Hcs 584 Organizational Change Plan
Organizational Change Plan
Kimberly J. Seger RN, BSN
HCS/587
March 18, 2013
Dr. Sonnia Oliva
Organizational Change Plan
Looking at a health care system as a whole, one should look at the advantages and disadvantages that system could give them. If I were to change one thing at the organization I work at, I would implement transitioning from paper charting to using Electronic Medical Records, or EMR to the system as a whole. Change is never easy for anyone let alone a huge corporation. It takes time, money, and employees to make this change successful.
Need for Change Paper charting is currently being used at my place of employment. When I moved over to this new position I couldn’t believe that I saw them still using paper charts. …show more content…
Right now if there is any mention of changing to EMR, the more seasoned staff shuts down and looks away in disgust and doesn’t even want to hear the positive things about EMR. News of any change can invoke fear amongst employees. Employees may feel afraid of not being able to fulfill the new proposed changes to work practices that are being asked of them. Employees may begin to question the future of their job, which shall cause negative feedback on the proposed change. This fear of the unknown may lead to anxiety and added stress to the employee and will further lead to resistance. Individuals tend to resist change where they are not part of change. Staff involvement and understanding of the change is key and necessary for the change to be successful. If the staff feels that they are part of the change, there is a more positive chance that they change will successful. The idea of not knowing the change can cause a rift between the employees and management. Lack of motivation is a barrier to organizational change. When an employee is unmotivated, they will not feel the urge to learn about the change and will resist (Spector …show more content…
Spector states (2010), the three stages theory of change is composed of the first step, or unfreezing is about getting ready for a change. This would be preparing the staff to get ready for the EMR change. The next step is called moving, and it is the step where the change actually occurs. This can be the hardest stage for the staff that is changing. People can be unsure or even fearful during this time. This is the time when the management team steps in and brings in education, and reassurance to the staff that is changing. The final step is called refreezing. This happens after the changes have been made and been accepted. This is where they create a new ‘normal’ within the organization. This can take time. Through the process of this change management needs to reinforce the change to keep it going in the future as the new normal. Reassurance is also needed. This process would best explain the implementation change from paper charting to the use of
Kimberly J. Seger RN, BSN
HCS/587
March 18, 2013
Dr. Sonnia Oliva
Organizational Change Plan
Looking at a health care system as a whole, one should look at the advantages and disadvantages that system could give them. If I were to change one thing at the organization I work at, I would implement transitioning from paper charting to using Electronic Medical Records, or EMR to the system as a whole. Change is never easy for anyone let alone a huge corporation. It takes time, money, and employees to make this change successful.
Need for Change Paper charting is currently being used at my place of employment. When I moved over to this new position I couldn’t believe that I saw them still using paper charts. …show more content…
Right now if there is any mention of changing to EMR, the more seasoned staff shuts down and looks away in disgust and doesn’t even want to hear the positive things about EMR. News of any change can invoke fear amongst employees. Employees may feel afraid of not being able to fulfill the new proposed changes to work practices that are being asked of them. Employees may begin to question the future of their job, which shall cause negative feedback on the proposed change. This fear of the unknown may lead to anxiety and added stress to the employee and will further lead to resistance. Individuals tend to resist change where they are not part of change. Staff involvement and understanding of the change is key and necessary for the change to be successful. If the staff feels that they are part of the change, there is a more positive chance that they change will successful. The idea of not knowing the change can cause a rift between the employees and management. Lack of motivation is a barrier to organizational change. When an employee is unmotivated, they will not feel the urge to learn about the change and will resist (Spector …show more content…
Spector states (2010), the three stages theory of change is composed of the first step, or unfreezing is about getting ready for a change. This would be preparing the staff to get ready for the EMR change. The next step is called moving, and it is the step where the change actually occurs. This can be the hardest stage for the staff that is changing. People can be unsure or even fearful during this time. This is the time when the management team steps in and brings in education, and reassurance to the staff that is changing. The final step is called refreezing. This happens after the changes have been made and been accepted. This is where they create a new ‘normal’ within the organization. This can take time. Through the process of this change management needs to reinforce the change to keep it going in the future as the new normal. Reassurance is also needed. This process would best explain the implementation change from paper charting to the use of