Managing change in health care organizations
Introduction
According to Somerville,(2008) organizational change is a complex subject. Achievements in change management are difficult to predict in terms of results; most experts believe that most of change projects do not achieve its final goals.
(Balassanian,2007) stated that organizations in public sectors are the most perceived for change resistance, as many of public organizations focus on getting things done rather than looking for new ways of doing things.
Based on the ADKAR model, change management module of five elements can be indicated as follow;
(1) awareness of the need to change
(2) desire to participate and support the change
(3) knowledge of how to change
(4) ability to implement the change
(5) reinforcement to keep the change
Top reasons for change management failure
· Lack of knowledge
· negative attitudes
· failure to involve employees
· Lack of communication
· inadequate resources
· resistance to organizational culture shift
· lack of management support
· lack of commitment
· past experience of failed change initiatives
Other practical barriers are lack of skills, lack of staff, absence of equipment required for the change or inadequate organizational infrastructure. If key employees leave around the organization after introducing the change, it may be also difficult to maintain changes.
Lewins Change Model
According to Lewin(1951), three stages for change model implemented in the organizations to manage the change. Organizations need to handle the change quickly in order to survive in their business. The three stages:
· Unfreeze
· Change
· Refreeze
Effective
change has been characterized as unfreezing old behaviours, introducing new
ones, and re-freezing again.
Consequences of poor change management
· financial losses
· productivity and performance drops
· decline in quality of work
· wasted time and resources
· inability to retain staff
· increase in employee sickness levels
· poor staff morale
· inefficiencies
· impact on customers and suppliers
· missed opportunities
How to overcome barriers to change management
· leading staff through change
· communicating to staff about change
· understanding the need of change
· involving all levels of staff to change process
· sustaining the change and fixed as a part of the new norm
Need of change management in health care organizations
Asiri Hospitals PLC constantly changing as a result of technological
advancements, ageing populations, changing disease patterns, new discoveries
for the treatment of diseases and political reforms and policy initiatives.
Conclusion
Organizational changes
in health care are more likely to succeed when health care professionals have
the opportunity to influence the change, prepared for the change and recognize
the value of the change, including the benefits of the change for patients.
References
Balassanian, D. (2007), Institutional reform and change management: managing change in public sector organizations. UNDB (United Nation Development Programme).A UNDP Capacity Development Resource, Bangkok.
Somerville, K. (2008), The key drivers of organizational culture change in the public sector: an analysis of the Canadian Federal Government. MBA. Carleton University, Ottawa.
Tariq, M.U. and Usman, N. (2015) Managing Organizational Change & Development. Durreesamin Journal,6-10.
Al-Alawi,A.I.,Abdulmohsen,M.,Al-Malki,F.M. and Mehrotra,A. (2019), Investigating the barriers to change management in public sector educational institutions. Emerald insight,113-115.
As author described, the reason for not achieving final goal on change management project is most of the organization limit only to the internal process. When it's come to change management, organization must think about both internal & external process. Also effective communication is one of the most important factor for effective change management.
ReplyDeleteI feel that if author could described more about the importance of change management would be better. Increasing employee moral, Job enhancement, Quality & Productivity improvement are few result which organization can achieve in change management.
In this article you have mentioned the reasons for the failure to change the management and the obstacles on changing process clearly. It could be better if you add something about how you can make changes in management
ReplyDeletethis concept is most important to the present business world. we should be able to change according to the new challenges and opportunities as well. Author well described about the concept.
ReplyDeleteAuthor has described the ADKAR model and the Lewins change model. According to Connelly (2019) Change management models are useful as it describe and simplify a process which we can understand and apply the principles. There are some more top change management models such as Kotter's 8-Step Model of Change/ Stephen Covey: 7 Habits Model /Kubler-Ross: Stages of Change and Mc Kinsey 7s Model.etc..
ReplyDeleteAuthor has well described about the impact of change management to an organization.
This comment has been removed by the author.
ReplyDeleteAuthor has explained impact of change management to an organization and change model and framework clearly but author didn't include benefits of Change Management to Organizations.
ReplyDeleteManaging change effectively provide benefits that help organizations sustain competitive advantage in the ever changing world.
Benefits of change management
1) Managing change enables the organizations to respond quickly to the changing customer demands.
2) The management and the organization will realize the importance of change and the expected benefits it derived when implemented in the right way.
3) It allows more flexibility whenever pressures for change arise. The ability to adapt change when it occurs help the organization improve in terms of processes, decision making capabilities, financial returns and others.
4) Change can be implemented without affecting the daily activities of the organization.