Strategies for Implementing Organization Change - Essay Example

? Part II of A Comprehensive Plan to Implement an Organization Change Strategies for Implementing the Proposed Change Strategies for organizational change help leaders and agents of change in organizations to achieve and sustain both minor and major transformations and changes in their organizations. The strategies used in organizational change should aim at minimizing risks involved in the change process, reducing operational costs and maximizing commitment from all stakeholders (Weiner et al, 2009). Organization’s leaders ought to be highly innovative in coming up with these strategies so as to ensure the change process is smooth and its objectives are fully met. The change strategy should also consider future growth and development of the organization. A change strategy for organizations includes various elements that have to be carefully analyzed before the change process is implemented. These elements include situational awareness, the structures supporting the change, and strategy analysis (Weiner et al, 2009). Situational awareness involves understanding the implications of change on the organizations, knowing who will be affected by the impending change and gathering as much resources and knowledge about the change to be implemented. Supporting structures for organizational change include the team facilitating the change process and the sponsors of the change process. Strategy analysis involves identification of the risks involved in the change process, any resistance to the change and tactics for implementing the strategy. A good organizational change strategy must focus on all these three elements (Weiner et al, 2009). Internal changes in an organization encounter resistance from certain employees or senior managers who may not be so open to change. This may destabilize the whole change process if not managed properly. The team charged with the responsibility of managing the change need to stay vigilant throughout the whole process for any signs of disapproval for the change and address them as soon as they are discovered (Weiner et al, 2009). The change implementation team ought to be very responsive and responsible throughout the change process. This will enable them to intercede and deal with any threat to the change process before it paralyzes the whole process. In order to deal with resistance effectively, a change strategy needs to address several issues such as commitment, responsibility, advocacy, acknowledgement, flexibility and must have a clear outline. A clear outline in the change strategy addresses change policies and guidelines and the structure of the impending change. These have to be communicated to every employee in advance before the change is implemented (Weiner et al, 2009). Everyone affected by the change has to be committed to the process and they should be given time to speak out their opinions about the intended change so as to foster advocacy for the change. Every ones role in the change process also needs to be clarified in the change strategy so as to ensure every individual in the change team is responsible for their actions. Every successful step of the change process needs to be appreciated and acknowledged just to let everybody know that the organization is moving in the right direction with the change. The organization’s leaders need to use a more flexible approach in the change process so as to ensure any unforeseen contingencies are dealt with appropriately during the process. Methods that will be used to monitor implementation of the proposed change The change initiative to be implemented involves about of organizational restructuring hence need to be approached with care. This will require a new organizational structure, improvement and changes in the organizational culture and behavior. The process of hiring new nurses wiling the new nurses will require significant contribution from every staff member in the organization. The top management will be required to approve and implement the change while the other employees will be required to create a conducive environment for the new recruits and support them in their work in any way possible. The methods that will be used to implement and monitor this change include the following; Completing the Functional Job Statement The functional job statement for this new position will be drafted by the director of radiology in collaboration with the nurse manager. The functional job statement needs to be clear and to accurately define the job position and what is expected from the applicants. This statement will help the applicants for the vacant position understand their roles and what is required of them in terms of their qualifications. This statement will also help the organization attract the right people to the new position. A completed functional job statement would appear as shown below; Job Title: Interventional Radiology Nurse (Two Positions) Job Objective: To help increase patient safety during interventional radiology procedures Summary of the nature and level of the job: The selected individuals will be required to work with radiology technicians, although they will be stationed in the procedure room where they will be monitoring the patients. Description of the broad function and scope of work: Selected individuals will be required to work from Monday to Friday between 8:00 am and 4:30 pm. There will also be a call back to duty in case of a medical emergency beyond normal working hours. Call time will be paid at the hospital approved rates and the individual will receive time and a half if they step in to assist with the emergency procedures. List of duties and tasks to be performed: Monitoring patient’s hemodynamic status to include blood pressure, saturation, heart rate, oxygen, and mental status Monitor the need for sedation Job requirements and Qualifications: The applicants for this position must possess the following qualities; They must have worked as ICU nurses for a minimum of two years They must have worked in a procedural area for one year They must be competent in conscious sedation They ought to have both ACLS and BLS Posting of position After developing the function job statement, the position will be posted for advertisement so as to reach out to qualified individuals. The position will be posted in daily Newspapers and online in strategic websites related with job searching. Hiring Of Nurses The list of the applicants will be carefully examined to determine qualified candidates. The qualified candidates will be shortlisted and contacted and invited for an interview. During the interview process, the candidates will be scrutinized to determine their suitability and the best candidates selected for the position. The candidates will be reminded of their expectations and requirements during the interview. Only two qualified individuals will be selected and invited for an orientation process and to be inducted for the new position. Preceptors Selected The organization will also identify preceptors to work with the new recruits helping them out in their new roles. The preceptors will be charged with the responsibility of helping the new nurses to acquire new skills that will enable them work safely and in an ethical and professional manner. With the preceptor’s guidance, the nurses will be required to learn how to perform interventional radiology as well as learning CT and MRI. The selected preceptors ought to be qualified individuals from the department of radiology (Bolderston et al, 2010). Orientation Plan Developed An orientation plan for the new recruits will be developed to help the new employees acclimatize in the new working environment as well as getting familiar with their new roles (Bolderston et al, 2010). The orientation plan will outline the activities that the new recruits will be taken through. The orientation plane will cover the following issues: Take the new recruits around the organization Introduce the new recruits to some key personnel in the organization Inform the new nurses about the organization and basic procedures Train the nurses in radiology procedures Train the nurses in CT and MRI Orientation Completed With All Competencies Checked Off After the orientation, the nurses will be assessed if they have acquired the necessary competencies to help them in their new mandate, and whether the objectives of the orientation have been met. If they are ready to begin their work, they will be left to work independently, but if they are not ready, additional time may be added for the orientation period, focusing only on those areas where the new employees feel they need to get more information. New employees state they are comfortable with their role in Interventional radiology Once the new nurses state that they are fully aware of what is required of them in their new role, they will be left to work independently. Physicians will then assess their work from time to time to determine if their work has resulted in the intended objectives. Relationship between the Organization’s Processes, and Their Affect on the Proposed Change The relationship between the organization’s related processes, systems, and personal or professional roles is bound to affect the proposed change in a number of ways. The organization structure is very clear to all employees. This makes it easier for employees to observe protocol because they know who to immediately report to in case an issue arises. This will be of great value to the new change as the new employees will be well supervised and incase of anything, they will know who to report to. The organizational culture is also going to have a significant effect on the proposed change. The new recruits may struggle to fit in to the new system and mode of operation at their new work place. Communication Techniques That Will Be Used To Address Any Implementation Issues The organization structure will be adjusted to accommodate the new changes as a result of new additional employees. The new employees as well as other employees will be informed on who to report to in case anything arises. There will also be regular departmental meetings to address any emerging issues. References Bolderston, A., Palmer ,C. Feuz, C. Tan, K. (2010). Supporting Clinical Teachers: Developing radiation Therapists’ Preceptor skills. Journal of Medical Imaging and Radiation Sciences, 41: 201-206. Weiner, B. J, Lewis, M. A, Linnan, L. A. (2009). Using organization theory to understand the determinants of effective implementation of worksite health promotion programs. Health Educ Res, 24:292-305. 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