7BE005 Module: Entrepreneurial Change Plan for NHS Organization

This report presents an entrepreneurial change plan for the National Health Service (NHS), focusing on the implementation of business intelligence to enhance employee and consumer experiences. The report identifies the change situation, reasons for change, and the role of entrepreneurs as change agents. It discusses organizational readiness, conducts a stakeholder analysis using a power/interest grid, and undertakes a force field analysis to identify driving and restraining forces. The report also critiques the existing organizational culture and identifies potential resistance to change. Furthermore, it outlines the necessary steps for implementing the change program and includes an action plan, aiming to improve strategic performance, increase employee productivity, and gain a competitive advantage through technological advancements. The analysis covers various tools in business intelligence, the importance of employee training, and the impact of the change on stakeholders.

7BE005 Entrepreneurial
Change Agent

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
Identifying the change situation ..................................................................................................1
Identify the reasons for the change..............................................................................................1
Aim and scope of project.............................................................................................................2
Change team involved in the project ..........................................................................................2
SECTION 2......................................................................................................................................3
Discuss the extent of organisational readiness for this change ...................................................3
Undertake a Stakeholder analysis – Identify the different stakeholders and evaluate/ discuss
how much power/ influence and interest might they exert on the project ..................................3
Undertake a Force field analysis .................................................................................................4
A critique of the existing organizational culture – will this support or hinder change................4
Identifying key resistance ...........................................................................................................6
SECTION 3......................................................................................................................................6
Necessary steps to implement the change program.....................................................................6
Section 4- Action plan ..................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Entrepreneurs are taken as one of the most important persons in organisation as they act as
change agent. They are involved in bringing better changes by introducing new and innovative
products and services. This has assisted in increasing productivity and operational efficiency of
firm. It has also been analysed that entrepreneurs are the people who are being involved in
bringing something new and creative which is really necessary for growth of organisation. It can
also assist in achieving the target and mission. Present report will lay emphasis on National
Health service organisation (NHS). The National Health Service is the umbrella term for the
publicly-funded healthcare systems of the United Kingdom. Present report will lay focus on
identifying the situation of change. It will also analyse the reason for changes. Assignment will
also evaluate the change agents and team which are being involved in it. Report will also discuss
the extent of organisation readiness for change.
SECTION 1
Identifying the change situation
National health service organization is undergoing technological changes in order to
enhance experience of staff members as well as employees. In this organization will be involved
in making use of business intelligence for doing all tasks and also to improve the quality of
services provided. They are basically going through these technological changes in order to gain
competitive advantage. Business intelligence is basically being used to extract big data in order
to make better decisions. National health service organisation is involved in doing things by
making use of new ways. They are adopting these new innovations as to grab high amount of
market share and also extend their business in new areas. This change is really necessary as
employees are engaged in doing their work manually and because of it their work stress is been
increasing, so company is involved in bringing something innovative that is business
intelligence. This will assist National health service organisation in increasing consumer
experience and also lowering down stress level of employees.
Identify the reasons for the change
National health service organisation is going through these technological changes because
they want to increase productivity of employees and also they need to increase experience of
consumers. They have analyzed that making use of business intelligence will assist them in
making right decisions and also it will help them in increasing productivity. There are various
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tools in business intelligence which is being used by company (Cohen, 2016). Like for example
E-buddy, E-library, IT desk balance score card which will assist in increasing the knowledge
areas and management skills of workers. National health service organisation is also going
through these changes to attract more potential employees and also to increase their brand value.
These changes are also been done in order to get competitive advantage and also this will assist
in achieving the goals. It has also been analyzed that for going through these technological
changes, organization has been involved in doing better market research. It was necessary as this
has helped them in knowing about the trends and patterns going in market.
Aim and scope of project
The main aim of the project is to improve the strategic performance of business. It has also been
analysed that making use of business intelligence will assist organization in increasing employee
performance and also it will help organization in grow. National health service organisation will
be able to attract more potential workers. Business intelligence will also assist in increasing
knowledge and skills of workers which is necessary for gaining competitive advantage. The
main aim and scope of this change is to work within process of business so that knowledge can
be created and transferred throughout the company. National health service organisation is
adopting these technological changes in order to improve the business performance. The various
tools in business intelligence consist of IT and a knowledge sharing culture which assists in level
of performances of company. The BI tools also assist stakeholders in discharging off their roles
so that the strategic objectives of business are achieved. Going through these technological
changes assists National health service organisation in growing and extending their business.
Change team involved in the project
National health service organisation is going through technological change. They are
implementing BI as a tool so that organization’s strategic performance can be engaged. There are
different changes agents who are been engaged in implementation of this new and innovative
change successfully. It includes manager, chairman, owner, IT engineers, IT consultants, and
entrepreneur. This new initiative was the main idea of entrepreneur. This was been taken so that
organization can increase productivity of employees and make better and right decisions (Béland
and Haelg, 2020).
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SECTION 2
Discuss the extent of organisational readiness for this change
Organization is been engaged in doing the market research in order to know about impact of
change. It has been analysed that National health service organisation is ready for this
technological change. They have been engaged in improvising the productivity of knowledge
workers that face the transition from the industrial economy to an economy based on information
and knowledge. It has been analysed that for further bringing out this change it is really
necessary to train employees as only by this they will be able to implement the change
successfully. This is the extent to which organization is ready for the change. It has also been
analysed that for this change planning and evaluation has also been done. National health service
organisation has also been involved in making sure that better knowledge and training is been
given to workers. This will assist them in making sure that change is been implemented
successfully. It will also assist them in achieving strategic objectives.
Undertake a Stakeholder analysis – Identify the different stakeholders and evaluate/ discuss how
much power/ influence and interest might they exert on the project
Stakeholder analysis is basically been done in order to assess and evaluate the system so that
potential impact of change can be known to them which is relevant. There are various
stakeholders which will be engaged in the technological changes which are going to be
implemented by National health service organisation. In this analysis company needs to position
the stakeholder so that they can be able to decide about the actions which can be taken. Power
Interest grid matrix can be used for doing stakeholder analysis.
High power, highly interested people: These people need to be managed closely. It
includes owners, managers, and entrepreneurs of company. Firm needs to make sure that
managers of National health service organisation is fully engaged in making the changes and also
organization must satisfy the needs of resources which is been required by them. This will assist
organization in growing and keeping stakeholders interested.
High power, less interested people: The strategic partners are high power people who
can be less interested in the project. National health service organisation for this needs to be
involved in taking every move to keep them satisfied. This will assist them in achieving strategic
objectives.
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Low power, highly interested people (Keep Informed): This includes IT engineers, IT
consultants who have low power but are highly interested in project. In this National health
service organisation needs to make sure that every decision been taken by organization is been
transparently informed to them (Salamzadeh and Arbatani, 2020).
Low power, less interested people (Monitor): Staff members working on lower level
are the people who are included in this. For this stakeholders needs to be engaged in monitoring
their performance and also make use of effective communication to make them know about
changes.
Undertake a Force field analysis
When implementing the changes, it is really necessary for National health service organisation to
make use of force field analysis. This can assist them in knowing about the various obstacles and
barriers because of which their project plan can face issue in future. It is been used to determine
the factors which can force a situation and company can either face driving movements towards
achievement of goals or even it block their success. This includes the following:
Forces against change:
Staff fearful for new technology: It is one of the biggest obstacle which can be faced by
National health service organisation. There are chances that employees do not completely
understand the recent changes which are being associated by organization. This can lower down
the productivity and operational efficiency. It has also been analysed that their comfort zone is
been broken when the new changes are being implemented. This can also assist in increasing the
employee turnover, so National health service organisation also needs to develop strategy to
overcome this issue too (Pangriya, 2019).
Increase in cost: This is also one of the major issues which can be faced by organization. It has
been evaluated that National health service organisation is been involved in implementing the
use of various business intelligence tools. This can increase overall cost of company and also it
can act as issue. If emphasis is not been laid on this issue then project can got delayed.
A critique of the existing organizational culture – will this support or hinder change
NHS is a national health care service organization in UK. Being a healthcare organization,
it I important for NHS to consider its culture as it will impact various aspects of its service
related to providing health and medical facilities to patients. The organizational culture of NHS
is flexible in nature as it easily facilitates adoption of new technologies. There is fluent flow of
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information due to efficient communication practices. The employees have clarity of their roles
and responsibilities.
In recent times, technology has caused some big changes in the health care sector.
Technology has changed a lot in day to day life and the organizational culture of NHS has
effectively adopted the technological factors. With the help of mobile phone it has become easier
to reach out patients and provide them treatment as well as for follow-up (Stacho and et.al.,
2016). Hence, it can be assessed that the culture of NHS is supportive towards change as the
employees are properly trained for using advanced communication devices for the provision of
services. It is the internet access which has made everything easier and connected. Smartphones
are highly effective as they can collect data and people can even track their health status with the
help on mobile device, which in terms is a beneficial point in the health and care industry.
The researchers in NHS can access the collected data by use of specific software. This
becomes possible with the organization culture that supports a common platform for sharing of
medical data. It becomes much easier for them to process the collected data as the organizational
culture of NHS has easily adopted technological changes. Device like portable diagnostic are
now available at NHS which is user-friendly and easily accessible at home. Technology has
evolved with culture in time and for the betterment the devices includes of portable x-ray
machine, blood testing kits and different technologies to know the status of human body.
These type of modern technological health care machine can be life-saving tool for
everyone. There are also different tools with smart assistive technology being used by NHS for
people with disabilities and long term conditions to perform the day to day activities (Dhingra
and Punia, 2016). All such technological tools make life easy for the patients suffering. Device
like air purifier is a much-needed device and commonly used by NHS in the COVID era which
help purify the air internally can result in better breathing condition for patients suffering from
problems like asthma. Features like digital therapeutic which means treatments or therapies
being given on different source of technology like phones, tablets, laptops are also adopted by
NHS. Internet is a platform where different people can connect with each other and share there
experience regarding any medical terms or any health care issues without meeting them in
person. With the support of its efficient organizational culture, NHS has created such online
platforms to connect with the patients. Technology has made it much easier to operate from one
place only.
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Identifying key resistance
There are various things which NHS needs to account to build to its and overcome its
barriers where the barriers to technological innovation accounts to not adopting to the
technology by the employees and not accepting the same where it can account with adopting
traditional modes of doing the business which as a results leads to non effective functioning of
the business operations of the company and barriers also accounts with the capabilities of the
company in making huge investment as a result leads to proper planning and making up of
strategy. The company also account with the barrier of technology becoming obsolescence and
not be updated with high end technology which would harm business operation.
It can also account with the issues being pertaining to the security of the technology
where by the flaws and errors can account to fraud in the workplace at NHS where by this could
account to affecting the business operation.
The company needs to account this to minimise the same by having expenditure and
purchasing of technology which is being cost effective and accounts with meeting the
expenditure on the side of the company. It could also account to doing proper research and
selecting the best alternative which lead to having the technology which is upgraded and meet
with the needs and wants of its potential customers (Smuts, Lalitha, Khan, 2017).
SECTION 3
Necessary steps to implement the change program
Kurt Lewin's Change model
The model provides three steps which are unfreezing, changing and refreezing. Model
presents the practical and simple method to understand change process. Process of the change
covers creating perceptions for requirements of change and then moving towards new and
desired behaviour and solidifying new behaviour as norm. NHS has brought the technological
change in the organisation that has to be implemented successfully by the business. Change is
continuous process in the business environment and has to accepted so that it could make pace
with environment. Technological development is essential for making the business processes
easier and faster. The three steps of change management model are
Unfreezing
Before change is implemented first step is unfreezing as majority of people would resist
the change. Motive of the unfreezing is making people aware of how status quo or the current
level of the acceptability in the organisation is hindering. Management has to effectively analyse
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the existing processes, structures, people, values, belief and making them understand how
essential change is for the organisation (Cameron and Green, 2019). NHS being such a large
organisation has people with different values and belief and have become comfortable with
existing processes. Management could effectively communicate with the employees to explain
them necessity of change and how it would enable them in gaining the competitive advantage.
Changing
After the people are unfrozen they could be motivated to make a move. Changing stage is
also known as moving or transition stage that is marked by implementation of change.
Management has to be very active and vigilant as people are actually dealing with change, and
they might issue in adjusting with change. They have to make people understand the processes
through effective trainings and educating them about new processes. There should be effective
communication channels between the employees and managers so that they could identify the
issues exactly in the change process. They should be motivated continuously about importance of
change and how it would benefit them and develop their personality.
Refreezing
The refreezing stage is to symbolize act of stabilizing, reinforcing and to solidify the new
state after change. Changes made to the organizational goals, processes or people. Refreezing
stage is important to ensure that people are not reverting back to old ways of doing or thinking
used before implementation of change. Managers have to ensure the employees in NHS do not
lose the change from processes (Doppelt, 2017). They have to be cemented in processes and
structures of organization to improve the existing ways of doing things and thinking in better
way.
In order to effectively implement the change in an organization along with accomplishing
the success following are the crucial steps which are required to be accounted for.
Formation of the change teams: This step will requires formation of the teams who will
be involved into bringing change. The management will delicate roles and responsibilities of
each and every individual in order to make sure that every individual is aware of their job roles
and there is no confusion pertaining to it (Neill, 2018). The management is required to prepare a
separate budget which will incorporate all the expenditure that will be required to be incurred for
meeting up with the change requirement. As the budget is prepared, the resources can be easily
allocated for initiating the activities. Along with this, the management of NHS is required to
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prepare a timescale which will state about the time interval within which different activities will
be completed which will help in meeting with the change programme on time.
Review process: At this step, the management is required to consult about the
technological change it is willing to bring. This provides assistance to the management with
respect to how the change can be implemented and what are the crucial things that it requires
understanding before bringing the changes. This process reviews the budget prepared by the
organization in order to make sure it involves all the important components. Thus, this step is
very important based upon which the further steps are being undertaken.
New system identified/tested: There are different tools for Business intelligence which
can be implemented by the organization. Each of these tool differs on account of the needs and
requirement of the organization. The organization can make use of the SAP BI which offers
various types of analytical tools, Zoho analytics which is helpful in effective reporting and data
analysis and many others. These tools are required to be properly tested in order to make sure
that the selected system or the tool is well-designed and effective in meeting with the
organizational requirement.
Pilot programme: The organization needs to formulate a pilot plan which involves the
information in regard to the project opportunities and benefits along with the issues that might
come across. It also involves the solution in order to overcome these issues. It provides complete
summary pertaining to the change and the tips for moving forward. This is basically a feasibility
study which is for a short term trial which helps the organization in determining how the large
scale project can be carried out. This is also important as it helps in identifying and revealing any
deficiency in the plan before incurring huge amount of expenditure, time and efforts.
Changes to the organizational structure: By implementing the technological changes will
consequently lead to change in the organizational culture which will be in the positive aspect and
in case any negativity arises because of the resistance to change then the organization is required
to implement the strategy which will help in mitigating that issue (Erne, 2016). Through the
introduction of the latest technology with innovation, will help in making changes in the business
processes in terms of the activities is being carried out and the system to used. This will affect the
key people for whom the technological change is for. The people who are required to make use of
these systems.
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Staff training: In this step, the employees are required to be provided with the relevant
training pertaining to the systems they are required to work on. This step is very essential as if the
employees are not able to understand the usefulness of the new system and the way of using it,
then it will result into creating resistance to change in the organization (Imran, Bilal and Aslam,
2017). Therefore, it is important for the organization to provide training sessions to the employees
in which knowledge and understanding pertaining to the new system will be provided and how it
will be beneficial for the staff as well as to the organization in effectively accomplishing their
goals.
Communication plan: In order to effectively and properly communicate the plan, the
organization will prepare the communication plan which will state about the objectives, the target
audience to whom the change is to be communicated (Appelbaum and et.al., 2017). The next step
will be determining the channel of communication through which message or information will be
delivered to the key recipients. The method chosen by the organization should be the best and
effective in delivering the information. In order to achieve the communication objectives,
preparing a timetable will be a good idea. Based upon the research, proper steps for
communication can be executed.
Risk assessment of undertaking the change: There are various risks that occurs when
implementing the new technology. The management requires to analyse the risk that may occur
due to the introduction of the change (Hasselbalch, 2018). This change will might result into
creating cyber risk pertaining to the risk of the data, inability of the employees to understand the
change or digital risk of the change and many others. Therefore, it is important for management
to carrying out the risk analysis and based upon the findings should initiate the steps pertaining
to the mitigation of the same so that will help effectively executing the change management.
Overview of success factors: The management requires to effectively understand the
points or the areas which will help it in effectively achieving the success. On having a glimpse of
the success factors, the company can effectively work on ensuring that these factors are properly
evaluated so that assurance can be put on these areas so that management can work in other areas
which are weaker.
Therefore, through the way of effectively analysing these key steps will help in ensuring
that the organization will be able to accomplish the desired goals and objectives in a better way.
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These stages are crucial which will helps in determining that all the key areas and factors are
being considered and everything is being carried out as per the plan.
Section 4- Action plan
Milestones Strategies Time- scale
It accounts with
individuals and
employees lacking
interest to use the same.
The strategy of the company needs
to account with leading with the
programs and activities and
educating which leads to spread
awareness of technological
innovation and change and
communicating the importance of
the same which helps in
developing and understanding how
technology makes the flow of
business operation more easily.
It also accounts with continuous
training and learning programs
which leads to understand and
helps in operating the technology
and making to feel its individuals
comfortable in using the same as a
result will helps in effective
utilization of resources and
accounting with the company to
operate in more effective way.
It needs to be done withing 6-8
months from the date of start
as it is being required on the
end of the company to make its
employees used to the same.
The milestone account
with huge capital
investment
For this company needs to account
to adopt to the strategy where it
needs to account with that
company needs to save part of
money and not account to waste
It is daily process where the
company needs to save and
decide where the benefit can
be driven as a result leads to
having capital which purchases
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the money in unusual activities
whereby it needs to account with
investing in project which will save
money and also can account with
saving part of from the profits
which will result leading to
purchasing the technology which is
highly beneficial and leads wit the
operations of the company with
more ease (Atkin, 2017)
the technology.
The milestone also
accounts with using the
technology which is not
being obsolesce.
It accounts with company to have
effective research and development
team where by it helps in assessing
with various flaws and errors and
accounting to make improvement
in the same which derives the
security of various transaction and
leads to serving the needs and
wants of its customers more
prominently .
It needs to account with
researching on monthly basis
and checking the technology/
CONCLUSION
It could be concluded from the above report that the entrepreneurial change is essential
for the business for effective functioning and doing the processes in more better way. Managers
and executives have to assess the change going in the business environment and adopt it for the
business to make competitive in market. There are different models for implementing the change
effectively in the organisation. If company do not accept change from the business it could face
issues and will have to incur increased cost.
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REFERENCES
Books and Journals
Appelbaum, S. H. and et.al., 2017. Factors that impact the success of an organizational change: a
case study analysis. Industrial and Commercial Training.
Atkin, D., and et.al., 2017. Organizational barriers to technology adoption: Evidence from
soccer-ball producers in Pakistan. The Quarterly Journal of Economics, 132(3),
pp.1101-1164.
Béland, D. and Haelg, L., 2020. Mapping policy agents: policy entrepreneurs, advocacy
coalitions, epistemic communities and instrument constituencies. In A Modern Guide to
Public Policy. Edward Elgar Publishing.
Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Cohen, N., 2016. Policy entrepreneurs and agenda setting. In Handbook of public policy agenda
setting. Edward Elgar Publishing.
Dhingra, R. and Punia, B. K., 2016. Impact of Organizational Culture on Employees’ Readiness
to Change A Study in Indian Perspective. Journal of Management Research. 16(3).
pp.135-147.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Erne, R., 2016. Change Management Revised. In Organizational Change Management
Strategies in Modern Business (pp. 1-23). IGI Global.
Hasselbalch, J. A., 2018. Innovation assessment: governing through periods of disruptive
technological change. Journal of European Public Policy. 25(12). pp.1855-1873.
Imran, M. K., Bilal, A. R. and Aslam, U., 2017. Knowledge management strategy: an
organizational change prospective. Journal of Enterprise Information Management.
Neill, M. S., 2018. Change management communication: Barriers, strategies &
messaging. Public Relations Journal. 12(1). pp.1-26.
Pangriya, R., 2019. Hidden aspects of social entrepreneurs’ life: a content analysis. Journal of
Global Entrepreneurship Research, 9(1), pp.1-19.
Salamzadeh, A. and Arbatani, T.R., 2020. Developing a Framework for Understanding How
Media Entrepreneurs Act: An Actor-Network Perspective. In Contemporary Applications
of Actor Network Theory (pp. 77-98). Palgrave Macmillan, Singapore.
Smuts, R.G., Lalitha, V.M. and Khan, H.U., 2017, January. Change management guidelines that
address barriers to technology adoption in an HEI context. In 2017 IEEE 7th
International Advance Computing Conference (IACC) (pp. 754-758). IEEE.
Stacho, Z. and et.al., 2016. THE ORGANIZATIONAL CULTURE AS A SUPPORT OF
INNOVATION PROCESSES'MANAGEMENT: A CASE STUDY. International
journal for quality research. 10(4).
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