Continuous change in business environment due to globalization of competitive emerging
markets and increasing in the customers expectation has influenced more or less every industry. Companies irrespective of the industry they belong are actively trying to find the ways and apply best strategy that may help them to cope with a change in strategy to meet the customers expectations as well as compete with existing and potential competitors. However, finding the most suitable ways and implementing them effectively is a very complex process as it require organizations to consider internal and external environment and then find the most suitable strategy and apply them accordingly. he report is basically aimed to analyse, as to why implication of modern technology as a part of organizational change in a health care !xyz" organization caused a lot of dissatisfaction among its employees. hough, new technologists, that mostly considered to be the root cause for the underutilising employees skills and causing the dissatisfaction and #ob insecurity however there can be various other reason also which need to be analysed and identified in term evaluating the way organization change were carried out and preparation were done before and while implementing the change. he report will also include what steps should have been taken and preparation could have been done in order to implement these changes successfully. ORGANIZATIONAL CHANGE: $ince the market is changing every day therefore companies have to indentify these changes and adapt themselves in order to cope with the same otherwise they will not be able to effectively use the opportunity and fulfill the market demand successfully. %rganizational development is a change to implement the planned change using set of theories and strategies to enhance employee development, improve organizational performance and cope with the challenging markets through #ob behaviors or changes in organizational structure !&obertson et al, '(()". %rganizational development purpose is to improve the performance of 1 | P a g e the organization and provide opportunities for employee development. %rganizational development focuses on the following aspects !*rench et al, +,,-". he role of /eader and top managers becomes very crucial as they need to have a clear vision in terms of successfully identifying the current situation of business environment, market condition and then come with most suitable strategy considering the internal environment of organization so as to achieve the desired result. 0stablish a sense of urgency *orm a powerful coalition Create a 1ision Communicate the 1ision 0mpower %thers 2im at short term goals Consolidate 3mprovements 3nstitutionalize Change LITERATURE REVIEW: %rganizational Change is a ongoing process and consist of various steps and though it is not necessary that all the steps would be equally require in all kind of activities happening in any company irrespective of the industry but there are few steps those should not be ignored and given high consideration as a part of organizational development. Assessing the (Organizational !"lt"re an# (e$ternal En%iron&ent op managers need to identify the external environment in terms of assessing the market trend and then analyze what need to be done to match with the same, moreover they also need to decide upon what exactly require to meet these requirement and finally the best approach which may enable organization to fulfill those changes. 4oreover, they may also need to continuously monitor the internal environment so as to find out all such issues that somehow influencing the performance, productivity and all together becoming barrier while achieving the organizational goal. 2 | P a g e 2ssessing the external environment !4arket" through effective networking, efficient analysis helps organization to have end to end knowledge of what actually happening in the market or even what even may happen or expected in future considering the present state or market trend. Lea#ershi' ( )anage&ent: This leadership has two dimension Concern for people and Concern for the outcome of the businesses. Blake and McCanse identify different style of management based on the concern of managers towards these two dimensions. For the development of a team the managers have to concern both the dimension eually. !Blake" McCanse" #$$#% /eaders need to have correct vision of what is actually going to happen and what is expected to cope with the such changes whereas mangers need to work as a change agent implement the changes through communication, coordination, control and delegating effectively. &'uccessful organi(ational change reuires skilled change agents" the organi(ation characteristics such as a culture which welcomes change" appropriate management style and supportive human resource policies.) Buchanan et al !*++," p.-+.% /eaders and 4anagers are required to identify the best model by applying the conceptual frameworks which can help them to find the most suitable approach towards organizational development. 2s they need to build an environment in which employees are well aware and convinced about what exactly is going to happen and how it is going to help them in order to excel their performance which may result the best possible result. E**e!ti%e Co&&"ni!ation: 5Communication serves four ma#or functions within a group or organization. control, motivation, emotional expression, and information. 6o one of these four functions should be seen as being more important than the others. *or groups to perform effectively, they need to maintain some form of control over members, stimulate members to perform, provide a means for emotional expression, and decision choices.7! &obbins, +,,)" Re#esigning the role an# res'onsi+ilities 3 | P a g e 58ob design is the planning and specification of #ob tasks and the work environments through which they are to be accomplished. %bviously, the 9best #ob design is always one that meets organizational requirements for high performance, offers a good fit with individual skills and needs, and provides opportunities for #ob satisfaction7. $chermerhorn et al !+,,,, p.'--" he reason being it requires employee to do soothing different, differently or even totally apposite what they have been doing so far that mean employees competency may given less priority than organizational need. 2ccording to Herzberg, #ob:redesigning can increase employee motivation if it is performed by following some essential steps as mentioned below. 2llow workers to plan 2llow workers to control 4aximize #ob freedom 3ncrease task difficulty Help workers become task experts ;rovide performance feedback 3ncrease performance accountability ;rovide complete units of work $chermerhorn et al !+,,,, p.'-<" 4anagers need to ensure that they are able to encourage to employee towards taking new role and responsibilities though providing continuous support and guidance. 4anagers also need to effectively monitor employees performance and provide the feedback as and when needed so increase the confidence level of employee towards doing something which is totally new to them. Con*li!t )anage&ent 4aking or getting people work with harmony is not easy especially when there is matter of change as they have to suddenly have to do something they are not very comfortable with because sense of blaming each other normally high and therefore management need to apply much effective methods towards improving the working relationship among the employees. 4 | P a g e Thomas and /ilmann !#$0,% identified five main styles of dealing with conflict that vary in their degrees of cooperativeness and assertiveness. They agreed that people typically have preferred conflict resolution style. )oti%ation thro"gh Re,ar# an# Re!ognition $ince the change in the organizational mostly require employees do either different or better than what they have been doing so it is obvious to see that every employee is not equally motivated towards adopting the new practices and therefore it is manager responsibility to keep them motivated through recognizing their additional effort and rewarding them accordingly. &12actly how to motivate others is difficult to determine because motivation itself is such a comple2 phenomenon. For e2ample" specific behavior may be the result of several motives" rather than a single motive. Furthermore" people who e2press essentially the same motive may engage in very different behaviors" while people who e2press very different motives may engage in very similar behavior.) 3ecchio !#$$#" p.#.,% ANAL-.I. O/ (0-Z HEALTH CARE ORGANIZATION: &Most people working in health care organi(ations do not wish to change their location" style" or mode of working. They not only do not embrace and engage with the plans for change" they actively resists. The culture of the organi(ation4 its norms" values" behaviors" and policies are perceived by staff must change for change to occur. The culture must support the direction of change by rewarding behaviors which support the change and in some cases penali(ing those which do not). 5araside !#$$0" '04'#6% he biggest drawback of organization development process in health care organization was that the organization culture was not assessed and therefore management could not come up with suitable intervention plan and simply applied 8ob re:designs intervention strategy which was not at all suitable for an organization from health care industry or required a lot of preparation before implementation. 5 | P a g e he employees were also not happy with the way which the clinic management responded to the recommended changes. he management should have tried to include the technological staff in the decision making process and they should keen on giving the training and induction to the technologist which help them for the process of dual career path and #ob rotation. 3n the clinic the management failed to find and publish a short term win in the change process =ut the employees under the cognitive rigidity will be difficult to come forward to readiness for change. Consequently the achievement of the short term is important both as a motivating factor and as a mechanism for tracking progress towards the longer term goals. ! $enior, $wailes, +,'," %> staffs are suppose to work as a facilitators and help, guide and supervise the employees as and when needed where as they took total control of the change process and gave least importance to find:out how employees would like to implement these changes and though recommendation which made by the organizational development staff were accurate and acceptable for the technologist. =ut the management had failed for the implementation during the last two years. $o the better preparation which can make in this stage is empowering the change team for leading this change process. his can be doing by putting a common acceptable and powerful persons form higher management to the key positions of the change staff. 2 special team for creating the #ob redesigns structure of the technologist who contains the members from the higher management and different department managers to support the change agent team. %> practitioners didnt see how the change process was going on and didnt aim at short term goals. hey #ust focused on long term goals. hey should have focused on recognizing, promoting and rewarding the individuals. $ometimes, though short term goals create pressure, it allows one to look at the loop holes and allow one to fill the gap. he management is responsible to look whether the expected behaviors have evolved in their employees. !?otter, '((-". CONCLU.ION ( RECO))ENDATION: 2ny activity as a part of %rganizational >evelopment of Corse aimed to add value to the organization as well as its people however it can also cause a great loss if not performed correctly with enough preparation considering the actual scenario and internal environment of the organization. 6 | P a g e 2s stated by @araside, as mentioned earlier as well, since health care industry employees are known for not being very flexible in terms for accepting the change in role, responsibilities and adopting something which sound totally new to them therefore expecting them to adopt the change which also include through analysis of environment, understanding employees expectation and finding the most suitable way considering all these factors. 4oreover, 3t is also important to carry out the change by following a well structured framework which not only include to communicate all possible information to the employees regarding the changes but also there is also enough space for employees to come up with their opinion and expectation while implementing the change. hrough it is not always possible to consider every ones expectation however a leaders with high level of influencing skills and managers with high level of negotiation skills can always find the ways to keep employees motivation level high towards acting as per organizational need. 3t is also important to provide enough training and support to the employees by identifying the need through conducting the follow:up sessions that can also help managers to understand their concerns much clearly and monitor employees performance much closely so as to rewards them in timely fashion in order to keep their dedication and motivation level high towards fulfilling the organizational needs. 1I1LIOGRA2H- AND RE/ERENCE. 1. &obertson, ;.8 and &oberts, >.& and ;orras, 8.3., '((). 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