Change and Innovation Paper - Essay Example

4. The implementers should keep checking whether any of the roles changes along the process of implementation of the change. Taking care of these four steps, the managers of change and innovation should conduct a meeting in which they discuss what issues the healthcare organization is facing in the current system and how the implementation of an electronic medical records system would help eliminate the shortcomings and boost the efficiency of the organization. By conducting this meeting, the managers would be able to make thee staff aware of the reason a certain step is being taken.

This is important to earn the confidence of the staff. Consequentially, the staff’s sincerity and compliance increases since they are made to feel important enough to be discussed the underlying issues with. Following the meeting, the managers should arrange the training classes for the concerned staff members. The staff members would be trained on the use of the electronic equipment in these classes. Along with providing them with such training, the managers should also tend to narrate the benefits of learning in terms of skill advancement so that the employees feel emotionally driven to learn the skill and accept the change implementation.

Human resistance towards change is embedded in the human nature. Although human beings constantly look for change in their lives, yet they are least welcoming towards it when it is imposed on them. Organizational change is resisted by the employees because they perceive it as a threat irrespective of whether or not it actually is one. Employees see it as a cause of personal loss. The threat that employees sense in the change ranges from something as serious as loss of the job to something as simple as a change in the routine.

Employees are doubtful that if they let the things happen as intended by the manager, the results would not be as beneficial for them as the current practice is. Assessment of the short-term losses also inculcates reluctance towards the change. “As an individual, I may clearly perceive that a particular proposed change is, in the long run, in my own best interests, and I may be very interested in seeing it happen, yet I may have short-run concerns that lead me to oppose particular aspects of the change or even the entire change project” (Lorenzi and Riley, 2000).

Human resources (HR) play a fundamental role in managing the change. Being constant reviewers of the employees’ performance and having dealt with individual employees on a day-to-day basis, they are best able to assess the nature of individual employees as well as the nature of organizational culture that has been shaped in a certain setup with certain employees and policies in place. Human resources can assist the managers in the process of implementation of the change by acquiring the employees’ perceptions of the risks involved and conveying them to the managers along with suggestions on how to introduce the change and also counsel the employees so that they are able to see the benefits hidden in the change.

A key role in reducing resistance to change is making people believe they will be looked after in the change process. This boils down to the relationship between the employer and the employee. The key role is Human Relationship management. Establish it before the change intervention begins for best success. “Human Relationships” is the real meaning of strategic HR. (Motivation Matters,