Methods for Monitoring Implementation of Proposed Change - Coursework Example

Part II of the Organizational Change Plan for Healthcare Organization Methods for Monitoring Implementation of Proposed Change Monitoring is an important aspect of implementing a proposed change particularly in terms of an organization. The organizational change involves improvements, addition or deletion of a certain process or innovative approach to the existing work processes, culture, policies and procedures. This change requires a subsequent change in the mindset of the organizational workforce and human resources. These human resources show numerous barriers to effective implementation of the proposed change. Furthermore, there is an alternative option that the proposed plan itself was either not sound or practical or it was not implemented in the specified manner. As a result, it failed to deliver up to the expectations. In all the situations, it is important to ensure that there is a smooth and sure implementation process that does not violate the policies set by the organization. One significant aspect of doing this is to provide monitoring services for post-implementation phase where the organizational change has been implemented but requires continuous evaluation and check and balance. In the case of the implementation of the educational program in the healthcare organization, it is necessary that the proposed change should be monitored on regular basis. The basic aim of the monitoring activity is to keep a close watch on the activity to ensure that it is following the guidance in letter and spirit. One method of monitoring is to observe the activity in a natural way. This activity involves the use of observational techniques in keeping a close eye on the happening of the activity and to identify any abnormalities in the implementation phase. In case of the educational program for the nursing staff in the healthcare organization, observation techniques can be used to understand the potential threats to the successful implementation of the proposed program. This might include keeping an eye on the teaching faculty or staff who show discrimination in the successful implementation of the activity. Also, there can be some threat from the potential students who can either limit their thinking and attitude towards the new educational program or begin to jeopardize the image of the educational program and its objectives through negative methods. Monitoring activity helps to identify these points and provide a quick and effective strategy to overcome these situations (‘Tips’, 2009). Another method of monitoring is to enforce a regular check and balance method in the healthcare organization. This method can be effective when the educational program is implemented, there are regular checks on the class study and post-class paper assessment. The class activity will help in identifying any problems, issues or conflicts in the class that can lead towards unsuccessful results in the future. Furthermore, the post-class test papers can also help in identifying any problems with the teaching aids, teaching quality, ability of the student to understand a topic and comprehend it accordingly, and the change in the knowledge base of the student. Another method of monitoring the educational program in the health care organization is to evaluate the performance of the nursing staff after they have began to take the classes five months later. The monitoring will help in identifying the possible changes in the performance of the staff once they have become enrolled in the educational programs where they are taught up-to-date information and knowledge on the various nursing related subjects. The entire activities will provide extensive feedback and knowledge about the performance of the nursing staff in the pre-and post period of the implementation of the educational program for the nursing staff related to bachelors and masters degree. Furthermore, the activity will allow the program manager to ensure that it is moving in the required direction and it has the ability to transform the thoughts into reality. Relationship between Organization’s Related Processes, Systems, and Personal or Professional Roles and Their Affect on Proposed Organizational Change The healthcare organization is involved into various medical activities ranging from emergency treatment services to critical care unit treatments and from regular treatments and checkups to immediate surgery and operations (‘Organizational’, 2010). These activities involve the organization to provide a workforce that works for twenty-four hours for seven days a week. There are extensive working hours and extensive work load on each staff member. In this situation, the problem arises that there will arise a conflict of duties and interests in the nursing staff once some of them are enrolled in the long-term educational programs. This may result into potential blockage of the activity that may or may not affect the overall working of the educational program. Likewise, the healthcare organization has to provide a strong, updated and efficient system that includes information technology, knowledge management, human resource management and organizational behavior systems. These systems require that there are expert and experienced users to operate these systems. However, once the educational program is running, there will arise of shortage of nursing staff that may create problems with its successful implementation. Another vital issue that will affect the organizational change is that of the personal roles which each nursing staff has to play. For instance, the head nursing staff is a mother of five and requires more time to spend on her children and family than she is getting. In this case, the organization wants her to take additional duty by enrolling in the Master’s degree program which requires full time attention and high percentage of marks to become eligible for the award of degree. However, with multiple full time commitments, the organization will not be able to achieve its desired objective. Communication Techniques Used to Address Any Implementation Issues that May Arise The need of the hour is to ensure that the organization has to provide necessary communication techniques and models to ensure that the proposed organizational change has been fully understood and also accepted by the employees. In this regard, Flock (2006) highlighted that the most effective communication techniques to achieve this task is to remain simple in communicating. The author highlighted that the best way to communicate in a corporate world is to remain simple in words, choice of language, gestures and use of visual aids to communicate the message. It is to focus on the main idea that is to communicate the message to the recipient and to make that person understand the exact content of the message so that the person can act as desired by the sender. Likewise, the healthcare organization has to ensure that there is simple language used to communicate the benefits of the educational program for the nursing staff and also to highlight the various perks and time ease benefits that the nursing staff will get once they are enrolled in their respective educational program. Another significant method of communicating the proposed organizational change is to ensure that there are less obstacles and noise in the communication process. For instance, if the organization is facing problems in the shape of office politics, lack of interest and motivation in work, high absenteeism and high turnover in the organization, this will actually affect the understanding of the message. In order to avoid this happening, it is important to integrate the organizational change with the marketing and human resources management model. The aim of this strategy is to provide a uniform platform to the workforce where they are able to achieve higher gains from single task. Even though in reality it is not the case, yet, the workforce will begin to feel motivated if they are informed that they have been chosen as the best and are awarded scholarships for the undertaking of the educational program. Likewise, another method of communicating effectively in the organization is to empower the employees with some reasonable power of decision making. The employees should be brought into the discussion regarding their own career development and career choice decisions. They should not be forced or compelled to take the course that the organization deems fit for them. Instead, they should be given an open opportunity to think and decide what path they want to take and pursue in the long-run. As a result, they will feel that the organization cares for them intensively and would want to take a strong and honest decision that is aligned with the organizational goals and objectives. In the context of the healthcare organization, this also stands effective as the nursing staff will be given full opportunity to think and decide for their careers on their own without any obligation to follow the organization’s rules and regulations. Once they feel that they are independent to think about themselves, they will make the right decision. References Flock, K., (2006). Communication in Organizational Change. Retrieved 29 July 2012 from http://www.kipflock.com/store/pdf/organizational-change.pdf ‘Organizational’, (2010). Organizational Change and Development. Retrieved 29 July 2012 from http://www.google.com.pk/url?sa=t&rct=j&q=&esrc=s&source=web&cd=4&ved=0CHQQFjAD&url=http%3A%2F%2Fwww.uk.sagepub.com%2Fmillward%2Ffiles%2Fcase_study%2Fch5_overview.doc&ei=2JkVUM-cBLPT4QSh0oG4Aw&usg=AFQjCNFJtB4MckugNWxqDbxkOTmgug9W5Q&sig2=36pY2cSb1sY0DHVt1qDiSw ‘Tips’, (2009). Tips and techniques for organizations. NIST. Retrieved 29th July 2012 from http://csrc.nist.gov/groups/SMA/fisma/Risk-Management-Framework/monitor/qsg_monitor_tips-and-techniques-for-organizations.pdf Read More