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GPDOCS medical practice provides medical services in South London; to 15000 registered patients. They also employ 15 administrative, 13 doctors, as well as 4 nurses.
Mr. Dee is a business manager who is involved in the managerial path of GPDOCs from all the business aspects. The medical services were opened from 8.00 - 17.00hrs and from Monday to Friday; were closed on weekends. But the problem is rising when the government changes some of their policies. The changes will be implicated within 3 months’ time frame. (Fig 1: Power Interest Grid of stakeholders) The change of government policies says that GPDOCs now have to open from 7.00 to 20.00 hrs. from Monday to Friday and also have to open on Saturday’s 9.00-14.00hrs. Another burden for company managerial that; the government says they are not funding GPDOCs to deliver the enhanced services.
After hearing this news all the employees of GPDOC's Medical Services are getting panicked as well as afraid about the implications of new government policies. Mr. Dee is now in a complicated situation in addition to confused too. Now, this essay is going to discuss all the development of a changing strategy. (Fig 2: Another type of power Interest Grid of stakeholders)
The very first step of the stakeholder Management process is an analysis of stakeholders. It helps to get success as well as full support from all others in the organization. Analysing stakeholders and providing them an equal environment in the organization; can make an easy way to reach the objectives and goals of the organization (Schmeer, K., 1999).
As per the scenario of GPDOCs medical practice services; it is high time for the manager to understand stakeholders and try to win them as early as possible.
Steps of stakeholder analysis:
For analysing stakeholders the very first thing is to create a list of stakeholders.
The second part of stakeholder analysis is to identify the Expectations and the workability of every stakeholder towards the project (Varvasovszky, Z. and Brugha, R., 2000). The impact over the project of stakeholders is very important for managers to understand the importance of stakeholders and their requirements.
If the manager wants to achieve something better then understanding of stakeholders' ecosystem is very important. And before giving importance to stakeholders need proof from common groupings of stakeholders; that who needs how much importance. And for evaluation of stakeholders' importance, there are 6 rules (Torppa, C.B. and Smith, K.L., 2011).
After establishing identification of stakeholders and providing them importance; the next step is to explore their expectations, limitations, and interest. This can only happens no in the contact with stakeholders will get ber. It helps the stakeholders and the organization both to understand their opportunities and win proposition.
The interest of stakeholders in changing government policy
Some of the stakeholders are interested because those who want more work; as the government policy says there are no weekend holidays Saturday is also service openings for half day. And it is a very e interesting part for doctors who want to serve their patients more and more. In the past schedule, the doctors get only nine hours to treat the patients. But in new to government changing policy says the services will open from 7 to 20hrs. It is clear that between 13 doctors of GPDOCs; who wants to provide more services towards their patients in South London now they got extra 4 more hours for their noble jobs. This theory is effective for 4 nurses also. Some employees are also not very satisfied with today's holiday at a weekend. They might be thought that this kind of emergency service needs to be opened 24×7.
Influence of government new policy on Stakeholders
This kind of changing policy is very much influencing all the stakeholders of GPDOC's medical practice services. Sum of stakeholders afraid and this made with these new government guidelines. But due to employment issues, they just have nothing to do with this government's new policies without accepting and recognizing this change. Some doctors and nurses are happy for their more engagement with patients and services. But it is not equally influencing for all. Some other stakeholders thought that these new policies may provide a huge impact on the business engagement of Medical Services. As the government policy says that they are not offering any more additional funding to deliver the enhanced services to GPDOCs Medical practice. From financial structure, it is huge influencing factors for the business engagement of GPDOCs. Within 15000 registered presents in South London, the maximum patients are entirely government-funded. There are no private patients in GPDOC's medical practice services. If the government ignore more funding; then the high-quality care for patients must be affected. It is going to be very much influencing for patient care, technological up-gradation, and financial activity of GPDOCs.
To evaluate all the aspects of businesses from the operating and financing end; incorporating change management strategy is playing an effective role in the business analysis segment. Changing management strategy provides large importance towards the influential staffs of organization and culture of the company; it also provides huge importance in organizational communication strategies and as well as in creative approaches to motivate all the stakeholders (Ramirez, R., 1999).
As per the above discussions, it is very clear that the changes in governments' new policies provide both negative and positive effects to the stakeholders.
The goal of the practice manager of GPDOCs, Mr. Dee wants to establish the new changed model in the organization by managing all the stakeholders. The managers want to know all the stakeholders and try to change the management policy in a very sensitive way; so that none of the stakeholders will feel demotivated from these changes. So, goal creation is the most important and initial work for change management strategy.
Communication is the best way to solve problems and particularly in this kind of management change plan become more effective after good communication between stakeholders and the manager. As per the above discussions, some of the doctors and nurses may be happy with the changes due to providing more services to the patient; but some of the administrators may not be happy with this kind of decision. For those who are thinking about the drop of services and uncontrolled expenses; good communication can help to create channels for two way discussion to take place (Turner, C., 2019). The manager must be more effective in particularly these portions that how he can provide importance to the feelings of stakeholders.
For changing in management strategy the manager just needs to establish a b support team to enforce the changes for successfully executing the plan. Those stakeholders who are in a gaining position for this change main to participate in the change team of the establishment.
After evaluating the stakeholder's engagement and their interests with GPDOCS; the managerial work is to communicate for developing the change management policy. For doing this the manager must need to create a task list and develop a timeline that is associated with the government change policies (Chapleo, C. and Simms, C., 2010). For changing in management policy some complexity can arise while the manager is trying to manage all the stakeholders equally and try to give importance to each of them. Sometimes the objectives can be neglected while managers try to manage all the stakeholders and their choices. If the manager is using project management tools and building up a task list, team members list, and developing a proper timeline; that can make an easy way for managerial work.
Most difficult work is to execute plan under Change management plan. While the government change policies affect both positive and negative ways to stakeholders; it is very difficult to handle both the stakeholders under one umbrella. Executing the plan successfully the manager needs to address the resistance power of the plan towards the stakeholders. Also, need to be more flexible at the stage of the decision-making process. If the manager is not very careful about the moment developing condition then all the plans may be distracted from the targets.
The concept of change management can be defined as a group based context for the entire of the move towards to make, assist as well as give helping hands to the people, groups as well as to the firms in creating corporal modifications. However, the concept of change management models is defined as ideas, hypotheses, in addition to techniques that give an inside and out way to deal with hierarchical change. They mean to give a manual for generating modifications, exploring the change interaction, and guaranteeing that changes are acknowledged and incorporated (Jalagat, 2016).As per the scenario given it can be seen that due to government intervention there has been a drastic change implemented and the employees identify that they need to go with the change too. So, in to make such a big change which is shifting of time GPDOCS needs to focus on below mentioned three change management models so that it will become easy for them to deal with the time change. The three change management models that is related to the case given are:
The main reason behind selecting the above mentioned three models is because of its relevance to given case which is just not a simple managerial change but it’s related to working times also.
Based on the above study it can be said that Lewin’s change management model will be best suited for GPDOCS as they encounter with the change suddenly and following this three step will help in sorting their work quite easily. Also as discussed in the advantage Lewin’s change management model it will also help in identifying the psychology of the employee like how they are accepting the change based on that proper training might be provided.
In order to see that the change management implementer within the company is a success, the management needs to provide on the four important functional areas which serve as the pillar to hold up the modification. The functional areas for any business are its marketing, human resource, finance as well as IT department. From the case study given it can be seen that there are some changes which the GPDOCS are dealing with and that too impacted the functional area of the business. In that case the involvement of the functional areas in developing the change plan is discussed in detail below.
At the time of carrying out tactical modifications, companies like GPDOCS which is run by government designs as well as execute modification to increase the cutthroat benefit or attain additional important strategies. From the discussion it can be by now understood that the best suited change model for the GPDOCS is Lewin’s change management model. Now based on the selected model a proper strategic change plan will be created in this segment of study.
So, it can be concluded from the above done study that accepting any form of change is not an easy task for any company. Though change management plays a very important role in identifying the actual culture of the company and finding out the roles played by each functional areas employees. From the study it can also be identified that GPDOCS went through a major change where they have to work for extra hour and also have to work on Fridays which is implemented by the government suddenly. The entire has revolved around on how the company will cope with the change and as the resrach further continues it has been identified that using Lewin’s model of change management model will help the company in dealing with the changes. In addition to this based on the entire discussion a proper strategic change plan has also been provided so as to deal with the future change.
A change agent helps in transforming change Along with promoting various changes within any group or organisation. They are the ones who act as a leader and enable them to help the employees have a better understanding of the different ways and the importance of change required by the organisation (Stoll, 2017). These individuals are responsible for supporting change along with being accountable for the responses that are generated by the employees of the company so that a positive change can be facilitated in the organisation. As the leaders work towards motivating the employees, these change agents also help in encouraging the employees of the organisation towards the change implementation within the company so that they can help create a positive workplace environment which is safe for everyone to work in.
Certain characteristics and attributes are required in order to embark change which brings this report to focusing on these attributes of change agents discussed below:
Courageous: Embarking on change means using discomfort in uncertainty. Therefore, a change agent requires courage to break out of the normal trend along with speaking out to people about the changes that are required in the organisational context so that they understand the value of the changes implemented.
Empathetic: The change agents must be empathetic and be able to put themselves in the shoes of other people in order to understand their perspectives and experience. It is very important for the change agent to have a better understanding of the way other people feel about changes. Therefore having empathy towards these individuals will help the change agents to stop other people from changing and recognise their responses to change (Cranley et al., 2017).
Resilient: An effective change agent should be resilient in nature that enables them to be persistent about driving change.
Patient: It is very important for the change agent to be patient as it is their responsibility to create an environment and conditions in which change can be fostered so that each individual is able to navigate changes at their own pace.
Observant: It requires the change agent to be observant of how people are responding to the change and to each other. This will help them in implementing desired ways of working along with being able to understand what is really happening.
Flexible: Changes within organisations and never predictable. It is required that all the employees involve themselves in the process of designing and implementation of strategies so that they can come up with new approaches and ideas that are different from that of the change agent (Cranley et al., 2017). It requires the change agent to be able to adapt while ensuring that the organisation is still moving towards the right direction.
The change agents are the ones who are able to communicate the importance of change along with its beneficial factors for both the organisation and the employees. They are important because they help in understanding the reaction of the employees to various changes along with reducing the resistance to change. They also help in encouraging and supporting the employees in order to become change champions along with promoting it (Leiber, 2019). They also help in identifying and leading the other change agents towards success along with providing an effective feedback on the various challenges that have been faced by the organisation and the Change management lead. The roles of the change agent are to:
Some of the advantages of using external change consultants are that They are objective to the various changes that take place within the organisation as they are not closely involved or impacted on a personal level by the change. As an external change consultant, They are more likely to be trusted by the employees in terms of providing truthful feedback. They are also capable of imparting a fresh look to the culture of the company along with providing them with an effectiveness that helps them in sustaining throughout the competitive environment. Even though we focus on building relationships within the organisation, they are not influenced by the politics that take place within the company which helps them in increasing the trust they gain from different stakeholders (Oreg and Berson, 2019). As the external change managers come from a specialised consultancy for they have access to a bladder platform that helps them to gain knowledge more easily.
The advantages of external change consultants are the fact that they have to sometimes deal with the various challenges while building relationships with the employees of the company. They would also require time to be able to understand the processes, culture, values and behaviours of the organisation (Volberda et al., 2014). Another major challenge that the face is the ability to sustain the change along with adopting the change and the momentum of the company once the external change manager leaves.
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