CHANGE AND INNOVATION
Introduction
Change and innovation is inevitable for any business, due to different marketing strategies, competition and creativity. It is very essential that any innovation need to be managed well to make it successful. When change is managed well people get accommodated faster. The change may sometimes involve a new way of working. In the case of the health care organization considered, the decision to make use of electronic medical records would bring about a transition in the way the work is carried out. The changes can be implemented by preparing adequately and by effectively communicating to all the people involved.
Managing change and innovation
Change management programs should be conducted to create awareness about the change that has been planned by the organization. It needs to be supportive and should address the concerns of the employees. Strong leadership helps to develop positive attitude and optimize individual performance. The implementation of necessary changes in the health care organization requires adequate costs and proper planning. The software needs to be constructed and proper training has to be given to the employees. Individuals have to be informed about the changes .They need to be fully aware of the change the company is planning as well as what is expected from them. The employees need to be addressed effectively to make them understand the need for the change. Different problem solving techniques as well as efficient leadership based on trust would help to convince individuals. They should be made to understand the advantages of the electronic records as to the availability and accessibility of the data. Resistance occurs due to lack of knowledge to operate. This can be solved by giving proper training. The different techniques to manage change are to gradually introduce the change. The stress in transition can be avoided by giving proper training to make people feel confident to handle the changes. Technology can help to make certain tasks easy. Hence jobs can be done by different grades of staff. This can reduce the requirement of additional staff. It also helps in better communication.
Why employees resist organizational change
Fear of failure: There is always a fear to accept the change because of the insecurity of not being able to achieve as much as the past.
Reluctant to change habits: People prefer to be comfortable doing the same routine
Considers unwanted: Employees look at personal benefits rather than the organization as a whole.
Not open to changes: Some people would not want to change the working pattern .they don’t want to learn or get trained. They consider the change as not productive.
The impact on individuals: The doubts and fear of the change make the people concerned about their well-being.
A proper understanding of the reasons to resist change can help to make people understand the need for change. The initial resistance can be changed through proper communication and understanding
The resistance to change can be overcome by regular updated communication about the changes that are to be implemented. The goal of the strategy must be understood. The employees must be made to participate in the implementation of the new business strategy. This would make workers feel responsible and understand the change (Lucas, 1974)
Role of human resource in managing change
Human resource plays a vital role in a change management process. People can be effectively managed by the senior managers by providing financial support as well as showing interest in their welfare. A motivational environment created by the senior managers’ help to make the employees accept changes positively. The selection of staff having the right attitude has a positive impact on the organization. It helps to advice the project leaders about the available skills. The impact of change is assessed in different departments.
It helps to identify training requirements, new working practices and negotiates with stakeholders to understand problems. They provide data on employees with regards to the change .They have data to analyze and allocate human capital (Boudreau and Ramstad, 2003)
Human capital management is understood by the HR therefore it can give details about employee’s attitudes for proper development of skills. Acceptance of constructive criticism and regular feedback from the employees can improve their job efficiency.
Conclusion
Change is a continuing process and has to be implemented for the development of an organization. Change can affect individuals in different ways. The uncertainties can bring stress to people. Effective communication with regular updates of the change process will help to alleviate anxiety and fear. Good leadership encourages workers to accept change. Introducing new technologies makes significant difference to the quality and quantity of work done with accuracy and efficiency as an added advantage. Training has to be given before the installation of software to develop confidence to handle technological changes. Change in an organization can be managed well when the appropriate strategy is implemented.
References
Boudreau, J. W. and Ramstad, P. M. (2003). Strategic HRM Measurement in the21stCentury: From Justifying HR to Strategic Talent Leadership. In HRM in the 21stCentury, Marshall Goldsmith, Robert P. Gandossy and Marc S. Efron (eds.), 79-90. New York: John Wiley.
Lucas,H.C.,Jr (1974).Toward creative system design. New York: Columbia University press.
