Change Initiative

To make a change in an organization, an organization must have to follow a proper step of change so that the change that they want to implement must be sustainable and make the organization gain the best profit with the help of it.

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Flow Chart of the Change cont.

Knowledge

The first thing they must do is to have a piece of complete knowledge about the problems that an organization is facing and the facts because of which the organization is suffering. And it is the responsibility of the manager to have a closer look at the system so that the problem can be identified on time and the reason for it can be eliminated.

Assessment

The second step is to assess the system so that the problem can be eliminated and the things that have been creating the problem can be eliminated and the things that are giving the benefit can be improved in the best possible way.

Flow Chart of the Change cont.

Planning

And to make all these changes an organization must have to make proper planning by keeping everything in view and the best way to make a sustainable plan is by making the involvement of all the employees so that the things can be done in the best way. As there are some things that the lower management of the employees can give the better solution about it than the top management because they are seeing more closely than the top management, so that’s why planning should be made in a proper way and the time must be given more to the planning phase than any other phase, so that everything can be keenly observed and can be discussed in detail.

Moving

At this phase, the organization has to start working practically, the things that have planned and the changes they have decided must be now implemented and start removing the things that were being the problem for the organization and come towards the change in the organization.

Flow Chart of the Change Cont.

Decision

At this stage, the final decisions were being made by the top management so that the things that have been decided must be implemented and the changes can be made thoroughly.

Implementation

After the decision of the top management, every employee of the organization starts working on this implementation phase so that the things can be changed according to the plan. Here at this stage, every person in the organization plays its part so that the planning can go well and work as a team so that they can get the best outcome out of it.

Flow Chart of the Change Cont.

Evaluation

Now after everything has been done, this is the stage where the management evaluate the results that either the things go as according to the plan or not if YES, then further changes were being made in the future and if NO, then the organization has to make this plan again and all this work needs to be redone to get a better outcome.

(Marcus, B. H., Banspach, S. W., Lefebvre, R. C., Rossi, J. S., Carleton, R. A., & Abrams, D. B. (1992)

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Methods to evaluate the need for change

External

In the era of restructuring, the hospitals are affected by many external factors like competitors, pharmacies and the faculty of private doctors at the national or internal level. The hospitals have variations in the number of community orientation-related activities offered that are attributed to differences in organizational and environmental characteristics. A hospital is affected by all the external bodies.

Internal

The internal methods that are required for change are the faculty members, dean, administration and internal environment of the hospital. The culture of the hospital is also the methods that are used to evaluate the needs for the change because the hospital environment has a major influence on patient health and the services.

Change is an essential process. In the hospital following are the methods that are used to evaluate the models already implemented in the hospital. Both methods are necessary for the change evaluation technique.

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Strategies to gather stakeholder support & overcome resistance

An ongoing process: Strategy which is a continuous process of analysis, decision making, and revision.

Future-oriented: It deals with strategies that work in the future; thus, it should not plan and consider the day-to-day activities. It will reduce the resistance.

Structured: The process is formalized and systematic so that to focus and end up with productive outcomes. The structured strategic process supports a lot of stakeholders to be part of the hospital.

Part of hospital philosophy: Strategic planning has to be treated as an integral part of the hospital to succeed. That more resistance is not attracted by the hospital culture.

Participation: The process is more important than the plan itself. Only by including physicians and other stakeholders in the process that a sense of commitment can be generated leading to the success of the process.

No matter how complicated a strategic planning process can be for hospitals, certain characteristics apply to all strategic planning processes that are applied in hospitals and it is these characteristics that can make the strategies to be well implemented. The strategic management process is necessary if it is structured for all stakeholders. In this process, the participative strategy will overcome resistance barriers. (Fernandez, S., & Rainey, H. G. (2017)

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Approach and criteria for choosing individuals or teams necessary for a change initiative

Following are the factors for the change agent criteria:

The locus of control of the administration The attitude of the doctors, nurses towards the team members

The skills of the team in case of emergency. The nurse's knowledge, abilities, and skills for the purpose of dealing with patients

The personal abilities in leading the hospital Complete experience staff is required

The person has knowledge of competitors. Good communication skills of reception, nurses and staff are required for the change.

The team has to readily accept the change. The team must look for the competitive edge.

The approach and criteria for the change agents are the attitude of the faculty of doctors, workforce of the hospital and the patient.

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Communication strategies

Verbal communication

Everyone in an organization must have to make proper communication. This verbal communication benefits a lot as it is an informal way of communication and sometimes it helps a lot than being in a formal communication because it helps understand the things is a better way than on-verbal communication.

Non-verbal communication

When the top management gives some orders it must be written in a proper way so that there must be a record of it. These nonverbal ways can be through e-mail, texts messages, etc.

Behavioral communication

With the help of behavior, we can get to know the intentions of one person and get to know what things are most important for him/her and what are the least important. And through behavior, we can assess the employees that either they are willing to do their job properly or not.

In the new model of the hospital, the communication plays an important role at the stage of decision, knowledge and the implementation stage where the change agents’ communication skills will have in the successful implementation of this strategy.

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Mistakes in communication

Poor listening

When you have poor listening skills it makes you not to understand the things that what others are saying.

Weak writing skills

When you have a lot of things in mind but are unable to write it in a proper way then it will be difficult for the person to communicate the problem well.

Distraction

Hospital is a place where there is a lot of distraction all the time and for nurses, it is important to stay active so that they can listen to what others are saying.

Making assumptions

When one person does not understand the thing then it is better for him to ask again than making assumptions on their own and in the case of the hospital this type of negligence may cause a large problem. (Reynolds, 978)

There are some of the mistakes that have been made in the organization which makes the communication unsuccessful. As communication is the most important factor that makes the organization succeed and if the communication does not go well then it may also cause the organization to lose?

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Implementation strategies

These strategies are as follows:

Make everything implement in an organization by following a proper strategic process

In making strategies the involvement of the staff members and the management is really very important

While making strategies one should keep in mind that either they have this much budget to fulfill their plan or not? if no then go for some other plan

If you make the strategies that are not understandable for the workforce or use some technical terms that are difficult for the employees to understand it then it will be difficult for them to work on it. so better keep in mind to make everything clear to their employees in easy language

Making strategies is not an easy task, people think that they can make strategies in 1 to 2 hours but that is not a case. The more you give time on making strategies the more you will be having a chance to get success.

Using strategic leadership the strategy which is drawn is implemented with the help of the strategic process. The strategies when implemented involve the whole staff, doctors, stakeholders, competitors of the hospital. A strategy’s most important part is of the implementation of the bringing change when required and what is to be implemented. (Grim haw, J., Thomas, R., MacLennan, G., Fraser, C. R. R. C., Ramsay, C. R., Vale, L. E. E. A., &Wensing, M. J. P. (2004)

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Sustainability strategies

The strategies to keep things sustainable are as follows:

Keep making the changes because change is a continuous process

Observe each and everything keenly

One must know each and everything about the planning of the competitors

Keep giving incentives to your employees

The sustainability is the accomplishment of the goal's projects of the hospital with the help of the new changes in the strategies. These strategies when required to be implemented is by the thorough observation of the goals of the competitors and the new staff what they must acquire. These long sustainable changes are the ones who are necessary for the success of the staff when evaluated. (Elkington, J. (1994)

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References

Marcus, B. H., Banspach, S. W., Lefebvre, R. C., Rossi, J. S., Carleton, R. A., & Abrams, D. B. (1992). Using the stages of change model to increase the adoption of physical activity among community participants. American journal of health promotion, 6(6), 424-429.

Reynolds, M. (1978). No news is bad news: patients' views about communication in the hospital. Br Med J, 1(6128), 1673-1676.

Grimshaw, J., Thomas, R., MacLennan, G., Fraser, C. R. R. C., Ramsay, C. R., Vale, L. E. E. A., ... &Wending, M. J. P. (2004). Effectiveness and efficiency of guideline dissemination and implementation strategies.

Elkington, J. (1994). Towards the sustainable corporation: Win-win-win business strategies for sustainable development. California management review, 36(2), 90-100.

Fernandez, S., & Rainey, H. G. (2017).Managing successful organizational change in the public sector. In Debating Public Administration (pp. 7-26).Routledge.

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