Kotters Change Model

Kotters Change Model

Change Process and the Kotters Change Model

Organization are expected to make changes and apply the Kotters Change Model to help them adapt the competition in the industry. For instance, with the technological development trends, companies have to adopt the e-marketing platforms among others lest they become outperformed by the aggressive competitors. The current study explores the wider scope of change process in a healthcare institution in terms of change development processes. The healthcare industry is highly dynamic as many players come up with new techniques and strategies to attract the potential clients. Also, client satisfaction is highly important and so the organizations have to analyze the key performance indicators from time to time. In as much as the change process is important and necessary for an organization, it can sometimes be destructive when not managed accordingly. The successful process depends on how the company organizes resources and mobilize support from all the stakeholders to realize a smooth transition process. The current study applies the Kotter’s change process to explore how a company can utilize it to achieve the desirable change outcomes.

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Critical Analysis

All organization would desire to have change processes to improve their operational efficiencies. According to Hanelt et al. (2021, 1160), organization can either benefit or loss from the change process. For instance, introduction of a standard operating procedure when discharging patients that would help the organization reduce the incidences of readmissions within 30 days and this may be beneficial to the organization. The change would impact the organization in many ways. First, successful implementation will result in better health outcomes and satisfaction for the patients. Highly satisfied patients will be willing to seek medical treatments from the organization and this will result in boosted revenue. On the other hand, the nurses and clinicians involved in the discharge process may experience additional tasks as they are required to complete in following the standard operating procedure. The change could lead to fatigue on the nurses and clinicians due to the additional work required in following the standard operating procedure. The additional tasks could induce different reactions from the employees in the organization.

Change Agents

The change agents are very important in a successful change process. In this case, the agents will include the nurses and clinicians since they are the ones that will be directly impacted by the change proposal. The departmental leaders will be in-charge of persuading their teams to support the change process. The disruptions likely to arise in the change process can be minimize through proper and timely communication. The departmental heads have to communicate and seek opinion and contributions from their members as far as the change is concerned. Engaging the stakeholders in the change development is the best way of eliminating the possible resistance likely to arise.

Change Introduction Case

The case involves a healthcare organization that recorded an increase in the number of readmissions within 30 days of discharge due to the lack of standard operating procedures and checklist for discharge. The Kotter’s model of change was applied in introducing the standard operating procedures as a measure to curb the increasing cases of hospital readmissions. According to the model, the first was creating the sense of urgency and this involved defining how the key performance indicator affected the organization’s operational sustainability and profitability (Laig and Abocejo 2021). High cases of readmissions within 30 days of discharge is an indicator of poor treatment and this could lead to low patients’ turnout and increased penalties and low reimbursement following the readmission policy.

After creating the sense of urgency, the change leader was created and a vision developed and communicated to the relevant stakeholders. The communication was made in time to ensure that all the stakeholders are conversant with the change process and support the process. Lack of proper communication in terms of the scope of the change could result in resistance from the implementers (Andriopoulos, and Dawson 2021, p.30). The change would directly affect the clinicians and the nurses who are involved in the discharge process. Additionally, it was important to collect data on the experiences and perceptions of the stakeholders on the change process; this would help in eliminating the obstacles and building the momentum for the change implementation (Caulfield and Brenner 2020, 523). Engaging the stakeholders will create the sense of belonging and they will act as partners rather than subordinates in the change development and implementation.

The change strategy worked well for the organization since the desired outcomes were achieved. The measurable outcomes for this case was the level of compliance by the stakeholders to the change proposed. There are cases where organizations suffer more harm from the change process because of the poor introduction and implementation strategies. Failing to engage the people likely to be affected by the change effectively could lead to high level of resistance and non-compliance.

Conclusion

Change is important considering the dynamic nature of the business environment. The healthcare industry has been significantly affected by the technological development and so organizations have no option to adapt to the new trend. Besides, significant interests have been directed towards the need to engage in continuous quality improvement processes. The proper communication made in the healthcare institution was effective for the change process since it created a room for the change implementers to understand the purpose, need and scope of the change.

 

Kotters Change Model

References

Andriopoulos, C. and Dawson, P., 2021. Managing change, creativity and innovation. Managing Change, Creativity and Innovation, pp.1-100.

Caulfield, J.L. and Brenner, E.F., 2020. Resolving complex community problems: Applying collective leadership and Kotter’s change model to wicked problems within social system networks. Nonprofit Management and Leadership, 30(3), pp.509-524.

Hanelt, A., Bohnsack, R., Marz, D. and Antunes Marante, C., 2021. A systematic review of the literature on digital transformation: Insights and implications for strategy and organizational change. Journal of Management Studies58(5), pp.1159-1197.

Laig, R.B.D. and Abocejo, F.T., 2021. Change Management Process in a Mining Company: Kotter’s 8-Step Change Model. Organization, 5(3), pp.31-50.

 

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