Change is an important part of any business weather its an health care organization or not. Managers play an important role in implementing the change in any department of the organization. There are some set rules for effective management of change. If managers have set principals for how to Implement the change effectively they can just apply them to manage organizational change to be more successful. Managers have to have thoughtful planning, consultation, nvolvement of all the employees equally, and sensitive implementation.
Managers need to be aware that If the change Is forced on their employees normally problems arise. Change has to be achievable, measurable, and realistic in order to implement it effectively. Personal change is an important aspect of the organizational change. Managers also need to know what they want to achieve with the new change, why, and how will they flnd If the change has been achieved, and how Is the new change going to affect employees and how will all the employees react to the new change?
Managers should not sell the change to their employees as a way of accelerating agreement and implementation. Employees need to understand the change and managers should manage the change in a way that employees can cope effectively with It. Managers need to make sure that all the employees that are affected by the new change agree with it or at least they understand the need for change. Employees 1 implementation and planning of the change. It is important for the managers to have face to face communications to handle sensitive aspects of the organizational change anagement.
It is hard to convey employees through emails and written notices. Employees are not responsible to manage the organizational change. Employees are only responsible to do their best with the new change and it varies for each employees. Organizations executives and managers are responsible to make sure that the change implementation is successful. Managers are responsible to enable and facilitate the change. Managers should communicate, interpret, and enable rather than instruct and impose. Employees do not respond well to impose and instruct.
Being very expressive can help change people’s mindsets and attitude towards the new change. Employee’s participation, open communication, and involvement are the important factors for implementing the change. Organizations should have workshops regarding the change implementation to develop collective understanding, policies, systems, methods, ideas, and approaches. Organizations should also consider employee surveys to repair damage and allow employees to complete them anonymously. Surveys are also very helpful to find solutions for any problems that are continuously going on in the department.
When the change is enforced by the organization, especially when employees are confronted with the need they can become emotional. (“Change Management”, 2005-2012). Manager must be aware that majority of the employees will have resistance to the new change in the organization. A manager should know how to tackle employee’s resistance. The amount of resistance varies from employee to employee and their knowledge. A manager must be able to provide his or her employees a clear vision of why the change is necessary. Manager should know why employees ave the resistance to the new change he or she is trying to implement.
Human nature has reaction to any disruption so manager must know how he or she will use implementing strategy. For organizations to survive, management should understand that they are responsible for overcoming employee’s resistance to the new change because change is inevitable. Managers have to be capable of explaining to his or her employees that change is a must for the organization due to global market competition, social cultural, regulatory changes, reshaping of the organization’s philosophy, and rapidly changing new technology.
Management should know that the ill affects all the employees as well as the organization itself. The ability to change and adapt as it is necessary is the key to organization’s survival. If employees are given little almost no information why change is necessary there will be more resistance so it is better to inform employees. Manager need to inform his or her employees how change helps us on our toe and ready to turn obstacle into opportunities. Many managers think that implementing change is easy and when they experience resistance from the employees they become highly impatient.
It is mportant for managers to not let their employees know about their frustration because it can only make change harder to implement. “Resistance To Change: Management’s Responsibility – Part 1 n. d. ). organizational change. Assessment is a major contributor to the change process. Assessment makes the change more workable and practical. Assessment also helps employees learn how to work with new change. , assessments have the potential to determine where linkages and support are most needed and to validate ongoing efforts as a part of continuous improvement.
In our rapidly changing economy, it is mportant for the organization to continuously redefine its strategy and planning to meet the demands of the market. Planning is another important factor for the process of change implementation. A manager should consider the outcomes he or she wants to achieve through the change process and define a clear set of goals for the department. These goals should have a clear description of how he or she wants the department to look, operate, behave, and position itself in the organization. Planning before the change is effective is very helpful.
Communication must take lace in some form with all the affected employees by the change. It is important that managers inform their employees why the change necessary and how it will improve things. Change will be more successful if all the employees understand the need of the change and are committed to the change. Last but not the least is evaluation. Evaluation is an important component of the change process. As part of the project planning a decision needs to be made about measures that will be used to determine if the planned change leads to an improvement. (“Successfully Implementing Change “, n. d. ).