Change Models

Change Plan

Elaine White

Independence University

HCA 550

July 23, 2016

Change Plan

The main objective of change is to guarantee the future competitive sustainability of an organization. “Change is outcomes after the transition or transformation of a function, method, or thing. For example, corporations can undergo changes in a specific division, such as a marketing division, or as a whole” (business dictionary, 2016). Resistance to change may arise from two sources called organizational barriers and individual barriers. The development of a comprehensive plan will be analyzed and implemented to a change plan. 

Change affects everyone differently. It can be a positive or negative transformation. According to Borkowski, organizations operate within three recognizable surroundings: external/social, industry/task, and internal. Socialite environment deals with economic, political-legal, sociocultural, and technological forces. The task environment deals with communities, competitors, creditors, customers, employees/labor unions, shareholders, special interest groups, suppliers and trade associations. And internal environment has process/procedure, resources and structure. The chief forces producing the need for change originate in an organization’s external and industry environments. Today’s organizations are facing many trials, for instance, war and terrorism; inflation, deflation, and recession; availability of the Internet; managed care organizations; and changing health policies. Internal forces are experiencing falling reimbursements/revenues and increasing costs, resulting in smaller profit margins.

As managers, you need to be aware that utmost organizational change efforts will be met with some type of resistance. Employees struggle with change in the office because of various reasons. The chief reason why personnel resist change at work is because of bad management of change. “In recent years, technological growth, the Information...