CLC - Primary Care: Organizational Development & Change Analysis

This presentation provides a detailed analysis of organizational development and change within a primary care provider application. It outlines a comprehensive action plan, including steps for change implementation, employee interventions (introducing, preparing for, and combating resistance to change), and the application of Lewin's Change Model. The presentation focuses on maintaining and enhancing staff productivity, gaining revenue through increased customer numbers and transactions, improving quality via staff adjustments and patient-centered care, and keeping employees motivated through strong authority and incentives. It addresses handling resistance to change through communication and employee involvement, emphasizing the importance of managerial skills in the healthcare sector. The conclusion highlights change as a continuous process vital for organizational development and gaining a competitive advantage.

CLC - Primary Care Provider
Application: Organizational
Development & Change
Ashley Ballesteros, Dan Bumanglag, Billy Hayden, Emily Perez,
Hailey Perez, Emily Purucker and Bonnie Strauss

Introduction
Group White will discuss:
◦ Detailed Action Plan
◦ Detailed Steps
◦ Information for Change Implementation
◦ Employee Interventions:
◦ Introducing Change
◦ Preparing Change
◦ Combating Resistance to Change
◦ Lewin’s Change Model
◦ Maintaining/Enhancing Staff Productivity

Detailed Plan
Gain Revenue
-increase customer number
-Increase transaction
-raise prices
Improve Quality
-Staff Adjustment
-patient centered care
Keep Employees Motivated
-strong authority
-incentives

Detailed Steps
billy

Change Implementation
Bonnie

Change Implementation
Bonnie

Employee Interventions -
Introducing Change
● Prioritize goals to help employees understand
the change
● Collaborate on new ideas for the implementation
process
● Listen to ideas and concerns of the employees
○ Involve them in the change and
implementation

Employee Interventions -
Preparing Change
➢ Leaders must be prepared for change primarily
➢ Include hard factors
○ Adequate trained staff to implement change
○ Time frame
○ Financial costs
➢ Include soft factors
○ Organizational culture
○ Motivation
➢ Employee engagement
○ Questions
➢ Solid processes

Handling Resistance to Change
◦ Resistance is any barrier hindering and delaying change process in an
organization.
◦ Employees resist change due to various reasons like fear of losing job.
◦ Organizational management can succeed in implementing change by
overcoming employee resistance.
◦ Overcoming resistance plays a key role in implementing the change process.
◦ Hence, managers ought to utilize various techniques like education to
persuade employees to embrace change.

Handling Resistance to Change
◦ Handling resistance requires a collective responsibility from all the key
stakeholders and initiators of change.
◦ Employees need to be involved in the change process and all their issues
addressed.
◦ Communication is used to train and educate employees on how to handle
new business processes.
◦ When resistance goes down, the level of commitment among the employees
goes up thus making change process more effective.
◦ Hence, in order to increase acceptance, a good communication plan should
be developed to educate and persuade employees to adopt, embrace and
accept the change process.

Lewin’s Change Model

Lewin’s Change Model - Maintaining
and Enhancing Staff Productivity
Unfreeze: ...
Change: ...
Freeze: ...