Organizational Change Model Emirates Hospital

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someone’s live to be lost. In other words, the staff that is involved in the conflict impacts the patients because their focus is not solely on the patients but it may cloud their performance. This problem can result in medical mistakes and patients dissatisfaction with the service care they are getting. When I asked my contact person on the reasons that have mainly caused this issue, he claimed that the top management has hired a consultant to investigate the problem and conduct a needs assessment, he stated that the needs assessment revealed that employees when hired first are not given any prior training on how to blend with their teams, the only thing they are exposed to before starting their jobs is an standard and brief orientation program. He also added that the employees are all qualified and have strong personalities and sometimes that comes in between their performance, which results in them competing more against each other and having strong personalities does not make it easier; however, while being competent and confident can be a good thing, in this case it might be detrimental to the organization’s performance.

4. Recommended interventions and reasons for choosing the interventions

In order to come up with a solution to the nature of the problem that has been identified in the previous question, the most appropriate intervention is to plan for a team building exercise on a yearly basis, this is an opportunity for employees in the hospital to learn more about one another, regardless of their expertise and talents. The staff will meet in a relaxed and open environment where they will learn to communicate with each other, they will learn about each other at a personal level, which can help them therefore work together. According to SagePub (1998), on conflict management, “conflict is the process by which people or groups perceive that others have taken some action that has a negative effect on their interest. Conflict is a normal part of a team’s life. Unfortunately, people have misconceptions about conflict that interfere with how they deal with it. These misconceptions include the following: that conflict is bad and should be avoided; that team members misunderstanding one another causes conflict, and that all conflicts can be resolved to everyone’s satisfaction” (p.126). It is therefore very important that the issue is tackled rather than ignored. A team building intervention is the best intervention for this scenario. In fact, according to Redman (2015) stated that “team building activities, whether they are five-minute games or week-long retreats, teach essential collaborative skills while helping employees develop trust in each other and each other’s abilities” (p.n.d). The primary reason for selecting this intervention is also related to the reasons mentioned by Redman, where the medical staff and the nursing staff should all work together as one in order to provide the best care possible to the patients regardless of their differences; because the continuity of the conflicts between these members can only cause problems in performance and affect the mission of the company. It is therefore the best solution so that the employees learn and know how to work with each other, accept each others’ differences and work as one hand. The team building games and activities are used to help the employees build a more cordial and consensus relations, which will help them work together and eliminate their differences.

5. Expected sources and types of resistance, the methods you would use to overcome them, and your reasons for using those methods

For any intervention that is meant to change the course of things in organizations, one thing is always expected that employees will not fully embrace the change if they do not believe in it. While some employees will easily accept it, others will not because they fear the change and may face it with resistance. The reasons these types of resistance to change may happen is because the change is going to result into new environment, which causes a lot of fear among the employees. This fear is associated with them not knowing the unknown of the change, and they are anxious and scared to step into something they do not know, and it therefore translates into resistance to change. But it is important to address the resistance to change by making sure the employees are involved and implicated in this change. They will be able to understand better the rationale behind it, and by providing their input and valuing it, they may be even more receptive of it. it is also important that the top management is involved in the process to ensure they are there for support not for authority figure, just as guidance to tell the employees they are there and they hope things will change to the better, because the better the situation is, the better the performance is and everyone is safe in their jobs. The communication is also another key element that needs to be included in this process of change, especially from the top management that needs to ensure transparent and clear communication channels exist, and this will ensure the employees know what is expected of them, and how the issue is affecting the organization and this would help them become more involved in the intervention to reduce and eliminate the existing conflicts affecting the performance.

References

Djosvold, D. (2012). Conflict management, efficacy, and performance in organizational teams. Retrieved from: http://www.researchgate.net/publication/232521927_Conflict_management_efficacy_and_performance_in_organizational_teams

Emirates Hospital. (2014). Emirates Hospital. Retrieved from: http://www.emirateshospital.ae

Redman, B. (2015). Benefits of Team Building Activities. Retrieved from: http://smallbusiness.chron.com/benefits-team-building-activities-25227.html

SagePub. (1998). Managing Conflict. Retrieved from: http://www.sagepub.com/upm-data/54195_Chapter_7.pdf