Organizational Change It has been said that the only constant is change itself That is especially true of organizations While some organizational changes are minoronly affecting a work groupothers are department and organization wide The employees of an organization have varied reactions to changes A leader needs to apply effective strategies for making the change successful For this Discussion, you will read a scenario and determine the best method for successfully implementing an organizational change and overcoming resistance to change To prepare for this Discussion Review the Learning Resources for this week Review the following scenario Case Study Funding Denied Health Abounds, Inc , is a community clinic that receives the majority of its funds from the state government Sally, the Director of Health Abounds, discovered that the grant proposal for state funding was denied due to quality and safety problems This denial caused her to make some difficult and overarching changes in the organization, including the following Instituting a new clinicwide database system to include patient records that could be accessed anywhere in the clinic This new database is intended to reduce medical errors It will also provide consistent information to the staff quickly and easily, allowing them to provide quicker patient care Requiring doctors to use laptops when consulting with patients This approach will allow them to enter easy to read notes into the patients electronic charts, quickly find information about adverse events associated with medications, and quickly search for information in the patient history Requiring a week long training program for the staff to learn the new database system, especially because some of the staff will need to learn the basics of using a computer By Day 4, post a comprehensive response to the following What type of resistance might arise among the staff How might you, as the director of the organization, attempt to overcome the resistance What other consequences of implementing the change might the organization experience Please explain Be sure to support your work with specific citations from this weeks Learning Resources and or additional sources as appropriate Your citations must be in APA format Refer to the Essential Guide to APA Style for Walden Students to ensure your in text citations and reference list are correct please put it in apa format citation this the week resources Course Text Essentials of Organizational Behavior Chapter 16, Organizational Culture The authors compare the functional and dysfunctional effects of organizational culture on employees and the organization They also explain the factors that create and sustain a positive organizational culture Chapter 17, Organizational Change and Stress Management This chapter describes the forces that can produce important changes in organizations, including technology, economic shocks, competition, and social trends Article Tsasis, P , Bruce Barrett, C (2008) Organizational change through lean thinking Health Services Management Research, 21 (3), 192198 Retrieved from http ezp waldenulibrary org login url http search ebscohost com login aspx direct true db rzh AN 2009991312 site ehost live scope site Lean thinking is becoming pervasive in health care organizations as a means of providing a comprehensive approach toward improving the health care process This article provides an example illustrating when lean thinking was used to improve efficiency, contain costs, and effect organizational change Article Eaton, M (2010) Making improvements stick The importance of people over process Human Resource Management International Digest, 18 (5), 3035 Retrieved from http ezp waldenulibrary org login url http proquest umi com ezp waldenulibrary org pqdweb did 2082622801 sid 6 Fmt 2 clientId 70192 RQT 309 VName PQD This article involves how to maintain an organizational change initiativehow to make it stick It proposes that a top level champion for change is extremely important, and the champion should encourage comments about the change from the employees The article also emphasizes that people are more important than process in any organizational change Article Scott, T , Mannion, R , Davies, H , Marshall, M (2003) Implementing culture change in health care Theory and practice International Journal for Quality in Health Care, 15 (2), 111118 Implementing culture change in health care theory and practice International Journal for Quality in Health Care, 15, 2 by TIM SCOTT RUSSELL MANNION HUW T O DAVIES MARTIN N MARSHALL Copyright 2003 by Oxford University Press Used by permission of Oxford University Press via the Copyright Clearance Center This literature review analyzes some of the key debates about the nature of organizational culture and culture change in health care organizations Article Naidoo, D (2010, January) Getting the Klingons on your side Training Journal, 3337 Retrieved from http ezp waldenulibrary org login url http proquest umi com ezp waldenulibrary org pqdweb did 1941228791 sid 4 Fmt 3 clientId 70192 RQT 309 VName PQD This article offers useful advice on how to manage corporate Klingons , i e employees who cling to outmoded processes and resist changes intended to introduce improvements Article U S Department of Veterans Affairs, Office of Research and Development (2000, May) Organizational change primer Washington, DC Author Read pages 111

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Organizational Change It has been said that the only constant is change itself. That is especially true of organizations. While some organizational changes are minoronly

Organizational Change

It has been said that the only constant is change itself. That is especially true of organizations. While some organizational changes are minoronly affecting a work groupothers are department- and organization-wide. The employees of an organization have varied reactions to changes. A leader needs to apply effective strategies for making the change successful. For this Discussion, you will read a scenario and determine the best method for successfully implementing an organizational change and overcoming resistance to change. To prepare for this Discussion: Review the Learning Resources for this week. Review the following scenario. Case Study: Funding Denied Health Abounds, Inc., is a community clinic that receives the majority of its funds from the state government. Sally, the Director of Health Abounds, discovered that the grant proposal for state funding was denied due to quality and safety problems. This denial caused her to make some difficult and overarching changes in the organization, including the following: Instituting a new clinicwide database system to include patient records that could be accessed anywhere in the clinic. This new database is intended to reduce medical errors. It will also provide consistent information to the staff quickly and easily, allowing them to provide quicker patient care. Requiring doctors to use laptops when consulting with patients. This approach will allow them to enter easy-to-read notes into the patients electronic charts, quickly find information about adverse events associated with medications, and quickly search for information in the patient history. Requiring a week-long training program for the staff to learn the new database system, especially because some of the staff will need to learn the basics of using a computer. By Day 4, post a comprehensive response to the following: What type of resistance might arise among the staff? How might you, as the director of the organization, attempt to overcome the resistance? What other consequences of implementing the change might the organization experience? Please explain. Be sure to support your work with specific citations from this weeks Learning Resources and/or additional sources as appropriate. Your citations must be in APA format. Refer to the Essential Guide to APA Style for Walden Students to ensure your in-text citations and reference list are correct. please put it in apa format citation

this the week resources

Course Text: Essentials of Organizational Behavior

Chapter 16, "Organizational Culture" The authors compare the functional and dysfunctional effects of organizational culture on employees and the organization. They also explain the factors that create and sustain a positive organizational culture.
Chapter 17, "Organizational Change and Stress Management" This chapter describes the forces that can produce important changes in organizations, including technology, economic shocks, competition, and social trends.

Article: Tsasis, P., & Bruce-Barrett, C. (2008). Organizational change through lean thinking. Health Services Management Research, 21(3), 192198. Retrieved from http://ezp.waldenulibrary.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=2009991312&site=ehost-live&scope=site Lean thinking is becoming pervasive in health care organizations as a means of providing a comprehensive approach toward improving the health care process. This article provides an example illustrating when lean thinking was used to improve efficiency, contain costs, and effect organizational change.Article: Eaton, M. (2010). Making improvements stick: The importance of people over process. Human Resource Management International Digest, 18(5), 3035. Retrieved from http://ezp.waldenulibrary.org/login?url=http://proquest.umi.com.ezp.waldenulibrary.org/pqdweb?did=2082622801&sid=6&Fmt=2&clientId=70192&RQT=309&VName=PQD This article involves how to maintain an organizational change initiativehow to make it stick. It proposes that a top-level champion for change is extremely important, and the champion should encourage comments about the change from the employees. The article also emphasizes that people are more important than process in any organizational change.Article: Scott, T., Mannion, R., Davies, H., & Marshall, M. (2003). Implementing culture change in health care: Theory and practice. International Journal for Quality in Health Care, 15(2), 111118. Implementing culture change in health care: theory and practice. International Journal for Quality in Health Care, 15, 2 by TIM SCOTT; RUSSELL MANNION; HUW T O DAVIES; MARTIN N MARSHALL. Copyright 2003 by Oxford University Press. Used by permission of Oxford University Press via the Copyright Clearance Center. This literature review analyzes some of the key debates about the nature of organizational culture and culture change in health care organizations.Article: Naidoo, D. (2010, January). Getting the Klingons on your side. Training Journal, 3337. Retrieved from http://ezp.waldenulibrary.org/login?url=http://proquest.umi.com.ezp.waldenulibrary.org/pqdweb?did=1941228791&sid=4&Fmt=3&clientId=70192&RQT=309&VName=PQD This article offers useful advice on how to manage corporate "Klingons", i.e. employees who "cling" to outmoded processes and resist changes intended to introduce improvements.Article: U.S. Department of Veterans Affairs, Office of Research and Development. (2000, May). Organizational change primer. Washington, DC: Author. Read pages 111.