Management Of Change Essay
1045 Words5 Pages
Introducing a new concept of work practice to an organization means changes have to occur in order to accommodate it. This would lead to organizational changes and may disrupt work patterns. Often, a change is necessary if an organization means to be competitive, and unless new ways and methods are developed and introduced, an organization may find itself lagging and not competitive. Benchmarking is one of those concepts that aim to improve work practices and achieve optimum results. Because change can bring negative connotations, it is important to take careful steps to effect change without major disruption to employees who would, more likely, be resistant to a new concept that may threaten their work comfort zone. So, effective…show more content…
There are many factors that have to be considered prior to implementation of change in an organization, in this case a hospital. Employees in an organization, such as a hospital, are likely to resist changes. So it is inevitable that some obstacles will appear when benchmarking is introduced. The resistance to change is often generated by the lack of understanding of the proposed change, so, providing training to people affected by the change would help reduce their resistance and make the change more acceptable. (Massey & Williams, 2006) argues that when management provides employees with guidance and training then they are more likely to be accepting of change and taking responsibility, ownership and commitment to the new working environment. When the benefits of benchmarking to employees are outlined, whereby their work will be easier and their product would be more optimal, then they are likely to recognize the need for the introduction of the proposed system. (Massey & Williams, 2006) states that the aforementioned argument would lead employees to agree that their workplace needs the change and what follows will be a discussion on how to make the process and the job easier to perform.
Ensuring that employees are well informed about the nature of the proposed changes and the expectations of their organization management of them in implementing the change is
Show MoreAccording to Gallos (2006), the founders of organizational development had understood the pitfalls of organizational life and knew that it needed to be changed. Their efforts had given rise to the organizational and applied behavioral sciences. Organizational Development is a ever growing field that is responsive to changes. There were many changes and improvements that were made over time, one of those changes was the creation of a organization development (OD) plan, this is a necessary tool to use in an organization. It is a way of using the organization's resources to help find and solve problems, expand the company, and become a more efficient entity. According to Beckhard (2006), in order for OD to change it must involve a…show more content…
The fourth item needed for this OD effort is to increase an organization's effectiveness and health. According to Beckhard (2006), there are several ways to see if an organization is being effective. There are a few questions that they could ask themselves in order to determine if the organization is being effective, and they are as follows: Can work be managed against the goals and plans? Is communication being distorted? Is there a clash of ideas? Then the fifth and final item that is needed for this OD effort is planned interventions. This is a strategy that is implemented in order to look at a company's present working environment. It can also help find an alternative way of working or even help find an alternative reward system (Beckhard, 2006). According to Braunstein (1974), Organization Development is a strategy that brings about a planned change. He continues to say that if there are any inconsistent goals in an organization, then we must find an unusual approach to help change it. In addition to that, the organization should use multiple methods at the same time. Braunstein (1974) goes on to say that we could get by just using a more narrow method, such as the managerial grid method. However, the cost would be considerably higher then what we might think. This would be due to the behavioral limitations of the organization's decision making process. Organizational Development is an ever