Organizational Change Plan

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to gauge their level of competency and preparedness to deal with any form of emergency or breakout.

Feedback also plays a very critical role in monitoring the implementation process of a proposed plan. There must be a head of each of the three strategies, whose duty will be to relay feedback to the necessary authorities on the progress of the implementation process. For example, the head of Human Resources must provide detailed information on the process of improving the working condition of the workforce. The report must show achievements, and possible challenges likely to affect the strategy. Feedback is important since it helps in coordinating different aspects of the implementation process, giving the management a clear understanding of what is going on, and where to make adjustments (Bergman, Neuhauser, & Provost, 2011, p. 41)). The feedback should also show if the proposed change plan is attainable or not.

Another method for monitoring the implementation process of the proposed plan is through consultations. Consultations help the team in charge of the implementation process to assess the progress of the plan. Because the plan involves three main strategies, there must be three teams working separately to meet different demands. Therefore, to analyze the general progress, the three entities must hold consultations on a regular basis, before presenting their overall assessment and analysis to the authorized body for evaluation and consideration.

The relationship between the institution’s related processes, systems, and professional roles is very important for the implementation process of the proposed plan. From a citizen’s point of view, the institution has five key related processes. They include keeping healthy, detecting health problems, diagnosing disease, treatment of the disease, and providing good end of life. For the processes to be successful, they must be in line with the organization’s systems. For example, for the institution to be able to deal with the treatment of patients effectively, its system must support a comprehensive laboratory, pharmacy, and personnel. The laboratories must be well equipped to deal with any form of testing. A full operation of the system is important for the treatment of the patient. The system must allow for easy and effective transition from one process to the other (Cordon, 2013, p. 16). The professional roles of each are also critical for the success of the organization as a whole. The workforce must foster a good working relationship, regardless of professional roles. An intertwined system of employee integration and relationship can successfully lead to positive outcomes in an organization. For example, the relationship between a doctor, a nurse, and a pharmacist must be good to ensure patients received treatment and attended to at the stipulated time. Professionals from different processes must work together within the constraints of the institution’s systems.

There are various communication techniques for addressing any implementation issue that may arise. One of the most important communication technique is face to face communication. Any set of complication during the implementation process must be communicated directly verbally to the relevant authority. It is the responsibility of every officer in charge of the three strategies to provide relevant information, through meetings and consultations. To communicate with personnel, other techniques, such as memos, notice boards, and brochures are important. Due to recent overreliance on technology, it has become important to involve emails and social media sites such as Twitter in the official communication platform of the institution.

From the above discussion, it is clear that for any implementation of a proposed change to be successful, strategies must be set up. Apart from laying down the strategies, there must be methods for monitoring the progress of the implementation process, mainly through evaluation, feedback, and consultations. The organization must also be ready to address any form of complications. To achieve this, communication techniques such as direct verbal interchange, memos, emails, and notices are required. There should also be the synchronization of the institution’s systems, workforce, and other related processes.

References

Bergman, B., Neuhauser, D., & Provost, L. (2011). Five main processes in healthcare: a citizen

perspective. BMJ quality & safety, 20(1), 41-42.

Cordon, C. P. (2013). System theories: An overview of various system theories and its

application in healthcare. American Journal of Systems Science, 2(1), 13-22.

Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance

of human resources management in health care: a global context. Human resources for health, 4(1), 20.

Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., & Van Beek, S.

(2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health, 12(1), 35.