Change Strategy Worksheet and Simple SWOT Analysis
Would the strategy best facilitate change for the short or long-term and why?
Education and communication
The strategy would enhance both long-term and short-term change. It prevents the presence of resistance especially where there is inadequate information about The New Hire Orientation Project. The step is essential because people will start to adjust to the new system even before the project is established. More so, the strategy allows employees and other stakeholders to understand the primary reasons for establishing the change (Zeng, 2014). Education will also play a significant role because it will enable the employees to connect the practicum change with the institution's short- and long-term objectives. For this reason, they will help with the implementation of the change.
Participation and involvement
I would facilitate change for the short-term. In this case, it is effective in situations where the initiators do not have all the needed information to design the change. The action is pertinent in preventing resistance from some powerful participants. Individuals who participate will be committed towards the implementation of the change (Goksoy, 2015).
Facilitation and support
The strategy is significant in achieving some change in the long-term. Mostly, it is implemented in situations where people resist change because of adjustment challenges. Facilitation is important because it motivates employees towards dealing with the associated adjustment problems (Campbell, 2008). Through facilitation, an employee is convinced that the long-term benefits associated with the change are worth the adjustment. Support programs are also eminent because they assist employees to cope with the adjustment difficulties (Roebuck, 2012).
Negotiation and agreement
The approach facilitates the achievement of both short- and long-term change. Primarily, it deals with parties that lose out in a change process. Through the approach, the management will have the ability to handle other groups that have the power to resist the change. Therefore, they will join the implementation process of the change hence facilitating both long and short-term...
Personal Changes A major change among RNs that challenged them and was difficult for them to make focused on implementing a transcultural care model among the nurses that required the nurses to become more educated about different cultures and how to respond to patients of these various cultures. It required of the nurses the need to maintain two different perspectives and sets of beliefs in the minds at once—their own beliefs
Change Management Implementation Plan in the Workplace This Change Management Plan documents and tacks the necessary information required to effectively manage project change from project inception to delivery for the Neuropsychological department in Australia. The Change Management Plan will be created throughout the Planning Phase of the project for developing a change initiative & implementation plan for Neuropsychological department. Its envisioned audience is the project manager, project team, project sponsor and
Strategic Management Health Care First student: The text notes that there are several elements to action plans. First, the management needs to set objectives for action plans, the resources required to make the plans work, a plan for measuring results, what actions are going to be taken (Swayne, Duncan and Ginter, 2008). Right now, Steve Morgan needs to set some objectives. That is the most important thing. He has an idea about
Mandatory Overtime Policies Organizational Culture and Readiness Assessment The results of the Organizational Culture and Readiness for System-Wide Integration of Evidence-Based Practice checklist, which summarizes the survey results, are discussed with regard to the readiness level of the organization, possible project barriers and facilitators, and plans for integrating with clinical inquiry. The overarching characteristic of the state of readiness of this organization for system-wide integration of evidence-based practice is moderately encouraging, while
Culture Change Case #2 Healthcare Acquisition Case Six months after the merger described in Change and Culture Case Study I, the new administration initiated a significant reduction in force. A decision was made to redesign patient care delivery. The administration's first job redesign recommendation was that of a universal worker. The universal worker would deliver many support services. Aware that this model often failed when implemented in other organizations, your administrator charged
QUINN's MODEL OF CHANGE Changes in nursing procedures: Applying Quinn's theory of change Change resistance can often be extremely difficult to overcome in a healthcare environment. Given that nurses operate with a great deal of autonomy, they are often suspicious when new initiatives interfere with standard operating procedures that have worked in the past. To change the locality of shift to shift reporting from the break room to the bedroom, a nurse manager
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now