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Hca 459 Senior Project Case Study

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HCA 459 Senior Projects DQ 1and DQ 2 Name Institution Discussion 1 Organizational Survival Strategies Healthcare has to be abundant, effective, easy and cheap but in the real world health care is limited, ineffective and very expensive. Managers have to create healthcare that can survival the ever changing risks and challenges (Grigg, 2010). Mission transforming projects; many organizations are undergoing through mission transforming projects that are changes are made to the original mission because this is to provide diversification of services, and outsourcing for a new source of revenue generation (Want, 2006). Mission transformation is a deliberate process that integrates specific strategies to deal with new threats and challenges. An organization …show more content…

This is experienced as a result of the desire to maintain status quo. In some organizations, a minor change to the responsibilities of the organizations requires much time and resources (Want, 2006). Change can lead to conflict. Individuals become attached to things they consider as the norm of their workplace. When change occurs the employees have difficulty of letting go of the status qou. Change can alter the normal routine of the workplace hence creating chaos. Organizational change can aid in improving the image of the organization, promoting efficiency and improve on the competitiveness of the organization (Schein, 2004). The manager can function as a trainer by helping the members of the organization to learn how to utilize the data to be used to promote development. He or she can help the members of n organization to acquire a new set of skills to help solve future problems of the organization. The manager can be the researcher by training organization members in the skills needed for evaluation of the effectiveness of action plans that have been implemented (Want,

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DISCUSSING ORGANIZATIONAL CHANGE Lisa Thai HRMT-440 Colorado Technical University 4/18/2018 Business organizations in the industry are always experiencing changes in the business environment. This forces them to change their operations hence in order to coup with the changing business environment (Fletcher, 2004). The technology keeps on advancing hence the need for business enterprises to adopt the use of it in order to boosts its performance in the industry. Organizations that perform well in the industry starts to grow in size hence expanding their operations in the industry. The increase in size of a firm requires it to makes certain changes in its operations in order to incorporate the growth in its operations.

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This essay will discuss the United Healthcare Organization. The readiness of United Healthcare to address the health care needs of citizens over the next decade will be addressed along with what could interfere with network growth. Finally this essay will take a look at patient satisfaction and resource management. In 2014 healthcare coverage begun being a requirement for all United States citizens.

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These individuals tend to report to work at a specified time, perform duties in accordance to their operating procedures, they know their responsibilities, and maybe more importantly, they have established relationships with peers, followers, and leaders. In short, they know what to expect every day. Change may also be feared simply because there are unknowns. Rumors begin to spread amongst the workforce and this only spreads the fear or uncertainty of change.

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Change is inevitable. It is the only thing that is constant in life. Resistance to change is a natural reaction, rooted in our past experiences, cultural norms, and innate psychological needs for certainty and control. The concept of change is very challenging for many individuals. Hesitation about accepting change reduces the possibilities and opportunities for development and limits opportunities.

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Although there is some resistance, most officers adapt easily and are open to new ideas. The key to any change effort is to explain the reason for the change to the rank and file, give them an opportunity to question the change, and provide opportunities for them to become involved. Information is power and the more information provided to the organization reduces the apprehension among its members. For any change effort, it is imperative to get all leaders from the organization, formal and informal, involved in the process. Change must come from the top, but formal leaders can only carry the message so far.

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Changes are initiated by the top management to accomplish the company’s goals and objectives base on the company’s core values, vision and mission. However, all change will succumb with resistance either from people who are in their comfort zone, or be it due to their security and economic conditions, or mainly because the fear of losing power, expertise, or even

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If employees don’t change their attitude and old practices to embrace new ones ;it will break the company. Resistance is something that every company experiences. Many employees tend to resist to changes. Reinforcement should be applied. There is three stages of the Lewin’s change model which are unfreezing,changing and refreezing.

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The United States spends the most money on healthcare than any other country, however the healthcare related results are almost non-existent. Growing healthcare costs continues to surpass the growth of the United States economy, and has been reliably doing so since the 1970’s. The results of the continuous rising healthcare costs jeopardize the economic well being of millions of individuals, families and businesses. Before the implementation of Affordable Care Act, forty million Americans were estimated to be uninsured. The strategic aim of universal health coverage is to ensure that everyone can use the health services they need without risk of financial ruin or impoverishment, no matter what their socio-economic situation.

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The first process starts with unfreezing, which is an extreme important first hurdle in the change process. Unfreezing which encouraging peoples to throw out old behaviours by reorganize the steadiness state that maintains the status quo. Change management books has long advocated that certain peoples have personalities that make them more resistant to change. By the way, latest research shows that only minority of a study’s people displayed flexibility in their reactions to three kinds of different change which are technological, structural and office relocation. Most of the respondents reacted differently to these differing kinds of change, suggesting that reactions to change might be more situational driven than was previously thought.

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Recommendations for the Organizational Leaders from The OPD Practitioner Analysis of a strategic plan for Mosaic Inc. The OPD specialist can add to the progress of social change efforts and change management in an organization with the assistance of experts in the organization's various departments (D’Ortenzio, 2012). The sustained collective efforts are essential to accomplishing the change and it is possible that the assorted leading personnel may work towards making successful changes or reject the change. Conventional change management can be performed by regularly monitoring the areas that require timely responses, as well as, sustaining the existing objectives to avoid deterioration.

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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Inequitable distribution of healthcare between rural and remote areas is an intractable global problem. Rural communities are in generally sicker, less educated and have higher healthcare needs; however irony is that urban communities receive better healthcare and funding in the budget by the government. Hart’s ‘inverse care law’ states that these with the greatest need of healthcare usually have the worst access to healthcare (Wilson, 2009). Inequitable healthcare is recognised as one of the major reasons for rapid urbanisation. Cochrane Effective Practice and Organisation of Care (EPOC) performed a systematic review with an objective to evaluate impact of various strategies to recess the inequitable healthcare between rural and urban areas.

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(Alshamasi, 2012). Hence, it is not a surprise to see employees resisting change (Oreg, 2003). To ensure success in the implementation of organisational change in the workplace, organisations must have employees who are equipped with the appropriate cognitive dispositions (change-supportive behaviours and attitude) to excellently address the demands of change (Alshamasi,

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To begin, he mentioned that conflict contributes to social change ensuring both interpersonal and intergroup dynamics remain fresh and reflective of current interests and realities. This enables employee to be more aware and alert with current issues and this factor can be optimize by leaders to find new opportunities in the

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Even though most of the change management skills are being mentioned in this article, it is lacking of how the change implementation techniques and capacity to modify management style to the specific situations. 3. Sampling methodology used was very much into the leadership and change issues that might lead the research to bias. It can be noted that research questions were not given in this article. As they have used unstructured interviews, it has to be noted that they will lead to raise questions their own ways rather than having a structured method (Ulrich,

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