Implementing Organizational Change, Coursework Example

Nowadays organizational change is real and this reality will stay forever. Organizations face the need for change as they increase or grow. At times, new leadership comes into an organization and proposes new plans of how the organization should be run. In order to avoid gross changes in the organization as management’s change, careful planning of the desired change should be implemented (Burke, 2007). Implementation and monitoring of organizational change is difficult and critical. It has remained hard for long and will keep on hardening as the rate of organizational change keeps on accelerating.

Whether the change is brought by internal or external forces, or internal leadership decisions, many people tend to resist change even though they acknowledge that it is needed. Therefore, implementing and monitoring change in an organization has to follow specific steps, process and principles so that it becomes successful. For instance, a certain hospital was experiencing in adequate staffing a situation that called for a plan that will propose change for resolving the issue. For this plan to be implemented effectively mangers should be confident when applying specific strategies to facilitate the implementation and adoption of the planned change to solve the issue of staff shortage (Burke, 2007).

Methods that will be use to monitor the implementation of proposed change.

Change implementation in an organization is a challenging task which needs perseverance and determination. The need for change should be analyzed and all the alternatives that should be employed to sustain its performance the change be exploited. The effective technique of ease the implementation process is to introduce the plan gradually. Introducing new techniques, responsibilities, or procedures throughout the implementation process will reduce the shock of change plan and spear head the success of change. Getting the team that is responsible for change to capture the vision of the organization and the need for change will help remove obstacles for change plan. The staff will focus on efficiency and positive outcomes of the change instead of looking at negatives which, drug behind organizational change. organizational change management life cycle need to be examined keenly after considering the change process, people, and technology which are the organizational elements affected by the plan(Gilbert, 2011).

Change affects human beings; therefore, management should compensate any extra efforts by employees, provide necessary support and listen to people’s views. This will enable the management to direct people’s attention towards positive outcomes of the proposed change plan. Creation of staff agreements in the organization will allow the staff change their way of thinking and adopt new mental thinking that will accept the proposed change. It needs the management to be confident and stay positive so that they gain the trust of the people including nurses, supervisors, employer, and management over the benefits of the change plan (Burke, 2007).

To implement a change plan which is effective, it is imperative to create a plan to train the implementation team to help in building the spirit of team work. The training wills assist in building positive perception to change plan more so the benefits associated with the implementation of the plan. Furthermore, the training will boost the morale and enhance workplace image. The technique of training the concerned parties is effective in reducing peoples stress, and making them ready for the change. Additionally, training will help inform the employees how the environment in which they are working in is competitive and dynamic and the need to embrace change. It will motivate the employees to work without pressure and help them prepare for the change to come (Burns, 2009).

Another method to be used in implementing and monitoring change plan is reinforcement. Reinforcing the benefits of the change will improve reception and acceptance of the change. More so it will eliminate the stress at workplace and make real the proposed change. Advertizing the need for additional hospital staff by putting posters in hallways and public meeting places will enhance success.

Delegation of duties plays a major role in the implementation process. It makes leaders, keep the change process on track and create a sense of cooperation in making the change real. By incorporating employees in deciding what staff to employ to help in the hospital management helps ease implementation of change plan. Performance feedback of the hospital enables the managers to assess the current status of the organization and identify the gaps that need to be filled by the change plan (Burns, 2009).

Implementation process needs team collaboration. Collaboration helps the participants of change to discover ways that will be pursued to ensure that the proposed change is implemented. Collaboration will help in making the committee involved in staffing the hospital to be focused on the goal of the change (Borkowski, 2005). For the case of staffing the hospital, the management will be ready to initiate positive criteria for implementing change plan. Communication with stakeholders on change will make change participants to stay committed to implementing the change plan (Gilbert, 2011).

Translation of strategic planning actions into job descriptions and personal performance reviews will promote implementation process. Staffing the hospital with enough physicians and nurses is a good change plan. Translating this plan into job descriptions and personal performance reviews will keep the plan focused (Borkowski, 2005).

Documentation and distribution of the plan including invitations of reviews will help the implementation of the plan. Documentation helps the change participates alert and informed on the progress of the change plan. This will help in discovering areas of urgency which need immediate address for the satisfaction of all the involved parties.

During implementation of the plan, creation of designated rotating checkers to verify either quarterly or annually if each implementer accomplished their assigned tasks. Checkers will act as mirror to monitor the implementation process of the plan. It will help the management select qualified staff to fill the empty gaps identified in the hospital (Burns, 2009).

Another strategy of implementing change plan is to organize overall strategic plan into small action plans or work plans for each committee on the board. Breaking down of the implementation plan into small action plans ensures that all aspects of change plan are exhausted during implementation.

Communication technique that will be employed during the implementation process

Implementation process requires special communication to ensure that change plan succeeds. The technique involves giving the employees an opportunity to give their input, listen to their voicing, and their concerns about the change (Borkowski, 2005).

Mangers should put themselves at a point where they will be reached / available to answer and ask questions concerning the proposed change plan. Further, they should be ready to listen carefully and keep the staff informed on regular basis about specific reasons of change. They should strive to give information about staffing and the core reason for doing the same (Burke, 2007).

All miscommunication and rumors which may clutter the objectives of the change plan must be cleared out by the management. This may happen during annual general meetings or arrangements for impromptu meeting in case a rumor or miscommunication about the change plan is noted (Gilbert, 2011).

Having in place appraisal and feedback programs about the plan will boost the morale of the implementers and encourage them to put more efforts in the implementation work. This communication technique is effective especially when reviewed quarterly. Further, self appraisal arrangements and collection of data from multiple sources will help the make valid and effective the performance feedback.

Hand off technique of communication, should be stressed to avoid break down of communication which may lead to failure of change plan. Management should reward positive behavior and provide encouragement messages to the staff which provide continued emotional support (Burns, 2009)

Conclusion

The complexity and stress of implementing proposed change in an organization can be eased by using proper monitoring and plan implementation strategies. Employing all the factors that are necessary to keeping all the involved parties alert and aware of change plan will improve plan implementation. Learning how to strategize implementation is a step forward towards achieving change plan implementation. Communicating the progress of the change plan regularly and providing new ideas helps reduce the stress of change and encourage the implementation process. Internal communication will keep the bond strong; encourage team work, and collaboration (Gilbert, 2011).

Staffing the hospital is a very good proposed change, following all the methods of implementing and monitoring plan implementation will ensure its success. Since change is critical and stressing, tackling it sequentially and systematically will play a great role in its implementation. The major reason why organizations fail in implementing change is lack of commitment, determination, and perseverance (Gilbert, 2011). In the implementation process, communication is crucial. Good communication and updating improves the morale of work and change implementation. On the other hand, poor communication brings down the entire change plan in one day. Without appropriate communication, implementation of the change plan is impaired. Managers should ensure that communication channel is enhanced and maintained positive throughout the implementation process (Gilbert, 2011).

References

Borkowski, N. (2005). Organizational behavior in health care. Sudbury, MA: Jones and Barlett Publishers

Burke, W. W. (2007). Organization change: Theory and practice, second edition. London: Sage Publications.

Burns, B. (2009). Reflections: ethics and organizational change-time for a return to lewinian values. Journal of Change Management, 9(4), 359-381.

Gilbert, J (2011). Leadership techniques to empower during change initiatives. Retrieved from: http://www.reliableplant.com/Read/18706/leadership-techniques-to