The new changes have been difficult to accommodate within the existing budget and timeline. The client did not take into consideration the fact that, adding new requirements would greatly affect the projects schedule. The legal principle here should be that, companies need to stick to the agreed upon contract clauses and in the event of change like system requirements, the involved parties should amend the contract by revising the relevant clauses to capture the new terms and conditions. In simulation, performance and delivery schedule disputes were resolved by agreeing to revise the terms that included recruiting and scaling up the team members on the Span Systems side in order to speed up the delivery schedule. The quality issue was to be addressed by
Introduction François de la Rochefoucauld stated, “the only thing constant is change.” Change can be very difficult within an organization, and our personal lives. When leadership commits to a change, the message must be that the change is not an option. But the message that often comes across is “We’d like you to change, we’re asking you to change, we implore you to change, please change…” Whenever people have the option not to change, they won’t. Change should be implemented utilizing strategies that allow employees to embrace it. Organizations tend to fail miserably because they downplay or ignore the human pain of change.
Third was the need for me to know not only that there was a dissatisfaction with my work performance, but, also that there would be consequences that affected my job. What transpired in this example is one of the barriers of communication – Silence. The employment agency assumed that no news was good news. We see that this was not the case. In reality, ‘silence and information withheld are both common and problematic.’ (Robbins & Judge, pg
Mr. B. was vulnerable when he was left unattended. Finally, the LPN on duty displayed a dangerous knowledge deficit by ignoring the de-saturation alarm on the oximeter. Improvement Plan Using Change Theory Change theory helps to effectively organize ideas that bring about long-term change. Implementing change theory first requires an identified driving force. In the scenario, Emergency department staff members were likely shaken by this poor outcome of Mr. B., and would be motivated to change to a safer model just to avoid a repeat in the future.
Family like culture, and resistant to change: should have capacity to change, family like culture does not fit future growth. ii) Diagnose the problem(s) by examining if the problem(s) is due to the lack of fit of the organization structure with the contextual variables or due to process-related causes or both. (This link is important – the idea is to see if the lack of fit (if the fit is not there) is causing some of those problems). Part 4: Problem Solution i) Identify alternative solutions. Structure matrix: since they have many products to develop.
A presentation should be held outlining the present state of the organization. The executives need to see the severe state they are in and how fast they will continue to decline if they do not take action soon. The present state presentation would present honest information informing the audience of where they realistically are. An outline of the amount of business the company has lost out on would be the concluding factor in the presentation letting the company know continuing in this direction will take them completely out of the competitive market. The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58).
2. The second most important issue that needs to be resolved is the lack of a SWOT analysis in order to develop a strategic plan. A SWOT analysis is done so that a company can identify what its Strengths, Weaknesses, Opportunities and Threats are. By CanGo conducting this analysis, it can identify what strengths it has and what opportunities it is ready to exploit. This analysis can also point out weaknesses in the business and show what type of business opportunities it should avoid.
Management also discussed the possibility of those employees who had no intention in learning the skills conducive to function in an EMR based facility. The team believed this could cause an increase in employee retirement, terminations, and a reduction in volunteer employees because of noncompliance. Even more than finance pressures of implementing the EMR system, management thought that the community impact and political influences would also be a huge presence that could hinder a successful change. Keeping local organizations informed throughout the process is important to preventing possible issues in this area. Change is always hard when it concerns a large undertaking like the EMR system, everyone gets involved.
This approach strength is multitasking to get the job complete. Weakness The weakness of the behavior approach is that if there are no organizational skills to continue a thriving business, this leader will be unbalanced, unless they figure out how to combat the situation. Leaders need to know their weaknesses to
Program failure is when the plan or change is not implemented properly, contrary to theory failure, which means that the plan itself was a failure (Patton, Sawicki & Clark, 2013, p. 344). Policy maintenance is important because it focuses on implementing the plan according to how it was written. This keeps changes from accruing during the execution of the plan and it forces a system to make sure nothing is overlooked. For example, losing track of the border patrol agents or not communicating with the police agencies near the closed stations would cause incidents that would produce bad publicity. There should also be a monitoring policy, which will record the effects of closing down the four stations.