Factors driving change

� Question 1
� From your working experience discuss one factor that has been driving change. How has
this factor affected policy or how change has been handled?
Task: be sure to include references, examples and any evidence based literature to support
your claims.
The topic should be based on Australian health.
6 references

Factors driving change

Organizations often experience situations that vary and which require them to adjust in
order to render better services and at the same time remain relevant. Change in inevitable in this
age of globalization and the increasing level of competition. Having worked in various health
institutions, I have had a firsthand experience on how to manage change.
One of the factors that have driven change in the organization I have worked is the
adoption of technology in its operation. At the time I worked in the institution, all processes were
manual and this made it hard to retrieve information and perform various tasks. The introduction
of information and communication technology was one of the important changes that affected
the delivery of health care (Hailey, 1994). The facility implemented electronic health record
systems, which improved the way information pertaining to patients was managed. The quality
of health care improved as patients could be quickly handled. The system also allowed easier

information retrieval and sharing among the medical practitioners, something that paved way for
the practitioners to follow up on the history of the patients and their medication.
Technology also improved the level of skills and knowledge of practitioners, as they had
to enroll for training to be in a position to use the technology (Hopkins, Mallette, & Hopkins,
2013). This helped to trigger accountability and responsibility among the workers. It also
affected the recruitment process as the number of new recruits reduced. Few individuals
managed information and this alleviated the need for recruitment.
The use of technology affected policy as well as the handling of change. The policy of
the organization was to ensure that it provides better services to its clients. It also aimed at
providing better working conditions to its employees as a way of motivating them. Even though,
the necessity to adopt technology was required, there were challenges in implementing these
changes. One of the challenges was resistance by some of the stakeholders to the adoption of
technology on grounds that it was a threat to their employment (Malmsjo & Ovelius, 2003).
They also felt that they were not ready to handle these changes and, therefore, wanted the
situation to remain the same. However, despite these, the change process was managed well
leading to success.
Various strategies were used when adopting this new technology. One of the strategies
was effective communication to the members on the importance of implementing the change.
Adequate information was relayed to them to get their support (Prosser & Olson, 2013). This
was eventually successful as majority came to realize that this was a noble idea that would not
only benefit the clients but also themselves. They were also involved in the initial planning. By
the fact that they were part of the process, it became easier for them to have a sense of belonging

and this made it easier for them to recommend the change (Trajkovski, Schmied, Vickers &
Jackson, 2013).
The workers further received support during the initial stages of the implementation of
the systems. Extra time was provided for the employees to train on how to use the systems. This
made them to learn and to embrace the change easily. Furthermore, the change was in tandem
with the personal goals of the workers (Ontario, 2014). This technology was in no way hindering
or obstructing the achievement of personal goals of the workers. Rather, it was going to foster
the same. These strategies, therefore, helped to a greater magnitude to bring stakeholders
together in accepting the technology.
Since the implementation of this new technology, it has impacted on the provision of
better healthcare. Before its implementation, the services were of low quality. The level of
disorganization that was experienced in the organization became outdated. Managing change is,
therefore, a very critical aspect as it determines the success or failure of an entity and, hence,
should be done in a strategic manner.



Hailey, D. (1994). Health care technology in Australia. Health policy, 30(1-3): 23-72.
Hopkins, W., Mallette, P., & Hopkins, S. (2013). Proposed factors influencing strategic
inertia/strategic renewal in organizations. Academy of Strategic Management Journal,
12(2): 77-94.
Malmsjo, A., & Ovelius, E. (2003). Factors that induce change in information systems. Systems
Research & Behavioral Science, 20(3): 243-253.
Ontario. (2014). Understanding change. Retrieved from:
Prosser, B., & Olson, R. (2013). Changes in professional human care work: The case of nurse
practitioners in Australia. Health Sociology Review, 22 (4):422-432

Trajkovski, S., Schmied, V., Vickers, M., & Jackson, D. (2013). Using appreciative inquiry to
transform health care. Contemporary Nurse: A Journal for the Australian Nursing
Profession, 45(1): 95-100.