Why Employee resist change

43-45). Top-down change process provides prescription that has only been developed by top managers and given to lower cadre employees down the ranks to consume without their input. According to Bovey & Hede (2001, p. 540) resistance occurs at the individual level, where employees are motivated by psychological factors to change that include resentment, frustration, low motivation and morale, fear, and feelings of failure. At the same time, earlier publication by Yilmaz & Kilicoglu (2013, pp. 17-18) identified four factors that motivate employees to resist changes in the organisation: employees focusing on self- interests as opposed to those of the organisation, having inadequate understanding of

Many people may resist change because they fear they will lose their jobs, status or position. It may be because they do not fully understand the purpose of change, or they may have a different perspective on the change than their management. “Individuals, groups, and organizations must be motivated to change. But if people perceive no performance gap or if they consider the gap unimportant, they will not have this motivation. Moreover, they will resist changes that others try to introduce,” Bateman and Zeithaml explained. Many times change for people at work

Inspect and manage medical records to insure that the correct information is being used for the right patient.

From this point through implementation, the staff and providers will receive the needed education. Patients will also be educated on the new resources available. All information will be added to the website by the clinic manager. Post implementation staff compliance would be monitored by randomly asking patients if they received the new information. Staff education will be offered for those who are not compliant. Patients will be followed monthly to ensure we are meeting their needs since implementing the new

Hospitals have organizational structures that allows them to carry out their duties efficiently and successfully. What separates the organizational structure of a healthcare organization from a business, essentially that the hospital 's organization is chiefly founded on the amalgamation of medical and administrative staff (Carayon, et al., 2014). The organizational structure of the twenty-first century solutions in health care hospitals involves, both divisional and hierarchical structure. In the of the chain of command hierarchy, there are various levels of professional’s that fall under other levels within the facility, and each staff member is organized in regards to departments that are related to their (KSA’s) skills, attributes and job duties (Carayon, et al., 2014). Hospital organization philosophies is based on development of values and ethics, with the understanding on moral principles relating to human conduct. These systems are comprised with the processes in decision making and determining the best actions to consider between the difficult alternatives when pertaining to patient care.

Implement a system for documenting the following information in the patient record: indications for catheter insertion, date and time of catheter insertion, individual who inserted catheter, and date and time of catheter removal

Data collected provides the health care organization, providers, administrators and the patients with valuable information. Tools assist the organization by measuring the performance data that provide the information to improve the patient experience and improve their care. These tools engage the organization in self-evaluation on an ongoing basis. These tools also provide and effective method of containing costs and provides the means to meet the regulatory requirements to improve quality care. Tools allow organizations to provide a

The purpose of this position is to handle medical data documentation responsibilities for physicians during patient encounters.

As being the director of continuing care service at St. Timothy’s Health Care System. Which is a multilevel system consisting of an array of acute and long-term services. My goal is to develop an information system that will track client’s overtime and place. This system will also help track clinical, financial and management purposes.

-Introduce a management framework to help you to assess and treat a wide range of conditions based on a sound clinical reasoning

Improving the quality of health care system is the main goal of this organization. In this case study we will be talking about the strategic plans being made by the organization for the next decade to deal with the problems of resource management, network growth, patient satisfaction as well as nurse staffing. The readiness of the organization towards catering the citizens' needs for health care will also be discussed in this case study (Goetsch and Davis, 2010).

'Communication and continuity of care among physicians and other healthcare professionals involved in the patient’s care. '

Medical Care in our country has a few segment doing extremely well while the rest are frayed and falling apart. Because of higher expense, millions of Indians cannot avail basic medical facilities. All Indians having good pay have a right to be Healthy and the rest simply suffer or die. The dreadful state of our government hospital, the enormous fees charged by private doctors and the imbalance in the health care are quite common. Nowadays hospitals are key actors in national health systems, and invariably account for a large share of spending. As a result, the major stakeholders such as governments, health professionals and communities are deeply concerned about the hospitals functioning and its operations. Although the stakeholders may have different priorities such as the quality of service, accountability of responsibility, access to care and service to the public. Thus many challenging agendas arise for the policy makers who are making an effort towards reshaping the health systems and are faced with decision making problems regarding governing the behavior and performance of hospitals. Proper corporate governance practices will lead to better performance if it can be embedded into the organizational structure.

Employees who feel pushed out of their comfort zone may also resist change, due to the unfamiliarity of new implications or managers. The fear of uncertainties due to the lack of communication can also lead to resistance to change on an individual level. If employees are not informed of the needs of the change then the fear of the unknown can cause resistance.

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case: