Helping an organization move forward
The Creating Change Paper provides you with an opportunity to develop a plan to create some type of change
in your organization or department. You can also select an organization you do not work for but know it needs
some type of organizational change. Select a substantial change effort that you want to change. Then discuss
how you plan on implementing the change in your organization. Structure your paper so you answer the
following questions:
Executive Summary - What needs to change and why? Who is affected and how will they be affected? Clearly
identify the problem and explain what you think will be the result of a successful change (Expected outcome)?
Who will benefit and how will this help the organization moving forward?
What steps will you take and what research will you perform to better understand the current climate/culture?
Existing organizational characteristics?
Functional and Dysfunctional effects of the current culture?
How will you stimulate the employees in the existing culture to accept your change?
How will you overcome any resistance to change?
How will you know your efforts are working? How will you measure your progress?
Conclusion
Sample Solution
Helping an organization move forward Many factors are involved in implementing and enforcing a change in healthcare. Complex and slow-to-change policies are an obvious factor, but environmental and technological factors also contribute to changes in healthcare. Illness trends, doctor demographics, and technology also contribute to shifts in our overall healthcare system. As our society evolves, our healthcare requirements naturally evolve. Changes in healthcare practice are welcome if they improve quality and safety, or save money. However, it is important to tailor health care delivery to the needs of the local population and create awareness programmes and clear communication between the public and organization is essential and highly required.
ils of the design. On the other side, Pfleeger and Atlee decided to focus on the risks that are related to change and state that Bohner and Arnolds impact analysis can have many risks such as estimates of the resources, effort and schedule. P2: Evaluate the ways in which internal and external drivers of change affect leadership, team and individual behaviours within an organisation. Leaders can influence and help guide colleagues under them, so the organisation can be more effective in achieving their goals. Some leadership styles that are affected by external factors are organisational environment, organisational resources, employee roles, organisational culture, political factors and technology Organisations have their own work environments with their own values. These values are the care the organisation has for their community, staff, investors and customers and also determine how the business will be led. Leaders are dependent on their organisation’s resources such as technology, finance and physical resources to help achieve their goals. The success of an organisation depends on how well resources are handled and distributed. When employees take an important role in the organisation. Their position is defined by tasks and responsibilities that they have. Each employee has a different way in approaching tasks that can impact their career. They also effect the organisation by their work ethics and personal values. Each role will have difficulties that leaders must face to help the business.