Change Implementation Plan Essay Example | Topics and Well Written Essays - 1500 words

Change executing Plan - Essay ExampleObjectives- To study the proposal of the new shift being enforced by the instruction, To understand the concerns and interests of the stakeholders in implementing the new envision, Identify and negotiate potential constraints and concerns in implementation of the plan and To sponsor build effective strategies for sustenance of the shift plan while communicating regularly to the management, of the negotiation transition and results. Goals, concerns and interests Goals- each of the three parties representing staff who view the convince positively, staff who view the change negatively and the autobus who represents the management of the building block need to agree positively on the outcomes and usefulness of the new shift plan as teamwork is seen to increase quality of care provided by nurses resulting in improved patient satisfaction (Kalisch et al, 2007). Concerns- the accounting of the trial implementation reveal that the stopping poin t to implement the new shifts is completely the managements decision with no staff involvement or contribution to the plan. Also, the trade union has not been consulted on the usefulness and implementation of the plan. There are two affinities within the staff, those who view the change positively and those who view the change negatively. ... There is a need to evaluate the negotiation process from the viewpoint of these representatives too. Choice of conflict management style (dominating, obliging, avoiding, compromising, and integrating) is also important as it varies from individual to individual (Mary, 2012). Interests- while the management whitethorn be committed to cost cutting and improving efficiency in implementing the new plan, a section of the employees and may be their representatives too may be concerned that the decision making did not involve totally stakeholders of the social unit. As Barrett (2012) has stressed on a determine-driven corporate culture for organiza tions to be successful and this applies to the medical unit as values that the management holds for the unit need to be communicated to the employees while it attempts to increasingly adapt its interests and values in accordance to the interests of all the stakeholders of the unit. Potential constraints Posner (2012) notes that information flows in an organization when individual employees are authorise as the authority and power of individuals collectively can foster a better environment where facts, truth, insights, fellowship and possibilities evolve. This is the corporate culture that Barrett (2012) discusses while referring to vision-guided employee fulfillment. As the unit in the present situations seemly lacks a center on on building a quality environment taking into consideration the contribution of individual employees to the units vision, there is a possibility that the implementation of the plan may affect the staff esprit de corps in turn affecting the performance in due course. Strategies for negotiation and rationale An integrating antenna to conflict management by the