Development of Change Strategy Implementation

Executive Summary

The report aims to analyze the change strategy implementation. Change strategy implementation is an integral part of all organizations. The health care system is broad. It involves a large number of stakeholders. The report is to focus on the risks, communication plan, human resource development strategy, and acquisition of new technology. The report is to provide the way the change strategy is implemented within the organization to provide improved care to the patient.

Table of Contents

Introduction.

Identification of elements.

Problems.

Scope.

Resources identification.

Estimate activity resource.

WBS.

Costing.

Schedule.

Human Resource Plan.

Training program to the health care workers to adopt change.

Communication Training.

Feasibility factors

The appropriate method of communication to the stakeholders.

Plan to communicate.

Feedback.

Management resistance to change.

Risk analysis.

Conclusion.

References. 

Introduction

The report aims to focus on the improvement of patient care with the health care system. Patient care is the most essential part of the health care system. The improvement is required regularly inpatient care, and therefore, the strategy to change in the physical and human resources is required regularly. The strategy to change patient care needs a regular focus to provide a better quality of care to the patient in the health care system. The resource strategy needs to be appropriate to manage the change within the organization.

Identification of Elements

Problems

The health care system is dynamic, and the change in concept and method of treatment, and therefore, the change in the system of patient care are inevitable. There is a growing requirement of patient care and a change in technology and the medical system (Rothaermel, 2016). It becomes necessary to acquire new resources and improve the human resource to use the technology and method to deal with the issue of patient care.

Scope

The study requires focusing on the improvement of patient care. The study is to extend to identify the organizational resource for meeting the current need, and will also focus on the area of improvement in the human resource of the organizations to effectively manage the patient care system (Hitt et al., 2017).

Resources identification

The organization in the broader sense has two kinds of strategies: technological and human resources. The technological resource helps to provide a quality service in the health care system (Van Rossum et al., 2016). Technology helps to provide a better quality of care to the patient, and the human resource in the recent health care system needs to have the skill to cope with the technology. 

Estimate activity resource

The available technological and human resources cannot be sufficient to provide proper care to the patient over time. There is a requirement of a change strategy to implement the change within the organizational context. The change cannot take place with the existing resource, and therefore, there is a requirement of the procurement of new resources to manage the change (Atkins, Kilbourne & Shulkin, 2017).

WBS

The work-based structure is essential to divide and allocate the responsibility of work to a different department. The strategy to change is effectively marinated with a well-defined work-based structure (Wang, Kung & Byrd, 2018). The work-based structure is required to implement the change within the given period.

Costing

Cost analysis is essential in the change strategy and change in the system of patient care. To change patient care, there is a requirement of the cost of technology and related training in the patient care system. The health care system requires estimating the cost of change (Barrett & Stephens, 2017). Without cost, it is difficult to estimate the cost of the project undertaken to change in the system by implementing a change strategy. Costing may involve the cost of training and the procurement of new technology. The cost of the promotion will also be there. The cost of communicating with stakeholders will also be involved.

Schedule

It is necessary to determine the time, as the implementation of a change strategy is needed for the selected time. Time management is necessary to enhance the profit of change. If the implementation is not done within a given period, the outdated system will be fruitless (Elshaug et al., 2017). The system requires a developing schedule to effectively implement the change within a given period.

Human Resource Plan

Human resource development is the most essential competent in the health care system. The health care system requires effective resource planning. Effective resource planning requires including the development of a human resource to effectively (Lemarleni et al., 2017). The development of the health care provider can take place through regular training. The regular training of the employee helps to implement the change strategy. 

Training Program to The Health Care Workers to Adopt Change

  • The workers are to be provided with training regarding the new method and technique of patient care.
  • The health care workers need to be provided with training on the new patient care technique.
  • The training is to be provided on the new technology used in the treatment.
  • The workers need to provide new skills and information on patient care.
  • The training program needs to cover two to three hours for two weeks.
  • Technology-based training will be provided in providing care to the patient.
  • The training is to be providing on the personalization of information.
  • The treatment will be provided on developing the cost-effecting technique to provide care to the patient.
  • The training will be provided to replace the old technique with the new technique.
  • The evolution of the training program is to be done.

Communication Training

  • Interaction based training is to be provided to the employee.
  • The workers are to be provided training on developing communication skills to understand the patient's needs.
  • The training on understanding verbal and non-verbal communication is to be provided to the employee.

Feasibility Factors

The improvement of Human resources through effective strategy will be feasible when the managers can effectively manage the action play to identify the modern technique and technology to improve patient care within the health care system. In this highly competitive global scenario, the change is persistent and inevitable. The feasibility of the system is maintained through the analysis of the effectiveness of the system (Nyong' a & Maina, 2019). If the system is found to evolve out of Total Quality Management, the HR strategy will help in achieving quality, cost, speed, and service. The patient's needs are to be analyzed in the health care system. The health care system requires developing strategies that could provide service in a cheaper, faster, and better way. There is a requirement of a source of competitive advantage.

Change strategy can effectively implement through the preparation of changer, management of change, and reinforcement of change. It is necessary to define the change management strategy (Fernandez et al., 2019). It requires developing a team that will focus on change management.

It also requires testing the execution of the change management plan. It incorporates resistance and operation management.

The feasibility of the change can be more effectively understood if the feedback is received and the changes have been made accordingly. The improvement is required to be made according to the feedback received and analyzed. The change strategy requires an effective evaluation to manage the change in the health care system to provide improved patient care to each individual. The improvement in the patient care system requires testing its feasibility to convey it to the stakeholders to seek approval and consensus of the stakeholders on the change management issue.

The Appropriate Method of Communication to The Stakeholders

Plan to communicate

The stakeholders of the health care system are to be communicated regarding the implementation of a change strategy. The change strategy is needed to inform the stakeholders. The stakeholder’s communication plan consists of the identification of stakeholders of the health care system, selecting the way the change strategy will be communicated to them (Schurr, De Tuya & Noll, 2017). The pan will be executed and the message regarding the change will be sent to them. The feedback will be received. The resistance of the management to change is to be noted to persuade the stakeholders to accept the change.

Communication with stakeholders is necessary. The stakeholders of the organizations are the top management, patients, the health care providers, shareholders, suppliers, and workers at the organization. These stakeholders are to be informed regarding the change strategy (Schurr, De Tuya & Noll, 2017). The change strategy needs to be implemented after the stakeholders are well aware of the change so that it will be far easier to accept the change. Accepting the change will allow the stakeholders to follow the policy and embark on the new technique and method in providing patient care.

The strategy will be communicated to the stakeholders through the meeting with the stakeholders. The agenda and the report of the conclusion will be shared and analyzed. The meeting outcome will be incorporated with the change strategy. Change strategy requires an analysis

Feedback

Feedback from the stakeholders is necessary. Stakeholder’s feedback will contain a quality suggestion that will help in the improvement strategy. The change strategy will receive an improvement through a comprehensive understanding of the issue of the stakeholders. The analysis of the feedback is to be made and valuable suggestions are to be incorporated in the change strategy to provide improved care to the patient (Schurr, De Tuya & Noll, 2017). The stakeholders have undergone a variety of experience, the suggestion and recommendation received from the stakeholder will be helpful in the strategic implementation of the change strategy. The quality of change and accuracy of the work will have an improved version of significance.

Management resistance to change

Management often resists the change as there is a possibility of risks of capital loss due to the risks involved in the change. The change strategy involves a high degree of risk. The management of a high degree of risk will affect the company more largely.

Risk analysis

Change strategy implementation is not free form risk. It involves loss of capital and the involvement of the labor force (Schurr, De Tuya & Noll, 2017). The change strategy implementation may lead to public disapproval and may cause a widespread impact on the public. 

Conclusion

It can be said that change strategy implementation in the health care system is a broad area and involves a lot of creativity, involvement, and risks. To convey the change strategy implementation to the stakeholders is necessary as it may involve major risks to life, capital, and system.

References

Atkins, D., Kilbourne, A. M., & Shulkin, D. (2017). Moving from discovery to system-wide change: the role of research in a learning health care system: experience from three decades of health systems research in the Veterans Health Administration. Annual review of public health, 38, 467-487.

Barrett, A. K., & Stephens, K. K. (2017). The pivotal role of change appropriation in the implementation of health care technology. Management Communication Quarterly, 31(2), 163-193.

Elshaug, A. G., Rosenthal, M. B., Lavis, J. N., Brownlee, S., Schmidt, H., Nagpal, S., ... & Saini, V. (2017). Levers for addressing medical underuse and overuse: achieving high-value health care. The Lancet, 390(10090), 191-202.

Fernandez, M. P., Bron, G. M., Kache, P. A., Larson, S. R., Maus, A., Gustafson Jr, D., ... & Diuk-Wasser, M. A. (2019). Usability and Feasibility of a Smartphone App to Assess Human Behavioral Factors Associated with Tick Exposure (The Tick App): Quantitative and Qualitative Study. JMIR mHealth and uHealth, 7(10), e14769.

Hitt, M. A., Jackson, S. E., Carmona, S., Bierman, L., Shalley, C. E., & Wright, M. (2017). The imperative for strategy implementation. The Oxford Handbook of Strategy Implementation, 1-20.

Lemarleni, J. E., Ochieng, I., Gakobo, T., & Mwaura, P. (2017). Effects of resource allocation on strategy implementation at Kenya Police Service in Nairobi County. International Academic Journal of Human Resource and Business Administration, 2(4), 1-26.

Nyong’a, T. M., & Maina, R. (2019). Influence of strategic leadership on strategy implementation at Kenya Revenue Authority, southern region in Kenya. International Academic Journal of Human Resource and Business Administration, 3(5), 128-159.

Rothaermel, F. T. (2016). Strategic management: concepts (Vol. 2). McGraw-Hill Education.

Schurr, M., De Tuya, M., & Noll, K. (2017, January). Risk-Informed decision making in information system implementation projects: Using qualitative assessment and evaluation of stakeholders' perceptions of risk. In Proceedings of the 50th Hawaii International Conference on System Sciences.

Van Rossum, L., Aij, K. H., Simons, F. E., van der Eng, N., & ten Have, W. D. (2016). Lean healthcare from a change management perspective. Journal of health organization and management.

Wang, Y., Kung, L., & Byrd, T. A. (2018). Big data analytics: Understanding its capabilities and potential benefits for healthcare organizations. Technological Forecasting and Social Change, 126, 3-13.

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