Question

Research the various change models used by organizations today. After assessing these models, create a change model conducive to your field, and that will work within your organization's culture. This model should serve to implement a strategic process that can help your organization integrate a change and respond to the internal or external driving forces that affect organizational success.

Create a visual representation of your model using a graphic organizer of your choice (flow chart, concept map, etc.). The design of your model will be unique and relevant to your organization, based on a critical analysis of its culture and behavior. However, your model must demonstrate the necessary steps for realistic implementation.

I am in the healthcare profession- nurse leader. Just need help getting started...

Thanks

Answer 1

Slide 1: Change Management:

Slide 2: Introduction:

• In a world full of models and systems that are constantly changing and the economy as well, it has become necessary to have a management system that is flexible and capable of changing depending on the situation at hand.
• It is for that reason, that change management models were developed.
• The essence of change management models was to provide organizations with a way and a system through which change can be implemented without causing disruption in the way an organization operates.

Slide 3: Signs That Necessitate Change(By, Burnes, & Oswick, 2011)

• For change to be implemented, there are things that in the past used to go right but currently are not.
• Some of the signs that could possible signal for a change in a management system/model include

1. The profits made by the corporation or firm. If the profits decrease, there will be need to consider revising the management system to be able to get the best out of one’s employees
2. Employee turnover in the organization. If the level of turnover in the organization is high, there is need to look at the management system in the organization

Slide 4: Signs That Necessitate Change(By, Burnes, & Oswick, 2011)

3. The number of complaints raised by clients and customers.
4. Change in the economic levels and state of the industry that one is operating in.
5. change in the number of employees working in an organization.
6. Change in structure and way of operations of competitors

All of the above are signs that a company/organization needs to apply a change in their management model and system.

Slide 5: Kotter’s 8 Step Change Model (Vliet, 2017)

Kotter's 8 Step Change Model(Vliet, 2017) 8 Step change model Kotter Geate ehanges Kotter's 8-step Change model Create short-

Slide 6: Kotter’s 8 Change Model (Vliet, 2017)

• This model was founded by leadership guru Mr John Kotter. In his research he found out that only 30% of organizations that implemented change in their way of operations ended up being successful using their new plans.
• All the other organizations either ended up going back to their old management model or wind up business.
• He found out that this mostly happened as a result of a lack of a formula with which organizations can implement their change with.
• It is as a result of this background that the Kotter’s 8 Change Management Model was created

Slide 7: Kotter’s 8 Change Model (Vliet, 2017)

• The Kotter 8 steps management model is made up of 8 steps. They include;

1. Creation of a sense of urgency.
2. Creation of a guiding coalition.
3. Creation of a vision that will be used to implement the change
4. Communication of the vision to the various stakeholders of the organization.
5. Removal of the likely obstacles that might prevent the change from taking place

Slide 8: Kotter’s 8 Change Model (Vliet, 2017)

• Creation of short term goals that the team will need to give their all to achieve.
• Consolidating the improvements and working more on them to create an even better brand.
• Anchoring the company on the kind of changes made.

Slide 9: Methods to Evaluate Need For change (Gill, 2002)

• To be able to evaluate the need for change there are several methods that can be implemented to address that;
• The first method is to interview the employees so that they can be able to tell their side of the story and whether they are happy with the current system or if they need a change
• The other way is through analysing the management system of competitors and checking if it is working for them and in which ways.
• The other way is by conducting a research on the trends that are currently being applied in the industry and their impacts o an organization.
• Lastly, the company can conduct a survey and involve the customers in deciding the next management model that the organization needs to operate under for effective management.

Slide 10: Criteria for Choosing Team members (Forster, 2002)

• For a person to be able to be in the team that has been tasked with the work of steering change in an organization, there are certain qualities that they need to have.
• To be able to choose the right members, there needs to be an announcement regarding the planned change and the vacant committee membership positions.
• Based on their achievements and referrals by their respective department heads, there will be a shortlist of probable candidates.

Slide 11: Criteria for Choosing Team members (Forster, 2002)

• After being shortlisted, the shortlisted individuals will have to sit down for an interview, where their skills and problem solving abilities will be tested.
• There will be a panel made up of committee heads that will sit and come up with the right candidates for the positions based on their knowledge of the shortlisted individuals, their successes and their personal characters.

Slide 12: Communication Strategy

• In any organization, for people to push forward as a team there must be communication between the participating members.
• In this regard, the advertisement for the vacant committee membership positions would be done through the issuance and circulation of memos in the office.
• The head of the committee in implementing the change will be the head of the taskforce and he will be independent away from the influence of departmental heads.
• Briefs regarding the progress of the project will be done in meetings that will be held weekly over the weekend.
• Should there be positions to be filled by members outside the company, the company will advertise the vacancy in the print media especially in newspapers.

Slide 13: Strategies to Gather Stakeholders Support

• For this new change to be implemented there are ways that are needed to ensure that the entire team is on board and that there are not too many opposing views. To be able to do this the following will have to be done;
• The shareholder’s shares will need to be increased to make them more mindful of the desired change that might triple or double their shares.
• For the employees, the new members that will be elected to the special committee will be able to have access to benefits as a result of the extra load of work.
• For the management, a good study will have to be done to prove to them that this is the way to go by showing them through examples of the benefits that have been achieved by other companies as a result of using this new method.

Slide 14: Implementation

• To be able to implement the new change, the whole organization need to alerted and educated about this change and the reasons for the change as well. This will make them aware of their tasks and responsibilities under this new change.
• The team should make sure that the budget is right to be able to facilitate transition.
• Seminars and conferences will be held to ensure that the organization is ready to survive organizational change.

Short term goals should be created. This will help the team work towards something and it will be instrumental in implementing the change

Slide 15: Sustainability

• To be able to sustain this new change, evaluations and assessments should be done on a regular basis to ensure that the plan that is being implemented is slowly being a success and that faults are corrected.
• Members will as well continue to be educated on this new sustainability program and how they can be better at this management change model.
• The organization should never stop setting long term and short term goals to ensure that the dream the organization has is achieved.
• Employees that have actively contributed to the change in the system will need to be recognized and awarded.

Slide 16: References

By, R., Burnes, B., & Oswick, C. (2011). Change Management: The Road Ahead. Journal Of Change Management, 11(1), 1-6. http://dx.doi.org/10.1080/14697017.2011.548936

Forster, P. (2002). Plan to survive or survive to plan?. Strategic Change, 11(8), 391-397. http://dx.doi.org/10.1002/jsc.616

Gill, R. (2002). Change management--or change leadership?. Journal Of Change Management, 3(4), 307-318. http://dx.doi.org/10.1080/714023845

Slide 17: References

Kotter, J. (2008). Developing a change-friendly culture. Leader To Leader, 2008(48), 33-38. http://dx.doi.org/10.1002/ltl.278

Vliet, V. (2017). Kotter’s 8 step change model: learn to lead organizational change. Toolshero.com. Retrieved 3 January 2017, from http://www.toolshero.com/change-management/8-step-change-model-kotter/

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