Question

Research the various change models used by organizations today. After assessing these models, create a change model conducive to a hospital setting that will work within your organization's culture. This model should serve to implement a strategic process that can help your organization integrate a change and respond to the internal or external driving forces that affect organizational success. Create a visual representation of your model using a graphic organizer of your choice (flow chart, concept map, etc.). The design of your model will be unique and relevant to your organization, based on a critical analysis of its culture and behavior. However, your model must demonstrate the necessary steps for realistic implementation. I am in the healthcare profession- nurse leader. Just need help getting started...

Answer 1

ANSWER SLIDE -1 :- CHANGE MANAGEMENT :- --> SLIDE - 2 :- INTRODUCI&ON - In a world full of moders and Systems that are constantly changing and the Economy as well, It has become necessary to have a management System that is flexible and capable depending on the situable at hand . It is for that reason, that change management models were developed, The Essence of change management mode is was to Provide organisations with a way and a system through which change can be implemented without causing disouption in the way an organisation opeod tos. SLIDE - 3:- 32GNS THAT NECESSITATE CHANGE.(BY, Buones, y oswick, 2011) Froo change to be implemented, there are things that in the past used to go right by Current Que not.

» Some of the for a change Include. sign ana that could possible signals management System model a) The profits made by the corporation coe) from. it the profit decreases, there will be need to Considere dievising the management System to be able to get the best out of one's Employees. abs Employee turnover in the organization. In the level of turnover in the organization is high, there is need to look at the management System in the organization. SLADE - 4;- SIGNS THAT NECESSITATE CHANGE [8y. Burnes, &z oswick, 2013 ico The number of complaints raised by clients and customers. the in the Economic levels and State of industry that one is operating in. o in the number of employees working an organisation, in

52DE -6:- KOTTER'S & CHANGE MODEL (VITET, 2014] THIS MODEL WAS Founded by leadership guru Mr. John Cotter. In his research he found out that only 30% of organisations that implemented change in their way of operation Ended up being successful using their new plans. All the other organizations Either Ended up going back to their old management model Low wind up business, He found out that this mostly happened as a result of a luce of a formula with which organizations can implement their change with → 8 % a result of this backe ground that the kotter's & Change management model wal Created. CLUDE -7- KOTTER'S 8 CHANGE MODEL AVL The Kotter 8 steps management model is made up of a steps. They include: can creation of sense of urgency be creation of guiding coalition.

it) change in structure and way of operations of competitors. All of the above are signs that a company , Organization needs to apply a change in their management model and system. SLIDE - 5:- KOTTER'S & STEP. CHANGE MODEL CV LIET, 2014) Kotter's . step Strange model cvliet, 2012 8 step change model - Kotten (gueding ondition Changen Consolidas Promovements Rotters 8-step Chonge model Create Windon for Charge Create comunican 900 Vision Removal obstacles)

10 Creation of a vision that will be used to implement the change. id, communication of the vision to the various Stakeholders the organization. ie, Removal of the likely obstacles that might - prevent the change from taking place. SLEPE 8; korter's $ CHANGE MODEL (VL8E7,2014) Creation of shost term goals that the team I will need to give their all to achieve. as con soli dertion the improvement and working - more on them to crete an even better boud. y Anchoring the company on the kind of Changes made. MATHS TO EVALUATE NEED FOR CHANGE - (GILL, 2002] to be able to evaluate the need for change there are several methods that can be implemented to address that, The first method is to interview the employees so that they can be able to tell their side of the story and whether they are happy

in the applied with the current system topy if they need a chauge. → The other way is through analysing the management Septem of competitors and Checking if it is working for them and in which ways. The other way is by conducting a re trends that are currently being applied Industry and their impacts o an organisation, Lastly, the company can conduct a survey and and involve the customers in deciding the next management model that the organization needs to operate under for Effective management, FOR CHOOSING TEAM MEMBERS [FORSTER, 2002) For a person to be able to be in the team that has been tasked with the work of Steeling change in an organisation, there are Certain Qualities that they need to have To be able to choose the right members, there needs to be an announcement regarding the planned change and the vacant Committee membership positions,

Based on their by theie dieepeeti ve be a shortlist of acheierements and referrals department beads, there will probable candidatel, Slide-l!: eviteria for choosing Team members (forster, 2002) > After being shortlisted, the shortlisted individuali 1. will have to sit down for an interview, where their skills and problem Solving abilitien will be tented. There will be a panel made up of committee heada that will sit and come up with the Candidates for the positions based on their knowledge of the Stichtlisted individual, their successes and their personal characters Slide -12 : Communication strategy * In any Sganisation, for people to push forward as a team there must be communication between the participating members vertisement for sitions would be the vacant as in this regard, the advertisement for the positions would be done. Committee membership done through the assuance and circulation of memor in the office. The head of the Committee an implementing the Change will be the head of the tank force and he will be independend away from the influence est departmental heads. > Briefs regarding the progress of the project will

be done in meeting that will be held weekly over the weekend => should there be positions to be filled by members outside the company, the company will advertise the vacancy in the print media expecially in neunpapers Slide - 13: Strategies to gather stakeholderu support for this new change to be implemented there are ways that are needed to ensure that the entire team Iis on board and that there are not too many opposing views. To be able to do their the following will have to be done; > The shareholders shares will need to be increased to make them more mindful of the desired change that might triple cor double their share.a. > Por the employees, the new members that will be Elected to the Special Committee will be able to have access to benefits as a result of the Extra load of work. =for the management, a good study will have to be done to prove to them this is the way to go by showing them that this is the way through Examples of the benefits that have been

l Members Members will as well continue to be Educated on this new sustainability program they can be better at this management change and how model. > the organisation should never stop setting long term and short term goals to ensure that the dream the organization has acheived. Employees that have actively contributed to the change in the system will need to be recognized and answered, SLIDE - 16:- REF£DENCES By R., Burnes, B., & oswick ; C. (201). Cheuge management: The Road Ahead. Rournal of Change !! (i), management, in bo hit pill da, doi org/10.1080/14697017.2011.548936. to plana Forstel, Survive (01) Survive P. (2002). plan to 391-397 Strategic Change 128), http://dx.doi.org/10.1002/jSG. 616,

Gill. R. (2002). Change management -(os) Change leadership? Tournal of Change management, R3 (4) 307-318. http://dx.doi.org/10.1080/ 7100238U5. SUDE -7: REFERENC Esir culture Kotter J (2008). Developing a change a friendly leader to heades 2008 (us), 33-38 , hitpilldx. doi.org 110.1002 1171.276 Vliet, v. (2017), kotter's 8 steps Change model: learn to lead organizational change. Too shero.com, Retrieved 3 January 2017, from http://www.tooi shero.com) Change - mowongement 18- Step- Change - model – kottell

as a result of acheived by other companies this new method. SLIDE - 14:- IMPLENTATION to be able to implement the new change the whole organisation need to cleated and Edulolet about this change and the reasons for the change as well. This will make them aware of their tasks and responsibilities under this new Change. The team should make sure that the budget is right to be able to facilitate transition, - Seminars and conferences will be held to ensure that the organization is ready to survive Os gomizational change. SLPDE -15; SOSTA ENABILETY to be able to sustain this new change. Evaluation and assessment should be done on a reguices basis to ensure that the plan that is being implemented as soooly being a success and that faults are corrected.