HND Level 5: Implementing Kotter's Change Model in Bupa Care Home

This report addresses the application of John Kotter's 8-step change management model to Bupa Care Home, focusing on improving the quality of care services and worker engagement. The report highlights the need for change due to low worker engagement, client abuse, and poor service quality. It details each step of Kotter's model, including establishing a sense of urgency, forming a coalition, creating and communicating a vision, empowering employees by removing barriers, setting short-term goals, consolidating improvements, and reinforcing the changes to make them a permanent part of the organization's culture. The goal is to deliver the best quality of care, reduce abuse and neglect, ensure client safety, and increase worker motivation and satisfaction, ultimately meeting client expectations and organizational goals. The report references Kotter's work on change management to support its recommendations.

JOHN KOTTER CHANGE
MANAGEMENT MODEL
Presented by:
Name of the Student:
Name of the University:

INTRODUCTION
 For the change management, Kotter’s model (2011)
can be used by Bupa Care Home that consists of
varied steps:
 According to him, an organization drive change
through changes in leadership style or
organizational strategies having an impact on the
employees of the organization.
 If there is resistance to change, it becomes a
disadvantage for the whole organization in the
change process.
 Moreover, employee resistance can result in the
failure of the management to drive towards success
and excellence.

KOTTER’S CHANGE
MODEL
Therefore, taking the case study into
consideration, there is low worker
engagement impacting the quality of care
services resulting in client abuse.
There is also poor quality of health and social
care service where clients are subjected to
abuse and neglect.
 Establishment of sense of urgency: For
the implementation of change, it is important
for me as a new manager to direct the efforts
towards creation of urgency among the health
and social care workers.

 This urgency can be communicated
through meeting with the stakeholders,
Board of directors and other
stakeholders.
 The communication should suffice the
necessity to bring about the change in
the delivery of care service and worker
engagement at the Bupa care home.

 Formation of a coalition: After the urgency
is created in regards to the specific change,
the next step is to direct the efforts towards
formation of an effective team within the
organization and leader dealing with the
expertise team during the change process.
 Creation of vision: As the new manager, I
have to create the vision among the workers
in delivering the best quality of care and
reduce abuse and neglect ensuring safety to
the clients.

 This vision would be effective in delivering the
effective service to the clients.
 Communication of the vision: The vision of
providing best quality of care service need to
be communicated to the respective workers
directing them towards the common
organizational goal.

 Empowerment and barrier removal:
Various barriers and challenges are present
that resist change. The resistance from
workers to change can be overcome through
motivation and training.
 Short term-goals: To keep the workers
motivated and focused, it is effective to
introduce rewards and recognition for the
workers by Bupa Care Home on completion of
short-term goals.

 Consolidation, reassessment and
adjustment: In this step, workers are driving
towards change and working in accordance
with it
 delivering targeted and best quality of care to
the service users and high engagement.
 Reinforcement: This is the last step of
Kottar’s change management model where
the change becomes the part of Bupa Care
Home
 where there is best quality of care delivered to
service users and highly motivated employees
meeting client satisfaction.

REFERENCE
 Kotter, J., 2011. Change Management vs. Change
Leadership--What's the Difference?. Forbes online.
Retrieved, 12(21), p.11.