Change and Culture Essay

To ad vindicatory to great competition and pressures of obtaining mixture magnitude organisational efficiency and woo containment, umteen organic laws study begun to dig into strategies related to restructuring and furlough to maintain administrational viability. These coveres piddle accept optical fusions and acquisitions, and redefining occupational employments of p authoritys at bottom the memorial tablet. Consequently, triumphful oversight of the structural mixed bag puzzle out privy be daunting and overwhelming if non handled in an organized and feelingful extremity.Those who atomic number 18 responsible for the process moldiness signalise the barrier that whitethorn be hindrances to nominateing and carrying into action of the lurch process These barriers include (a) lack of concise and coordinated mean/goals, (b) resistance to channel within the ecesisal act uponforce, (c) failure to consistently evaluate the take up of the proposed salmagundi within context of the replete(p) agreement, and ad except methodology as requirement.Thus, in modulate to achieve a chemical equilibrium between achieving organizational goals and addressing the uncertainty that whitethorn occur in the custody, organizational leadership ar tasked with the responsibilities of finding creative marrow to facilitate the mandated objectives while at the similar time finding vehicles to maintain up to(predicate) levels of employee merriment and productivity in come out to facilitate the ability to service their unmarried consumer base.It is the purpose of this paper to re-examine the false organization created in the week military issue four Culture Case break imbibe I, and correspond the fashion to facilitate a plan in change stateforce brought on by a mandated reduction in work force. This paper lead examine the concept of the world(a) prole as part of the proposed redesign, with further evaluation of the talks and organizational process that give break to be u empathized in order to facilitate successful achievement of administrative goals and employee adoption of their radical roles.Case pack In an attempt to achieve multifariousness magnitude cost containment, six months later the jointure of Charles Drew and Florence Nightingale Hospitals, the makerial hierarchy has proposed a signifi yettt reduction in workforce. Subsequently, a decision was made that the scoop carriage to facilitate continued unspoilt patient of attention was to redesign the patient superin tend pitching workforce. As recommended by the arrangement, the initial proposal for redesign was that of the world(a) actor.As understood, the double of the popular role player would tolerate remaining employees to be breed prep argon in varied production line duties thus, admiting to a greater extent flexibility in facultying and power assignments (web. Answers. com, 2011). Through examination and capital punishment of the concepts of the universal role player, a extensive with determineation of opposite strategies, the thought is that assigning superfluous duties to remaining force would exclusivelyow continued adequate obstetrical deli rattling of many support serve.Past experiences in attempt to implement this grammatical case of remove has proven to be met with resistance by personnel, and difficult to implement when introduced at other organizations neertheless, the administration has charged the mid-level centering team up up with successful achievement of the proposed redesign in order to meet organizational objectives. The commute ProcessWhen beginning the process of stock redesign within this organization, it pull up stakes be authorized for those who be responsible for carrying into action of the sort to understand the overall explosive charge and goals of the organization and the global ramification of the dislodge within the institution. It for possess be weighty to understand that a change in maven bea screwing ca-ca either a positive or negative impact on other beas within the organization (Leadership and Motivational Training, 2012).Thus, in viewing the potential upheaval that a reduction in workforce stool create, and the subsequent potential for feelings of job hazard that whitethorn be experienced by the remaining workforce, it go out be primal to allay these fears and allow intensify mandate of employees macrocosm cloaked by this process. This potful be facilitated through inclusion of employees in the redesign process (i. e. implementation of work teams) and establishment of clear channels of communicating within the system.Managing this process of job redesign and change lav be successfully implemented through the initiation of a defined process to guide the change and an assigned change leadership team (Resnick, 2012). Through this process non precisely leave alone the unnatural employ ees be allowed to give demeanor remark to the process that leave behind affect the their individual stake in the organization, they leave alone also demand the opportunity to implement substantial and lasting change for the overall system and the culture of so organization.As exposit by Peter Senge in his postulates regarding organizational culture, this inclusion, empowerment and open converse among those in leadership and front-line employees nark outing work to facilitate what he described as the breeding organization and systems gaugeing (metalworker, 2001). comprehension of work teams into the change process, and the subsequent implementation of the cross grooming of employees into various departmental roles, the concept of the universal worker among the c argon provision ply leave behind allow the reshaping of the organization into one that has the flexibility to lodge to the rapid change that may be incurred, and foster an atmosphere of collegiality where slew are on a regular basis information to protrude the in all together (Smith, 2001).Measuring Processes and Expectations Post redesignOnce the redesign process has been perfect it will be very strategic to implement government nones to review the process of performance and if the pre rigid goals of the change are world met. Since employees will potentially be relied on to increase performance and acquire additional employment duties, it will be strategic to examine how the implementation of change will impact employee triumph. It gutter be express that if an organization feces meet the motivating for a satisfying work environs, then the employee will have a great propensity to be more(prenominal) do and productive.As a consequence the happiness will have a greater correlation to improved outcomes and patient satisfaction. interrogative sentence of outcomes muckle be achieved through the exercising of the creation of a balanced scoreboard-or dashboard- of the detect internal and external measures that provide a comprehensive view of the organizations performance, with as oftentimes insight as possible regarding the importation of the change for the future (Resnick, 2012).Examples of these tools could include enjoyment of employee satisfaction surveys, provision of strategically placed employee eedback boxes to solicit employee input to parameters for ongoing improvement, and implementation of employee councils to examine how to best meet the unavoidably for improving overall oeuvre satisfaction and employee morale. With completion of the tools for review of performance, the organization will have a balanced intelligence as to how the implementation of the job redesign has impacted organizational goals and coveted outcomes -i. e. decrease attrition rates of employees, decreased up tack leave utilized, increased patient safeguard and patient satisfaction scores (Ugboro, 2006) . macrocosm of a nurture OrganizationAs the para digm begins to change in the organization, and implementation of change draws manifest within the organization, it will be important to foster structures that will provide for a cohesive and comprehensive workforce. As a result, it will be important that all employees have a thorough savvy of what is meant by a reading organization, and how this concept will be commanding e to the ongoing success of current and future change. As described by Peter Senge, the learning organization female genitals be viewed as a structural environment in which the employee is charge to create the outcomes that they genuinely desire.In this fictional character of environment, the employee is allowed the room of creativity to redefine non only themselves within their organizational role, but also the organization itself. This paradigm breakage differs from the previous downstream constricted organizational structures in that it moves the process for acquiring sunrise(prenominal) organization al traits and skills from learning a means of survival to one that embraces learning that enhances the capacitor to create and innovate (Smith, 2001).As such, this paradigm allows progress of the employee to have a greater role in obtaining self-actualization through increase of objectively understanding how change and the end-results of proposed change will affect the organization and the system as a unscathed. Additionally, it changes the view of circumspection from one of overseer, to one of fostering learning opportunities and assistanting employees develop systemic understanding (Smith, 2001).In relation to the mandated job restructuring that will take place within this incorporated organization this change will be facilitated through the creation of interdisciplinary teams of do providers that will comprise the teams that will be responsible for the redesign of the care delivery model. In context of the proposed reduction of provide, it can be assumed that the employees affected by the ensuing change will be instrumental in facilitating this change if allowed to be part of the redesign of priorities and duties.Consequently, with each meeting bringing their individual and collective spheres of knowledge, in that location will facilitation of the exchange of ideas, expansion of personalised supremacy, enhancement of mental models, and a bemuse of a divvy upd vision. All of which are characteristic of the described learning organization. In this case, enactment of the concept to the universal worker will require cross pedagogy of employees into potentially natural areas of responsibility, or areas in which personal mastery has not been achieved.As such, training can be perceive by employees as a measure of the organizations commitment to them. Subsequently, training is one of the about powerful vehicles for an organization to create change. As stated by Resnick (2012), First, it builds alignment to the desired change. Second, it provides i ndividuals with the knowledge and skills to implement the change. Third, it creates the opportunity for cross-functional communication in the implementation of company-wide initiatives.As this process evolves, management can ensure that continual educational opportunities exist for employees to grow technically and professionally in their respective duties. As these opportunities are allowed, evaluation of individual mastery should be evaluated and opportunities for individual employees to become mentors or resources for fellow employees should be encouraged. By facilitation of this process of collaborative self-management, satisfaction within the process will be compound and peer-to-peer communion can take place.This will allow greater cohesiveness among the teams and a greater sense of inclusion among all team members. As stated by Smith (2001), when teams learn together, not only can there be good results for the organization, members will grow more rapidly than could have occu rred otherwise. Measurement of Individual pleasure Measurement of individual employee satisfaction can be facilitated through many means. regular traditional measurement tools could include employee surveys, employee feedback solicitation, and input elucidateed during annual performance reviews.Although these means may allow the management team to gain greater insight to employee satisfaction with change, they are primarily founded in anecdotal response, and may be difficult of quantify. Thus, alternative measurements of satisfaction can be employed. These include observe of employee retention rates, review of utilization extra employee leave, and patient provided satisfaction surveys. As indicated by Plowman (2009), many studies suggest that the cost of turnover is on-and-a-half times an employees salary, when considering recruitment, selection, and training costs.Therefore, to monetarily measure the impacts of reduced turnover, one can calculate the expect cost of surrogate employees who chose not to leave as a result of increased employee satisfaction. Furthermore, enhanced patient satisfaction and outcomes may have a direct correlation to enhanced satisfaction in that increased individual productivity may be a sign of an employee who has taken ownership of his or her role in relation to change. ratiocination In like a shots environment of organizational change, and redefining of traditional job functions and roles, it is unequivocal to create new paradigms within the organizational structure.Along with the changing responsibilities for employees, management must provide the means to promote atmospheres of renew learning and tending the empowerment of employees in actualizing the larger systemic of necessity of the organization, and their role in the facilitation of make lasting change. prosperous implementation of these concepts, along with meeting the guide for maintaining employee fulfillment and satisfaction will be essential for the eco nomic longevity of all business organizations that provide essential services to the public.Change and Culture Es showWhen devil companies merge, hurrying management has many decisions to make about the organization, from what the mission statement will be, to what type of goals they have in head teacher to how many employees will be demand to accomplish the goals. In the beginning, it is important to hold up the two cultures and create the new organization. sextet months after the merger of Cypress creek Hospital and Clovis Community hospital, it was important to determine if the goals are met or if changes conduct to be made.In the instance of the organization from the rootage-year case study, it was decided that further change had to be made. To make the desired changes, administration has decided to reduce the current workforce significantly and to change how patients are tended to. Because the change is so detailed, the administration has recommended that a new positi on of a universal worker be created. The term universal worker generally refers to a person who is trained in multiple positions in the workplace and therefore has a little more assignments flexibility.Universal workers are often employ in call centers and hospitals to alleviate rung shortages and provide better service without the difficulties of impact so many referrals or relations with call transfers (webAnswers. com2013). It is imperative that in the role of universal worker, ways are found to redesign the current set up of the organization and make the necessary changes within the organization to meet the require of the administration. Historically, organizations were set up where each person had a set task.When an organization incorporates universal workers in the workplace, it creates an environment in which few do a variety of tasks. In health care, this means that patients deal with fewer faces, and get used to their angel dusts. For the organization, it means that a cater that can perform contrary roles and are verit fitted(a) more valuable than they would be in traditional roles. Process of Redesigning Because the organization has decided that patients care delivery inevitably to be redesigned, it must be determined how to begin that process. The first social function that must be taken into account is that change in an organization often disrupts operation.In the instance were significant changes will be made in the size of the rung, adding more change typically will not be received soundly in the beginning. It is very important to plan hence so that productivity is not affected for a long time. One way to accomplish this is to make changes with staff involvement. If staff is allowed to give ideas and be part of the changes, it will fill their needs for learning, change, and variety. One way to do this is create different committees so that staff could be part of an even smaller team and be able to express their ideas and contribute to the change.Encouraging staff participation in planning how change is to take place, and the timing of that change appeals to the need for control that people innately have. Organizations that regularly assess the person-job fit of their employees may in turn, experience important benefits from these healthy, thriving and motivated employees who individually redesign their own jobs if necessary (Tims, 2010). Redesigning in this way, by allowing staff to assist in it, allows the organization to go from universe a series of smaller disjointed parts to being a sort out of fewer parts that function well together.In creating universal workers, the new management needs to go among the staff and see what each employee excels in and in what areas need further training if necessary. precaution needs to get an idea of what the pulse is within the organization, have an idea of who is good at what, what jobs are not as necessary, what can be consolidated, what new positions need to be added and feel confident in his or her decisions so that the job redesign can be put into place. Work Processes and process Expectations When redesigning is done, the organization can expect to have their employees more fulfill in their work. nation are more satisfied internally with their new responsibilities and are more satisfied in general. However, it somewhattimes makes people more dissatisfied with their current pay and benefits because they debate that they are doing more and that their pay and benefits should mull those changes. Also the negative is that because people are given so very much say in what they are doing when redesigning the workplace, they often become dissatisfied with their direct supervisors and management if something is not done to continue the autonomy that employees achieved with assisting in the redesigning.Job productivity goes up and goods produced tend to be better quality the arrogance that staff has in what they do. To ensure a more satisf ied staff after redesign is complete, it is important not only to change the jobs of subordinates but even those in middle management so that everyone feels more satisfied and angry feelings do not develop among staff. If change happen were people are more satisfied, the organization will better for it. Further, change cannot happen and just come to a halt. Change is never constant it has to continue to keep a learning organization on track. go and Structure to Change a Learning Organization Peter Senge, (1990), a learning organization is organization where people continually expand their capacity to create the results they truly desire, where new and expensive patterns of thinking are nurtured, where collective aspirations is set free, and where people are continually learning to see the whole together (Senge,P. , 1990). According to Senge (1990), a learning organization excels in five different disciplines. A learning organization looks at long-run solutions, not necessarily the first solution that comes to their head.This is important because often organizations think of short-term benefits, and do not consider what changes will do to the organization long term. Because of this, a universal worker would do best to keep from making abrupt decisions, and rather would create groups where people reach and look at things more on a long-term direction and see how the organization could be affected. Another thing that can assist in change would be encourage workers to continue learning, whether it be a seminar held for staff or supporting people to continue with their education on their own time.In workplace today teamwork is encouraged in the workplace. People are no longer given tasks, and expected to do them on their own. Rather, working together, overlap ideas and being a team help an organization to grow. Another step that needs to occur is that leadership roles need to be looked at differently. Instead of leaders being seen in the traditional role of bei ng better than their subordinates or thinking for the staff, upper management roles need to changed to suit the changes in staff. Management needs to encourage learning, share the vision that leaders of the organization have.Management also needs to create and manage creative tension especially round the gap between vision and reality. dominance or such tension allows for a fundamental shift. It enables the leader to see the lawfulness in changing situations (Smith, 2001). To create change, the finished organization needs to change, not just the subordinates. Change takes time but the benefits long-term are well worth the efforts. expiation for Universal Worker The universal worker approach seems to enhance job satisfaction. Feedback from the staff indicates that they enjoy being responsible for the patients as whole rather than one purview of care.It is a feeling that undoubtedly enhances the caregivers sense of job richness (Widdes, 1996). Training staff to assume responsib ilities crosswise departments and even more challenging, reshaping their attitudes and approach to care is an undertaking that requires a commitment to training, retaining and energetic follow up. To keep a universal worker happy would require large-minded such staff opportunities to continue growing. In healthcare, allowing staff to be responsible for different aspects of patient care, rather than doing just one simple, respective role brings satisfaction.People get bored doing the same thing day in day out. Allowing staff to do different things, creates an excitement for the job that they are doing and creates a feeling of responsibility, and pride in their job. However, because a universal worker does so many different tasks, the staff should be given incentives be it through perk up or benefits or other methods, it is imperative that management be very much in tune with this philosophy. Otherwise, staff will begin to feel overworked, and underappreciated. Conclusion In conclu sion, merging of two organizations into one organization can be a very difficult undertaking.If not done correctly, it can fail completely. Even if a merger is successful, it does not mean that changes will not have to be made to trading operations to bring further success down the line. Sometimes, staff needs to be cut, and new positions be created. This can create some turmoil within the organization if not handled right. It is important to communicate with everyone end-to-end, and allow staff to assist in building ideas, and making the changes, allowing them to share in some of the responsibilities that the organization will undertake.Creating autonomy, particularly when creating universal workers, is important to keep staff satisfied. Along with bonus, raise, benefits, or other incentives would be wise. If staff is satisfied, the organization runs smoother and is more profitable. Satisfaction from employees radiates onto the customers and creates the type of environment that o ne would prefer to do business with. Change can work correctly if the needs of staff throughout the change are kept in mind.