Creating Change - Essay Example

This also applies to health care facilities, whose employees should play their roles actively for the realization of the change process. An organization might decide to adopt a top-down change or a bottom-up model in the implementation of these changes, depending on the crisis at hand. The implementation of a top-bottom change model by Concord was not successful mainly because of miscommunication between the employees and the owners of the institution. Phases of the Organizational Change Process One of the phases of this process includes strategic renewal, which requires that an organization reinvents and redesigns its organizational structure to build a better environment for interaction with its customers.

The effective implementation of new strategies by an organization should take into consideration the needs of their customers in order to provide satisfactory services to the customers. By strategically renewing the operations in an organization, there is a creation of a more clear relationship between the organization and its customers (Reissner, 2011). Taking into consideration the relationship between Concord and its customers, it was vital for the organization to strategically renew its operations for the benefit of its customers. . These changes include considerations of replacing the old ways of doing business.

In the set-up of a health care facility, the adoption of strategic renewal is important for the development of a better environment for the patients. By coming up with new ways of operating in the healthcare facility, it is possible to ascertain that there is a renewed vitality in the employees, who might be more active in providing services to patients. Secondly, the strategic renewal in a healthcare facility might give patients a positive picture of the institutions, consequently improving their experience with the facility.

Through strategic responsiveness, the incorporation of the new organizational behavior takes place. In order to ensure that there is an incorporation of the new behavior for change in the organization, it is important for employees to adapt to the changes to ease the uncertainty of the employees into the new system (Smith, 2005). The most vital thing to do in this case is to ensure that the employees get to know their new roles and work on them to provide the necessary support to the organization to meet the renewed vision for the institution.

For Concord, the implementation of this phase was not possible because the owners did not make it clear to the employees on how they would benefit from the change. The owners did not make it easy for employees to understand the reason for the new changes because of meager communication between the two parties. The impact of this change was adverse on the three managers, who were representing the status quo in the organization (Smith, 2005). By rigidly controlling the exercise, it was not possible for employees to embrace the new