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Implementing Change - Research Paper Example

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Implementing Change Implementing Change Introduction Managing change is not easy because of the complexity, and challenging process that is involved. Change means the process of unfreezing or repealing old behaviors, presenting new ideas, and adopting them…
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Download file to see previous pages Managers of the organization must be able to understand how to implement change in a composed and organized manner to generate positive and progressive results. In healthcare systems, there is need for change in a bid to encourage delivery of safe and excellence care (Lewis, 2011). Role of Manager in Implementing Change The managers in healthcare organizations have roles and responsibility to ensure that change is implemented effectively. This means that a manager in healthcare facility should be the agent that facilitates the change process to flow smoothly from one stage to the next until it is completely adopted. Many emotions like anger, enthusiasm, acceptance, or even elation may occur among employees as change is introduced. The role of the manager is to understand the causes of these emotions so that one can choose a process that is acceptable to everyone. The manner must win the hearts and minds of the workers to increase the likelihood of the change taking place smoothly. This means ensuring that the employees are aware of possible changes in good time so that they prepare and adjust to the idea (Zussman, 1988). In this respect, the manager must adopt effective communication channels to introduce change in the organization. It is necessary that all workers and stakeholders get a chance to give their insights and opinions regarding the proposed changes. The idea is to change the mindsets of the workers and develop confidence to work closely with everyone in trying something different. Communication in the healthcare setting is crucial because the workers have to adapt to new systems that may be new to them. The manager has the responsibility to ensure that all workers are included in the change process so that they do not feel that it is forced into their routines. Close communication and contact with all healthcare staff is necessary in order to allow trust and confidence on the new change to build up (Zussman, 1988). The manager in healthcare institution should create an environment where employees feel there is a “win-win” situation for all. Employees can be motivated to have a positive attitude towards change when they know that it is for the benefits of the organization and everyone working in it. The manager must therefore, generate a sense of urgency by overshadowing uncertainty of change with fear of what would happen if the change is not done. Employees are bound to react badly to change when they realize that the change being introduced is not worth the effort (James, 2008). How to deal with Resistance to Change Resistance to change is a common phenomenon among employees when they are faced with the concept of doing things differently. However, managers especially in healthcare facilities can handle resistance to change effectively to succeed in the process. The managers in healthcare facilities need to investigate the reasons the employees resist this change. When this is understood, the manager can come up with methods and strategies to fulfill employee expectations. In essence, a manager ought to realize that resistance to impending change is a natural response from humans because it is interruption from regular duties. Responding to resistance is therefore, a necessary part of the manager’s job to ensure processes in healthcare facilities do not stall (Farquharson, 2010). Clear communication by enlightening employees the need for change is bound to generate better results. This means the manager should give all employees an opportunity to ...Download file to see next pagesRead More
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