Organizational change part 2 Essay Example | Topics and Well Written Essays - 1500 words

Organizational change part 2 - Essay Example The change strategy should also consider future growth and development of the organization. A change strategy for organizations includes various elements that have to be carefully analyzed before the change process is implemented. These elements include situational awareness, the structures supporting the change, and strategy analysis (Weiner et al, 2009). Situational awareness involves understanding the implications of change on the organizations, knowing who will be affected by the impending change and gathering as much resources and knowledge about the change to be implemented. Supporting structures for organizational change include the team facilitating the change process and the sponsors of the change process. Strategy analysis involves identification of the risks involved in the change process, any resistance to the change and tactics for implementing the strategy. A good organizational change strategy must focus on all these three elements (Weiner et al, 2009). Internal change s in an organization encounter resistance from certain employees or senior managers who may not be so open to change. This may destabilize the whole change process if not managed properly. The team charged with the responsibility of managing the change need to stay vigilant throughout the whole process for any signs of disapproval for the change and address them as soon as they are discovered (Weiner et al, 2009). The change implementation team ought to be very responsive and responsible throughout the change process. This will enable them to intercede and deal with any threat to the change process before it paralyzes the whole process. In order to deal with resistance effectively, a change strategy needs to address several issues such as commitment, responsibility, advocacy, acknowledgement, flexibility and must have a clear outline. A clear outline in the change strategy addresses change policies and guidelines and the structure of the impending change. These have to be communicat ed to every employee in advance before the change is implemented (Weiner et al, 2009). Everyone affected by the change has to be committed to the process and they should be given time to speak out their opinions about the intended change so as to foster advocacy for the change. Every ones role in the change process also needs to be clarified in the change strategy so as to ensure every individual in the change team is responsible for their actions. Every successful step of the change process needs to be appreciated and acknowledged just to let everybody know that the organization is moving in the right direction with the change. The organization’s leaders need to use a more flexible approach in the change process so as to ensure any unforeseen contingencies are dealt with appropriately during the process. Methods that will be used to monitor implementation of the proposed change The change initiative to be implemented involves about of organizational restructuring hence need to be approached with care. This will require a new organizational structure, improvement and changes in the organizational culture and behavior. The process of hiring new nurses wiling the new nurses will require significant contribution from every staff member in the organization. The top management will be required to approve and implement the change while the other