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Organizational change part i - Essay Example

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A Comprehensive Plan to Implement an Organization Change Instructor Institution Date Part I of A Comprehensive Plan to Implement an Organization Change Introduction In the modern world, many organizations face a lot of challenges that require rapid change to enable them meet their objectives…
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Organizational change part i
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Download file to see previous pages All stakeholders have to be involved in the change process for it to be effective. There are various types of change depending on which part of the organization needs to be changed. The most critical part of organizational change lies with the leaders. An organization’s leaders have to manage the change through planning, assessment and evaluation and have to ensure that every stakeholder in the organization buys in to the ides of change and is involved in it (Cole, Harris & Bernerth, 2006). Despite change being recognized as an inevitable and necessary evil in almost all spheres of life, organizational change poses a lot of challenges to leaders. Effective management of organizational change takes four main steps namely; recognizing the need to have effect the change, planning for the change, training staff with regard to the impending change, and getting support from the employees and other stakeholders during the change process (Cole, Harris & Bernerth, 2006). The first step involves conducting a systematic diagnosis of the organization as it is currently so as to identify the need for initiating change and determine the organization’s ability to manage the change. Planning process involves determining the objectives of the change as well as outlining the procedures to be taken when effecting the change. At the end of the change process, it is necessary to conduct an assessment of the whole process to determine if the objectives were met. Organizational change can be said to be successful if it meets its objectives and the benefits of the change are realized by the management and employees of the organization (Cole, Harris & Bernerth, 2006). Successful change also improves communication among employees and other stakeholders. Health care organizations have also encountered numerous challenges that have often forced them to change in one way or another so as to effectively treat patients (Rashid, 2007). Changes in lifestyles have led to emergence of new diseases while technology has made treatment of some diseases much easier. Healthcare organizations need to adopt technology and also support research so as to discover better ways of fighting diseases. This requires a change of strategy, mission, and mode of operation or human resource. In some cases change may be needed in all aspects of the organization (Rashid, 2007). Readiness for change is one of the issues that change management experts have focused on in the recent few years by recommending strategies that organizations need to take in order to be fully prepared for change. Readiness for change is a very crucial concept in healthcare given the ever changing nature of treatment. Healthcare organizations have to be strategically positioned so as to meet the demands brought about by change (Rashid, 2007). An organization’s readiness for change depends on various factors such as organizational culture, flexibility of the organization’s policies, and the ability of leaders to manage changes in the working environment. Managing change in a healthcare facility is not different from other organizations. The leaders have to be very assertive and proactive in steering health organizations in the right direction. This requires constant assessment of the current level of operations in the organization and determining what needs to be done so as to help improve treatment of patients. Departmental heads ...Download file to see next pagesRead More
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