...Change and Innovation Latonya Grays HCA/250 April 1, 2013 Jadyne Christensen Change and Innovation There is a lot to think about when managing change in a work place, especially given the scenario being that there is a major health care organization that has decided to use electronic medical records. The main issue would be that the employees in the organization are resistant to change, particularly changes that deal with technology. Other important things to think about would be strategies to manage change and innovation, the resistance between the employees and organizational change, and how human resources can play a role in managing change. Some strategies to manage change and innovation might be to not force the change upon people, but to make the change as real and natural as possible. You do not want to force change upon people, who tends to cause more problems and or issues in the long run. Another thing that you could do is ask yourself questions that might help you understand your decisions on why this change has been made, and understanding that better might help you with adapting to your new surroundings, and jobs, and in general as just being a patient and understanding protocol. A lot of times employees resist organizational change because, change is a big thing already and to add onto it this change may have to do with your job, or even your well being as a patient getting used to the changes. In most cases the employee is not...
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...Change and Innovation Shanta Anderson UOP Psychology of Health Care HCA/250 Marie Smith September 25, 2011 It is difficult to adapt to change, especially once one has become accustomed to preparing medical records the written way. However new technology has arrived and is making medical records easy, with the innovations of today. Therefore the management must make changes to prepare and motivate their employees so they can be readily acceptable of the new technology. Healthcare facilities are beginning to use electronic medical records (EMR) for various services throughout the health care realm; although the change is not rather easy for the employees who are adapted to the traditional form of medical records. The new innovation is going to be reliable more so than paper work which can get lost or misplaced during transfers to certain places, and once a medical record is lost it is difficult to replace. The EMR change is used for prescription orders, orders for tests, viewing in the lab or imaging results, and clinical notes. However before this change can take place the employees must be placed into the equation, on the ins and outs of using a new but foreign piece of technology which could make the job much easier or much more difficult. Before the employees can begin to learn a new task they must first be ready to make organizational change, not everyone will agree. So there are steps that management must take to ensure the productivity of the medical records...
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...Change and Innovation Sabrina Simms March 31, 2013 HCA/250 Vicki Campbell, RN, MSN, CPNP Every day it seems as if technology further advances, abilities that were once only thoughts decades ago; have now become today’s reality. Richards, (2013), “While many speak as if change is a reflection of the 21st century, the world has actually been changing for many, many years. The ability to manage that change effectively, especially in business organizations, is critical”. There are so many ways technology can better a workplace, and it is the job of management to provide training to the employees so the newest of technology can be of assistance to the organization. Change is inevitable; however, if not executed properly that change could be disastrous. As discussed by Richards, (2013), “The ability to manage that change effectively, especially in business organizations, is critical. The effects of change can be negative or positive. Successful management will ensure the latter”. Richards, (2013), suggests that management accept change because once management does change will be easier accepted by employees. Employees look to management for leadership; that being said, if management is united and strong less panic will set in amongst the employees. Practice openness, when an employee does not feel threaten by management or change an employee is more likely to listen. Management should solicit input and if management has successfully implement openness an employee will be...
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...Change and Innovation Marion Farda HCA 250 April 22nd, 2012 April Doctor Small Change and Innovation The world we live in is constantly changing, this means that technology is always changing, and businesses must change to keep up. Recently there has been a big change in the medical field, from advances in the treatment choices one now has to the way our medical treatment is delivered in terms of the newest equipment that has been created. There has been one very significant change in medical technology and that is in the way our medical history is stored, gone are the days of paper records; we now have been introduced to Electronic Medical Records. This means all of our health information is now stored on a computer. The changes make hand written notes that are at most very hard to read a thing of the past, and giving the health care provider the ease of having all your information at hand with just a few keystrokes compared to searching through stacks of papers in a file. Change is a factor in a person’s personal life as well as in their professional life. “The idea that human beings naturally resist change is deeply embedded in our thinking about change. Our language (e.g. “resistance to change”), our assumptions, and mental models about change all seem to imply that something in our natures lead us to resist change. However, it is easy to find examples of human beings, from childhood on through old age, actively seeking out change of all sorts. Human beings...
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...Everyone have already heard motivation word and sometimes they say it in their daily live, but do you know what is the meaning of motivation? Motivation word come from Latin word movere which mean to move and motivation is concerned with what activates human behaviour, what directs this behaviour toward a particular goal and how this behaviour is sustained ( Rue and Byars, 2000). In motivation have a many theory such as equity theory, reinforcement theory and goal-setting theory (Williams and McWilliams, 2010,p.261), but in this chance I am only discuss about reinforcement theory. May be many people have not hear about reinforcement theory but reinforcement theory can be compare with motivation to motivate someone especially employment and students , because they have a relationship. Do you know what is reinforcement theory? Reinforcement and reinforcement theory is not a same where reinforcement is the process of changing behaviour by changing consequences the follow behaviour (Williams and McWilliams, 2010,p.268) while reinforcement theory is a theory that states that behaviour is a function of its consequences, that behaviours followed by positive consequences will occur more frequently and that behaviours followed by negative consequences, will occur less frequently (Williams and McWilliams, 2010 p.268). In this essay the question of define of motivation will be described. The matter of how reinforcement theory can works and how reinforcement theory can be used motivate...
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...Inc. All rights reserved. Managing Change and Innovation PowerPoint Presentation by Charlie Cook The University of West Alabama LEARNING OUTLINE Follow this Learning Outline as you read and study this chapter. Forces for Change: Two Views of the Change Process • Discuss the external and internal forces for change. • Contrast the calm waters and white-water rapids metaphors of change. • Explain Lewin’s three-step model of the change process. Managing Organizational Change • Define organizational change. • Contrast internal and external change agents. • Explain how managers might change structure, technology, and people. © 2007 Prentice Hall, Inc. All rights reserved. 13–2 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Managing Change • Explain why people resist change and how resistance might be managed. Contemporary Issues in Managing Change • Explain why changing organizational culture is so difficult and how managers can do it. • Describe employee stress and how managers can help employees deal with stress. • Discuss what it takes to make change happen successfully. © 2007 Prentice Hall, Inc. All rights reserved. 13–3 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Stimulating Innovation • Explain why innovation isn’t just creativity. • Explain the systems view of innovation. • Describe the structural, cultural...
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...M5.05 Leading innovation and change 1. Explain the importance of innovation for own organisation 1. Explain the importance of innovation for own organization I work in an authority responsible to implement the EU legislation in our country. One of the aims of the organization is to draft policies and to attend meetings concerning the EU policies. EU regulations are directly applicable to each Member State, while directives need to be transposed by the responsible officials. Before any decisions are taken consultations are carried out with the industry, the general public and any interested stakeholders. When a legal tool is in place there is always a transition in which the regulation is implemented hence the industry and the public will have ample time to the new regulations. During this time awareness and publicity is necessary so that we reach as many concerned people as possible. Innovation is important within my organization since there is the need to find new ways to increase publicity of the organization and at the same time we need to educate the public. We are not very reactive to the outside environment hence we need to become more innovative and inherently more adaptable to the external environment. This will allow us to be proactive and more effectively to capture opportunities. Innovation within my organization is needed, mainly in the following aspects: • Service innovation – where new and better service offerings to customers should...
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...INSTITUTE OF HOTEL MANAGEMENT, AURANGABAD Innovation and Change “Innovation, Change and B.A honours student” Raghav Pandya (H-18087) UNIVERSITY OF HUDDERSFIELD, UNITED KINGDOM December 2012 Declaration I declare that this essay is the result of my own hard work and I confirm this to the university, regarding cheating and plagiarism. No material contained within this project has been used in any other submission or by the authors, for an academic award. 11th December, 2012 Raghav Pandya (H-18087) List of Contents Part 1: INTRODUCTION….…...………………………………………………………... [3] 1.1Examples of ongoing innovations in hotels.……………………………….,………… [4] Part2: THEORY………………………………………………………………………… [5-6] Part 3: CRITIQUE AND ANALYSIS……………...……………………………………. [7] 3.1 Indian Context………….……………………………………………………………... [8] CONCLUSION…………………………………………………………………………... [10] BIBLIOGRAPHY………………………………………………………………………... [11] Part 1: Introduction Change is inevitable in the life of an organisation. In today’s business scenario, hospitality organisations exist in dynamic and changing business environments and they have to cope up with the changes for survival and growth as there lies no second alternative, a supportive example in the Indian context to this is Wall mart entering Indian market is expected to change the retail industry from head to toe, competing with established Indian medium-large scale retail companies, and eating away many smaller fishes...
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...In this lecture we touched on change, innovation and conflict in the work environment. Change is not a bad thing; in the work environment it is usually to improve the current situation or procedures that may be handled in a more efficient manner. In the traditional change of Lewin’s model there are three simple steps: unfreezing, moving to a new level, and refreezing. Unfreezing means that current or old way of doing is thawed evaluated and if needed change is put in to place in order to move to a new level. Innovation can be defined as the process of creating new services. Innovation though different from change modifies ideas and practices to improve outcomes through a team effort. Conflict which is a disagreement about something of importance to the all involved is not necessarily bad but instead can be healthy. Similar to change it allows for a creativity, innovation and new ways of doing things. I feel that change is something that is constantly needed especially in the medical field. I read many articles on medical errors and have seen how the hospitals that I have gone for clinicals are making an effort through change to correct them. Hospitals have gone from written medical orders to computerized orders, nurse and doctors order are computerized as well. These new ways will decrease errors and provide patient with the care they deserve. I have also noticed how some of the older nurse are reluctant to this change as they have been doing it the same way for 20 or more...
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...Innovation as a Change Process Abstract: Harper & Leicht, (2007) adequately relate on page 228 of the textbook, “Exploring Social Change: America and the World,” that innovation stimulates change by: (1) the discovery or invention of novelty; (2) its communication to others; and (3) its adoption or rejection by people in society (Harper & Leicht, 2007, p. 228). It is important to make a distinction between invention and innovation. Invention is the first occurrence of an idea for a new product or process while innovation is an attempt put it into practice and the actualization or realization of an invention, whether it would be a societal benefit, commercialization, market entry, or monetization. Thesis Statement and Introduction: Innovation is necessary for any type of change process to be effective. On page 229 of the textbook relates that innovation is a basis of social change, technological innovations have socio-cultural dimensions with complex and often unpredictable consequences when widely adopted and complex factors shape their spread, adoption, or rejection within human communities and societies. Change often (page 227) happens by innovations and discoveries within society, both scientific/technical and socio-cultural. Innovative action involves a linkage or fusion of two or more elements that have not been previously joined in just this fashion. This results in a qualitatively whole. The textbook further relates that all innovation results from combinations...
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...LEADING INNOVATION AND CHANGE INSTITUTE OF LEADERSHIP AND MANAGEMENT LEVEL 5 AWARD /CERTIFICATE/DIPLOMA AC 1.1 EXPLAIN THE IMPORTANCE OF INNOVATION FOR OWN ORGANISATION Innovation is central to the future of the organisation (Trust) effectiveness to operate in the external/internal environment. The organisations culture needs to set the conditions and processes for Innovation and creativity to take place. Innovation can help set the strategic direction and enhances the ability to respond to key factors identified in a PESTEL analysis or organisational SWOT (appendix a). Evaluating key factors identified in the PESTEL analysis highlights why innovation is important to the organisation: Benefit | Factor | SIMILTANEOUSLY IMPROVE QUALITY AND PRODUCTIVITY | Better use of technology aligned to business strategyEnsure assets are fully usedDevelop IT for patient self-service systemsMaintain focus on high standards of practice, documentation and communication with patientsImprove health education use of social mediaProvide employees with stimulating work that creates a sense of personal growth | ECONOMIC GROWTH BECOMING MORE COMPETIVE | Improve business processesIncrease investment in sciences and technologyCreating confidence for external investmentCreate business partnerships | TRANSFORMS PATIENT OUTCOMES | Improved decision makingNew medicines, medical technologiesFocus on treatments in the homeGood informatics | An important consideration when new innovations are...
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...Cassi Stephenson BUSM Management Chapter 7 Review 1 The difference between how change is handled in an organization can be described in two metaphors. Calm water looks at change in business as if you were on ship crossing a calm sea and only the occasional storm would disrupt your journey. In the calm waters metaphor change is seen as the occasional disruption in the normal flow of events. White water rapid metaphor describes change as a group of people trudging through white water rapids that has never worked together before; to add to the challenge they are doing this at night time. White water rapid describes change that takes place in uncertain and dynamic environments. The stability and predictability of calm water metaphor do not exist. Most managers never get out of the rapids with constant changing environments, such as changing structure, changing technology, changing employees. People can be resistant to change due to uncertainty, habits, concern over personal loss, belief that change is not in the best interest of the company. Environments change every day and will continue to change there are ways to reduce resistance by education, participation, negotiation, manipulation and corporation. The calm water metaphor is not realistic for today’s constant changing environment. Successful managers will have to learn to adapt and succeed in a white water environment. ...
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...SEMESTER PROJECT BY Afungsa Candy Noumvi 7TH SEMESTER (2012/2013) AALBORG UNIVERSITY COPENHAGEN RESEARCH QUESTION Do Danish families Prefer traveling more abroad or within Denmark for holidays ? As a National Destination Management Organisation- VisitDenmark, what is the organization doing to stimulate Danish families to participate more in domestic tourism? * The theme of our research is Motivation. What motivates Danish families in choosing their holiday destinations? Do they mostly go abroad or not? And why? * Problem area is improving the tourism sector of Denmark to attract local Danish families. Here we will be analyzing the campaign VisitDenmark to see what the organization has been doing so far to encourage domestic tourism. TABLE OF CONTENT * chapter one……………………………………………………… …..Page 4 -Introduction (some background on tourism in Denmark)………………………4 -Problem formulation/ hypothesis -Research objective (what do we want to achieve in this research……………………………………………………………5 - Delimitation………………………………………………………………..........6 * chapter two……………………………………………………………………….7 - History of leisure tourism …………………………………………………......7-8 - Definition of theory…………………………………………………………..9-12 - Analysis of the Campaign, how does VisitDenmark promote domestic tourism……………………………………………………………………… 13-19 - Danish outbound tourism…………………………………………………...20-22 * chapter three………………………………………………………………….....23 - Research methodology……………………………………………………...
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...The change Doctor Gayle found was that in the organization's mission, and that is in the sense that it went from a general, vague one to a more specific mission with objectives relative to poverty, women, and resources. This change that she found created a need for organizational change, as CARE was based on single national units functioning autonomously. The new mission now meant that there must be international collaboration in order to achieve the objectives set. Question 2: CARE's decentralized approach stems from the fact that the individual country officers raised their own funds and were used to being on their own, as stated in the case. They functioned autonomously as single units and did not see the bigger picture. This could be due to the fact that the organization's previous mission was a vague one that may have not been properly communicated throughout its separate divisions. Question3: As stated previously, the root of the decentralized design in CARE is the fact that the mission was vague and there was a lack of communication across borders. In order to improve collaboration, the first step would be to establish proper communication lines that go across all of the divisions, and most importantly two way communication lines. The company's new mission must then be embodied and shared throughout all of the divisions, and that will create a whole unit. Measurement of results would also improve collaboration in order to determine effectiveness. Question 4: ...
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...SECTION 1: INTRODUCTION 1.1 Background of Sentosa Development Corporation Sentosa Development Corporation (SDC) is a Singapore corporation. It was founded on 1 September 1972 as a Statutory Board under the Ministry of Trade and Industry and develops services, facilities and amenities on Sentosa for visitors. In 1974, Singapore cable car system was built for linking Sentosa to Mount Faber and starts operations. Fort Siloso, Kusu Island, Surrender Chambers wax museum and St John’s Island was opened to public as a holiday and recreational purpose in the following years. In 1982, monorail system of Sentosa Island began operations and Musical Fountain open to the public. In 1992, a causeway-bridge length at 710-metre long was built and linking Sentosa to the Singapore mainland, it is more convenience for public who want to travel to Sentosa. In 1996, one of the landmarks of Sentosa, The Merlion opens. In 1998, visitor cars are allowed to enter the island under the newly-introduced Drive-In scheme. In 2002, Sentosa Development Corporation and its subsidiaries are known as the Sentosa Leisure Group (SLG). In 2006, Palawan Beach reopens to public after renovation. The Sentosa integrated resort project with Genting International and Star Cruises was awarded by the Singapore Government. In 2007, the Sentosa Monorail was replaced by the Sentosa Express to enhance the transportation links between Singapore mainland and Sentosa. In 2010, Universal Studios theme park, and Resorts World Sentosa...
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