Organizational Change Management Strategies

This assignment delves into the realm of organizational change management, specifically focusing on its application in the healthcare industry. Students are tasked with analyzing several case studies highlighting different change management strategies employed in healthcare settings. The analysis should critically evaluate the effectiveness of these strategies and identify key success factors that contribute to successful implementation of organizational change within healthcare organizations.

Running head: CHANGE MANAGEMENT PLAN
STRATEGIC PLAN FOR HILLSBORO COUNTY HOME HEALTH AGENCY
Name of the Student
Name of the University
Author note

1
CHANGE MANAGEMENT PLAN
Executive summary
This assignment discusses the case study of a healthcare home namely Hillsboro County Home
Health Agency. The agency has a positive reputation in the community, however lack of
Medicare-certified hospice and financial issues are hampering its positive image. Hence, the
organization has prepared itself for change management. This critical analysis discusses all the
important factors that fasten the process of change in the organization. It also proposes the Gantt
chart for timeline and duration of the change and provides a budget plan for make those changes.

2
CHANGE MANAGEMENT PLAN
Table of Contents
Introduction..........................................................................................................................4
Mission statement................................................................................................................5
Vision statement..................................................................................................................5
Core values..........................................................................................................................6
SWOT analysis....................................................................................................................7
Grand strategies or long-term strategic priorities................................................................8
Tactical and operational plan...............................................................................................9
Key performance indicators...............................................................................................10
Change management plan..................................................................................................10
Organizations readiness for change...............................................................................11
Strategy..........................................................................................................................11
Team structure / responsibility......................................................................................11
Sponsor roles responsibility...........................................................................................12
Planning implementation...............................................................................................12
Change management resistant plan...............................................................................12
Incentive and celebration of success..............................................................................12
Timeline/schedule of activities......................................................................................13
Budget for change management....................................................................................14
Conclusion.........................................................................................................................15

3
CHANGE MANAGEMENT PLAN
References..........................................................................................................................16

4
CHANGE MANAGEMENT PLAN
Introduction
Strategic planning is a useful and effective tool to control and guide different
organizations including health care sector as well. The strategic plan related to the organization
depends on its size of units, complexity or departments and the variety of services it provides.
The supervisor of each unit is responsible to implement and promote the strategic changes. The
changes can only be applied if the unit’s plans gets properly align with that of the higher levels.
The process of strategic planning can be of several types such as systematic, programmable,
rational, integrated or holistic. These processes can be of long, medium or short term and allows
the organization to concentrate on permanent and appropriate transformations for future.
The Hillsboro Country Home Health Agency (HCHHA), which was originally named as
Middleboro health agency is an old (founded in 1946) healthcare provider. This health care home
provides non-profit care to the population of that area. Nowadays, it is the only health agency
certified by Medicare in the Hillsboro country. There are so many healthcare programs are
launched to help the nearby populations like high blood pressure screening programs, senior
health clinics, health activities within community and telehealth programs. However, to compete
in this home care sector and to run these programs the HCHHA needs financial liberty and
proper strategic plans.
In the following sections, the proper strategic plan to achieve the vision and goals of
HCHHA has been discussed. Several strategies such as strategies to address the inconvenience of
patients due to the absence of Medicare-certified hospice, strategies to improve financial
performance, operational performance are going to be discussed.

5
CHANGE MANAGEMENT PLAN
Mission statement
Mission is referred as a statement that signifies the purpose of an organization. It defines
about the nature of the organization and for whom it works. The mission of HCHHA is to treat
people in their own environment. It works for people who are ill, disabled as well as healthy.
Their prime focus is to prevent the disease, to stop its progress in patients and to lessen the
effects of disease in patients suffering from unavoidable disease. They provide quality care with
respect to therapeutic and nursing care. They provide such care to people having no shelters or
institutions and disabled. They also provide healthcare advices to healthy people, families,
special groups (NGOs) and even to the entire community to promote healthy lifestyle (Traberg,
Jacobsen & Duthiers, 2014).
Vision statement
Statement of vision is the future image of the health organization. Content of vision
defines the aspirations of the organization. The HCHHA is also committed to implement its
mission. The strategic vision of HCHHA is to provide every people of Hillsboro to access quality
healthcare efficiently. The prime visions are as follows:
 Value the local community and let them access quality healthcare
 Achieving clinical excellence by applying multi-disciplinary care
 finally to create an environment in which patients, as well as the care provider can
be involved to attain better healthcare
The vision of HCHHA is to let every individual access quality healthcare because of their
training programs and patient care quality. Their positive relationship with trained and qualified
nurses, doctors and various healthcare professionals defines their reach in healthcare quality. The

6
CHANGE MANAGEMENT PLAN
ultimate vision is to be known as leading healthcare home in Hillsboro country, which provides
Medicare certified care.
Core values
Core values of an organization are values and principles that binds the company, its
customers and all the other stakeholders in one thread. It is a patient centered, interdisciplinary
program to meet the maximum ethical values (Ovseiko et al., 2015). The values are as follows:
Integrity: integrity of an organization is referred as the ethical behavior of the staff, as
well as the ethical quality of their active norms, operations and decision-making ability of that
organization. In HCHHA, the actions of the staff properly defines what are they doing and what
are the values they stand for. They perform their work honestly and carefully by placing
everything in the right spot. As an organization, they readily accepts their faults and take liability
for it.
Caring: The care giving process of a health care organization should be sincere,
respectful and equal to individuals of the society, irrespective of their caste-creed, sexuality
socio-economic status, race and gender. The HCHHA staff follows this ethical morale and treats
every patient with dignity and respect and equal concern.
Service Excellence: the commitment of the staff is to achieve the standards of excellence
and to fulfill the expectation of the community the serve they are ready to dedicate themselves.
To achieve this excellence they provide patients with telehealth care facility. Other than these
patients, they provide face-to-face medical care (Ovseiko et al., 2015).
Safety: the staff values every patient brought to them by their families and try to repay
them by providing quality healthcare. They prioritize their work according to the statute of

7
CHANGE MANAGEMENT PLAN
medicine and try to protect the patients from harm. They also create a healthy environment to
work and try to maintain the wellbeing standards as well (Rajaram et al., 2014).
SWOT analysis
Strengths:
 Location is the prime strength of HCHHA. Situated in two prime locations,
Hillsboro and Jasper helps them to connect to huge amount of population easily.
 Positive reputation among the community is another major strength of the
HCHHA.
 Martha Washington, RN and MHA serves the HCHHA as its executive director.
She is expanding the existing services and introducing new services for
betterment of the society.
Weaknesses:
 Prime weakness of HCHHA is lack of physicians in the board of directors. The
board of directors are a group of businesspersons who did not know the details of
healthcare. Therefore, the need of a healthcare expert is necessary.
 Some of the employees are older; hence, their productivity is low compared to the
younger generation.
 Decreased financial income is another major drawback for the company. the
office of jasper is unable to meet the financial target.
Opportunities:
 The property of the Hillsboro office is worth 1.2 million.

8
CHANGE MANAGEMENT PLAN
 HCHHA can improve their digital marketing and advertisement skills to reach to
large amount of population.
 The HCHHA can team up with health insurance companies and managed care
organizations to gain some sponsorships.
Threats:
 As the number of home care organizations are increasing day-by-day, threats for
HCHHA are increasing evidently.
 The re-certification procedure for physicians are important, however the HCHHA
is unable to do so.
Grand strategies or long-term strategic priorities
The long-term strategies that the HCHHA should focus are as follows:
 In the era of surveys and Social Medias, patients are able to share their experience
to the whole community. Therefore, it is very important for a healthcare home to
focus on the patient experience (Gopal & Kumar, 2015). Every new patient comes
to avail treatment after getting peer reviews that encourages him or her to receive
care. Therefore, positive words of mouth is very important for any organization.
 Measurement and rating system is prevailing these days making the healthcare
system more transparent. Hence, the HCHHA should focus on the areas that can
affect its quality healthcare rating and make changes to achieve those (Kash et al.,
2014).
 The HCHHA should introduce new payment system in their organization. The
orthodox model of “fee for service” should be replaced with “pay for value”. This

9
CHANGE MANAGEMENT PLAN
step will enable the customers to feel connected with the organization (Steinbauer
et al., 2014).
 The organization should focus on the clinical integration procedure. Clinical
integration is associated with healthcare management. Without these data and
database, it is tough to manage healthcare.
 The organization should be aware of their needs related to capitals. Long-term
strategies cannot become successful without proper capitals or loans. Hence, the
company should understand its requirement and try to collect those capitals for
future usage.
Tactical and operational plan
Tactical plans of an organization are a set of short-term goals focusing on the current
operations that are running in the organization and set up a range of time to achieve that. in
HCHHA there are several operations going on such as personal care operations, private care
operations, community health operations and tele-healthcare. These operations should have
short-term goals as to be successful in long run. The organization has to be aware of the
contributions every operational team as the cumulative contribution of all team members help the
organization to become successful in the end.
Operational plans are the linkage between tactical plans and long-term strategies
proposed for the healthcare organization. The objective goals are the milestones of the long-term
success the organization achieves with time. This plan focuses four questions, what the company
is in present, where the company wanted to be, how it can reach that place and how the company
measures its progress. Authorities of Hillsboro healthcare home should focus on these four

10
CHANGE MANAGEMENT PLAN
aspects and perform group meetings with every operational team to understand how much they
have reached and how long they have to go.
Key performance indicators
Key performance indicators (KPI) helps an organization to analyze and define its
progress while achieving its mission or goals. Once the organization has analyzed the target or
mission and has defined its short-term goals, to measure the success it needs a measurement tool
named KPI. The HCHHA should also include these tools in their organization and perform
weekly meetings to assess their progress and implement required steps to fasten the process.
Change management plan
Change management plan is a strategy that helps to manage the process of changes the
organization has proposed. It ensures to control the budget, scope, resources, schedule and
communication. These management plans also helps to lessen the impacts on the organization’s
business, employees, customers and stakeholders.
Reason for change and scope: The prime reason for change management in HCHHA is
decreased financial incomes. The organization has a positive impact on its customers; however,
it has failed to generate revenues from the market. The Jasper office of this organization is failed
to perform as well. Hence, a proper management change need to be proposed to rebuild the
reputation of the organization in the healthcare sector.
The other reason to implement the change management plan is lack of Medicare-certified
hospice in the organization. For all the last-stage cancer patients or dementia patients prefer to
seek care from Medicare-certified hospices hence, the healthcare home should introduce this
specific operation in the organization to serve a broad array of patients within the community.

11
CHANGE MANAGEMENT PLAN
Organizations readiness for change
The HCHHA authorities are ready to implement the changes as they feel that the
communication between the clinical person and the business officers should be clear. Hence, to
mend this issue, change in the management or authoritative level should be imposed (Shea et al.,
2014). According to Judy Herman, the RN appointed for quality improvement and utilization
review mentioned in her comments that, the management team reviews the operations in the
organization weekly to inspect and solve any problem visible. Hence, it is evident that the
employees are ready to accommodate in the routine where they can discuss their short-term
goals, strategies and KPIs weekly (Henderson et al., 2013).
Strategy
 The first strategy to increase the level of care provided in the institution. The company
should increase the amount of devoted resources and attention to treat the community
health division. By this way, the company will be able to provide Medicare-certified
hospice care. Furthermore, it will help to expand the scope of services the company offers
to the community to meet the vision and mission as well.
 Along with providing the quality healthcare, the employees will help to educate the
community with importance of healthcare and will contribute to create a healthy society.
Team structure / responsibility
To implement changes in the organization, every team has to be active and positive to
those changes. The employees should help to promote the changes in the entire organization. IN

12
CHANGE MANAGEMENT PLAN
HCHHA as well, operational teams should help to promote the changes in the other departments
and try to be accustomed to the changes. Inactivity of older employees contributed in the
weakness of the organization. Hence, the management should take important steps regarding
these employees.
Sponsor roles responsibility
In any change management plan, the role of sponsors and other stakeholders is very
important. The sponsors should provide the organization with capitals or loans to implement the
materialistic changes. Stakeholders and authorities should arrange capitals from market to
implement the long-term changes in the organization.
Planning implementation
To implement the long-term changes plan, implementation should be slow and consistent.
Changes can put positive or negative impact on the work, employees and customers. Hence, the
implementation should be low so that every can be accustomed to it (Mutale et al., 2014).
Change management resistant plan
Implementation of changes can be harsh for some employees. As the older employees are
unable to deliver the quality performance in the organization, they have to leave the job.
However, to resist this situation the organization can introduce pension facilities for them so that
they can actively take part in the proposed change for their work place. Younger staff can be
appointed in their place to fasten the process.
Incentive and celebration of success
As the change management process is lengthy and time consuming, the employees and
support staff can fall short of motivation. In this scenario, the employees should be motivated by

13
CHANGE MANAGEMENT PLAN
celebrating the short-term success. The employees can also be provided with incentives and
awards to motivate them achieve future goals for the organization (Al-Adwani, 2014).
Timeline/schedule of activities
The above Gantt chart describes the timeline needed for this change to be implemented.
At first, the company need to arrange capitals and loans from sponsors or other insurance
companies so that the organization can buy materials such as beds machineries. Three month of
the year was appointed for this goal. While working on the goal, the authorities and employees
should work on areas that can enhance their quality report and ratings in peer review. They
should focus on quality of healthcare and hygiene. After receiving the loans and capitals, the
company can focus on clinical integration, advertisement that can take up six and three months
simultaneously. After achieving all the goals, training should be provided to the staff to make
them accustom to the changes.

14
CHANGE MANAGEMENT PLAN
Budget for change management
Requisite Amount ($)
Loans 1,00,000
70,000
30,000
200000
Organizational deposit
Sponsors
Machinery and other amenities 40,000
Training 20,000
Communication 20,000
Advertisement 40,000
Clinical integration 45,000
Improvement in quality rating 25,000
Total- 2,00,000
This is the proposed budget distribution for the change management plan of HCHHA. as
the property of Hillsboro worth $1.2 million, the authorities will be able to grant a loan of
$1,00,000. Sponsors will provide the organization $30,000 and the organization will use its
$70,000 to make a fund of $2, 00,000. The organization will spend nearly $40,000 to buy
machines and other important amenities. Training and communication will cost approximately

15
CHANGE MANAGEMENT PLAN
$40,000. Clinical integration will cost around $45,000 and other improvements could take
$25,000. Hence, the company will be able to spend $2, 00,000 in the first year of change
management plan.
Conclusion
In this critical analysis of the Hillsboro Country Home Health Agency (HCHHA), the
assignment has discussed all the problems it is facing. The HCHHA organization has positive
reputation in the community as it provides quality healthcare regardless of caste-creed, religion
and gender, however it is also facing financial and organizational crisis. Therefore, a change
management plan has been proposed to combat the emerging problems of this organization. The
organization has a long-term mission and vision to achieve and maintain its core values. The
goals, strategies, team management, training plans has been discussed and to complete these
strategies the timeline needed and budget required has also been mentioned.

16
CHANGE MANAGEMENT PLAN
References
Al-Adwani, A. B. (2014). The Extent to Which Human Resources Managers in KNPC Believe in
Human Resource Investment. International Business Research, 7(4), 132.Cocks, G.
(2014). Optimising pathways for an organisational change management programme.
TQM Journal, 26(1), 88–97.
Gopal, S., & Kumar, D. M. (2015). Strategic interventions in tackling poor performance of
service departments: Study on Muhibbah engineering. Journal of Economics and
Behavioral Studies, 7(4), 6–13. Retrieved from
https://ifrnd.org/journal/index.php/jebs/issue/download/Issue_52/9
Henderson, S., Kendall, E., Forday, P., & Cowan, D. (2013). Partnership functioning: A case in
point between government, nongovernment, and a university in Australia. Progress in
Community Health Partnerships, 7(4), 385–393.
Kash, B. A., Spaulding, A., Johnson, C. E., Gamm, L., & Hulefeld, M. F. (2014). Success factors
for strategic change initiatives: A qualitative study of healthcare administrators’
perspectives. Journal of Healthcare Management, 59(1), 65–81.
Mutale, W., Stringer, J., Chintu, N., Chilengi, R., Mwanamwenge, M. T., Kasese, N., … Ayles,
H. (2014). Application of balanced scorecard in the evaluation of a complex health
system intervention: 12 months post intervention findings from the BHOMA
intervention: A cluster randomised trial in Zambia. PLoS One, 9(4).

17
CHANGE MANAGEMENT PLAN
Ovseiko, P. V., Melham, K., Fowler, J., & Buchan, A. M. (2015). Organisational culture and
post-merger integration in an academic health centre: A mixed-methods study. BMC
Health Services Research, 15, 417–443.
Rajaram, S. S., Grimm, B., Giroux, J., Peck, M., & Ramos, A. (2014). Partnering with American
Indian communities in health using methods of strategic collaboration. Progress in
Community Health Partnerships, 8(3), 387–395.
Reid, M. F., Brown, L., McNerney, D., & Perri, D. J. (2014). Time to raise the bar on nonprofit
strategic planning and implementation. Strategy & Leadership, 42(3), 31–39.
Shea, C. M., Jacobs, S. R., Esserman, D. A., Bruce, K., & Weiner, B. J. (2014). Organizational
readiness for implementing change: A psychometric assessment of a new measure.
Implementation Science, 9(7), 1–15.
Steinbauer, R., Renn, R. W., Taylor, R. R., & Njoroge, P. K. (2014). Ethical leadership and
followers’ moral judgment: The role of followers’ perceived accountability and self-
leadership. Journal of Business Ethics, 120(3), 381–392.
Traberg, A., Jacobsen, P., & Duthiers, N. M. (2014). Advancing the use of performance
evaluation in health care. Journal of Health Organization and Management, 28(3), 422–
436.
Walston, S. L. (2014). Strategic healthcare management: Planning and execution. Chicago, IL:
Health Administration Press.
Chapter 13, “Strategic Change Management” (pp. 291–307)