The Impact of Change Management

This assignment examines the crucial role of change management in driving organizational growth and development. It emphasizes how effective change management strategies enhance productivity by optimizing employee performance. The document analyzes the complexities of implementing policy and procedure changes, highlighting the significance of strong leadership in addressing challenges that arise during the process.

LEADERSHIP AND MANAGEMENT OF CHANGE
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Table of contents
Introduction......................................................................................................................................3
Critical evaluation of the issues related to the change management...............................................3
Critical examination of the beliefs and perceptions of change management..................................4
Evaluation and analysis of the impact of change on the leaders.....................................................5
Discussion of the solutions..............................................................................................................5
Conclusion.......................................................................................................................................6
Reference List..................................................................................................................................7
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Introduction
Changes in scenario of health and social care delivery in the 21st century is going to be
discussed. The issues, which are related to change management and its application to health and
social care. In order to change how the plans should be executed is going to be discussed, further
how these changes will affect the managers, the staff, and the work process within the
organization. It is imperative for the leadership to take control during the change management
process as this is the only way order can be restored among the organization or rather the
company. A discussion would be done on how the change should be introduced. Importance of
this change management is to be discussed. In addition, the effect which management will face
after these changes has to be discussed. How these changes will help the organization in its
growth. The working method or the work process for this effective change is to be discussed. In
this assignment, the various challenges the leader might face while implementing change
management within the organization is discussed in detail. In addition to that, the various ways
these changes help in the growth of the organization in particular and an industry as a whole is
analysed in detail.
Critical evaluation of the issues related to the change management
Health related problems are major issues today in the whole world. Earlier people with even an
acute disease lose their lives only because the absence of inadequate or required vaccination or
the medicines. However, in 21st century there are so many vaccination and medical facilities are
present that even the chronic diseases are curable nowadays.
Not all this is possible due to effective management, without proper management, organization
can run. Kuiper et al. (2014) stated that change is a very complicated and dynamic process. In
order for an effective management, change is very crucial. Change includes change in staff
change in the working process change according to the environment etc. All these changes make
this whole process very complicated.
Now leadership and change go hand in hand without effective leadership change is not possible.
In this 21st century, which is the age of technology use of latest technologies in health sectors,
would be a great help and will be highly beneficial to the people. However, use of technology is
not that easy the staff of these respective sectors should be provided with the training regarding
the use of these machines. Sanitation and hygiene should be maintained in these areas.
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There are several issues, which are related with the change management such as communication,
bringing about transition in organization and getting clear idea about the vision and mission of
the organization. By making an improvement in health and personal issues, these problems can
be handled. By improving inter-personal relationship, the communication problem within the
organization can be solved. There are some factors like communication, integration; motivation
etc should be taken into consideration. Kempster et al. (2014) stated that organisational changes
like change of personnel, remedial changes, some unplanned changes etc should also be
considered. The chosen scenario will be the existing rules and regulations. Based upon that
scenario the diametrical discussion will be met.
Critical examination of the beliefs and perceptions of change management
Changes are a part of the organizational development and it is imperative for the company to go
through a phase of a change management as it relates to growth of the organization. Renz (2016)
stated that without proper techniques implementation of the changes the growth of the
organization or rather the resultant factor can be challenging. Some members of the organization
find it difficult to adapt to the changes. Corazzini et al. (2015) stated that they perceive that these
changes could be harmful or unhealthy to them and may affect their power or position within the
organisation. Some may also see as a threat to their existing position or power of authority and
they leave no stone unturned to see that the changes can never be practical in the working of the
organization.
Certain steps or rather methods are to be implemented so that the changes that are to be
formulated within the working of an organization are successful. In order to implement them in
the organisation successfully and to make the workers and the staff members adaptable to these
changes some techniques should be used. The staff members and the workers should be
motivated and they should be convinced in such a way that they get to agree to adapt to these
changes in their workplace environment.. This can only be possible when these changes would
be in favour to them and the changes that are to be formulated goes in their benediction.
To implement these changes in the organisation the managers should be consulted, a discussion
should be done on these changes and how these changes will affect the organisation. In addition,
the service users will get the better services with these changes. Ljungholm (2014) stated that
organisation would be able to make more profit with these changes and ultimately it will be
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financially sound. Staff should be involved and they should be made to understand that why this
changes are important for the smooth running of the organisation in this competitive
environment.
Evaluation and analysis of the impact of change on the leaders
Change is often done for the betterment of an organization. Solomon et al. (2016) stated that the
managers of the organisation are also affected with these changes, as they are also superior
employees to the organisation. The impact of these changes is also to affect them in their daily
course of work. With these changes, the work of the managers can increase as they have to look
forward to these changes and how it will affect them. In addition to that, the employees and the
staff have to adapt to these changes accordingly. Effective change can only be implemented
when there is a leader in the organisation who can guide them to a right path that will help them
in the enhancement and enrichment of the growth of the organization. Fischer et al. (2016) stated
that a leader here is the higher authority, which commands the subordinates and helps them to
attain a specific goal that would aid in the growth of the organization and the company. Strength
is defined as a type of modification or a variable that can change a workplace environment
largely to meet the needs and demands of the people employed in it. It means that to offer more
remuneration to the employees by which they can be motivated to adapt to these changes. In
addition to that, it also involves it should be in a manner that growth of the organization and the
development of the industry as a whole. Weakness here would be that without proper leadership
or effective management the employees will not adapt to these changes and this can lead to the
downfall of the organization. Edwards et al. (2015) stated that leadership like trait theory, which
shows the effectiveness of the leader in convincing its subordinates to adapt to these changes.
Behavioral theories like making decisions using democratic or by authoritarian styles should be
presented to the staff.
Discussion of the solutions
For ensuring the planning and implementation of change in the organisation, there are certain
procedures, which ought to be followed. Initially, the identification of individuals and resources
associated with organisational change has to be ensured. Rossum et al. (2016) stated that the plan
should also be devised for ensuring the proper implementation of change. The proper resources
and individuals ought to be optimally utilised for ensuring the implementation of change within
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the health and social care organisations. While implementing change within the health and social
care organisations, the emphasis needs to be laid upon the good communication so that changes
can be implemented in a proper manner. The change management and implementation process
ought to be put under effective monitoring process. In addition, the changes ought to be
evaluated in terms of effectiveness and productivity.
However, it is important to deal with some of the potential barriers of change within the health
and social care through utilisation of effective leadership and management skills. Hornstein et al.
(2015) stated that the potential barriers with respect to the implementation of change are
resistance to the implementation of change, complexities, and competitive forces and so on. The
people ought to be educated about the need of changes in the organisation so that they can
understand its importance. The change management implementation process should be made
simplified. The competitive forces like changes in technology, market condition and economy
ought to be dealt in a proper manner.
Conclusion
Hitherto, the importance of the change management and the various ways the change
management aids in the growth and development of an organization has been discussed in detail.
The organisational productivity can be increased through the utilisation of the change
management in the enterprise. The productivity of the organization is largely dependent on the
output capability of the employees of any organization. In an organization, the change of the
policies and the procedures requires significant planning and the challenges prove to be a key
challenge to it. The importance of the leader in the leading of the organization or company is also
discussed in detail in the above mentioned section. It can be concluded that the leadership is
needed to handle the key issues and challenges that may rise due to the formulation of the change
management within the organization.
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Reference List
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framework. The Gerontologist, 55(4), pp.616-627.
Edwards, G., Schedlitzki, D., Turnbull, S. and Gill, R., (2015).Exploring power assumptions in
the leadership and management debate. Leadership & Organization Development Journal, 36(3),
pp.328-343.
Fischer, M.D., Dopson, S., Fitzgerald, L., Bennett, C., Ferlie, E., Ledger, J. and McGivern, G.,
(2016). Knowledge leadership: Mobilizing management research by becoming the knowledge
object. human relations, 69(7), pp.1563-1585.
Hornstein, H.A., (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2), pp.291-
298.
Kempster, S., Higgs, M. and Wuerz, T., (2014). Pilots for change: exploring organisational
change through distributed leadership. Leadership & Organization Development Journal, 35(2),
pp.152-167.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., (2014).
The management of change in public organizations: A literature review. Public Administration,
92(1), pp.1-20.
Ljungholm, D.P., (2014). Transformational leadership behavior in public sector organizations.
Contemp. Readings L. & Soc. Just., 6, p.76.
Renz, D.O., (2016). The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Solomon, I.G., Costea, C. and Nita, A.M., (2016). Leadership versus management in public
organizations. Economics, Management and Financial Markets, 11(1), p.143.
van Rossum, L., Aij, K.H., Simons, F.E., van der Eng, N. and ten Have, W.D., (2016). Lean
healthcare from a change management perspective: The role of leadership and workforce
flexibility in an operating theatre. Journal of health organization and management, 30(3),
pp.475-493.
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