Free Healthcare Administration Research Paper Sample

In helping bring advancements and developments in organizations, administrators have often implemented changes. Though not everyone is a fan of change, understanding the fact that nothing is permanent except change is essential. There are various strategies that may be used to implement change in organizations. Administrators need to identify the changes required, determine the major issues, identify and assess the key stakeholders involved, win the support of key individuals in the organizations, identify the obstacles, determine degree of risk and the cost of change and understand why change will be resisted and how the resistance can be managed. In this case, the change is the implementation of in-house dialysis, a PICC program, and bronchoscopy for a nursing facility.
In implementing the above-mentioned change, the first strategy is that the stakeholders in the organization should identify and understand what the change is all about. For instance, they should be made aware that the PICC program together with bronchoscopy and in-house dialysis aim at enhancing patients’ accessibility to treatment (Sankar & Rau, 2006). Secondly, the key stakeholders that will help implement the change should be identified and assessed. In this case, the opinion of nurses on the change should be taken and whether they accept the change or not. The other strategy is to determine the major issues that may result due to the implementation of the change in the organization. This will allow for the formulation of ways of solving the issues once they erupt. Winning the support of key individuals in the organization is the other strategy in implementing the mentioned change. Unity is an important element in every organization. Thus, when a few individuals oppose a proposed change, its implementation will be difficult. In this case, the key individuals that should be asked to support the change are the nurses as they are regularly in contact with patients, who are targeted by the program. Moreover, in implementing the change, the possible obstacles or challenges and the ways of overcoming them should be identified. This will give room for the smooth implementation of the change. The individuals implementing the change should also make an effort to understand why the change can be resisted and how the resistance can be managed to allow for its smooth implementation (Samson & Bevington, 2012). In this case, the change may be resisted due to the cost and duration of implementation. For this reason, when the key individuals are made aware that funds for implementing the change will be sought externally, the implementation of the change would face minimal resistance.
There are several challenges that individuals implementing the mentioned change would face. Planning for the change is vital, and it is often accompanied by additional costs that if unavailable, would lead to failure of the implementation of the change. The individuals involved should ensure funds are available to enhance the planning for the change. Lack of consensus is likely to make the implementation of the change hard hence the individuals implementing the change should strive to bring all the stakeholders on board. Poor communication channels are the other possible obstacle to the implementation of the change hence the change implementers should regularly update the stakeholders involved. The major possible obstacle to implementing the change would be resistance from employees and other stakeholders. In overcoming this, the stakeholders and employees should be trained and given directions on any new responsibilities that may come up as a result of the change (Secord & Secord, 2003).
The implementation of the change, in this case, may not be a once-and –for-all affair. It may require 2-3 moths to be implemented. This is because possible resistance will have to be fought, and gradual counseling of stakeholders on the importance of the change will have to take place.

References

Samson, D., & Bevington, T. (2012). Implementing strategic change: Managing processes and interfaces to develop a highly productive organization. London: Kogan Page.
Sankar, C. S., & Rau, K.-H. (2006). Implementation strategies for SAP R/3 in a multinational organization: Lessons from a real-world case study. Norwood Mass: Books24x7.com.
Secord, H., & Secord, H. (2003). Implementing best practices in human resources management. Toronto: CCH Canadian.