HealthCo As a result of increasing competition and a decrease in membership numbers is attempting to improve staff performance in order to attract new customers. However management 's “top heavy” strategy combined with its resistance to change and views on different employees and managers in the workplace is damaging day to day operations. This damage is seen to be unappealing towards customers as many become enraged, “aggressive and abusive” as many leave the organisation. For example the staff came into work one morning and discovered that “computers and rates had been changed” with no warning given. This ill prepared approach leaves little time for staff to prepare, limiting the customer experience resulting in the decrease of members. If no action is taken to address this issue than HealthCo’s image will continue to become damaged as they lose customers to competitors. Communication goals should be set in order to assist management in the process of learning how to communicate effectively towards staff as well …show more content…
Allowing change to occur in the workplace will allow for the introduction of new Communication techniques and motivational theories. By building the relationships between employees and allowing a smooth flow of information related to their job and position at the company employees will be better able to create a premium experience for their customers. As discussed by Esther Cameron and Mike Green in Making sense of change management, “resistance comes from a fear of the unknown or a need for things to remain stable” however as the company 's research has shown their position in the industry is not stable, resulting in their decrease of clients and revenue. If unchecked this will result in HealthCo’s demise as competitors adopts new methods which appeal to their customers slowly taking marketshare away from
Change had always been a value at Winning Ways, but how change is managed is as important as the substance of the ideas. The implementation of new ideas as well as the mobility of the employees within the company became areas of concern. There was a great deal of confusion regarding company decisions and the purpose of certain initiatives. Although there was a commitment to seeking new management approaches, employees felt as though many ideas were pushed off to the side without ever being considered. Others were implemented, such as teams, but the actual structures were not sustained, creating confusion and tension as employees tried to work within a framework that did not always make sense. Although constant change was once embraced as a vehicle for innovation and increased success, it became increasingly difficult for the employees to follow large shifts. While change can create progress, it can also reflect a lack of focus and/or signify a lack of clear interest in a strategy or approach. In order for changes to be effective, they have to be clear and be implemented in a way that allows for their evaluation. Furthermore, as the company continued to hire from the outside, current employees found themselves isolated with no opportunity for upward mobility. New hires often had higher levels of education as compared to older workers who provided experience, were committed to the company, and had a strong interest in learning. Because people often feel out of the loop, it would be wise for Winning Ways to introduce employee involvement programs. For example, participative management allows for joint decision making in which subordinates share decision-making power with their supervisors (Robbins & Judge, 2012). As a result, employees would feel as though their voice can be heard and have a better
Healthcare is one of the most dynamic industries in our great nation. To truly understand just how dynamic the industry is, one needs to understand that healthcare in and of itself is a living, breathing industry that is ever changing and conforming to meet the ideals set forth from a broad group of stakeholders. When one looks at the evolution that healthcare has undergone in the past 165 years, the picture of the true dynamics of this industry is painted. One must take this evolutional history into account when looking at the next ten years in our industry. When looking at these evolutional processes, one can see that the systems have changed as our country and its people have required it to (Williams & Torrens, 2008). When looking at how this industry will change or evolve over the next decade, one can ascertain that it will be by the demands of those involved that change will come.
HealthSouth is one of the nation’s largest providers of post-acute healthcare services in the United States operating 123 hospitals in 36 states. HealthSouth is a leader in inpatient rehabilitation, managing patients who have suffered strokes, head injuries, fractures, or succumbed to a debilitating illness that changed their functional abilities. HealthSouth recently purchased Encompass Home Health in order to provide further care at the bedside to keep patients at home after discharge. HealthSouth headquarters is based in Birmingham, Alabama, and was founded in 1984. The entire company employs over 27,000 people with revenues over 3.2 billion dollars.
There are a couple of things HealthFit can do to continue growing revenue for the club. First, I would recommend going into the retail business. Selling workout apparel with the clubs name and logo would be a great way to make money. People often have a hard time picking out what to wear to the gym or how to buy gym clothes. This will make it easy for your customers, and can also be a great way to get publicity. The retail doesn’t have to stop at clothes, the club can sell bottled water, energy drinks, snacks, supplements, at home gym equipment, etc. to make a profit. Next, I would recommend selling nutrition plans. A lot of people often get into the routine of going to the gym; yet, they find it difficult to eat properly. By having various
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
Managing Change: Who Moved my Cheese? Darrin Ruble National University Managing Change: Who Moved my Cheese? Rashid-Al-Abri (2007) claims that change in the healthcare industry has been a dramatic phenomenon that requires the personnel to accept changes or they will be surpassed by them. Therefore, there is the need to follow the steps of change: evaluation, planning, implementation, and management. The characters are different, but the individual control that these characters display plays a fundamental role in the acceptance and the administration of change.
Patients make up a huge part in achieving service excellence for the healthcare industry. My healthcare facility helps the patients redeem themselves and correct with sensitivity. The patients are my customers, and my healthcare facility must remember our mission and vision of giving spectacular healthcare to our customers who are our priority. By giving quality customer service, my healthcare facility earns the gratitude and patronage of its patients. The patients pass their experiences to their families and that keeps my healthcare facilities’ reputation successful
Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.
Change is a common thread that runs through all Organization irrespective of size, Industry and age. Our world is changing fast and as such the organization must strive to adapt to the changes. [ ] a necessary feature of all forward looking organization. In Health care System change is an essential for improvement and modernization of Health Services. It is essential for adaptation and growth. According to J Sullivan “ change is the process of making something different from what it was”. It often creates fear and anxiety in an Organization. The process of change is continuous and begins with the present state , is disrupted moves through a transition period, and finally comes to a desired state. Once the desired state has been reached , however the cycle of change begins again. Change Implementation within an organization can then be conceptualized as an exercise in social influence defined as the alteration of an attitude or behaviour by one actor in response to another actor’s actions. ( Marston & Fredkin, 1993 and by Julie etal 2012 . Academy of Management Journal). This article explains the process of organizational change by using Lewin’s Force Field Model Theory and the application of role of Leader in the Implementation of change in my current practice.
The article discusses how organizations must change to survive in a competitive market. Companies must change how they gather information, implement the information, and support the employees that acquire the information.
Human beings have a tendency to resist change even when the change contributes to growth and development, increased productivity, and greater efficiency (Baker, 1989, p.53). In most cases, resistance to change occurs in the workplace because changes in an organization affect the individuals within the organization. Moreover, individuals within an organization resist change because of fear of unknown based on the potential impact of the change on their job performance, relationship with co-workers, and other job related issues.
As the world today is changing, the dynamics of the workplace is also changing. Trends that was once seen 50 years ago are now dying down as millennials are entering the workplace. The idea of cubicles in the workplace are changing to include collaboration space for employees to focus more on teamwork over individual performance. The use of technology at work has changed the idea of how work gets done by using many automated services, but also giving employees the opportunity to telecommute or work from home. Many companies are doing away with formal business attire and relying more on business casual or just casual appropriate dress for the workplace (Davis, 2017). Organizations are becoming more aware of health and wellness initiatives
This paper will discuss a manager’s role and responsibility in implementing change in the department. Change in the health care is continuous cycle which in some departments may result in anxiety, resistance to the change by employees, and in some cases individuals that the change will affect could experience angst as they assume the change may affect their future or livelihood ( www.chron.com, 2015).