2001). Leaders need to emphasise that it is not individuals who make mistakes but systems that fails hence changes to practice will be inevitable and in the best interest of both the patients and professionals who implement these changes. Embed lessons through changes to practice, processes or systems must be used as a measuring mechanism to implement practices that meet standards set by the success criteria (National Patient Safety Agency 2006; 2009; South Tees Hospitals 2011). (Street level bureaucrats) Combining bottom-up energy with top-down support change management practices is essential in achieving a desiring outcome. Professional who are to implemented new guidelines regarding change in practice need autonomy and confidence to operate bearing in mind the backing of their superiors.
Implementation is the key to being competitive and sustainable, given an appropriate strategy. A good strategy will fail if it is not properly implemented. Research has been focused into strategy formulation compared to strategy implementation A key task for top management is to consistently and accurately communicate the strategic priority of the organization to functional-level members for implementation. (Rapert, M. I., Velliquette, A., & Garretson, J. A.
• The nature of the change and its value should be taught to new recruits. • The team that worked for the change and the person who lead that team must be honored and remembered very often. • Plans must be made to entrust the change coalitions to a capable leader once the old ones retires. This ensures remembering the old leaders and also giving opportunity for young minds as well(Kotter, 1995). SUGGESTIONS The following four ways ensures that the company is ready for adapting a
5.1 PILLARS OF CHANGE MANAGEMENT For the change to be effectively managed, there are five essential pillars that the change manager has to consider. The first, and most important, is communication since by nature; people have a yearning for information (Adams and Bourrage, 2014). Communication is the mechanism that can be used to engage people in change. It is through communication that a change manager or the project implementation manager gets informed about the exposure of stakeholders in the organisation to change. It is the responsibility of the management to ensure that the employees are well informed of the changes and adapting well to the effect of changes without obstacles (Ford et al, 2008).
The concept of the value chain was introduced in 1985, its aim is to identify how the business processes can be improved and grow the competitive advantage. There are basically two types of competitive advantages that companies are striven for, cost and differentiation . To gain a cost advantage, organizations must • Decide the primary activity of the company, including the support activities carried out . • Examine each activity from the production stage to after sales support
More so, it helps get buy-in by the staff for the need to change. Every employee needs to know what’s wrong with the current processes for them to embrace change. The second stage is to make the changes and deploy as you guide the teams through the adoption of the changes (Levasseur, 2001). At this stage communication, support, and education are vital. It is essential to carry out the training on the new ways of doing things for the employees to adequately understand.
The planning is being implemented after everyone is aware of the change of plan and their role in making the change. However, managers need to provide support to their employees and always look out for them. In order to effectively and efficiently achieve the desired change, a change management of before, during and after need to clearly listed out and it is advisable to continue with the planning strategy even after the change has been implemented. When change is enforced, employers must always evaluate the progress. If the outcome reached the target and going smoothly, employees’ hard work and commitment must be acknowledged and appreciated by celebrating the success together.
In the today’s organisations business world, Change has become an obligatory means for an organisation to survive in the marketplace even for organisation that are small, medium or large. Success is subject to classifying key zones of change, what tools to be used for implementing the change to these key areas and how changes are implemented in a better way. It is the duty of the managers of the organization that play the main role in the change management, as this can cause many serious problems rising internally within the organization or external to the organization. The notion of change management is acquainted in most organisations today but how they achieve change or even more how effective they are at it, differs extremely depending
What are the consequences as a result of these changes? This is among the issues that often arise in an organization, whether in industry, government and private organisations have their own vision and mission. The changes need to be implemented to achieve the desired objectives through the planned processes for the purpose of achieving goal (Robert W. Swaim,2011). Change management is also often associated with the following factors, namely, to enable the organization go hand in hand with insistence or the ability of the competitors,