Hcs 475 Implementing Change Research Paper
Implementing change
Deyna A. Hurtado
HCS/475
September 23, 2014
Jacqueline Tobar
Implementing change
Organizations are reliant on changes throughout its course to improve. Implementing change can be a difficult task if everyone is not complaint with the changes. Finding the most effective plan to implement changes may be stressful for both the management and the employees (Gilliam, 2010). A manager must use his or her experience and skills to communicate within a team to successfully implement changes. Change within a hospital may mean the restructure of policies and procedures if the change is forced on the staff they may retaliate. This paper with be discussing the manager’s role and responsibility in implementing change. It will …show more content…
Providing a course of action allows the team to stay focused. “Team expectations are the sum of the individual performance factors and can be advanced only by individual accountability” (Porter-O 'Grady & Mallock, 2007, pg. 222). Once the team knows the expectations they can take their course to accomplish what is required. Taking into account the weaknesses and strengths of each member can allow the manager to assign tasks appropriately to members (Enescu, & Popescu, 2012). If a task is given to someone who struggles with the form of work, it can affect the time frame that may be given to achieving the goal. A manager looks at motivation to help improve those who are struggling and addresses learning needs (Porter-O’Grady & Mallock, 2007). Education can help implementation when there is a complication in task, or a procedure is not concise. Change implementation is done correctly can help improve both the staff and the …show more content…
The staff is reintroduced to the idea discussed and are shown the differences between the past procedures and the improvements (Porter-O 'grady & Mallock). Accountability begins to be shown with each successful step in the plan. Implementation will then allow the implementation team to make adjustments to any tasks that are not as effective. The staff can begin to use the resources needed to improve performance and any increase occupational skill. The last step is an evaluation. Implementation may take years to complete. The evaluation allows the team to see if the implementation was successful in fixing the issue. The data and surveys taken can be used to reevaluate the steps, educate, and continue to improve to keep the goals needed to reach (Porter-O 'grady & Mallock). Once the evaluation is complete, the process starts again to continue improvement. In conclusion, A manager’s role is to aid the organization towards accomplishing goals. The manager must inform the employees of changes, support the team, and manage effectively. It is important to take the proper steps when dealing with retaliators. The continuous four steps to change are assessment, planning, Implementation, and evaluation. In order to succeed, all parties must be motivated towards reaching the
Deyna A. Hurtado
HCS/475
September 23, 2014
Jacqueline Tobar
Implementing change
Organizations are reliant on changes throughout its course to improve. Implementing change can be a difficult task if everyone is not complaint with the changes. Finding the most effective plan to implement changes may be stressful for both the management and the employees (Gilliam, 2010). A manager must use his or her experience and skills to communicate within a team to successfully implement changes. Change within a hospital may mean the restructure of policies and procedures if the change is forced on the staff they may retaliate. This paper with be discussing the manager’s role and responsibility in implementing change. It will …show more content…
Providing a course of action allows the team to stay focused. “Team expectations are the sum of the individual performance factors and can be advanced only by individual accountability” (Porter-O 'Grady & Mallock, 2007, pg. 222). Once the team knows the expectations they can take their course to accomplish what is required. Taking into account the weaknesses and strengths of each member can allow the manager to assign tasks appropriately to members (Enescu, & Popescu, 2012). If a task is given to someone who struggles with the form of work, it can affect the time frame that may be given to achieving the goal. A manager looks at motivation to help improve those who are struggling and addresses learning needs (Porter-O’Grady & Mallock, 2007). Education can help implementation when there is a complication in task, or a procedure is not concise. Change implementation is done correctly can help improve both the staff and the …show more content…
The staff is reintroduced to the idea discussed and are shown the differences between the past procedures and the improvements (Porter-O 'grady & Mallock). Accountability begins to be shown with each successful step in the plan. Implementation will then allow the implementation team to make adjustments to any tasks that are not as effective. The staff can begin to use the resources needed to improve performance and any increase occupational skill. The last step is an evaluation. Implementation may take years to complete. The evaluation allows the team to see if the implementation was successful in fixing the issue. The data and surveys taken can be used to reevaluate the steps, educate, and continue to improve to keep the goals needed to reach (Porter-O 'grady & Mallock). Once the evaluation is complete, the process starts again to continue improvement. In conclusion, A manager’s role is to aid the organization towards accomplishing goals. The manager must inform the employees of changes, support the team, and manage effectively. It is important to take the proper steps when dealing with retaliators. The continuous four steps to change are assessment, planning, Implementation, and evaluation. In order to succeed, all parties must be motivated towards reaching the