Change management is one of the essential aspects of an organization to incorporate to sustain in the globalization era where a change in the global markets are consistent and sudden. The innovative trends in the technology and the competitive environment have led to the generation of a consistent need for the organizations to incorporate changes in the frameworks of their business in the orientation of the imminent and development expectations. This has also lead to the need for the having efficient leaders in the organizations (Beadel, Smyth & Teachman, 2014).
The leaders need to be competent in understanding the current requirements of the companies and they need to justify and prove themselves to be supportive and effective in proving suggestions regarding the apt form of organizational changes that is appropriate for the organization at the prevalent time by utilizing his experience and implement the changes in orientation to the objective and goals of the organization successfully by using his own strategies (Boswell, Anderson & Barlow, 2014). Various industries, especially the organizations of the health industry face different kinds of disruption from the new forces of the society; organizations are in the increasing need to make constant changes in the business framework so as to keep up with the upcoming demands.
This further leads to the creation of barriers for the leaders in the business as they have to formulate a strategy for the management of the change process along with the requirement of keeping the employees engaged and on board throughout the process. It is important that the leaders having farsightedness and pioneering ideas and qualities are required in order to achieve success in the organization change. The pioneering ideas of leader have the ability to increase the possibility of success of a leader to obtain the anticipation fulfilled. A leader needs to have strategies of pioneering and rational prediction which are the two most basic characteristics which would make him competent in managing the transformation in the organization (Casali & Day, 2010).
A leader can be defined as a person who initiates the pathway for development for his subordinates and followers and obtains assurance from his followers to his set path. His associates are then inspired to achieve and accomplish the objectives of his tracks (Cortis, et al., 2013). The leadership in the organization has a basic function in the refinement and development in the organization. The organizational leadership influences the employees in a health care organization to tackle the conflicts, as sit in the attainment of the objectives of the organization in the best possible way.
A leader who is competent brings changes in the health care organization in a successful manner through his strategies regarding the visions. Strategic leadership is adept to assure the compulsive transformations for the future that has become mandatory at least in the health care organizations. The activities of the leaders that are expedient are needed for the continual survival and success of the organization. Thus, it is evident that a successful organizational change depends on a lot on the competent leader who has great power of visualization (Daglio, Gerson& Kitchen, 2014).
The leader is supposed to be accountable for the promotion of changes in the health care organization and is very much important for the implementation of the organizational change to be successful. Most of the health care organizations realize the importance of having the competent leadership to be regarded as one of the basic factors that are essential for the improvement of the entire performance of the healthcare organization even in the scenario changes (Day, 2014). Leaders who are intellectual should inculcate immense abilities and acquire talents form their previous experiences and involvement which assist them to tackle the responsibilities in a competent manner.
It is to be noted that proficient leadership is necessary to tackle with the changes in the organization. A competent Leader should have the capacity to confront the hurdles that prove to be barriers in the acclimatization process of administration to the change in work culture. This will include the issues regarding the privacy, problems associated with ego along with hushed culture. A leader needs to have the skills that are compulsory for the successful implementation of organizational changes (Elliott, 2017).
The manner in which the work in organizations is evolving constantly is helping in the fostering of a culture within the workplace that assists in empowering the employees. Organizational culture varies from the culture of the world (England & Girginov, 2013). Work culture refers to the environment that surrounds the employees and the management all the time. Workplace culture is a powerful factor that shapes the enjoyment of work, the relationship of the work and the process of the work. Culture is something that cannot be seen other than its physical manifestation in the organization.
Culture in the health care organization is made of beliefs, underlying assumptions, values, experiences, interests, habits and behaviours that are shared by a group of people in the workplace. The culture of a health care organization consists of all the experiences of life that every employee brings to the health care organization. The work culture is influenced by the executives, founder and other staff of the management in the organization because of the participation in the making of the decision and the direction of strategies (Finkelman, 2015).
The work place culture in the health care industry is represented in the decision making, symbols, language, and daily practices of work of a work group. The work culture describes the behavior which represents the fundamental norms of operation in the work environment (Harris & Associates 2006). The aspects of the work culture are made to support the success and progress and other factors which impede the progress of the work. Employees in the healthcare organizations learn and adapt culture by having interaction with other employees.
The organizational culture that any employees in the health care organization learn and experience through the aspects that are shaped by the leaders of the organization such as executives, managers, and colleagues. The role of leaders in bringing about changes in the organizational frameworks which would have implications on the work culture is a very critical task. Changing the workplace culture through the organizational change is found to be one of the hardest tasks that a leader has to make (Harrison, Hickey & Campbell, 2015).
It can be extremely difficult to bring about organizational change which would have changes in the workplace culture as the human resource instinctively rejects any change in the health care organization (Hulcombe, et al., 2014). It is found that in order to obtain effective organizational change it is required for the leaders to win the minds and hearts of the followers and co-workers and to achieve the leaders to be cunning regarding the approach the creation of the culture of the health care organization.
It was found that the leader to change the culture of a workplace so as to bring changes in the organization, identifying and addressing the base of the problems in the healthcare organization. A leader needs to understand that there would be many obstacles while bringing about changes in the workplace, however, the leader needs to get individuals come to the side of the leaders. Changing the culture of the organization as an aspect of changing the frameworks of the organization depends on obtaining a common framework (Jones & Harris, 2014).
This framework can be utilized in different ways devised to get the individuals to share their experience regarding the manner the individuals across the health care organization deliver outstanding performance (Joore & Brezet, 2015). Recently, the health care organizations have been working on the competency frameworks that are the phrases and words that defined the knowledge, attitudes, behaviours and skills that the healthcare organization admires and that individuals need to perform their tasks in a good manner.
The competency frameworks have not only providing as a firm foundation for the management of talent regarding the workplace change. They provide a transparent backdrop for the queries and engaging the individuals to share their experiences about what they are good at. By using the framework of competency has been found to be the best way to generate different experiences that denote the best aspects of the health care organization which changes the workplace culture effectively (Jooste& Cairns, 2014).
The need for the leaders to bring about change in the organization requires facilitation of the formation of the transformation of the workplace that takes place in the orientation of the objectives and visions of the health care organization. The change in the frameworks of the organization has to be aligned with the personal and professional vision and objectives of the employees (Kezar, 2013). The leaders need to make the employees willing to accept and emotionally invested in the organizational changes in the frameworks.
A compelling objective or vision provides the orientation and direction along with a sense of inspiration and purpose for the organizational changes in the business frameworks. When the leader devises the vision in a manner that appeals to the needs of the people for the achievement and meaning that the individuals would understand the requirement for change it will be oriented with the purposes of the health care organization. Thus, the leader can intrinsically inspire and motivate the individuals to change their behaviours (Kislov, et al., 2014).
Most importantly, this is not included in the vision that is enforced on the employees but the one which the staffs jointly make. Leaders need to give importance to the prevailing mission and vision statements of the employees and the organization which would clarify and measure the purpose and objectives of the health care organization (Kotter& Schlesinger, 2008). The statement of the mission is required to be considered by the leaders while bringing about the organizational change.
Strategic plans would be implemented that would include the change in the mission statement in order to reflect the new orientation and direction of the health care organization. Putting emphasis on the benefits of the change and reducing the deficits would help the employees and the management to adapt the change. Just like the mission statements, the statement of the visions would help to describe the purpose of the healthcare business (Marquis & Huston, 2015).
The changes that the leader needs to bring in the organization have to be in the direction and alignment of the vision statement for the behavior of employee which would provide motivation (Ni Bhuinneain & McCarthy, 2015). In order to change the business frameworks, the leaders need to make strategic plans which could include the statement of vision to assist the employees to work in the changing environment of the healthcare organization.
Leavitt’s diamond theory of change proposes that each organizational system consists up four major components that are the task, people, technology, and structure (Noack, 2017). It refers to the interaction between the four components which are the basis of the destiny of the healthcare organization. The analysis of the Leavitt’s diamond theory of change is done as follows:
The individuals are the employees in the healthcare organization. The leaders need not assume the employees as receptionist, managers or employees or any other profile while using this approach. The leaders need to consider the efficiency, productivity, skills and knowledge. The component of the people needs to be modified in the orientation of the changes in the other components of the organizational changes (O’Rafferty, Curtis & O’Connor, 2014).
This denotes to the change in the manner of the execution of the things (Plummer, 2013). The leaders need to educate and train the employees and make the employees familiar with the changes during the planning of the changes.
Changes in the organizational structure would associate to the changing role of jobs. The leaders need to assist the employees in learning the new responsibilities and roles (Reyer, et al., 2015).
This component includes the goals in addition to the job. Hence, this component would include the two factors such as the manner in which the job is done and the objective that is needed to be achieved (Stephan, et al., 2016). The leaders need to concentrate more on the aspects that qualitative in regards to the goals and tasks instead of the actual goals and tasks. The leader should look at the productivity while analysis the benefits.
The component of the structure includes the hierarchical structure along with the relationships, coordination between various management levels, and communication patterns. The leaders need include the manner of the flow of the responsibility and authority within the healthcare organization. It is to be noted that the structure or the business frameworks need to be changed when the changes are made in other components of the theory (Stewart, 2015).
It is observed that the technology is the component of the healthcare organization facilitates the employees in executing the tasks. Technology is also required to be changed like the other components of the theory during the occurrence of the modifications that will be mad to any other component (Sullivan & Decker, 2012). Inculcating this theory during the changes in the health care organization would lead to a highly motivated workforce.
This will lead to enhanced productivity and alterations in the manner the employees will perform the job. The leader can very effectively make changes in the people or technology factor as required by the changing conditions of the market. The changes can be done to the structure of the organization through altering the assignment of the task to different levels of the managements in the healthcare organization which would be inspired by the Leavitt’s diamond theory (Sullivan & Garland, 2013).
The political and financial environment can have wide range implications on the motivational and the ability to bring changes in the health care organizational frameworks. At the level of the management, the financial systems many not allow the facilitation of the payments for the new resources and interventions which would lead to constraints (Szent?Iványi & Tétényi, 2013). The regulatory process and the mechanisms of incentives may not be in the orientation of the requirement of the implementation of the changes in the business frameworks of the organization.
The evidence presents the targeting and regulating the settings of the healthcare organization regarding the improvements in the provision of quality healthcare services. There is evidence of mandatory which state regarding the improvements in the care of the patients. There is further evidence to present that continual development in the health care organizations is associated with the improvement in the quality of care and better outcomes for the health of the patients (Winterton, et al., 2014).
The changes are very difficult to be adapted and inculcated by the human resources of any organization. The changes in the healthcare services are specifically difficult to be implemented by the workforce in their respective organizations as the workforce has to deal with patients and other needy people who have to be taken care of an at the same time have to be treated in accordance to the new and changed systems. This would be challenging as people with various mind-set and attitudes will be in the vicinity and premises of healthcare service organization. Thus, the human resource team of the organizations dealing with services regarding health care would facilitate the implementation and success of the organization.
Conclusion:
It is very much evident that change is a pervasive aspect that has wide scale implications on all the organizations. Hence, the leaders need to have much-required skills that are essential for the change in the organizational frameworks to be successful. It is also imperative that the challenges to bring about changes in the structure and management of an organization are necessary for the enhanced growth of the company in the global market. The leaders need to take into consideration the fact that changes are required to be done from various sources and levels of the organization. The leaders need to increase certain abilities and consider all the probable aspects while bringing changes in the organization.
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