Management
Navigating Organizational Change
Read the following scenario to complete this assignment.
The health care industry, like other industries, is a very competitive environment. As organizational behavior within health care companies evolves, it will be even more important to consider the future use of learning about/applying concepts of organizational behavior and the need for continuing education.
After a productive year with the medical waste management company, Justin has now been tasked with implementing a company-wide policy change to require continuing education. Each employee will now be required to complete 2 hours of continuing education each year. Justin’s supervisor has asked for an analysis and plan for the implementation of this company-wide change. This analysis will be presented to company leadership as a tool for understanding and implementing this change.
Answer the following prompts.
Cite 2 reputable references. Reputable references include trade or industry publications; government or agency websites; scholarly works; your textbook, Organizational Behavior in Health Care (4th ed.); or other sources of similar quality.
Format your references according to APA guidelines.
- Explain the importance of continuing education regarding organizational change (100–175 words).
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- Explain the impact this policy change may have on the organizational behavior and organizational culture of the company (100–175 words).
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- Explain barriers to change and how to address the barriers (100–175 words).
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- Explain how this change may affect individual job performance and job satisfaction (100–175 words).
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- Explain a motivational strategy that might be used for implementation (100–175 words).
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- Explain how teams or groups could be used to implement this policy change. Include a review of two approaches managers can use to build team performance and two organizational barriers to team effectiveness (100–175 words).
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- Identify communication methods to be used to support this policy change implementation (45–90 words).
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Submit your assignment.
ANSWER
Navigating Organizational Change
Continuation of organizational education has several significances to the company; one is that it enhances promotion opportunities. Employers tend to recognize the time and effort made by an employee in improving him/herself through promotion. The second importance is an increase in career transition; most people who intend to pursue a different career line are always indented to gaining educational qualifications that suit the intended new career. The third importance is improved marketability and image; those with various academic qualifications have higher chances of getting new jobs than those with minimal educational qualifications. An increase in personal development is the fourth importance; studies have shown that learning is a continuous process, and devotion to education enhances personal growth. Finally, improving lifestyle is the fifth importance; most people with good lifestyles usually invest their time and money in education to achieve the desired lifestyles (Jay, Soderstrom & Grant 2017).
Some of the impacts of policy change on the organizational culture and behavior are staying posted on industry trends; the policy will ensure the organization tracks all the trends, thereby making it more attractive to the targeted customers and maintaining the existing customers. The policy change will create more business opportunities, the employees’ ability to embrace changes enhances the creation of business opportunities. The policy change will encourage invention and innovation within the company; embracing the recommended changes creates a suitable environment for the invention. The policy will also increase organizational efficiency, adoption of new delivery processes will increase customer service and merchandise delivery; this will enhance customer satisfaction and high-efficiency levels. The policy change will improve employee morale and attitude; change on human resources philosophy creates a relatively conducive environment, thereby boosting employees’ morale and attitude.
Change in an organization is likely to face many barriers, one of the barriers is resistance from within the organization; many people are ordinarily stiff to change and will try everything possible to avert it no matter the importance. Resistance can be handled by taking advantage of it and use the opportunity to gather information on the anticipated project results. The second barrier is poor communication, misinterpretation of information, and wrong media conveying will call for resistance. Poor communication can be managed by focusing on conveying the intended message to the right audience, using the most suitable equipment to get feedback from the audience. Poor governance on transformational changes is another barrier; organizations with poor governance tend to resist change without even evaluating it. This barrier can be managed by applying a consistent and duplicable process used to implement changes; for instance, Accelerating Implementation Methodology can employ the changes (Specht, et al., 2018).
Most changes demand employee attention and restricting of significant methods and techniques used in an organization. Some changes might involve salary cuts, downgrading job positions, benefits loss, relocation, and some might even lead to job loss. Most people end up with work-life balance conflict; some may develop negative attitudes towards work depending on their impact. Several motivational strategies can be used to implement changes in a company. Some of the changes are conducting stay interviews, providing secure working environments, and initiating feedback loops. Interviewing employees who intend to leave the company can assist in getting valuable responses. A secure working environment will help improve co-worker dynamics, productivity, and happiness in a work place. Performance is mainly driven by feedback and recognition, thus contributing to its growth (Heyden, Wilden & Wise 2020).
Teams and groups can be used to implement new policies by organizing team happy hours and probably collective dinners or coffee. This will enhance good relationships among employees and establish a family-hood in the company hence team building. Some of the best communication methods to deploy are sending emails to employees, policy sharing on the internal social media platforms, encouraging discussion of the policy changes during team meetings, and having the intended information easily accessible in the company intranet.
References
Heyden, M. L., Wilden, R., & Wise, C. (2020). Navigating crisis from the backseat? How top managers can support radical change initiatives by middle managers. Industrial Marketing Management, 88, 305-313.
Jay, J., Soderstrom, S., & Grant, G. (2017). Navigating the paradoxes of sustainability. In The Oxford handbook of organizational paradox.
Marsen, S. (2020). Navigating crisis: The role of communication in organizational crisis. International Journal of Business Communication, 57(2), 163-175.
Specht, J., Kuonath, A., Pachler, D., Weisweiler, S., & Frey, D. (2018). How change agents’ motivation facilitates organizational change: Pathways through meaning and organizational identification. Journal of Change Management, 18(3), 198-217.
