Change Implementation Plan Essay Example | Topics and Well Written Essays - 1500 words

Change Implementation Plan - Essay ExampleObjectives- To study the proposal of the new-fashioned shift being enforced by the management, To understand the concerns and interests of the stakeholders in implementing the new plan, Identify and negotiate potential constraints and concerns in implementation of the plan and To help build effective strategies for sustenance of the shift plan musical composition communication regularly to the management, of the talks process and results. Goals, concerns and interests Goals- each of the three parties re generateing module who view the channel positively, staff who view the change negatively and the manager who represents the management of the social unit need to agree positively on the outcomes and usefulness of the new shift plan as teamwork is seen to increase quality of care provided by nurses resulting in ameliorate patient satisfaction (Kalisch et al, 2007). Concerns- the report of the trial implementation reveal that the decisio n to implement the new shifts is completely the managements decision with no staff involvement or contribution to the plan. Also, the trade union has not been consulted on the usefulness and implementation of the plan. There are two affinities within the staff, those who view the change positively and those who view the change negatively. ... There is a need to evaluate the negotiation process from the viewpoint of these representatives too. Choice of conflict management style (dominating, obliging, avoiding, compromising, and integrating) is also important as it varies from individual to individual (Mary, 2012). Interests- while the management may be committed to cost cutting and improving efficiency in implementing the new plan, a section of the employees and may be their representatives too may be concerned that the decision making did not involve all stakeholders of the unit. As Barrett (2012) has worried on a values-driven corporate culture for organizations to be successful a nd this applies to the medical unit as values that the management holds for the unit need to be communicated to the employees while it attempts to increasingly adapt its interests and values in accordance to the interests of all the stakeholders of the unit. Potential constraints Posner (2012) notes that information flows in an organization when individual employees are empowered as the allowance and power of individuals collectively can foster a better environment where facts, truth, insights, knowledge and possibilities evolve. This is the corporate culture that Barrett (2012) discusses while referring to vision-guided employee fulfillment. As the unit in the present situations seemly lacks a focus on building a quality environment taking into consideration the contribution of individual employees to the units vision, in that location is a possibility that the implementation of the plan may affect the staff morale in turn affecting the performance in due course. Strategies for n egotiation and rationale An integrating approach to conflict management by the