MANAGEMENT CHANGE

Management Change

Table of Contents

Introduction1

Discussion2

Approaches to Change2

Readiness to Change2

Employee Attitudes3

Organizational Learning3

Organizational Culture3

Practical Change4

Lewin's Model of Change4

Stage 1: Unfreezing5

Stage 2: Change5

Stage 3: Refreezing6

Resistance to Change7

Leadership and Change9

Organisational Culture10

Bureaucratic Structure11

Leadership in Change12

Authoritarian Style12

Cooperative Style13

Participative Style13

Style Mentor14

Affiliative Style14

The Role of Communication in Organizational Change15

Evaluating Change16

Recommendations16

Conclusion19

References21

Management Change

Introduction

Understanding the need for change in hospital is critically important for the whole management team. Managing change will not be an easy task but its effective implementation depends on the co-ordination of the team members and all members will have to realize the goal and objective of this change and align their tasks accordingly (Worley et al. 2001: pp. 210).

Organizations have faced significant changes in the environment of the business with the changes in information technology, highly competitive firms in the industry and more focus on quality and customer services. It has been observed that change will remain a dilemma in how to cope with challenges that are often mutually exclusive: a challenge to assure high organizational change performance and a challenge to sustain organizational social integrity. However, in order to minimize the consequences, some approaches should be adopted to survive in the world of business.

In this essay, we will be discussing the change that will be implemented in the hospital setting by joining two wards for the purpose of cutting cost. We will be analyzing ways of implementing change effectively. In addition, we will be discussing the Lewin's model of change for understanding the concept of change and its proper implementation. Further, recommendations are made to the hospital for successful implementation of change.

Discussion

Approaches to Change

Many researchers have concluded that in order to understand the content and process of organizational change. For instance, analyses of costs and benefits of a firm's potential market positions are included in the game theory of modern industrial organization economics. In addition to that, theories of management lay out communication system and possible political frameworks for the execution of change in organizations but ignore the fact that the different kind of changes should be adopted with different approaches (Hewison et al. 2004: pp. 464-473).

Figure 1: components necessary to bring a change in the organization



Readiness to Change

In order to bring a successful change in the organization, it is important to understand the components necessary to bring change. Three factors are taken into considerations, which are attitudes of employees towards change, culture of the organizational and organizational learning (Hewison et al. 2004: pp. 464-473).

Employee Attitudes

Any organizational changes' success is dependent on the attitudes of the employees. Employee attitude is considered as an indicator of the success of any organizational change. As changes require the learning of new talents and attitudes, it requires an effort from employees. For the purpose of using their skills for organizational change, employers should motivate them to keep their pace of working at a higher level in the organization. The strength of the attitude varies for each employee due to the relation of the attitude with each employee's own deeply held philosophical and political values and ...