HCA 455 GCU Organizational Development and Change Presentation

I only need questions 5 & 6 done….

This is a Collaborative Learning Community (CLC) assignment.

Assignment Instructions

Access the “Allied Health Community.” Read the Primary Care Provider scenario for this course and complete the following assignment.

Your group is responsible for ensuring that the acquisition of the Primary Care Provider Clinic is successful. Changes must be initiated that enhance employee productivity and support the clinic in showing a positive financial gain. As part of your responsibilities, you are charged with coming up with a plan of action to initiate change, help employees transition, and ensure that the effects of the change become long lasting.

Create a PowerPoint presentation of 14-18 slides including speaker notes, an introduction slide, and a reference slide to illustrate your plan of action.

  1. What is the difference between organizational development and change management?
  2. What would your plans and steps for intervention include?
  3. How would your intervention force the development of the organization (e.g., strategic plans, staff, cultural organization)?
  4. What are the critical components in the change process?
  5. Include detailed steps for planning, change implementation, employee interventions (introducing and preparing them for change), and handling resistance to change.
  6. Use Lewin’s change model to develop a plan to successfully maintain and enhance staff productivity.

Expert Solution Preview

5. What are the critical components in the change process?

The critical components in the change process include:

1. Sponsorship: Change must be supported and sponsored by the top management to ensure its success.

2. Vision: A clear and compelling vision that drives the change and motivates everyone involved.

3. Culture: The culture of the organization should support the change process by aligning with the vision.

4. Communication: Effective communication is crucial to ensure that everyone involved understands the change, its impact, and their role in the process.

5. Evaluation: Continuous evaluation should be carried out to monitor progress and identify areas for improvement.

6. Training and development: Adequate training and development should be provided to employees to ensure they have the necessary skills to implement and sustain the change.

7. Resources: Adequate resources such as time, money, and personnel should be allocated to ensure the success of the change process.

6. Include detailed steps for planning, change implementation, employee interventions (introducing and preparing them for change), and handling resistance to change.

Step 1: Planning
-Develop a clear and compelling vision for the change
-Identify and prioritize areas that require change
-Create a detailed plan with timelines, milestones, and responsible parties
-Assess the impact of the change on stakeholders

Step 2: Change Implementation
-Communicate the change to all employees
-Provide training and development to employees
-Create a pilot program to test the change before it is implemented on a larger scale
-Make the necessary changes to policies, procedures, and technology

Step 3: Employee Interventions
-Introduce the change to employees gradually
-Explain the benefits of the change and how it will affect them
-Provide training and development to prepare them for the change
-Encourage feedback and suggestions from employees

Step 4: Handling Resistance to Change
-Identify potential sources of resistance
-Communicate the benefits of the change and how it will improve their job or work environment
-Encourage involvement and participation in the change process
-Provide emotional and technical support to employees who are struggling with the change

Overall, the key to handling resistance to change is to involve employees in the change process, provide adequate training and support, and communicate effectively.

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