I need help in writing a Case Study on Planning Organizational Change Using the Four-Step Change Process.

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Case in Practice

In the following media simulation, you are introduced to various stakeholders at Riverbend City Medical Center (RCMC). The simulation focuses on the efforts of CEO Eugene Pittman to deal with a recent crisis that has spotlighted cultural differences between the medical center staff and community members. You will reference this case to complete the assignment for this week, Case Study: Riverbend.

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The Situation

Ongoing communication problems between the Hmong community and Riverbend City Medical Center (RCMC) were punctuated painfully during the train derailment—especially through the altercation with the Vang family. An embarrassing article about the altercation in the Free Press prompts hospital CEO Eugene Pittman to investigate a successful Merced, California, program. In Merced, the medical community has been teaching principles of Western medicine to Hmong shamans (traditional spiritual healers). The shamans act as a bridge between medical professionals and the Hmong community. When consulting with Hmong patients, the shamans instruct the patients in Western medicine and also perform traditional rituals.

Considerations

It is important for leaders to consider the cultural norms and needs of the people they serve. It also sometimes becomes necessary to consider ideas that may seem unorthodox. As you read about the strategies being considered by RCMC leadership, consider the degree to which you feel the program will be effective. What steps should the hospital take to maximize the effectiveness of this program?

*** PAPER BREAKDOWN – FOLLOW EXACT!!

ment Instructions

Introduce the case.

· Summarize the case. Provide a synopsis of the case study, focusing on how communication problems and cultural misunderstandings created conflict in the organization.

· Apply the four learning organization disciplines to the case.

· Using the lens of one or more of the four core disciplines (personal mastery, mental models, team learning, shared vision), provide an analysis of the extent to which the discipline(s) reveals organizational dynamics and contributes either to organizational learning or to the organization’s problems. How could the four disciplines be fostered to have a more beneficial impact on the organization?

· Apply a systems lens to the case.

· Analyze the organizational disabilities and systems archetypes present in the case.

· Explain and map at least one example of a systems archetype that can be seen in the case. Include at least one systems map as part of your explanation.

· Recommend change management strategies for the organization based on the case.

· Prior to suggesting change management strategies, use critical thinking tools to identify assumptions the stakeholders in the case may have made, and develop a set of questions you would ask to help the stakeholders uncover their assumptions and clarify the steps needed for future progress. Reference Paul and Elder's Critical Thinking: Tools for Taking Charge of Your Learning and Your Life text in your comments.

· Describe and explain how the four-stage process could be used by the Riverbend leadership to improve the strategic planning processes that enhance cultural understanding among stakeholders and the community. Refer to Stroh's Thinking for Social Change text.

· Provide a set of specific practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the community.

· Explain how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement.

Additional Requirements

· Font and Font Size: 12-point Times Roman, single spaced.

· Length: 5–7 pages.

· References: As needed to support your analysis.

· APA Style and Format: Format your paper using appropriate APA style and formatting.

Case Study: Riverbend Scoring Guide

CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
Provide a synopsis of the Riverbend case study, including a description of how communication problems and cultural misunderstandings created conflict in the organization. 12%	Does not provide a synopsis of the Riverbend case study, including a description of how communication problems and cultural misunderstandings created conflict in the organization.	Provides a synopsis of the Riverbend case study but the focus and/or logical flow is unclear.	Provides a synopsis of the Riverbend case study, including a description of how communication problems and cultural misunderstandings created conflict in the organization.	Provides a coherent and concise synopsis of the Riverbend case study and explains how communication problems and cultural misunderstandings created conflict in the organization
Apply the lens of one or more of the four core disciplines (personal mastery, mental models, team learning, shared vision), and provide an analysis of the extent to which the discipline(s) reveals organizational dynamics and contributes either to organizational learning or to the organization’s problems. 14%	Does not apply the lens of one or more of the four core disciplines (personal mastery, mental models, team learning, shared vision) or provide an analysis of the extent to which the discipline(s) reveals organizational dynamics and contributes either to organizational learning or to the organization’s problems.	Applies one or more lenses of the four core disciplines, but the analysis is weak, incomplete, and/or inaccurate.	Applies the lens of one or more of the four core disciplines (personal mastery, mental models, team learning, shared vision), and provides an analysis of the extent to which the discipline(s) reveals organizational dynamics and contributes either to organizational learning or to the organization’s problems.	Applies the lens of one or more of the four core disciplines (personal mastery, mental models, team learning, shared vision), and provides an insightful and comprehensive analysis of the extent to which the discipline(s) reveals organizational dynamics and contributes either to organizational learning or to the organization’s problems.
Analyze the organizational disabilities and systems archetypes present in the case, including at least one systems map. 14%	Does not analyze the organizational disabilities and systems archetypes present in the case, including at least one systems map.	Analyzes organizational disabilities and one or more systems archetypes, including a systems map, but explanations of disabilities/system archetypes are incomplete, only partially accurate, and/or not clearly connected to the case.	Analyzes the organizational disabilities and systems archetypes present in the case, including at least one systems map.	Analyzes the organizational disabilities and systems archetypes present in the case, including at least one systems map, using specific evidence from the case.
Identify a set of questions to uncover stakeholder assumptions and clarify steps needed for future progress. 12%	Does not identify a set of questions to uncover stakeholder assumptions and clarify steps needed for future progress.	Identifies a set of questions that are not effectively designed to uncover stakeholder assumptions and clarify steps needed for future progress.	Identifies a set of questions to uncover stakeholder assumptions and clarify steps needed for future progress.	Identifies a set of questions to uncover stakeholder assumptions and clarify steps needed for future progress. Justifies the questions with references to the course study material.
Explain how the four-stage change process could be applied to the case. 12%	Does not explain how the four-stage change process could be applied to the case.	Partially explains how the four-stage change process could be applied to the case.	Explains how the four-stage change process could be applied to the case.	Explains how the four-stage change process could be applied to the case, providing examples, citations, or other supporting arguments.
Explain how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement. 12%	Does not explain how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement.	Partially explains how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement.	Explains how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement.	Explains in detail how an action research/inquiry cycle that incorporates the recommendations could be planned, implemented, and evaluated for the next phase of organizational improvement, providing examples, citations, or other supporting arguments.
Provide a set of specific practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the community. 12%	Does not provide a set of specific practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the community.	Provides limited practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the community and/or recommendations are not well-aligned with the case.	Provides a set of specific practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the community.	Provides a set of specific practical recommendations about how the CEO should proceed in the future in a way that furthers the goals of supporting increased cultural understanding among stakeholders and the community, with rationale for each recommendation.