Managing Organizational Change, Research Paper Example

What are the most important concepts you have learned this week?

The concepts we have learnt this week revolves around change. Before any change can be introduced, individuals need to be prepared in advance to accept such changes. Change is often considered a threat in any organization since people may fight it without knowing what benefits it would bring onboard.

Consequently, when considering change, there are certain key stakeholders and players that must be directly involved in that change (Anderson, 2010). For instance when planning to bring change in a hospital administration, the patients, the doctors, the  community around and the other medical specialists must be actively involved in  that change.

There should be an open communication where both parties i.e. management and workers discuss the change process and its influence in their lives. Similarly, all these stakeholders should be given a chance to participate in these changes directly.


b. What would you recommend to your management/leadership based on these concepts (e.g., change of direction, new systems, re-engineering)

Based on these concepts, I would recommend the administration to first inform and train individuals about importance of change. This process involves engaging them in a program that trains them on the importance of change and why it is necessary. In the process, they need to be informed of various benefits that are accrued to that change.

Similarly, the various stakeholders that are the patients, the staff, and the community around need to be given a chance to participate in implementing the change. They can participate through their contributions, their efforts, labor, and ideas among other things. This will make them form part of the change hence increasing its level of effectiveness.

In addition, the organization needs to asses and evaluate various areas in the institution against performance level, then propose necessary changes to it. This will help in improving performance of various departments hence boosting the entire institution outcome. The proposed changes need to be implemented in order to enhance the organizations level of effectiveness.

Another important recommendation is that when implementing change, it should not come suddenly. It needs to be gradual so that the various concerned parties find time to internalize it (Hinds, 2003). This implies that change needs to take place in a procedural manner. In this way, it will neither affect the morale of employees   nor jeopardize the operation of activities in the healthcare organization.
c. How will these concepts impact you personally and professionally?

These concepts regarding change are paramount. First, they involve creating a better environment where professionals can exercise their knowledge comfortably and effectively. Therefore as a professional, I will greatly benefit from this since the changes only work to improve our work conditions. Similarly, as a public member I will be assured of getting more refined and excellent services due to these changes. Many changes normally work to create better environment and results; this makes me certain of getting more excellent services.

Professionally, this concept teaches me to accept and contribute to positive changes that are introduced in the organization. This means that I need to form actively part of that change through contribution of my ideas and efforts.
d. What is the value-added from these concepts or what difference can these concepts make to your organization? (e.g., financial savings, productivity improvements, expanded marketing activities)

These concepts can have great impacts in the organization if implemented. For instance putting up a system that will help people get fast service in health institutions, can facilitate high level of efficiency and productivity.

In case of a non-performing management, the administration should be evaluated to see where the level of ineffectiveness exists (Murthy, 2007). Such should be accompanied by necessary changes to ensure that high productivity levels are maintained.

Certain changes especially those that relate to online services are very efficient. They allow faster service delivery hence making the entire system very efficient and effective. A good example of such is putting up a system where patients can access certain services online, e.g. purchase of drugs, consultations and booking of health care appointments can greatly be of benefit.

With the introduction of certain changes, the organization will expand its market. For instance, introduction of online services can help the organization extend its services to people who are far off (Jain & Tandan, 2006). This will result into improved productivity and income.
e. Personal Notes and Observations?

Changes are very necessary in any organization. They ensure n organization moves towards a good direction that will make it grow. A good organization should inform its member about any changes anticipated (Judson, 2004). This will help them prepare sufficiently for the change, knowing that it will be for their own good.

Similarly, before any change is brought onboard, the various stakeholders need to be actively involved to help in its smooth transition. Among the stakeholders, involvement of the community is very important. The community forms the environment in which the organization operates, and convincing them to accept the forthcoming changes will take the organization a milestone towards achieving their objectives.

References

Anderson, D. L. (2010). Organization development: the process of leading organizational change. Los Angeles: Sage.

Hinds, M. (2003). The triumph of the flexible society the connectivity revolution and resistance to change. Westport, Conn: Praeger.

Jain, G. R., & Tandan, A. (2006). Shaping organisational strategies: future perspectives, concepts and cases. New Delhi: Response Books.

Judson, A. S. (2004). Changing behavior in organizations: minimizing resistance to change. Cambridge, Mass., USA: B. Blackwell.

Managing change to reduce resistance. (2005). Boston, Mass.: Harvard Business School Press.

Murthy, C. S. (2007). Change management. Mumbai [India: Himalaya Pub. House Pvt. Ltd.