Identifying Organizational Change Management-Myassignmenthelp.Com

Question: Discuss About The Identifying Change Organizational Management? Answer: Introduction: In the twenty first century, aged care service sector has been undergoing a significant change in Australia. The transformational motif of the aged care sector has been taking into order the impressive understanding of technological intervention and change management in human resource department so as to provide better service to the aged population in the country. According to Frankland et al., the change management in an organization is an integrated system that has been taking into order the basic requirement of how these changes are occurred and addressed through the amalgamation of different conceptual understandings. The scholars have also stated that an integrated system in order to manage changes in regulatory and non-regulatory needs for business or non-business activities associated with industrial and/ or commercial facility is highly essential (Bernoth et.al, 2014). It can thus be stated that this is a controlled identification and implementation of changes within a syste m. In this regard it can thus be stated that in most of the cases there has been taken into certain consideration pertaining to the effective understanding that these activities are highly commercialized through effective acceptance of the changes(Khosravi, 2016). Models Used The following essay is going to focus on the effective change management system that has been brought in to effect in the Aged Care Service Sectors in Australia.The essay is thus purposed to the analysis of the change management brought into effect during the operational performance within the social aspect. The analysis is based on different analytical tools and change management models- namely Lewins Change Model and Kotters 8-steps model of change management. The aforementioned models are quite apt and helpful for the intelligibility of an individual pertaining to effective change management system in the country (Barsade, 2014). It begins with the workforce change management strategy where the social intervention is considered to be an effective determinant of the change. In an aged care sector, workforce plays an important role that is highly effective for the entire case for its different change management approaches. In this case, a guideline of change by the Government of Australia has been effectively helpful for the practitioners and the organizations so that they can provide better service to the aged people. According to the guidelines provided and directed by the Australian Government, major focus has been put upon the change in the workforce or the human resource management. Since effective, responsible, skillful and competent workforce is highly impactful for the betterment in service provision to the majority of the aged population in the country, this has to be taken into certain consideration pertaining to the fact that in most of the cases, effective measures need to be taken. Change managemen t in the workforce is not a major strategy played only in the aged care sector but it is also planned in the related sectors such as the disability sectors and others. According to the report published by the Productivity Commission of the National Disability Insurance Scheme (NDIS), change management pertaining to the workforce in a country is highly effective important to excel the quality of service provision to the countrymen (ndis.gov.au., 2017). Problems Identified in Aged Care It has been observed that the aged care reforms and changes are being gradually implemented in three phases_ 2012-13 and 2013-14 2014-15 and 2015-16 2016-17 and 2021-22 The problems have been identified with close observation of the workplace environment. Following problems have been identified: The workers are detached from the work they are deployed to do There is a lack in multidimensional skill of the workers The new technologies are scarcely accepted and utilized by the employees There is a communication gap between the service providers and the patients Outline of the Change In the very first phase different packages and supplements have been introduced. Following is the outline of the changes that were introduced in the first phase of aged care reform: New Home care packages Introduction of My Aged Care through which national contact centre was built so that the service can be conveyed to the greater number of the clients Establishment of the Australian Aged Care Quality Agency Launching of the Aged Care Pricing Commission Approach for Managing Change Taking the aforementioned guidelines into consideration, some effective change management strategies are to be taken into account. Following is the outline of the identification of the setbacks that would lead to the proposed changes: Bringing sustainability and affordability within the workforce is the major plan that has been taken into certain consideration for effective understanding of the process. In the current organization, it has been noted that the behavioral issues among the employees have been threatening the quality of service provision in the aged care system. One of the most effective measures taken during the change process has been the consideration of the need of the employees in every level. There are different layers of working staffs who contribute effectively in different services within the organizations. The layer is as follows: Nurses Care Takers Psychologists Food Service staff Cleaning Staff Medical Caretakers It has been observed through market study that CDC (community direct care) is significantly increasing in community aged care. Hence, the level of proficiency among the service providers needs to be conveyed to the upper grade. As Lewin in his very first stage i.e. Unfreeze, discussed about the identification of the changes in the basic concept of how the changes are brought into effect. (Mitchell, 2013).Through the monitoring and responding to the psycho-social approach of the aged residents taking service in the organizations, the people would finely focus on the overall service provision to the ageing population). Another change that, I believe is highly needed in the organization is the process to smartly cope up with the ever changing aged care policies in the country. It has been noticed that in most of the cases there has been a clear policy pertaining the standards of service provision. However, faster evolution of this sector would actually create a problem for the aged people who are entitled to receive service from the organization. In the unfreeze stage, it has been identified that recent leave cut policies by the government in the aged care sector has created disappointment among the employees working with the organization. In this regard, there rose lethargy and unwillingness to work. However, the organization has planned to revise the leave policy for the working members that would simultaneously looks after continuous service provision and free life style for the working members. This would be discussed in Lewins second stage of Change Model. One of the major problems that have been identified during the unfreezing stage is the lack of skilled workers in the aged care sector. In this regard it can be stated that in most of the case there has been a critical concept for the training and development program initiated for the overall development of the employees. According to ACSA (Aged and Community Service Australia), by 2023 the sector needs additional 55,770 FTEs (Full Time Equivalent) care workers(Acsa.asn.au., 2017). This has been a major issue that has been hindering the process of quality service provision in the country. The reason behind such lack is the government policies that have been disappointing the workers to take active part in this career. Key Elements of Change Process In order to understand the punctuated equilibrium, it has been identified that the organization has been undergoing slow stream of changes that are small in capacity. Changes are based on the capacity that the organization has. At present, the organization comprises of small numbers of workers who are deployed at multiple tasks. In this context, it can be stated that there are multiple problems faced by the workers. One of the major problems is that they are not equally competent to perform all the works. Some are expert in nursing, some are in housekeeping and others are in documenting. Due to lack of multi-skilled workers, the problem arises. In order to discuss the changes, Gersicks equilibrium period is taken into account (Gersick, 1991). Through the cognitive framework, the organizational members would be driven through shared development process (Todnem By, 2005). This can only be done through motivation. In order to motivate the workers and to raise the confidence level, the f ear of loss needs to be eradicated. The limit of change needs to be considered as obligation to the organization. Through self-organizing and continuous change in the learning process of the workers, the overall development of the competency level needs to be ensured. In order to change the workforce attitude to the service they are deployed to provide to the numbers of the patients and the aged people, a solid training would be provided to them. The training program would focus on the continuous adaptation of the change management as the workers ought to accept certain changes (Khosravi et.al,2016). According to Kotter there are eight key elements of change process that need to be identified while thinking about change. Change is undoubtedly a part of organizational improvement. Considering the effect of social change, the organizational change model is structured. Hegemony of relevant practices that hinders the overall development of the organization ought to be revamped by new id eas. In order to bring effective changes into existence, three important elements are to be devised. These are: Vision Method Will All these elements can be incorporated and devised on the basis of three stages of change management diagnosis. These are: Desired performance Actual performance Performance Gap In this regard, the organization would try to calculate the gap between the actual performance and desired performance. If it is found that the actual performance rate is weaker than that of the desired performance, there is a need for bringing the change. The desired performance can be carried out through performance motivation, skill development program and motivation to let the employees participate in different programs. The outcome of those key elements would be the followings: Productivity Gains Employee satisfaction Quality Improvement Approaches Used for Change The aforementioned proposed changes are framed within the second stage of Lewins change model i.e. Change or Move. After the identification of the issues, these changes are expected to incur for the sake of organizational development. This has to be done through the basic process. The changes can only be performed through the confirmation of Kotters change model of 8-Steps. Followings are the 8-step method of Kotter: Establishment of the sense of urgency Guiding Coalition Creation of Organizational Vision Planning and Creation of short term wins Institutionalization of new approaches Empowerment of the vision Consolidation of improvement Communication of vision(Kotter, 2002) All the aforementioned stages are to be used while introducing and implementing the changes in the organization. These changes are highly effective in terms of ensuring the workforce engagement in the organization. It needs to be noted that policies within the organizations that consolidate the changes are gradual instead of being sudden. In order to make the workers cope up with the changes, a solid strategic planning needs to be developed. In this context, it can be stated that the changes are highly comprehensive and the workers would at first be introduced with the changes(Cameron Green, 2015). Incorporation of Learning On the other side of the change that has been introduced in the aged care sector in the country, At first, there would be short induction program that would address the changes proposed within the organization. In this case the changes would be based on workforce training, technological intervention and training related to the acceptance of the technological changes; the conceptual development of the program that is highly effective in the understanding of the need for the organization. Through effective leadership method these changes are going to be accepted through the basic understanding of the process. The changes are highly significant for the overall development and growth of the organization. With the utilization and use of blocks the changes are to be driven to implementation that would bring success. These are the followings: Fear of Taking risk Ambiguity and the incapacity to the tolerance of such Judgment over ideas Incapacity to sleep on a problem and so on. For the change in the organization, an effective leadership would play an important role. If the leadership is transformational, it would reflect the significance and need of the change. Transformational leadership would focus into the resistance from the employees. Since the resistance of the change would hinder the organizational development, the leadership criteria of the managers and the directors would bring all the staffs under a single shed so that they would focus on instant acceptance of the change models. Transformational leadership would thus motivate the workers to accept the changes in need through a gradual process. In case of this specific organization, the changes- specifically on the intervention of new technologies would be induced to the staffs from the very basic level so that the behavioral understanding is well amalgamated with the organizational need. In this context, it can be stated that the changes are highly effective for the better understanding of the iss ues where the change is aptly needed. In order to lead the nurses to reach to the individual patients, an effective manager is needed who would ensure gradual improvement of the competency of them(Lozano, Ceulemans, Seatter, 2015) Conclusion: It can thus be stated that the change would be driven through the effective consideration of leadership quality and the acceptance among the workers. Thus to conclude, it can be said that the change in healthcare service for the elderly population was inevitable and it must be taken into consideration that, for the betterment of the healthcare service for the aged people certain changes in the whole system was much needed. In this essay it is seen using the Kotters 8 steps theory and Lewins change model how, with effective leadership management, an organization can improve their productivity and in general the health condition of the aged population of Australia gets benefitted. It is matters of fact that, there are some instances where some elderly people of Australia do not get the proper medical support they deserve. Quite astonishingly in Australia, there are many learned doctors and nurses, but still they are unable to provide service to all the aged people of the land. It has b een shown that using a strong leadership management the medical organizations can expect a lot more productivity and ability to serve more people that are aged in the land of Australia. Thus, in short, it can be said that, an introduction of leadership management in the medical sector for the aged population of the nation would definitely increase the quality of the healthcare service provided to the aged population. References Acsa.asn.au. (2017). Acsa.asn.au. Retrieved from Acsa.asn.au.: https://www.acsa.asn.au/ Barsade, S. G. (2014). Whats love got to do with it? A longitudinal study of the culture of companionate love and employee and client outcomes in a long-term care setting. Administrative Science Quarterly, 551-598. Bernoth, M., Dietsch, E., Burmeister, O. K., Schwartz, M. (2014). Information management in aged care: cases of confidentiality and elder abuse. Journal of Business Ethics, 453-460. Cameron, E., Green, M. (2015). 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If you read nothing else on change, read thesebest-selling articles. Lozano, R., Ceulemans, K., Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production, 205-215. Mitchell, G. (2013). Selecting the best theory to implement planned change: Improving the workplace requires staff to be involved and innovations to be maintained. Gary Mitchell discusses the theories that can help achieve this. Nursing Management, 32-37. ndis.gov.au. (2017). CHANGE MANAGEMENT DISABILITY CARE. Retrieved from ndis.gov.au.: https://www.ndis.gov.au/html/sites/default/files/documents/TLConsult_ChangeManagementReport_april2013.pdf Todnem By, R. (2005). Organisational change management: A critical review. Journal of change management, 369-380.