).
Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.
Change is when a person does not follow their everyday routine. They may want to try something different, or be forced to. Change can be for the good and the bad. Places can deal with change ranging from the weather, to the animals present, or the seasons changing. Also, objects can deal with change too. Objects like an iceberg can start to melt, or a forest fire can kill many trees in an area. As a human, we are the ones deciding on change. We are in a position to make big decisions and possibly even become a leader in order for change to happen. If one person starts to change, others will follow and hopefully, the change benefits all.
The healthcare system has seen significant change over the past decade. This is due to improved technology, healthcare reform, and the economic crisis (Hendren, 2010). With the changes that are occurring,
By understanding the impact of the transformational leaders in health care, they positively influence the employee’s job satisfaction. Moreover, the transformational nurse leaders approach can have influence on the productivity of the staff. The way in which nurse managers or leaders makes decisions, delegates responsibility and interacts with staff or employees can affect the organization. According to Bass ( European Journal of Work and Organizational Psychology 1999), transformational leadership is more effecgtive than transactional leadership because it can improve the capability of sales forced, help a company reshape its image in the marketplace and create a positive work environment for employees
An article about leadership by Forbes magazine sums it up best by saying that leadership is simply “someone who has followers” (Frobes.com, 2013). The school subject is Innovations International Charter School of Nevada (IICSN), and in this facility there is only one administrator. This administrator will be referred to as Dr.M throughout this essay. In the following essay, leadership style and application will be addressed, as well as information on systematic change. Throughout this week, systematic change has been the topic of conversation, so in this essay, there will be a discussion as to
By empowering the community of nurses and sustaining employee engagement, patient and employee satisfaction would remain the same, if not increase (6 Leadership strategies for navigating perpetual change in healthcare, 2015). Change is tough for most people and the time to adjust varies with each individual. Taking some time to acknowledge each individual and their needs is an important factor to being a great leader (6 Leadership strategies for navigating perpetual change in healthcare, 2015).
Change is an integral part of any organization that needs to keep abreast of its competitors in the business. It is important since it is the process through which an organization embraces new ideas or technology for running a business and quits using old-fashioned ways that have proved not to be working. The process of change management is a very crucial one since it determines the success or failure of the change. People fear change, and it is very important that steps are taken towards making them embrace this change and be part and parcel of the change process. This essay delves into the recent structural change that General Electric Company had in its subsidiary, in India.