SLP Module #3

Strategic Assessment of McLaren Health Care

Introduction

Organizational change management (OCM) is a model for making out the impact of newly initiated business processes, modifications in structure of organization structure or cultural alterations in an enterprise. In other words, the people side of change management is addressed by OCM. When people are required to change throughout an organization by learning innovative skills and behaviors then a systematic approach to OCM is valuable. Setting of expectations formally, bringing of tools in to play by improving communication and seeking of ways proactively to lessen half truths, stakeholders are more probably to get into a transformation primarily and stay steadfast to the change all through with any associated discomfort of it. OCM strategies that entail successful result include concurrence on an accepted-by-all vision for change and there exists no opposing plans. Leadership at the executive level is strong enough to communicate the vision and for a change, sell the business case. A tangible plan for assessing whether the change will be a success or not, and review strategies for both successful and unsuccessful consequences. Another OCM strategy is to encourage groups and individuals with awarding of both monetary and social incentives, for taking ownership of their newly assigned roles and remittances.

According to Coetsee (1999), ability of management to attain utmost advantages from change counts to some extent on how effectively a climate is created and maintained by them that reduces unwilling conduct and promotes support and acceptance. However, for any organization or endeavor where change will be required in its projects or strategies, Organizational Change Management can be of critical concern whose projects.

Discussion

Leadership has been highlighted as the key issue through which all problem root and stem. That is visible in the area of Strategic Planning, where leaders are more prone to implementing strategies and tactics on account of likeability and the acceptance that all leaders have at that time.

Similarly, in the case of operations/human resource management, since the leaders are weak and feeble, they usually have a tough time dealing with strikes and shutdowns that are posted by employees, which is also a result of the lack of motivation and the drive to bring changes to the facility.

Furthermore, in the area of finance, it becomes rather difficult, with the leadership not intact; it becomes rather difficult for the stakeholders and the key investors involved in identifying what are the key goals ...