Successful Change Management

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Managing Change in an Organization
People and institutions experience change every day, and the immediate response is to adapt to the situation. In the healthcare sector, nurses, other healthcare practitioners, as well managers respond to change in different ways. Organizations are expected to embrace change and transition by modifying their way of thinking and working (Tamilarasu 27; Westover 48). Manning and Curtis explain that different levels of management in an organization respond differently to change (419). While doing my internship at a healthcare center, I experienced change and transformation that was influenced by internal and external factors. At one point, the organization decided to make a significant cut in the expenditures incurred in operational processes and employees. The salaries of all workers were reviewed, and some were reduced on the claims that the employees did duplicate work.
All the managers participated in the first phase of implementing the change; they all agreed the organization ought to introduce the change. The middle managers then worked closely with the line managers in designing a plan that would facilitate the process of salary reduction and its implementation. However, the line managers, who interact with employees on a regular basis, were expected to inform the employees and provide any necessary information they would require to accept the change. The line managers, therefore, issued internal memos that informed the workers of the changes and also received feedback.

The feedback system enabled the management to understand the losses employees would incur since most of them complained of doing much work. Every worker was against the idea of reducing salary, and they urged the organization to find an alternative solution to the problem. However, their arguments were not strong enough to convince the management otherwise.
The line managers, however, showed interest in the worker’s complaints and urged them to identify alternative solutions that could help the organization manage the change. Since we could not come up with a concrete solution, the management implemented the change but introduced a reward system whereby highly productive employees would receive bonuses every month to encourage others. This approach worked since workers found a different way of making more money even if their salaries had been cut.

Works Cited
Manning, George, and Kent Curtis. The Art of Leadership. 5th ed., McGraw Hill, 2015.
Tamilarasu, V. “Change Management.” International Journal of Management Prudence, vol. 4, no. 2, 2012, pp. 26-31, ProQuest, https://search.proquest.com/docview/1490677206?accountid=45049.
Westover, Jonathan H. “Managing Organizational Change: Change Agent Strategies and Techniques to Successfully Managing the Dynamics of Stability and Change in Organizations.” International Journal of Management and Innovation, vol. 2, no. 1, 2010, pp. 45-50, ProQuest, https://search.proquest.com/docview/89071538?accountid=45049.