Organizational change part 3 Essay Example | Topics and Well Written Essays - 1500 words

Organizational qualifying depart 3 - Essay ExampleThe challenges of managing organic lawal transport often scare away some leadership who opt to avoid miscellanea. This often has its own consequences. Organizational change, if approached in the right way, can lead the organization in the best direction in the industry and helps to keep the organization prepared for any future tense changes. The most critical part of organizational change lies with the leaders. An organizations leaders shake to bring home the bacon the change through planning, assessment and evaluation and have to ensure that every s swayholder in the organization buys in to the ides of change and is involved in it (Hechanova, and Teng-Calleja, 2011). Organizational change can be said to be favored if it meets its objectives and the benefits of the change are realized by the worry and employees of the organization. Readiness for change is one of the issues that change management experts have focused on in t he recent few years by recommending strategies that organizations need to take in order to be fully prepared for change. Readiness for change is a very essential concept in healthcare given the ever changing nature of treatment. Healthcare organizations have to be strategically positioned so as to meet the demands brought about by change. An organizations readiness for change depends on various factors such as organizational culture, flexibility of the organizations policies, and the ability of leaders to manage changes in the working environment. Managing change in a healthcare facility is not contrary from other organizations (Weiner, Lewis & Linnan, 2009). The leaders have to be very assertive and proactive in steering health organizations in the right direction. This requires constant assessment of the current level of operations in the organization and determine what needs to be done so as to help improve treatment of patients. The need for the proposed change has been brough t up by the increase in the number of deaths occurring from invasive interventional radiology procedures in recent years. patronage having qualified and dedicated personnel, the deaths have increased persistently for many people to notice. It came to our realization that this was due to meagre staff. The number of patients has increased significantly increasing the ration between patients and employees. This situation has created the need for a change in the organization which would include hiring of two nurses who will specifically handle patients in the radiology room. on that point are likely to be barriers to implementing this change. Some of the challenges in implementing the proposed change include lack of funds to arise and manage the change as well as lack of receptors. Implementing the proposed change require creating strategies that will be used as guiding principles throughout the process. A change implementation dodge for organizations includes various elements that h ave to be carefully analyzed before the change process is implemented (Hechanova and Teng-Calleja, 2011). These elements include situational awareness, the structures supporting the change, and strategy analysis. Situational awareness involves understanding the implications of change on the organizations, knowing who will be affected by the be change and gathering as much resources and knowledge about the change to be implemented. Supporting structures