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Autor: JAYNE65 • January 17, 2012 • 1,765 Words (8 Pages) • 2,027 Views
In today's modern world organizational change is a reality and this reality won't be changing anytime too soon. "If anything, organizations can expect to face the need for even more change in the future, at an ever faster pace," (Taylor, 1984). At other times new leadership comes into an organization with a new plan as to how the organization will or should function. To avoid gross changes throughout an organization careful planning of the purposed change need to be implemented. Implementing and monitoring an organizational change is a difficult and a critical task. It has never been easy and is getting more so with the accelerated rate of changes in many organizations. "Whether the change is being forced by external issues or being brought about internally by leadership decisions, most people seem to resist change even if they agree it is needed," (Burns, 2009, p. 376). Implementing change in an organization requires certain steps to follow to ease the process; therefore, it is important for managers to remain confident while using some specific strategies to facilitate during the transition phase.
Methods that will be used to monitor the implementation of the proposed change
Implementing change in any organization is a challenging task that requires determination and perseverance. Analyzing the need for the change is the phase to define the proposed change, and to consider alternative behaviors that will help create and sustain performance (Spector, 2010, chap. 6). In the implementation process, introducing the plan gradually is an effective technique to use to help the ease of the process. By phasing in new techniques, procedures or responsibilities over time will help decrease the shock of the news of the change plan (Writing, 2006). Getting the vision right is another method to help with establishing the team with a more simple vision of the change, helps the staff focus on efficiency, and other positive outcomes that are included in the plan that will remove obstacles and put the plan in action. Before examining the organizational change management life cycle, it is important to consider the three organizational elements that drive and are affected by the plan, the process, technology and people (Gilbert, J).
When implementing a change plan it is imperative to create a training plan to help incorporate the spirit of team work, build positive perception of the change for the benefits of the organization. Training also helps improve the morale of and enhance the image of the workplace. Training is an effective method to reduce stress, make people feel confident and ready for the change. Creating a training plan ahead of time brings people up to speed and helps with the transition to their new roles (Writing 2006). Training is necessary to help convey employees on how their competitive environment is changing, and why their own behaviors need to be altered (Spector 2010 chap.5). Motivation is a catalyst that spins employees to work without pressure. In fact, to motivate is to provide employees a motive to do some type of task that will help make them more ready to accept the change (Writing 2006).
Compensate any extra efforts by employees, provide support, and get people's attention. Change disturbs human beings, so direct their attention in a positive way to help them focus on the proposed change. Create agreements among the staff in the organization to allow them to have a common gap between their current way of thinking and the mental state needed to adopt the change (Gilbert, J.). Staying confident and remaining positive will bring trust to the employer, nurses, supervisors, and management. Stay focused on the success that the proposed change is expected to bring.
The relationship between the organization's related processes, systems, personal and/ or professional roles and their effect on the proposed change.
Reinforcing the benefits for the having the change will help to eliminate a lot of stress and keep the outcome positive that the proposed plan is going to create in the workplace, as well as the necessity to make the proposed change become reality. Advertise the SBAR by putting posters in the hallways with signs and descriptions of the SBAR. Describe the accuracy and need of the SBAR when a nurse is calling a physician, handing off a patient to another nurse or the transferring of a patient.
Delegation can play an important role in the implementation process of a change in an organization. Delegation helps the leaders maintain the change and can also give a sense of improvement to the employees. Performance feedback allows the assessment of the current state of the organization; helps identify the gap between what skills the organization currently possesses, and what gaps need to be filled to help the implementation process become successful. Performance feedback also allows managers to identify poor performance, and potential future leaders (Spector 2010 chap. 5).
During the implementation process managers should provide ample time for adjustment of the employees to the new proposed change. Allowing ample time for adjustment will help employees understand what's happening, digest the idea of change, and finally ready to accept the proposed change. Providing ample time for an adjustment is an important step to represent in the implementation process. The implementation process also requires that one create a positive atmosphere. Creating a positive atmosphere requires that the agent who initiates the plan to remain confident, professional, accountable, supportive, and enthusiastic while at the same time renovating the aspect of the organizational change plan. As a manager there has to be an atmosphere created that promotes cooperation, communication and information sharing. Encourage cooperative relationships that will benefit the proposed change to be implemented properly and correctly. Cooperative relationships can help to maximize the utilization of available resources in the most effective ways while achieving the highest level of service to be delivered.
Creating balanced participation is needed to ensure that all members are fully engaged in the efforts of the team. The team must be in an agreement with the decision making of the proposed change in order to reach the proposed goal of the plan. Managers must be able to manage conflicts and find ways to solve problems by using managed conflict skills. Listen to other senior managers, be people oriented, stay connected to help ease the process of relationship building and create good spirits that will be important factors in helping to implement the proposed change. Conflict management is also a good way to allow the team members to verbalize their feelings freely about the new proposed