Study of the Change Management Process

Subject: Management
Pages: 2
Words: 498
Reading time:
2 min
Study level: Undergraduate

Change management framework

When implementing change one needs to come up with an appropriate change management framework. An ideal change requires an ideal framework in order for it to work appropriately. Prairie hospital is one good example of a well-managed change framework.

  • The hospital has adopted the use of technology in the diagnosis of their patients. The use of a laptop attached to emergency room beds and the use of EKGs in their record keeping is a good example of a technological change adopted by the hospital.
  • This has cut the time they use in the diagnosis and has reduced the hospital cost by about $1 million dollars annually.
  • It has also reduced the error that doctors encounter while making the diagnosis.
  • The management has gone a long way in providing the requirements to the implementation of the technological change.
  • The employees also have played a key role as the agents to the change since they have made a personal promise not to be “the old guard dogs”.

Resistance to change

  • Some of the attributes of resistance to change is the fear of change. Some individuals fear change since they attribute the change to uncertainty.
  • They also have other factors that contribute to the fear of change including fear of failure, fear of loss and fear to move from one comfort zone. Another cause of resistance to change is the low trust in the change this mainly applies to technological and system change.
  • Since people usually put a lot of trust in the current system believing it is the best so far hence the introduction of the new system will result in low confidence in the new technology or system.
  • Rejection is another form of resistance to change. By an individual simply rejecting change they cause resistance to change.

How to overcome the resistance to change

  • Fear happens to be the key contributor to resistance to change. Therefore terming change as development rather than change will in a way help in the ease of acceptance of the change.
  • Analyzing the benefits of the change and weighing them against the loss that will be encountered by the rejection will also help in the reduction of the resistance to change.
  • To overcome these factors of resistance is simply by coming into the common ground with the implementers: the employees this will in the long run form a good rapport that will facilitate the change.
  • Through proper leadership in terms of providing the required information and support required in the implementation of the change.
  • By creating a proper transition from the old to the new. Not overloading the employees, motivation and incentives will help ease the burden of change among the employee reducing resistance.
  • Integration of the change to the business setup and operations is another aspect that helps in the reduction of the resistance to change. The integration of the change into the daily routine of the employees will help in the ease of transition curtailing the possibility of resistance.