...Implementing Change Cha’Ron Winston HCS/475 November 5, 2012 Instructor Shelly Uhrig Implementing Change Implementing change within health care organizations can be challenging. All hospital staff must engage in the implementation of change to produce better patient outcomes. Change has to be supported from the highest level of management to encourage the staff to be positive about the changes that are about to occur. Health care organizations must promote change focusing on improving patient safety, medicinal advancements, technical invasive treatments and procedures. Implementing change for better patient care is part of the goal, but also administrative change is essential to innovation of changes will prosper accordingly. Internal changes for administrative processes and procedures will support the initiative of implementing change throughout healthcare facilities. Implementing change will benefit patients and promote employee growth from training and education to conduct the proper standard to initiate changes. What is the manager’s role and responsibility in implementing change in the department? The manager’s role and responsibility in implementing changes within their assigned department consists of coordination that will ensure change will be successfully implemented. Managers must appropriately lead employees with a certain leadership style that will encourage employee engagement and adapt to changes. Managers must assist in the transition phases...
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...Implementing Change Paper HCS/475 04/18/2012 Implementing Change Paper Introduction Implementing change in a department of a company can be challenging. The management team should have a plan of action before implementing change. To implement new changes the manager’s responsibility and position within the department is truly vital. The manager’s position is to assess the change that should take place, come up with a strategy to implement a change, implement the change, and examine the change in a suitable manner. To have a productive implementation of a new system it is essential for the manager to be included in every step. The manager should include the employees and keep them abreast so that they may understand why the change is taking place and how it will impact the work environment. The manager encounters many demands such as dealing with employees who might resist to change, and meeting the company’s goals. This paper will point out the manager’s responsibility and position on implementing change, the way a manager should handle employees who are resistant to change, and define the steps of the change system such as assessment, planning, implementation, and evaluation. When implementing change in the work environment within the department, the manager’s position and responsibility is to make certain it is a smooth transition with the help of the employees. Management should be able to offer support to their employees if they are reluctant to change, communicate...
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...Implementing change in the workplace Di Shawna Webb HCS/475 May 12, 2014 Sharon W. Williams RN, BSN, MSN Implementing change in the workplace Change is always constant within an organization or healthcare facility. This applies to staff members, to assistant managers as well as managers, and even administrators. Employees need to be aware and ready for any new upcoming changes within their facility, even if they feel they cannot handle the new changes. The manager must assure the employees that they can handle the change, especially if the manager thinks that their employees are capable, and wants the team to succeed. There are a few steps to implementing a change within a facility for a manager to do to be successful. These steps include the following: Assessment- Assessment is the process of gathering information and data, and analyzing it sufficiently to see how a problem, if any at all has arisen. In addition, assessments help to prioritize potential strategies towards the new change. The involvement of staff is also important for the change because everybody’s input, or feedback will help determine the outcome of the implementation. (Planning, Implementing and Evaluating an Affirmative Action Program,n.d) Planning- After gathering information and assessing the future change, planning is the next step to take to begin the transition. Planning involves revising goals for the organization, setting new ones, or both. The organization must identify risks that may...
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...Running head: IMPLEMENTING CHANGE PAPER Implementing Change Paper Aliyya Jones Leadership and Performance Development HCS/475 Brenda Lever, Instructor Monday, August 10, 2009 Implementing Change Paper Team members gather around in a small conference room as the manager states, a meeting is desperately needed in order for this change process to work efficiently. The room suddenly begins to fill with outburst such as, why does the company constantly change? Change is such a hectic process, who implemented the change without letting us know in advance? No one likes change, so why do it? Outburst such as these can be expected when change is involved; having a responsible, strong leadership could help ease the conflict. Implementing change involves a series of steps that a manager must go through in order to implement successfully to assure the team will achieve the company’s overall goal. Manager’s Role Within the company’s many departments each manager will have much responsibility and roles. The initial role is the understanding of the process transformation; “Transformation can be simply defined as a process of so fundamentally changing individuals and organizations that they more fully resonate with their own goals and the demands for a future, calling for a new set of expectations, behaviors, and organizational performance” (Porter-O’Grady and Malloch, p. 66, 2007). When transforming people and the department, the manager must be constantly...
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...Role in Implementing Change Nicole Paschel University of Phoenix HCS/ 475 Ashley Tennessee December 17, 2010 Manager Role in Implementing Change There are successful ways to implement changes in many different organization and all employees need to understand how the changes will benefit them and how it will affect their work daily. Managers within an organization that are seeking change need to bring the idea to their employees or management team to receive etiquette feedback. In this paper I will discuss Managers role and responsibility how manager successfully handle change. Managers know that any kind of changes whether it is new ideas, new technology or new programs can create concerns and in most cases resistance. Employees have many of their own reason for resisting changes within the organization. A good reason could be that many employees gain accustomed to the companies way of doing things and management come in with new approaches. These new approaches are expected to fall in line with the employees but this does cause the wall of resistance and this wall can become strong. Many employees look forward to changes benefiting them in ways so it is important that management empower people to agree and make changes in ways that would works for them as employee. Mangers will never face a situation where there are no problems with bringing in changes. When implanting these changes management need to understand why these changes are necessary...
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...Implementing Change HCS 475 January 10, 2011 Implementing Change Inevitable in all organizations is change and the success or failure of that change can be a result of how well the manager implements and manages any changes. According to Leban and Stone (2008, “What is change management,” para. 5) “successful change requires a critical mass of people who are committed, are willing to change, and will sustain their new behavior to align with the needs of the change.” With this paper I will discuss a manager’s role and responsibility in implementing change, how a manager can successfully handle staff resistance to change, and define each step of the change process. A manager’s role and responsibility Tom Terez’s (1990) article A Manager’s Guidelines for Implementing Successful Operational Changes lists nine steps for a manager to follow when implementing changes. These steps outline the various aspects managers are responsible for during changes within a department. Preparing for the implementation, the manager’s responsibility is to analyze the environment in which the change will occur. This includes analyzing employee morale, employee engagement, and potential resistance to the change. Step two is to expose details of the change and answer all questions the employees may have. Allowing employees to question reasons for and details of the change will help them understand the organization has nothing to hide. Motivating employees during change is another...
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...Leadership Style Paper HCS/475 Leadership and Performance Development February 13, 2012 Leadership style is the manner & approach of providing direction, implementing plans & motivating people, choosing the appropriate style of communication, identifying objectives, empowering others to achieve & giving support. Selecting the correct style may lead to greater motivation & production from my team (Leadership in Organization, 2001-2012). I have to perform many roles & how I handle various situations, which will depend on my style of leadership. My personality & characteristics will influence the type of style I adopt. A good leader will use various styles depending on what is involved. There are many factors that can influence the behavior of a leader using aspects of leadership style (Leadership in Organization, 2001-2012). The behavior and situations in the workplace will ultimately identify the choice of response. Certain jobs require time restraints that require leadership to ensure that deadlines are met. Time restraints that are not correctly managed and over run, but may result in a decrease in motivation; it might lower commitment and effect the satisfaction of the employee. Various studies have revealed that a transformational leadership can considerably increase the performance by working as a role model (Changing Minds, 2002-2012). They encourage employees to perform and put the organizational needs first (Leadership in Organization, 2001-2012)...
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...A Review of the effect of fuel injection strategies on the performance and Emissions in HCCI engine Name: Institution: Keywords: HCCI engine, Fuel injection strategies, performance, emissions Introduction. Internal combustion (IC) engines have a wide range of application; therefore, reduction of emissions levels is an important design consideration [1]. Homogeneous charge compression ignition (HCCI) is as an attractive alternative that offers various advantages in internal combustion engines including the potential for significant reduction in PM and NOx as well as increased diesel efficiencies [2-4]. The HCCI technique involves the compression of a homogeneous mixture of fuel and air until auto-ignition occurs followed by Combustion that is considerably faster than Spark Ignition (SI) combustion [6]. The HCCI’s engine performance (including brake thermal efficiency, combustion phasing and emissions levels) is commonly predicted using numerical methods. Hairuddin et al [5] discuss the various strategies used in numerical method (such as multi zone and single zone models turbulence model and mixing model) and injection methods of predicting performance among other issues related to the HCCI engine. Various studies have shown that the can improve the thermal efficiency of the engine while simultaneously maintaining low levels of emissions and that HCCI technology can be realized by modifying either CI or SI engines using several fuel combinations [7,8]. In...
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...How do new technologies impact on workforce organisation? Rapid review of international evidence Report developed by The Evidence Centre for Skills for Health Contents Key Themes ............................................................................................................................................ 3 Scope .................................................................................................................................................................... 3 How are teams being organised?.......................................................................................................... 7 Substituting grades and roles ............................................................................................................................... 7 Reducing staff or team size .................................................................................................................................. 8 Empowering patients............................................................................................................................................. 9 Changing the place of care ................................................................................................................................. 10 Working across organisations ............................................................................................................................. 10 Working across regional areas .........................
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...Empir Software Eng (2010) 15:455–492 DOI 10.1007/s10664-009-9127-7 An experimental comparison of ER and UML class diagrams for data modelling Andrea De Lucia · Carmine Gravino · Rocco Oliveto · Genoveffa Tortora Published online: 11 December 2009 © Springer Science+Business Media, LLC 2009 Editor: Erik Arisholm Abstract We present the results of three sets of controlled experiments aimed at analysing whether UML class diagrams are more comprehensible than ER diagrams during data models maintenance. In particular, we considered the support given by the two notations in the comprehension and interpretation of data models, comprehension of the change to perform to meet a change request, and detection of defects contained in a data model. The experiments involved university students with different levels of ability and experience. The results demonstrate that using UML class diagrams subjects achieved better comprehension levels. With regard to the support given by the two notations during maintenance activities the results demonstrate that the two notations give the same support, while in general UML class diagrams provide a better support with respect to ER diagrams during verification activities. Keywords Controlled experiments · Entity-relation diagrams · UML class diagrams · Design notations · Comprehension · Maintenance · Verification The work described in this paper is supported by the project METAMORPHOS (MEthods and Tools for migrAting software systeMs towards...
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...Overview began to fill this role. This year to ensure compliance with Section 113, new chapters are added to include reports from each Military Department on their respective funding, military mission accomplishments, core functions, and force structure. Key initiatives incorporated in the FY 2014 Defense budget. Our budget is formulated based on aligning program priorities and resources based on the President’s strategic guidance. This year’s budget involves key themes to: achieve a deeper program alignment of our future force structure with resource availability; maintain a mission ready force; continue to emphasize efficiencies by being even better stewards of taxpayer dollars; and continue to take care of our people and their families. Implementing Defense Strategic Guidance. The FY 2014 budget request continues the force structure reductions made in the FY 2013 budget request. Following the President’s National Security Strategy and the January 2012 revisions to that strategy, the Budget continues to make informed choices to achieve a modern, ready, and balanced force to meet the full range of potential military requirements. The restructured force will be balanced by technological advancements to deter and defeat aggression, to maintain flexibility, to ensure surge...
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...Invest. Innovate. Inspire. For a new India. ANNUAL REPORT 2014-15 India is at the threshold of a new era of growth and opportunity. This is driven by increasing economic activity, ongoing ‘Make in India’ initiatives and a demographically well-placed, aspirational society. Reliance Industries Limited (RIL) continues to be a partner in India’s ongoing journey towards economic and social well-being, and remains committed to investing in and innovating for India. RIL is striving to meet and exceed global benchmarks in product quality and customer service with inspiring ideas and strategic investments. From the manufacturing landscape to high-growth consumer service sectors, RIL is achieving superior outcomes that facilitate India’s drive for global leadership. RIL is delivering industry-leading performance through consistent efficiency in operations and prudent configuration of assets. RIL is making sizable capital investments, focusing on technology and expanding its level of services from the hydrocarbons sector to consumer businesses. RIL innovates for existing businesses and also focuses on developing new business models to deliver g g g y significant value for its growing stakeholder fraternity. In this effort, it collaborates with o s with leading global institutions to help usher in a n era of possibilities. global new is growing o RIL’s focus is to continue growing as a respons responsible organisation, thereby e inspiring progress in...
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...Industrial Technologies Program Steam Digest A compendium of articles from 2003 on the technical and financial benefits of steam efficiency, presented by stakeholders in the U.S. Department of Energy’s BestPractices Steam efforts Volume IV Compiled for the Industrial Technologies Program By the Alliance to Save Energy Acknowledgements The Steam Digest: Volume IV is the fourth annual compilation of articles dedicated to steam system efficiency. The U.S. Department of Energy’s (DOE) Office of Energy Efficiency and Renewable Energy sponsors the BestPractices Steam program, which either directly or indirectly facilitated the creation of all the articles contained in this volume. BestPractices Steam, which is part of the wider BestPractices program under DOE’s Industrial Technologies Program, works with industry to identify plant-wide opportunities for energy savings and process efficiency. The BestPractices Steam Steering Committee provides a great deal of input and guidance into the program (see more information about the Committee on pages 1 and 2). Mr. Fred Fendt, Technical Fellow with Rohm & Haas, serves as Chair of the BestPractices Steam Steering Committee. Ms. Debbie Bloom, Senior Consultant for Nalco Company, continues as Vice-Chair. Mr. Doug Riley, Director of Global Energy of Millennium Chemicals, serves as the Executive At-Large. These individuals participate on the BestPractices Steam Steering Committee: Bob Bessette President, Council of Industrial...
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...House of Commons Health Committee Modernising Medical Careers Volume II Written evidence Ordered by The House of Commons to be printed 8 November 2007 HC 25-II, Session 2007-08 Published on 14 November 2007 by authority of the House of Commons London: The Stationery Office Limited £20.50 The Health Committee The Health Committee is appointed by the House of Commons to examine the expenditure, administration, and policy of the Department of Health and its associated bodies. Current membership Rt Hon Kevin Barron MP (Labour, Rother Valley) (Chairman) Charlotte Atkins MP (Labour, Staffordshire Moorlands) Mr Ronnie Campbell MP (Labour, Blyth Valley) Jim Dowd MP (Labour, Lewisham West) Sandra Gidley MP (Liberal Democrat, Romsey) Dr Doug Naysmith MP (Labour, Bristol North West) Mike Penning MP (Conservative, Hemel Hempstead) Mr Lee Scott MP (Conservative, Ilford North) Dr Howard Stoate MP (Labour, Dartford) Mr Robert Syms MP (Conservative, Poole) Dr Richard Taylor MP (Independent, Wyre Forest) Powers The Committee is one of the departmental select committees, the powers of which are set out in House of Commons Standing Orders, principally in SO No 152. These are available on the Internet via www.parliament.uk. Publications The Reports and evidence of the Committee are published by The Stationery Office by Order of the House. All publications of the Committee (including press notices) are on the Internet at www.parliament.uk/healthcom Committee staff The current staff...
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..., What is CSV How we implement CSV Nutrition Water Rural development Responsible sourcing Environmental sustainability Human rights and compliance Our people Nestlé in society Creating Shared Value and meeting our commitments 2012 Full report Nestlé in society | Creating Shared Value and meeting our commitments 2012 | Full report 1 What is CSV How we implement CSV Nutrition Water Rural development Responsible sourcing Environmental sustainability sustainability Human rights and compliance Our people Nestlé in Society: Creating Shared Value A message from our Chairman and our CEO About this report Nestlé in Society: Creating Shared Value Creating Shared Value explained Nestlé Corporate Business Principles Our Commitments Materiality Key Performance Indicators Summary Consolidated environmental performance indicators Nestlé in society | Creating Shared Value and meeting our commitments 2012 | Full report 3 6 8 9 10 11 15 18 20 2 What is CSV How we implement CSV Nutrition Water Rural development Responsible sourcing Environmental sustainability Human rights and compliance Our people A message from our Chairman and our CEO We have always believed that in order to prosper we need the communities we serve and in which we operate to prosper as well: and that over the long term, healthy populations, healthy economies and healthy business performance are mutually reinforcing. We recognise...
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