Specific Change Within an Organization and its Impacts - Paper Example

Regardless of the setting and context, change is inevitable. Change management is crucial process when an organization is transitioning from and old to a new way of doing things. Also, an organization must take advantage of the forces driving change. The managers and other people in positions of power in an organization should have strategies for planning and implementing change. Many change initiatives fail due to lack of proper planning, implementation and coherence in the organization.

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People react to change differently hence the importance of a good communication system within an organization. When people fail to understand change, they resist it which can pose serious setbacks to the change process. Whether large or small, an organization has to experience change at a point in its lifetime. For instance, shifting from analogue to digital methods of data acquisition and storage in a hospital. Technological changes are one of the most challenging to implement. Employees usually resist this change because they think it means they will be replaced by machines. However, it only means that tasks can be complete more efficiently and with far less time and resources.

Recently, the clinic I work in made the shift from storing patients' information in physical files to storing it online. Patients can also access medical aid online by creating portals themselves or by visiting the clinic and have the portals created for them. Making the shift was a challenging task. As a head nurse, it was my duty to explain to the rest of the staff what the change meant and how it would affect their roles and responsibilities. This changed was managed impressively after everyone understood their roles do not necessarily change but only get easier and more efficient to accomplish. We are now reaping the benefits of digital health care systems.

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