Working With Resistance
Create 500-word memo for the company’s VPs outlining what triggers of change you suggest should be used and also what approaches you recommend to implement these changes. Address what types of resistance to change are anticipated and how these will be addressed. Your memo should include at least 1 citation and reference.
To: The Company VPs
From: (Insert the Name)
Date: 11/04/2021 Meier, K. J., & Bohte, J. (2003). Span of control and public organizations: Implementing Luther Gulick’s research design. Public Administration Review, 63(1), 61-70.
Khorasani, S. T., & Almasifard, M. (2017). Evolution of management theory within 20 century: A systemic overview of paradigm shifts in management. International Review of Management and Marketing, 7(3).
Subject: Working With Resistance
This memo seeks to bring to your attention the suggested triggers of change and appropriate approaches that should be used to implement such changes. It also seeks to unravel the forms of resistance to change that are likely to be experienced and ways in which these resistance should be addressed.
Due to large number of patients, the organization should plan to introduce electronic prescription procedures to enhance the overall performance. Intuitively, e-prescription substitutes the manually written prescription and for this reason, medicines are often produced with the help of PC technologies. Electronic prescription as contended by Pdr, Pataki and Sebestyn (2011) has become an exceptionally fascinating tool in improving the present health practices by reducing the errors in restorative remedy and reducing operational expenses.
Triggers of Change
There are several factors that trigger this change. First, in the facility, healthcare practitioners are entrusted with the task of offering quality healthcare to the patients. In fact, healthcare should be free from any mistake. Despite this, there are various occasions of negligence and mistakes that are still experienced in the unit with regards to prescription procedures. Certainties have shown that blunders majorly occur where medical attendants plan to assist patients instead of harming them. Evidently, it is only the nurses who will be rebuked for these blunders. These mistakes are a combination of elements from therapeutic service situations, communication gaps, misadministration of social insurance supplies and limitations in training the medical attendants among others.
Moreover, medical attendants must satisfy their parts with honesty to assure patients trust and security of human service framework. Moreover, the healthcare framework need to bring on board electronic prescription to avoid the occurrences of medical mistakes while treating the patients. Moreover, these practitioners must be inspired, supported and urged to consider the change, the most appropriate health practices, as well as, issues emanating within the facility. More importantly, healthcare practitioners should have the capacity to differentiate the chances of errors occurring during the prescription, the improvement in medical systems and understanding of expert responsibilities.
Approaches for Implementing the Change
When an organization is undergoing change, legal change management is critical with specific end goal to propel the company through the necessary and profitable move. As such, all the supervisors and managers should exercise their authority jointly. Moreover, leaders should be the best example in the implementing of change to show the uplifting mental state and to show the remaining staff that change is possible. The top management and leadership should explain the requirement to change to the workers, clarifying the merits and significance of the change considering the end goal.
Resistance to Change
First, nurses should be made aware of their role and responsibilities in the suggested framework. Moreover, they should be made to understand things they will confront later on. Notwithstanding the fact that traditional procedures that were initially perceived as unreasonable, awkward or inadequate, after a delayed recursive execution, the practitioners must understand the fact that they are used to the traditional ways in which things are achieved. Therefore, these practitioners may resist the change along these lines as they are likely to view change as a danger to their presence within the organization in case updating or acquiring new abilities are considered an issue based on the time requirement or the inability of an individual to undertake these new techniques (). Secondly, within any organizational setting, change usually represent certain issues in part of finance, power, and sense of self for persons who resist it. Therefore, the nurses are likely to resist the change because the basic needs within the facility may now be debilitated.
Addressing Resistance to Change
To address the resistance to change, the managers and supervisors should communicate promptly and appropriately to workers regarding the proposed change. Precisely, the supervisors and managers should clearly convey the mission, vision and the overall targets of the change management to respective nurses and other staff. The staff need to understand how the proposed change will affect them on their personal level and perceive this change from their personal perspective. As such, the managers should explain the reason for the change in a way that the staff understand the relation, the reason and the need for the change in a better way (Carter, 2015).
The organization should understand the benefits it may experience for it to remain competitive, otherwise, any change is destined to a major disappointment. However, for the change to succeed, the organization should bring everyone on board and look through the change from the system evaluation to have the ability to understand the change.
Pdr, K., Pataki, B., & Sebestyn, Z. (2011). A comparative analysis of stakeholder and role theories in project management and change management. International Journal of Management Cases, 13(4), 252-260.
Carter, K. (2015). Book Review: Youth Resistance Research and Theories of Change. Management in Education, 29(4), 189-190.