The Risks And Benefits Of Organizational Change Assignment Paper

Write a three-page executive summary that will be sent to executive staff at the healthcare facility in order to make organizational changes and processes at the hospital.

Topics should include:

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• The pros and cons of having non-medical staff making medical decisions.
• The importance of the management of resources, including staff, money, and inventory.
• Getting the buy-in of facility staff and administrators with suggested changes.  The Risks And Benefits Of Organizational Change Assignment Paper
• 1.Summary provides an extensive list of pros and cons and the application of changes to the hospital setting.
• 2.Summary covers a majority of resources used and delivered in a hospital setting.
• 3.Summary discuss the steps needed to gain the buy-in of hospital staff and administrators.

Write a three-page executive summary that will be sent to executive staff at the healthcare facility in order to make organizational changes and processes at the hospital.

Topics should include:

• The pros and cons of having non-medical staff making medical decisions.
• The importance of the management of resources, including staff, money, and inventory.
• Getting the buy-in of facility staff and administrators with suggested changes.
• 1.Summary provides an extensive list of pros and cons and the application of changes to the hospital setting.
• 2.Summary covers a majority of resources used and delivered in a hospital setting.
• 3.Summary discuss the steps needed to gain the buy-in of hospital staff and administrators.

ADDITIONAL DETAILS 

The Risks And Benefits Of Organizational Change

Introduction

Organizational change is a process of change within an existing organization, which involves the development and implementation of new processes and systems. Organizational change management (OCM) refers to the activities involved in this process. It involves planning, implementation and monitoring of organizational changes that may involve organizational restructuring, business process redesigns or technology upgrades among other things. The benefits of implementing OCM include improved employee engagement levels as well as increased productivity levels among others. However there are also risks associated with implementing such changes which need careful consideration before proceeding with any kind of OCM initiative at your company or organization level:

Increased employee turnover.

As you know, employee turnover is expensive and can have a significant impact on your business. When employees leave the company, they take with them valuable knowledge, productivity and revenue. It’s important to note that employee turnover isn’t just an issue for companies; it’s also costly for the individuals who leave their jobs as well. For example:

• The average cost of hiring an employee is $6k-$20k per year depending on their experience level; this includes benefits & taxes!

• Employee engagement decreases when there are high levels of turnover in your organization (which means fewer people who care about what happens). In fact, studies show that attrition rates can be as high as 25% among employees who stick around longer than six months at one job!

Lack of senior support.

• Senior management support is crucial to the success of any organizational change.

• The role of senior management in change management is vital, but not always obvious.

Getting senior managers onboard with a new way of doing things can be challenging, especially if they’re not involved in the decision-making process or if they’re worried about losing their jobs if the new strategy isn’t successful (which it almost certainly won’t be). However, there are ways you can make sure your organization has the proper support from its top team before embarking on any big changes:

Lack of communication with employees.

Communication is key to successful change management, but it’s also often the most overlooked part of the process. If you want your employees to be on board with the new direction of your business, it’s important that you understand how they feel about it and why they might not be ready for change yet.

You may think that if you tell people what’s going on in advance and explain why things are changing (and why this will help them), then everyone will understand and agree with your decision. However, there’s no guarantee that this won’t happen because some people might not get enough information or have been given contradictory information by management. In addition, even if employees do understand what’s going on intellectually—which isn’t always easy when faced with a sudden shift like this—they may not feel emotionally ready for those changes yet because they haven’t had time or opportunity yet (or maybe never) to reflect upon their own roles within their organizations as well as within society at large.”

Lack of engagement from employees and managers.

One of the most important factors that can contribute to a successful organizational change is employee engagement. Employees and managers must be involved in order for it to be successful, which means that they need to understand what is going on and how it will affect them as individuals, their jobs and the overall business. If you do not have buy-in from your employees or managers then there’s a good chance that your organization won’t make it through an organizational transition period without experiencing some level of turmoil or disruption.

Risks Of Organizational Change

There are several risks of organizational change, including:

• Increased employee turnover. Employees may feel uncomfortable or uncertain about their new roles, resulting in decreased productivity and morale.

• Lack of senior support. Senior managers will likely have little experience with the new structure or processes involved in an organizational change effort, so they may need more time to adjust and get up to speed on how things work now versus how they worked before.*Lack of communication with employees.*Employees’ views can be ignored or discounted during this process if you don’t take steps to ensure that everyone understands what’s going on around them (and why).This can also lead to anger from employees who feel like their needs aren’t being addressed properly—but it’s important not just for those who are directly impacted by the changes themselves but also for those who aren’t directly impacted but still care about their company’s success as well!

Benefits Of Change Management

There are many benefits to change management. You can:

• Manage the process of change in your organization, including how and when it should occur.

• Communicate the changes you make to employees, clients or customers.

• Engage employees with training that teaches them about new skills or policies so they can better support your organization’s needs as a result of its implementation of any changes made by managers.

You’ll also want to measure what kind of return on investment (ROI) there is from implementing each step in this process so that you don’t waste resources unnecessarily on projects that aren’t worth their cost.

Improved communication.

When you change the way your organization works, it’s important to ensure that everyone understands why and how the change was made. This can be difficult in some cases because managers may not have all the information they need about what’s going on with their team members. In this case, having a clear communication plan will help smooth over any bumps in the road as well as increase overall satisfaction with your new organizational structure.

By communicating effectively with employees, customers and suppliers (among others), you’ll help them understand exactly what changes are being made so they’re more likely to support those changes or even agree with them—and that means fewer problems down the road!

Greater collaboration among teams.

The benefits of collaboration are many. One of the most obvious is that it leads to better decision making, which can lead to more innovative solutions and a more effective organizational culture.

Collaboration is also an important part of teams that work together for a common cause. For example, if you’re working on a project with your colleagues and you decide to partner with one another for resources or expertise, it’s likely that this partnership will result in better results than if each person was working alone (even though they may have been more capable).

Enhanced employee engagement.

Employee engagement is a key component to organizational success. When employees feel like they have a voice in the company, they’re more likely to stay with it and perform their best at work.

However, it’s important to note that engagement is not just about money; it’s also about feeling like you are part of something that matters—something bigger than yourself or your job title (or even your company). This can be achieved by giving employees opportunities for meaningful contributions through volunteering, mentoring others or providing insights into new technologies or processes within an organization.

Greater flexibility and adaptability for future changes.

Organizational change is a constant. Your business has to be flexible enough to adapt and evolve as quickly as the world around it changes, or else you risk becoming obsolete. This can be difficult for some organizations because they’re used to doing things in a certain way, even if that way isn’t working anymore.

Organizational change management helps businesses become more adaptable by enabling them to make adjustments before they become problematic or necessary. It helps organizations maintain their flexibility and efficiency while staying true to their core values and goals throughout all stages of development—from planning through implementation and beyond!

Change management is a complex process that involves many steps, but can help foster success.

Change management is a complex process that involves many steps, but can help foster success. As with any major change or transformation, it is important to understand the risks and benefits of organizational change so you can make informed decisions about how to proceed.

Organizational change can be difficult for employees who are accustomed to their routines and ways of doing things in order to function effectively on a day-to-day basis. This can cause them anxiety as they begin their new role within an organization where there may be more freedom than before, which means that employees must learn new skills quickly if they want their positions at work remain secure through this transition period (and beyond).

In addition, managers should take into account factors such as cost savings associated with implementing new processes/tools (such as automation), increased efficiency within departments/units etc…

Conclusion

The main takeaway from this post is that change management is a complex process that involves many steps. It can be overwhelming if you try to make all the changes yourself, so start small and stay flexible. The key is to have a clear strategy for how your company will change as well as what resources and training needs to be in place for employees who need help transitioning into their new roles.

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