Change Management Strategy in an Organisation

Change is inevitable: it is brought about by globalisation, change in customer needs, and technological developments among other factors. As much as change is inevitable, the nature of human being resists change; how well an organisation adopts to change, determines the competitive a company.Advertising We will write a custom report sample on Change Management Strategy in an Organisation specifically for you for only $16.05 $11/page Learn More Leaders have the role of implementing strategies to effect change effectively in their organisation. Change may be rapid, where there is minimal time to plan and adjust processes and products in line with the expected change (Hayes 12-23). This paper discuses change management strategy in an organisation. Strategy A strategy is a thought system and process to be followed, with the aim of attaining certain set objectives. The strategy may be made by an expert, or it can be developed internally in an organisation to ensure that better processes have been adopted. Implementing and managing a strategy is the final stage of a strategy, where elements and components of the strategy are put in place. In the case of change, a change strategy should be implemented and pioneered by change agents. Change management strategy Leadership of an organisation has the mandate of implementing and managing change. Businesses, countries and the world in general is facing massive change and developments, there are transition and development in different areas. Change should be gradual but should adopt a pace that ensures that the organisation will benefit from opportunities offered by change or mitigate any threats offered by changes in business world. An effective change management policy will ensure a smooth transition from old process development methods to the new form of production. Objectives of a change management program There are different reasons why change should be undertaken in an organisation. The pr evailing condition offers the objective to meet by the change process. Major objectives of a change management strategy are: Improve current working condition; this is through adoption of modern or relevant strategies, for example to implement risk management strategy, there are some change that need to be accommodate in an organization Adopt a different way of doing things and take advantage of available opportunities as other business opportunities are created Make new combinations of resources in an organization; this is mostly when better combination ways have been innovated Adopt new technology; scientific innovations and developments have resulted to technological innovation that robust organization should adopt for efficiency and effectiveness in internal and external processes. Change of business, target market, production formulae, management, job schedules, job description among other; this is where an organization need to take a different approach in business Have a diff erent human resource management system, computer system among others Change management program The success of a change program is dependent on how employees in the organisation are going to adjust and the way they will perceive the change. The attitude towards change determines whether the process will be affected effectively or not. The change agents should take certain deliberate measures and follow a well thought process that is influenced by organisational culture of a company.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To implement a change strategy, the following process should be followed: Planning change This is where the need for a change in an organisation is recognised; at this stage, an analysis of prevailing condition in the industry is important. An internal and external audit is conducted to ensure that current position in market is recognised. Change agents should und ertake massive research on an area of deficit recognised so that they can devise appropriate mechanisms and strategies to an effective solution (Newman 56-78). Pilot study and management sensitisation After the area that need change has been recognised, the report of the change should be discussed with top management. This is a very important task since how well top management understand the change to come in an organisation, the more support they are likely to give to the change. Through brainstorming and involvement of experts, alterative are devised; if there are past organisations that have implemented any of the set alternatives, its performance should be evaluated. The risk areas are established to ensure that mitigation measures have been established. It is at this stage that the best alternative is chosen; this stage may take varying durations depending with the urgency of the problem at hand, however it should address all areas. Staff sensitisation and involvement After the management have decided on the way forward, before taking any step further, they should involve their employees at all levels seeking their support. At this stage, employees are likely to have a number of questions regarding the change and how will be affected by the change. Change agents should be well versed with the expected change results and the effects it is likely to have on employees. In case some employees have some recommendations to the change, their views should not be locked out but should be included in the change process as long as they will not contradict the objectives targeted by the change. Employees should be made aware that they are part and parcel of the change process and the process should not be implemented on them rather they should be fully involved in the change process (Sadler and  James 34-46). Consolidating change When all things are set to go and attitude of employees towards the perceived change is positive, then the new strategy of doing things s hould be launched. Before switching the old strategy of doing things, the new strategy and the old one should be run concurrently to give a testing chance of the new strategy as employees learn and adjust to the new system.Advertising We will write a custom report sample on Change Management Strategy in an Organisation specifically for you for only $16.05 $11/page Learn More Sometime there are improvements that become necessary after implementation; such improvements should be done before the old system has been switched off. Support, monitoring, improvement and control of the new system should also be embarked on. Managers role in change Management Leaders in an organisation are mandated with the task of pioneering a business to its desired objectives; they are the change agents. In transitional period the leaders is the one who guides subordinates to the desired path. They make rules and policies to be followed in attaining the goals: without disregar ding their subordinates. Change needs to be planned at all, times when it is being implemented and conducted in such a way that it will be accepted in the business (Hiatt and Creasey 8-12). Change best practice Change Best practice is the approach that a company can adopt to undergo the change process effectively; it involves accommodating all people. Although different strategies of change management are used in different companies, John P Kotter’s has come up with an eight-stage change best practice model, as follows: Increase urgency After the top management has understood and backed the change process, change agents goes down the hierarchy to create awareness on expected changes in the company. Focus is on the specific departments that will be affected. Having round table meetings where the expected change is discussed is necessary. Relevant inputs from employees are accommodated. Build the guiding team At this stage, people have diverse views, fears and optimisms; depend ing with an individual. Change agents should work closely to explain finer details of the projects and remove doubts and tensions created. This stage call for professionalism since it can break the entire system if a negative perception is created in the mind of the employees. Communicate for buy-in This stage, employees undergo necessary training on how they are expected to conduct themselves after the change process. Those employees who are still resistance should be given one-on-one approach where issues and their fears are aired out. Empower action Change agents guide the employees to see the practicability of the new way of doing things, depending with the development; this stage can be delayed to later date. Any issues and misunderstandings are polished at this stage as employees learn more about the new system and its operations. Note at this stage, the old system still is on.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Create short-term wins The new change is given a full test without doing away with the old one. The new system dominate in activities, this stage gives the company the chance to evaluate the new system as employees learn it further. Don’t let up In case the new system has disappointments, it should not be done away with; it should be reinforced and accustomed further for the business. Make change stick At this stage, the company will have understood the change and ready to work with it. The old system is switched off and mechanisms mechanism to evaluate, appraise and upgrade to the new system are put in place (Sadler and  James 45-76) Conclusion People are static to change; however, if an organisation implements an effective change program, then change can be smooth and effective. An effective change strategy should involve employees of an organisation at different levels and sort for their continued support. Works Cited Hayes, Johns. The Theory and practice of Change Manag ement . New York: Palgrave Macmillan, 2010. Print. Hiatt, Jeff, and   Creasey Timothy. Change management: the people side of change. Colorado: Prosci, 2003. Print. Newman, Janet. Modernising Governance. Belmont: SAGE Publications, 2001. Print. Sadler, Philip, and  James Craig. Strategic management. London: Kogan Page Publishers, 2003. Print. This report on Change Management Strategy in an Organisation was written and submitted by user Tanner Park to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

buy custom The Relation of Emotional Experience and Expression to Nursing Career essay

buy custom The Relation of Emotional Experience and Expression to Nursing Career essay Researchers claim that there are several influences on emotional experience and expression. From the health nursing perspective, the ability or inability of a person to express emotions can be viewed as a medical condition. It can be diagnosed and the victim subjected to treatment. Additionally, both emotional experience and expression are dependent on an individual's past experience that encompasses the environment he/she is living in. Depending on the nature of risk, individuals will express their emotions differently, which will help to make an accurate diagnosis. According to Wade and Tavris (2000), several variables affect the way people experience and express emotions. The authors provide display rules, technology, emotional cognition, gender and its roles, emotional intelligence, and personality (Wade Tavris, 2000). These factors can be either causes of emotional and behavioral diseases or symptoms of the diseases. They are important in the nursing profession to identify or help diagnose an emotional problem. They inform about the type of a patients background, which, undoubtedly, may be the cause of emotional problem. Additionally, these factors, for example the display rules, show how different people who suffer from emotional diseases will express themselves. This, in turn, will give a hint on the level of the disease. In the nursing profession, emotions are used to diagnose post-traumatic stress disorder (PSTD). With the disease, people show different emotions. The disease comes as a result of unsatisfactory lifestyle or condition that one might have experienced. The ideas discussed in the book, such as culture, are important in determining the cause of the disorder (Wade Tavris, 2000). When people come from a culture that does not allow them to express themselves in the way they would like to, they will succumb to stress over time, which will influence on the way of expressing emotions later in life. The authors provide a good example by describing a situation in Japan where people are not allowed to expressemotions to people of their culture. In this case, people who probably have been hurt by their friend who is from the same culture will not express their feelings. The anger will accumulate and will only reveal in the form of a disease, PSTD. Additionally, geography of a place will help a registered nurse (RN) who is managing a case or is in the process of diagnosing to understand the disorder expressed by the patient. A patient with PSTD will likely show signs of the disease depending on the area he/she comes from. People from different geographical locations express emotions differently (Wade Tavris, 2000). For example, people living in South America touch each other more often than people in the north. Patients in America having PSTD would be suffering the effect of seeing their loved one being touched by a friend or neighbor, and they may interpret it as infidelity. As such, they will develop stress and may change the way of expressing their emotions. Such information will assist the RN to arrive at a correct diagnosis. The other members of subgroups within bigger cultures will experience moments that will interfere with their emotions, experiences, and expression. The information about the link between subcultures and emotions is helpful to a nurse in diagnosing PSTD (Wade Tavris, 2000). A good example is people who form a religion that believes diseases are curable, and they do not have to go to the hospital for treatment. A member of such a group may develop a disease and never consult a doctor. As a result, such person will progressively change regarding the type of illness they experience. All the aforementioned factors including technology use, gender roles, and sex of an individual give important information for an RN to diagnose PTSD. On the other hand, such information is also helpful in explaining the type of behavior or level of the disease (Wade Tavris, 2000). A patient with PSTD will either show intensification, de-intensification, simulation, inhibition or masking. An RN will be in a better position to get to the starting point of the diagnosis. A persons behavior is a helping factor in the management of the disease. A good example is when a PSTD patient will mask his/her genuine emotions. In that case, an RN will try to investigate the reasons that make the patent mask the emotion, and upon identifying such objects the medical workers will be in a position to administer change mechanisms. Moreover, information about emotional experiences and expression is helpful to the nursing fraternity in determining the type of emotional and behavioral disorder of a patient. Information about emotional intelligence will guide an RN in understanding the ability of a patient to accurately perceive emotions, understand them, and provide room for their growth. Such information is used in testing the effectiveness of treatment methods that patients have been exposed to (Wade Tavris, 2000). When a patient with an emotional disorder including PSTD arrives at a hospital and is put on medication, it is crucial to review the medication periodically in order to determine that it is working as planned. One way to do this is by testing the emotional intelligence of a patient. Results obtained will demonstrate if the case management plan should be restructured. Undoubtedly, nurses also use information about emotional contagion to diagnose a patient with emotional problems. Information about contagion is necessary for medical science as it shows the extent to which a patient can mimic other people's emotion. If they are in a position to mimic, then an RN will be sure that they are fit. If they are not, the nurse will be informed that the patient has an emotional problem hence emotional disorder (Wade Tavris, 2000). Additionally, information about a patient's personality is used in diagnosis. It helps a nurse to understand the reasons why the patient suffers from a particular emotional problem. Thus, it will guide the decision-making process of the nurse regarding the type of environment which they should expose the patient to in order to ease the process of healing. Buy custom The Relation of Emotional Experience and Expression to Nursing Career essay