CASE STUDY ANALYSIS

Contemporary Issues in Management



Contemporary Issues in Management

Force Field Analysis

For the issues facing Bumrungard International Hospital in the wake of which change seems inevitable, force field analysis is employed so as to highlight the forces that would be for and against the change. The efficacy of this decision making tool precisely lies in this attribute of it, as through highlighting the sources that will support the change along with those that will resist the change, the management could come up with the fair estimate of how the newer system will be embraced thereby quantifying the possible responses of the stakeholders or employees towards. Quantifying the possible responses of the employees towards the system would eventually help the hospital in the formulation and implementation of change management practices that are in lieu with the with the restraints that would be shown by some of the employees, as a result of which sceptic employees would also emerge as more forthcoming concerning the acceptance of the change (Baulcomb, 2003, pp. 278). Thus, this tool is one of impressive value for the firms that are opting for change. Below is the force field analysis undertaken for Bumrungard International Hospital; which could be facing problems pertaining to staff retention level in near future as indicated by significant amount of feedbacks from employees stating frequent burnouts and poor work-life balance, primarily prepared to illustrate the drivers and restraining forces for the change applicable to the hospital under consideration.

Force Field Analysis for Bumrungard International Hospital

Characteristics of an effective Change Agent

For the change to be implemented successfully across the organisation effectively, it is imperative to appoint a change agent. Even though insignificant amount of researches have tried to explore the type of change agent that is most effective in implementing change successfully organisation wide; considering that there are different types of change agents ranging from Outsider pressure type, People change technology type, Analysis for the top type and Organisation development type, various characteristics have been identified as imperative to be possessed by change agents so as to have the change being executed across the organisation and embraced by the employees without any resistance (Eikenberry, 2011). Thus, rather than identifying the type of change agents necessary for the change proposed by the CEO to be executed seamlessly, it would be of far greater value to identify the characteristics that would be required in the change agent for the transformation of change proposal into their practical realization at the hospital.

Extensive literature review indicates that effective change agentry is the product of homophily, empathy, linkage, proximity, structuring, openness, energy and synergy (Anderson, 2011). To ensure these characteristics are in alignment with the change that is required at the hospital, it is imperative to touch upon them briefly. Homophile change agents are always effective in that they can relate with the employees and hence the dilemmas employees may be going through in the entire process of change introduction and management. Not only does this trait in change agents help ...