Principles of change management

Address the “human side” systematically.

•Any transformation creates issues touching on people. •New jobs will be set up and new skills and capabilities will be required. •Dealing with such changes requires the involvement of leadership, engagement of key stakeholders, and leaders (Cameron & Green, 2015).

—The CEO is often seen as the main point as everybody looks up to him for strength, support, and direction (Cameron & Green, 2015). —Therefore, leaders should embrace new challenges so as to motivate their workforce. —The executives should work together to realize success

—Changes affect all sections in the organization. —Training must align individuals to the mission and vision of the organization with a bid of make change happen

—Legal case allows for creation and alignment of leadership. —This is achieved through confronting reality, having faith that the company has a healthy future, and providing a clear roadmap that will guide behavior and decision-making (Cameron & Green, 2015).

—Leaders should accept responsibility in all areas under their control. —This achieved through involving people in all the processes and reinforcing the use of incentives and rewards (Cameron & Green, 2015).

—Communication provides employees with the right information at the right time, and they get their feedback through various channels (Swayne, Duncan & Ginter, 2012).

—Effects of cultural change should be identified early and addressed to avoid backlash at later stages. —The organization should always prepare for the unexpected. —This is achieved through continual assessment of impacts and the willingness to adapt to transformation

—This is intended to educate employees on the intended effects of change. —It also entails how change will be measured and what success or failures will be expected. —By so doing, it will make people aware of the coming changes; hence,  they feel as if they are part and parcel of the change process  (Swayne, Duncan & Ginter, 2012).

References

—Cameron, E. & Green, M., 2015. Making sense of  change management: a complete guide to the  models, tools and techniques of organizational  change. New York: Kogan Page Publishers. —Swayne, L.E., Duncan, W.J. & Ginter, P.M.,  2012. Strategic management of health cares   organizations. New Jersey: John Wiley & Sons.

Looking for Discount?

You'll get a high-quality service, that's for sure.

To welcome you, we give you a 20% discount on your All orders! use code - NWS20

Discount applies to orders from $30
All Rights Reserved, Nursingwritingservice.com
Disclaimer: You will use the product (paper) for legal purposes only and you are not authorized to plagiarize. In addition, neither our website nor any of its affiliates and/or partners shall be liable for any unethical, inappropriate, illegal, or otherwise wrongful use of the Products and/or other written material received from the Website. This includes plagiarism, lawsuits, poor grading, expulsion, academic probation, loss of scholarships / awards / grants/ prizes / titles / positions, failure, suspension, or any other disciplinary or legal actions. Purchasers of Products from the Website are solely responsible for any and all disciplinary actions arising from the improper, unethical, and/or illegal use of such Products.