+1-817-968-5551
+61-488-839-671
+44-7480-542904About Expert
Key Topics
Requirement
Question: Change Management.
Solution
Background
Omnicare is a health organization of the America. It was established in April 1981. Omnicare is specializing in nursing homes. Omnicare has been performing well and generates high profit during their functioning. However, the organization facing lots of issues due to the small and poor building of the organization. Therefore, the level of consistency of the organization affected directly. Due to the poor and small building, most of the patients don't get proper space in the organization. This affects the overall profitability of the organization and image of the organization is falling in the market in comparison to their competitors (Hayes,2014). Thus, all this proves very critical for the success of the organization in future. All these issues are causing lots problems in delivering the customer service.
Therefore, the organization decided to shift the building from one place to another place, so that it can solve all the issues related to the space of the organization and its environment. The main motive behind shifting the building was to deliver better services to the patients so that they can get a healthy environment there. This step of the organization helps in creating a good image in the market and attracts a large number of patients by providing effective services to them. All this would be beneficial for the organization too because they can earn the larger profit and can also satisfy their stakeholders in an efficient manner.
Why take stress when you can take financial management assignment help from the professional experts of Allassignmenthelp.com. You can pay and easily avail of our management accounting assignment help and score good grades. The talented and professional experts on our website will help you and provide you with conflict management assignment help at the most affordable price.
Introduction
-
Create The Sense Of Urgency
As per the views of the Kotter, the organization should prepare to accept the change taking place in the organization for keeping the level of complacency as low as possible. The management team of the Omnicare planned that the society should be made aware regarding the changes (Chappell,2016). Management of the organization can do all this by providing the advertisement of the organization through using various channels and also can arrange meetings with their patients to aware them about the new building and its new services. The transformation is not considered seriously among everyone that could trigger the sense of urgency, including the serious implications for not accepting the transformation. -
Building A Powerful Coalition
The management of the Omnicare will first assemble the construction team for leading all the changes required. The construction team helps the management in creating a solid foundation towards the requirements of the patients and also creates a blueprint on the basis of requirement of the patients which help the management in establishing a healthy environment. The management of the organization timely ensures that the change is being implemented by a strong coalition of other departments. The changes are valued when led by a powerful organizational coalition. -
Form Strategic Vision And Initiatives
For guide the direction of change in the organization, the management will create a compelling vision for the future. The top management of the organization prepares a plan related to the society requirements. A Strong vision of the organization will avoid all the confusions among the values and society to determine the change easily. In case the management of the organization fails to convey a strong vision, it might lead to the incompatible project as well as its activities. -
Enlist Volunteer Army
The senior management of the Omnicare organization, as well as the construction team, will utilize every possible medium and way for communicating the initiatives and vision of the organization to the society. The organization believes in a strong, simpler, clear and understandable vision. The management will try to harness the possible methods for sharing and promoting the vision. A detailed vision with a clear communication would be adopted in this step (Volker,2016). It is necessary for the organization that the concerns and anxiety of the society must address honestly and openly. -
Enable action by removing barriers
The implementation of the new plant of the organization would require intense actions from the employees and society. For performing all these changes the organization will identify such methods through which organization can get the society aware about their future plans and their social benefits. The efforts will be guided by the management as per the necessity of change. This helps the organization in addressing all the barriers and take corrective action for avoiding these barriers. -
Generate Short-Term Wins
The organization is aware of the fact that the process of change is serious therefore it takes longer time for proper accomplishment. Therefore the organization will set short-term goals like informing the patients about new services. All this helps the management in avoiding difficulty faced by the society for such change over a longer period of time, during which all the involved employees and the society in the change process rewarded by the organization for their contribution to the successful implementation of change. -
Sustain Acceleration
The acceleration of the progress in the organization must be sustained by consolidating all the gains and improvements for producing more changes (Rose,2002). For this, the organization will use credibility policies and procedures which help the management in creating a better initial vision. -
Institutionalize the changes
All the changes that will be performed by the organization should be anchored by the management to complete the change process. The senior management of the organization, as well as the concerned executives, would be realized upon the factors that help them during the changes.
Implementation of the change
The barriers identified during the initiation of the change management included the patients have to lack knowledge about the new building of the organization, due to which they were shifting to another healthcare organization as well as the social persons who were living near the old building of the organization did not want to go so far. The organization realized that the failure in the creation of the organization change might result due to these barriers. Therefore, the organization initiated by conveying its thoughts on the important of the change being carried out. Kotter's model was used for incorporating the countermeasures for avoiding resistance after identifying the potential barriers. After identifying barriers, organization takes various steps so that they can attract a large number of patients towards their services. Additionally, due to the history of the organization’s management of being highly open for changes, helped the organization to take necessary steps in case any situation goes wrong.
Furthermore, while implementing the fourth step of Kotter’s model, it was seen that the environment of the organization was one of the major concerns (Small,2016). The management had a detailed communication over the pros and cons of the implementation of the change in the organization. The departments were seen to be cordial with the each other assisting in the transformation process. This would have turned into a great potential barrier if the employees and society lacked cooperation and lack of spirit. It can be concluded that the organization should be very focused towards identifying as well as removing the obstacles through continuous improvements by establishing the healthy environment and large space for the patients. Therefore the organization is aiming towards articulating the connections among the new behavior as well as the corporate success.
Consequently, the success was highly visible and very well-communicated, although the organization had to face various issues while implementing such changes. Omnicare further reinforced new services and new techniques for providing the efficient services to their patients. The whole organization embraced the new culture for the long-term. This will help the organization in sustain for a long time and serve their patients in an effective manner.
Recommendations
Three recommendations for improving the change management process in Omnicare are:
-
Resistance management: The resistance from the society is expected and should be addressed proactively. However, persistent resistance can prove out to be an issue. Therefore the change management should identify and understand the managers and employees to help them throughout the organization (Mohan,2008). There is a need to adopt a resistance management in the organization for supporting the change management team and identify the change resistance amongst employees.
-
Team Work: Organization should establish better teamwork through which they can easily communicate with their patients directly. The employees must be asked to be cordial and cooperative towards the change management team so as to make the change management plan successful for the organization. Effective teams and teamwork is a synonym for the successful changes being done in the organization.
-
Training Development and Delivery: The employees must be asked to undergo intensive training so as to deliver productive services to the patients and to gain the right amount of skills and capabilities (Harmon,2003). The change management team will be responsible for developing the training requirement on the basis of the knowledge, skills, and behavior of the employees.
Place Order For A Top Grade Assignment Now
We have some amazing discount offers running for the students
Place Your OrderReferences
-
Volker, S., & Prostean, G. (2016). Research of Automotive Change Management and Combined Risk-management Models. Procedia-Social and Behavioral Sciences, 221, 395-404.
-
Mohan, K., Xu, P., & Ramesh, B. (2008). Improving the change-management process. Communications of the ACM, 51(5), 59-64.
-
Rose, K. H. (2002). Leading change: A model by John Kotter. Retrieved December, 5, 2006.
-
Harmon, P. (2003). Business process change: a manager's guide to improving, redesigning, and automating processes. Morgan Kaufmann.
-
Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C., & David, D. (2016). Using Kotter's Change Model for Implementing Bedside Handoff: A Quality Improvement Project. Journal of Nursing Care Quality.
-
Chappell, S., Pescud, M., Waterworth, P., Shilton, T., Roche, D., Ledger, M., ... & Rosenberg, M. (2016). Exploring the Process of Implementing Healthy Workplace Initiatives: Mapping to Kotter's Leading Change Model. Journal of Occupational and Environmental Medicine.
-
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Give your grades a boost
Just share your requirements and get customized solutions on time.
-
1,168,768 Orders
-
4.9/5 Overall Rating
-
5,052 Experts
