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Change Initiative: Develop a Change Model Discussion

Change Initiative: Develop a Change Model Discussion

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Communication is an essential element of managing change and should be done at all phases of organizational change. Eisenhauer (2020) emphasized tailoring communication strategies into four change phases, denial, resistance, exploration, and commitment phase. In the denial phase, people react with denial or shock when the change is announced. The communication leader should explain the change and its purpose, describe the impact on roles, and state the change timeframe.  The leader should also tell the people where to seek help. In the resistance phase, people may react through fear, anger, or resentment. The project leader should allow open communication. They should also reach out to all employees, especially those with diverse perspectives (Eisenhauer, 2020). Change Initiative: Develop a Change Model Discussion

The community hospital I work in is planning to merge with a larger health system.  Mergers are becoming popular nowadays in the United States. Healthcare organizations are forming partnerships and collaborations to enhance care quality and access. The mergers also ensure a continuum of care. Patients can access most healthcare services within the health system. However, mergers bring about changes due to differences in culture and systems. Also, resistance could emerge from the staff due to fear of the unknown (American Hospital Association, 2023). Change management is crucial to ensure every person is fully prepared and committed to the process, and sustain it in the long term.

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The change model appropriate for managing the initiative is ADKAR. Published in 2003 by Jeff Hiatt, ADKAR is a person-centered change management model. It encompasses five actions: Awareness, Desire, Knowledge, Ability, and Reinforcement. The first step involves creating awareness about the change. Various factors influence individuals’ awareness of change, including a person’s view of the current state, perception of the problem, sender credibility, contestability of the need for change, and misinformation.  The second step, Desire, represents the individual’s motivation to support and engage in change. Change Initiative: Develop a Change Model Discussion Normally, the desire to change depends on the people’s perception of change’s impact, on the organization, and individual situations. The third step involves gaining knowledge for implementing the change. Formal training, coaching, and mentoring are some of the methods used to increase employees’ knowledge of the change process. The fourth step entails practicing the acquired knowledge. Lastly, is the reinforcement phase, which involves taking measures to sustain change (Angtyan, 2019). Change Initiative: Develop a Change Model Discussion

There are various methods for evaluating the need for change. The first one entails examining the internal and external environments. The approach focuses on the factors within and outside the organization, which influence work processes and outcomes. SWOT (Strengths, Weaknesses, Opportunities, and Threats) and PESTLE (Political, Economic, Sociological, Technological, Legal, and Environmental) models are often used for environmental analysis. The analysis can tell what an organization is doing well and what areas of improvement. The second method is through a community health needs assessment. The evaluation can highlight health needs and disparities. The third method is conducting employee surveys to determine practice-based issues. The fourth approach is carrying out performance and quality assessments to identify gaps. The fifth method for evaluating the need for change is competitive analysis. The approach compares the performance between the organization and other industry players to establish how to gain a competitive advantage (Gabutti et al., 2022). Change Initiative: Develop a Change Model Discussion

The planned merger between the community hospital and a larger health system will lead to a few challenges. There are expected cultural differences between the organizations. The cultural disparities may cause the merger to flop. Also, the two organizations have been operating in distinct workflows and technologies whose integration could be difficult. Furthermore, the parties involved in the merger may experience data-sharing issues. There are also concerns about staff retention. The employees may be hesitant about the merger due to job insecurity. Besides, the two organizations could have divergent expectations, which should be managed to ensure kick-off. The last factor in this list is regulatory compliance. The merging organizations could have problems complying with new healthcare regulations after expansion (Cohen Healthcare Law Group, 2024) Change Initiative: Develop a Change Model Discussion

The project leader should use the following criteria when selecting the individuals or teams for the change initiative:

Representative –This should be multidisciplinary, incorporating all the staff, including nurses, physicians, allied healthcare professionals, and non-healthcare staff because the merger is a system-wide change.

Relevance- Individuals who understand the current and future state, and with knowledge and skills to manage change. The project leader should select people with training and experience in change management.

Role models- Individuals who uphold organizational values and ethics.

Influential- Persons with authority over others to manage resistance and help the community hospital achieve stakeholder buy-in.

Active- Engage in the change management process by participating in identifying gaps and solutions. Change Initiative: Develop a Change Model Discussion

Willing – desire and commitment to change

Available- Have time for the change process (LSA Global, 2024).

Communication is an essential element of managing change and should be done at all phases of organizational change. Eisenhauer (2020) emphasized tailoring communication strategies into four change phases, denial, resistance, exploration, and commitment phase. In the denial phase, people react with denial or shock when the change is announced. The communication leader should explain the change and its purpose, describe the impact on roles, and state the change timeframe.  The leader should also tell the people where to seek help. In the resistance phase, people may react through fear, anger, or resentment. The project leader should allow open communication. They should also reach out to all employees, especially those with diverse perspectives (Eisenhauer, 2020). Change Initiative: Develop a Change Model Discussion

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Assessment Traits
Benchmark
Requires Lopeswrite
Assessment Description
Research the various change models used by organizations today. After assessing these models, create a change model conducive to your field, and that will work within your organization’s culture. This model should serve to implement a strategic process that can help your organization integrate a change and respond to the internal or external driving forces that affect organizational success. Change Initiative: Develop a Change Model Discussion

Create a visual representation of your model using a graphic organizer of your choice (flow chart, concept map, etc.). The design of your model will be unique and relevant to your organization, based on a critical analysis of its culture and behavior. However, your model must demonstrate the necessary steps for realistic implementation. Your model will be assessed on the quality of strategic implementation you design, the support you present for your model, and inclusion of the following concepts:

Methods to evaluate the need for change
Approach and criteria for choosing individuals or teams necessary for a change initiative
Communication strategies
Strategies to gather stakeholder support and overcome resistance
Implementation strategies
Sustainability strategies
Once you have created your model, prepare a 15-20 slide PowerPoint presentation to present your model and demonstrate how this model is relevant to your organization and why it will work well within your organization’s culture. In conclusion, discuss why this model will lead to sustainable change when most change initiatives fail. You will utilize this change model for your final paper. Change Initiative: Develop a Change Model Discussion

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

Benchmark Information

This benchmark assignment assesses the following programmatic competencies: Change Initiative: Develop a Change Model Discussion

MSL, MSL in Leadership and Homeland Security and Emergency Mgmnt 3.1; MBA and MSN Leadership in Health Care Systems, MBA and MSL, MSN Leadership in Health Care Systems 6.1

Analyze organizational behavior to determine systemic interdependencies among individuals, teams, and departments.

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1. Change model-ADKAR
2. Organization- Community hospital undergoing a merger with a larger health system
3. Strategic process-  Change Initiative: Develop a Change Model Discussion

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