Change Management and Implementation in Health Care

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 changes.

Explicit and implicit coercion

Significantly, the strategy enhances the achievement of both short-term and long-term changes. It is effective because it eliminates small obstacles that can be eradicated through coercion. Moreover, the technique is advantageous because it saves time and speeds the change process. The feature is effective because it ensures the removal of different forms of resistance.

Communication Strategy 1: delivery of clear and consistent information

The communication strategy enhances the achievement of short- and long-term change. Communicating clear messages to all organizational parts ensures that all stakeholders are oriented towards achieving common objectives. Consistent information is important because it emphasizes on the significance of the change (Zeng, 2014). Moreover, it clears any doubt that people might have about the effects of the change.

Communication of change that people can acquire

The strategy is pertinent because it enhances the achievement of short-term goals. Initiators should ensure that any change communicated to employees is realistic and achievable. Such communication enables employees to relate to the probable change designed for the organization. The action is pertinent because it motivates people to engage in the implementation process (Roebuck, 2012).

Inspire and energizing communication

Primarily, the strategy is important because it enhances the achievement of both short-term and long-term change. Inspiring people through communication gives them a sense of self-worth. Therefore, they feel obligated to facilitate the change. Energizing communication is also effective because it motivates employees to participate in the implementation process of the change (Eacott, 2011).

Simple and direct communication

Similarly, the strategy enhances the achievement of both short- and long-term change. Communication is a primary component towards planning and implementing the change. For this reason, the initiators should ensure that they use simple and direct communication to facilitate a common understanding among all stakeholders. Common understanding is essential because it enables people to combine efforts and implement the change (Campbell, 2008).

Up, down, and across communication

The strategy facilitates the establishment of both long and short-term changes. Whiel seeking to achieve change, all departments of an organization should be involved. An all-round communication strategy is eminent because it facilitates efficiency by reducing time wastage (Karlsson & Tavassoli, 2015). Through the strategy, junior employees can seek clarification from their seniors concerning the change. The step is vital because it enables stakeholders at all levels to stick together towards the achievement of the change.

Team building is the most significant transformational strategies that can be implemented to acquire the change. Through the strategy, employees will acquire a deeper understanding of individual and team strengths. The transformational strategy allows people to relinquish stronger connections among them and direct them towards the change that creates conditions for excellence (Roebuck, 2012).

Part 2

Proposed change: The New Hire Orientation Project in La Mesa, CA.

Assessment findings

Strengths

In the organization, power and politics can be viewed as a strength. For instance, leaders can use their power to eradicate resistance to change caused by small groups or individuals. Therefore, power enhances the execution of activities towards the achievement of a particular goal. Often, power speeds up the decision-making process hence it is significant in handling urgent situations that require urgent decisions (Zeng, 2014). In contrast, politics enhance the analysis of opinions acquired from different employees. Moreover, politics facilitate the relationship between a leader and the junior staff.

Weaknesses

Power can also be a weakness in the organization. In this case, leaders who use their power to make rational decisions might make mistakes that would cost the organization. Power might make a leader overlook opinions given by the junior staff. However, such opinions might have important information that would transform the organization. Power might also cause low job satisfaction among employees especially when leaders use it to coerce them (Goksoy, 2015). As a result, the company suffers from low individual productivity. Moreover, it might cause resistance to various changes that an organization might want to implement. Politics might facilitate time wastage hence delay in achieving long and short-term goals.

Opportunities