Introduction
Organizational change: “A company or organization going through a transformation. Organization change occurs when business strategies or major sections of an organization are altered. Also known as reorganization, restructuring and turnaround” (WebFinance, 2015). The application of this definition can be used in the context of describing and analyzing change within organizations and the various facets associated with it. When organizational change efforts arise, the transition can transpire in a variety of different ways. Such ways include at different levels, different rates and different stages (Burke, 2008). How does one know where to being or how to keep up? How does an organization manage impact and lead change?
Understanding
…show more content…
In short, Healthcare Reform is the general guideline for discussing government mandates or major health policy changes (Healthcare Reform MN, 2012). The goals and objectives surrounding Healthcare Reform may include improving patient care and safety, and increasing efficiency (Healthcare Reform MN, 2012).
Before October 1st, 2015, Healthcare Providers were operating on a medical coding system known as the International Classification of Diseases- 9th edition (ICD-9). As new diseases and processes were discovered on a global scale by the World Health Organization (WHO) (International Classification of Diseases, 2011), it became clear that a ICD-9 was outdated and a system upgrade was necessary.
Hence, a Healthcare Reform Bill was passed which resulted in a government mandate that required the implementation of ICD-10. The overall purpose of ICD-10 was to improve clinical communication due to the enhanced standardization of medical codes (source). Where the old ICD-9 codes only held 18,00 codes, the new ICD-10 codes now held 155,00 codes (International Classification of Diseases, 2011). It was evident that a new system was necessary and this was the next step in streamlining the goals of Healthcare Reform. This nation-wide, multibillion dollar change effort shook up the entire Healthcare industry as a whole and intended to produced transformational change
…show more content…
Having an understanding of how to navigate through change efforts of various sizes will make you more impactful as a Change Agent within an organization. First, I described the government mandated ICD-10 change effort and how it applies to the four frames model. In addition, I provided an analysis of actions taken by applying organizational change theories and creating a model of the change effort as it relates systems theory. Finally, I was able to discuss other alternative courses of action that could have been taken by applying my understanding of the organizational change process, leading effective change and the four frames model. Change Agents of various different capacities can utilize this knowledge in order to effect change within their
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
Clinical Documentation Improvement ensures that their health care system provides the accurate recording of medical records. The health information management industry (HIM) thrives over the improvements towards clinical documentation as medical assistance validates healthcare and optimizes their medical processing system. Clinical documentation specialist (CDS) is essential in order to alter the medical landscape in a positive measure as they provide detailed documentation and medical coding. Documentation requirements for Health Information Management (HIM) professionals intend on making the healthcare data obtainable from the additional diagnoses, which will require an enhancement of the documentation system. Thus, the ICD-10 is a new tool
Akin, G., Dunford, R., & Palmer, I. (2006). Managing Organizational Change: A Multiple Perspectives Approach, 1e. New York, NY: The McGraw-Hill Companies, Inc.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach (2nd ed.). Boston, MA: McGraw Hill
Due to the continuous effort to uniform Controlled Medical Terminology numerous amounts of healthcare professional are tapping into and or required to utilize Electronic Health Records (EHR) in compliance with governing agencies. Controlled Medical Terminology (CMT) creates a template for data exchange and standardization of medical terminologies as a requirement for interoperability. By addressing these issues a uniform solution must follow creating standards that all systems can talk to each other efficiently and surpassing continuity of care and opening fluent communication for patients. Healthcare Code Sets, Clinical Terminologies and Classification Systems are the focus of healthcare professionals transcending between unstructured to structured common language within the realm of Electronic Health Records
Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).
Organizational change affects all levels and individuals of the organization in question. Although a change effort can originate in any part of the organization, it will eventually require strategic effort from the top and buy-in from the bottom in order to be sustained.
Change is inevitable within organizations. From the beginning of organizations, there has been changes. From the beginning of towns, wars, and businesses, individuals have seen reasons and the purpose in changing parts or whole organizations to make them better and more efficient (Sutevski, 2014). Many factors, leadership styles, and data go into the creation of the organizational change.
The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).
Organisations as machines, political systems, organisms, and flux and transformation are particularly common assumptions that are often used by managers, writers and consultants to make sense of how organizational change works. In reality most organizations use combinations of approaches to tackle change and not just one of the above, however these provide useful insights into the process of organizational change (Cameron and Green, 2012). This essay will try to make sense out of these assumptions to understand what organisational change is. By doing so, insights will be drawn on how organizational change can be managed and led.
One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...