Restructuring for Positive Change

Implementing immunizations into the clinics can be challenging for the facility and the staff. There are several methods that have been implemented to monitor the methods used by the staff to give the immunizations to the patients in the clinics. There have been several obstacles and challenges that the staff and leaders have faced. As with any changes that take place in patient care within an organization methods must be set up to monitor those changes. Changes promote challenges not just to staff leaders but the organization as a whole. Communication with any changes can be challenging for

This book puts emphasis on the transformation of an American citizen into a marine and the importance of sustaining the change. It is imperative because our war fighting ability depends on a lasting transformation not only during the time of the individual’s Marine Corps career but also when he or she returns to their civilian communities.

Once the downsizing is complete it is time for Weymouth to energize his company with a fresh vision, inspiration and motivation. Another general conference of the remaining salaried employees must be called where again Mr. Weymouth should head the meeting. Here the main focus should be to remove the ill feelings of employees against the company and to convince them that the company is still a workable organization which cannot work without their support.

Once the team started, they came across advantages and disadvantages for this plan. The concerns that the redesign team had were the impact that it would have on the employees. Another concern was the fact that a member from Finance was not apart of the team. By the fact that their talking about cutting back and it deals with money they need that representation to help explain certain financial questions. They also felt awkward

First and foremost, I would like to thank you, Mr. Carl Sullivan, for acknowledging and giving me the opportunity to help you choose the right consulting company for your future project. As requested, I have evaluated your current concerns and broken them down into three parts. Based on my research, here are the conclusions that I have:

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.

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

Section 1: Introduction. In the first chapter of the textbook, you were introduced to four short stories of change. The story I have selected is the McDonald's story. The points will come from Chapter 1 of the textbook, p.6-8.

Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

While it was foreseen that the company would initially take financial setbacks because of the reorganization, it was not believed that the financial risks would be drastic. However, the impending report that Mr. Elesser has to present to the board will detail a net income that will be nearly 26 million dollars in the red for 2004 (see exhibit 2)3. The blunt force restructuring met resistance on numerous fronts. First of all, the various components of the company did not operate under the same uniformed leadership objectives. Each division was set up to look out for their own interests and markets. When the restructuring plan that focused on a more centralized management process, many of the things that worked for one division did not necessarily work for other divisions of the company. This left some divisions at a severe disadvantage. Another obstacle that worked against the restructuring was the employee unions in which the company had to deal. The unions were not on board with the various downsizing and restructuring methods. In addition, the company had to deal with a couple of different unions which posed a problem with negotiating tactics. Benefit costs were also a significant investment that did not hold up well under the auspice of restructuring.

Selling the benefits of change –Identifying potential threats and develop scenarios presenting what could take place in the future. Examining opportunities that should be, or could be exploited.

Change management is relevant as though the research finds that change is taking place at an ever-increasing pace, the evidence suggests that most change initiatives fail. For example, recent CIPD research suggested that less than 60% of re-organisations met their stated objectives which are usually bottom line improvement. This is consistent with other published research.

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

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

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