Finalize the final paper with what is listed below

In everyday life individuals can not overlook other cultures as if it does not matter. Most individuals wish that they all can be alike to avoid the way others may act towards them. Changing for the best is to encourage individuals that it is time for a change for everyone of all cultures throughout the world. A person may encounter cultural diversity everywhere they may go such as hospitals, schools, or stores but to make a difference one must understand culture, act as an alliance against racism, and form organizations for diverse groups to be able to stand together (ctb.ku.edu, 2017).

A proposed solution is letting individuals open on how they can overcome culture diversity even if it takes having group talks every week, letting individuals know that not just themselves feel down by the way others treat them and this should be a wakeup call for the ones that have been in this position before because it does matter if a person is Caucasian, African-American, Latino, or any color culture diversity should not be tolerated on the job. Individuals of any race allows us to have a job every day. Group talks, counseling for ones that keep having trouble, one on one reviews, and drop boxes on anything that a person may be feeling (Axner, 1993).

The initiated outcome for this barrier would be making sure that individuals of any culture would feel comfortable during their visit at the hospital, around a physician or nurse. What humans failed to understand is that we all had to learn how to talk and write so there is not a difference with individuals of any culture. Managers of all organizations need to make sure that their facility is free of culture diversity due to lawsuits (Axner, 1993).

The organizational resources are always needed to implement and maintain the change of plan. Such resources may include the health centers, voluntary guidance and counseling centers, guidance, and counseling centers. The change of management involves the consideration of success factors and the objectives. The change management methodology has several factors of success such as sense of urgency must be established, increase the company’s capability for change, here company’s ought to be flexible to embrace change, the proper communication should be done from those evoking it to those affected, engaging all levels of leadership, and integration of management strategies with the change((Lim, Daugherty, & Haddad, 2013).

The actual plan, in this case, is to try and use the universal language of communication in the organization resources, politeness, and the urge to extreme humbleness where necessary to suit all kinds of clients (Lokey,2008).

Change Proposal: Implementation Plan- Cultural Diversity

Implementing the Plan to change cultural diversity

For the implementation of the plan, there are some stakeholders who are very vital in support of the implementation of the proposed plan. The psychologists, the medical officers, and the CEO. The stakeholders are agent during the implementation since they need to understand first before they inform others of the change of plan. They are required to master the change well to show others, the workers, and the interested parties how the change is beneficial. The disadvantages should be known earlier to avoid surprises (Oldfield, 1998).

Because of a change plan, the organization and its stakeholders may experience both positive and negative impacts. More interest is put on the positive effects that the plan may bring about. Understanding the clients’ level of language of communication and the use of common language is likely to raise the rating of services offered in the organization. Complete communication is where the recipient can encode the exact information that is intended to reach him/her. Therefore, trying to be in the shoes of a client involves some compromising, tolerance, and accommodation of other people’s cultures. A friendlier counselor is likely to get all the information required to offer the best help possible. In general, the change is expected to bring about better services in the organization, hence positive effects. The stakeholders will equally be affected positively by the best recommendations from being more sociable (Hewitt-Taylor, 2013).

The implementation plan ought to take effect after one week of the meeting committee of the stakeholders and the relevant officials. The change plan will take its course strictly until undesirable effects overpower the advantages.

The implementation of the plan change follows a few steps as follows (Lim, Daugherty, & Haddad, 2013).

1. The creation of a plan and defining the change management process

2. Implementing change management strategy and monitor before, during and after the change.

3. Have a backup policy in place in case the change is not valid.

4. Evaluation-The change coordinator needs to see where the change wasn’t practical, caused problems and whether it was active.

5. Update the change management plan in case the initial plan isn’t effective.

The potential barriers to implementation of the change plan may come from both within the company or outside. Some of the barriers may include being afraid when the management and organization focuses more on being afraid of change as well as lack of success rather than having the potential for growth it makes it difficult to plan of the organization. (Rittenhouse, 2005).

To overcome these barriers, a bright and skillful approach is introduced to tackle fast organizational growth as well as complexity. An organization can break these barriers by employing diligent, quality and highly effective project and change management approach. Once you understand and manage these barriers to change management, it will be easy to implement the change. Eventually, everyone in the organization will be comfortable to embrace the new change (Lokey, 2008).

There is need to assess the already implemented plan so that the evaluated scheme may be used as a basis for a summary of a situation. Evaluation of the change plan can also be useful when it comes to salary increase or bonus. Especially, when the change occurs for the best that everyone understands the meaning of cultural diversity within the organization will go hand in hand as change progresses and this will help the organization grow and become successful (Poole & Van, 2004).

Regarding this, there are different steps that will help to put my organization on the right track for continuous high quality improvement. The first step will define my stakeholders. My stakeholders are the supporters, recipients, implementer and decision makers related to this program. Getting them involved early on will help you get different perspectives on the program and establish common expectations. This helps to clarify goals and objectives of the program you’ll evaluate, so everyone understands its purpose (Carnell, 1982).

In the second step, I will conclude the data comparisons, surveys, strengths, and weaknesses. You can compare the evaluation information that pinpoints goals the program, against the standards established by your stakeholders or funders (Poole & Van,2004).

The third step is to present the research and making sure it is used. It is important that all the challenging work you put into program evaluation gets used for quality improvement. When you turn in your findings it is important to know the values, beliefs, and perceptions of your group; build on the organization background and make sure it is common ground; and state the purpose for your recommendations before you get to the details of the plan.

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