Change And Innovation Research Paper
Change and Innovation Paper
Jennifer Brinkley
HCA/250
Teri Rossman
Change and Innovation Paper
A major health care organization has decided to use electronic medical records. The employees in this organization are resistant to change, particularly changes that deal with technology. This paper will discuss strategies to manage change and innovation, why the employees are resistant to organizational change, and how human resources can play a role in managing change.
Change can be a scary thing to people. It can be the unknown of what is to be expected or feeling like things will fail due to the changes. People tend to get comfortable in the way they do things, because they will already know the routine and the outcome of things. It is …show more content…
When people are told what the change is going to be and how it is going to affect them, than it helps them to better prepare themselves for the change. They also like to be educated on the new stuff. Once they see how easy it is going to be, than they will start to warm up to the idea. Another strategy is participation. Participation involves bringing those individuals directly affected by the proposed change into the decision-making process. Their participation allows these individuals to express their feelings, increase the quality of the process, and increase employees commitment to the final decision (Robbins, DeCenzo, & Coulter, 2011). People like to feel that they have a say in what is going to affect them. They will be more accepted to change when they know that they had a part in the decision making. They are also able to express their concerns and get any questions answered that may make them uneasy to the change. Then there is facilitation and support. Facilitation and support involve helping employees deal with the fear and anxiety associated with the change effort. This help may include employees counseling, therapy, new skills training, or …show more content…
One of the reason why employees are resistant to change is lack of understanding around the vision and need for change ("Top Reasons For Change Resistance", n.d.). When people cannot see the reasoning behind something, they seem to be a little more resistant to change. Another reason could be comfort with the status quo and fear of the unknown ("Top Reasons For Change Resistance", n.d.). Some people are just plain out fearful of change and not knowing what to expect. Then there is corporate history and culture ("Top Reasons For Change Resistance", n.d.). Some people do like to be compared to other people of the past. Then there is opposition to the new technologies, requirements and processes introduced by the change ("Top Reasons For Change Resistance", n.d.). Last there is fear of job loss. Employees perceived the business change as a threat to their own job security. Some employees felt that the change would eliminate the need for their job, while others were unsure of their own abilities and skills in the new environment ("Top Reasons For Change Resistance",
Jennifer Brinkley
HCA/250
Teri Rossman
Change and Innovation Paper
A major health care organization has decided to use electronic medical records. The employees in this organization are resistant to change, particularly changes that deal with technology. This paper will discuss strategies to manage change and innovation, why the employees are resistant to organizational change, and how human resources can play a role in managing change.
Change can be a scary thing to people. It can be the unknown of what is to be expected or feeling like things will fail due to the changes. People tend to get comfortable in the way they do things, because they will already know the routine and the outcome of things. It is …show more content…
When people are told what the change is going to be and how it is going to affect them, than it helps them to better prepare themselves for the change. They also like to be educated on the new stuff. Once they see how easy it is going to be, than they will start to warm up to the idea. Another strategy is participation. Participation involves bringing those individuals directly affected by the proposed change into the decision-making process. Their participation allows these individuals to express their feelings, increase the quality of the process, and increase employees commitment to the final decision (Robbins, DeCenzo, & Coulter, 2011). People like to feel that they have a say in what is going to affect them. They will be more accepted to change when they know that they had a part in the decision making. They are also able to express their concerns and get any questions answered that may make them uneasy to the change. Then there is facilitation and support. Facilitation and support involve helping employees deal with the fear and anxiety associated with the change effort. This help may include employees counseling, therapy, new skills training, or …show more content…
One of the reason why employees are resistant to change is lack of understanding around the vision and need for change ("Top Reasons For Change Resistance", n.d.). When people cannot see the reasoning behind something, they seem to be a little more resistant to change. Another reason could be comfort with the status quo and fear of the unknown ("Top Reasons For Change Resistance", n.d.). Some people are just plain out fearful of change and not knowing what to expect. Then there is corporate history and culture ("Top Reasons For Change Resistance", n.d.). Some people do like to be compared to other people of the past. Then there is opposition to the new technologies, requirements and processes introduced by the change ("Top Reasons For Change Resistance", n.d.). Last there is fear of job loss. Employees perceived the business change as a threat to their own job security. Some employees felt that the change would eliminate the need for their job, while others were unsure of their own abilities and skills in the new environment ("Top Reasons For Change Resistance",