Strategic Change Management Assignment Sample

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Introduction

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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)

Stakeholder analysis for GPDOCS

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:

Identification of Stakeholders

For analysing stakeholders the very first thing is to create a list of stakeholders.

Impacts of Stakeholders on the Project

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.

Importance to Stakeholders

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).

1. at the very first need to notice how the stakeholders provide a relevant interest and goals.
2. Most important factor about the stakeholders that how publicly visible are they; at their particular work circles.
3. And other important facts about stakeholders that how reliable they are (Goodpaster, K.E., 1991). If it is about reliability then must need to follow the b reputations and legitimacy of stakeholders under credibility.
4. Before providing importance to stakeholders need to understand the influencing power of stakeholders. Need to look about whether they are hearing the voices of the audience, and the audience has the quality of influence and decision-making ability or not.
5. The last and another important factor about stakeholders identification is to know no the jurisdictions of stakeholders (Brugha, R. and Varvasovszky, Z., 2000). These work circles are limited in nationality or regionally or locally; is important to identify. Because, without that it is quite impossible to provide importance to the stakeholders.

Connection with stakeholders

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.

Evaluation of Resistance to the Government Change Process under Effective Management Strategies

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.

Objectives

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 between Stakeholders and Mr. Dee

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.

Establishment of Support Team

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.

Development of plan

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.

Execution of plan

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.

Three change management models, their relative advantages and disadvantages, and justify the selection of a model to apply at GPDOCS

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:

1. Lewin’s change management model- For Lewin, the course of progress involves making the insight that a modification is required, then, at that point, pushing toward the new, wanted degree of conduct and, at long last, hardening that new conduct as the standard (Hussain, 2016)
2. Kotter's 8 change model-The Kotter's 8 change model is a change management model that directly focuses on the changes incorporated within a company using its eight main steps (Lin, 2017).
3. ADKAR model- "ADKAR" is an abbreviation for the five results a singular requirement to accomplish for a change to be fruitful: Awareness, Desire, Knowledge, Ability and Reinforcement. (Nortier, 2015).

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.

Critically discuss the involvement of the functional areas in developing a change plan

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.

1. Involvement of marketing in developing a change plan: Marketing plays a major role in proper implementation of change in any company just like GPDOCS. The role of marketing helps in creating a link among the business techniques, knowledge as well as business growth tactics. Also the involvement of marketing department helps in communicating the IT related notions in a manner that is understandable for the non IT personnel (Piercy, 2020).
2. Involvement of Human Resource in developing a change plan in GPDOCS - Human resource is that functional area of any business that deals with managing the employees of any organization. Whenever any change model is implemented in any organization human resource plays a major role in taking care of the entire team to make them comfortable with the new changes. Human resource might play a double part in implementation of change administration inside GPDOCS by starting as well as driving the transition in addition to by filling in as a facilitator for changes that different pioneers and offices started (Dirani, 2019).
3. Involvement of Finance area in developing a change plan in GPDOCS- Without a doubt, finance is one of the main parts of a business. With maximum assets, everyday income, and constant exchange, overseeing and observing all of the above turn fundamentals. In the same way the involvement of finance in the change management of GPDOCS plays a major role in accepting the change. Finance will define the drawn-out monetary objectives for the GPDOCS. This likewise helps in laying out objectives for every functional area too. With these monetary objectives, it likewise turns out to be conceivable to see if any subsidizing is expected for a particular thought in the GPDOCS (Sahiti, 2017).
4. Involvement of IT in developing a change plan in GPDOCS- Information technology for any business helps in analysing explicit facts and figures as well as also assist in planning the overall movement of the business consequently by making use of the trends as well as data. IT can likewise proficiently furnish organizations with copious instruments which can tackle provoking business problems as well as assist them in designing the future development of the organization. Data innovation can fill in as a huge impetus for authoritative change inside the GPDCOCS. The effect of data innovation can work on working efficiencies across the working of GPDOCS with the change that has been carried out as well as will likewise work on the correspondence and dynamic cycles, essentially modify cutthroat elements, and imagine new plans of action (Cascio, 2016)

Draft a strategic change plan for GPDOCS by applying the selected change management Model with timelines and SMART progression metrics

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.

Conclusion

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.

Task 2

The relationship between leadership and change agents in transformational 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.

The characteristics and attributes of change agents

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 relative importance of change agents and their role

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:

• Behave as a consultant to change And ensure a bi-directional flow of data along with conducting for the analysis of the data in order to provide actionable inside to the members of the team.
• Their role is to act as a communicator in order to understand and support the team members so that they can manage communication along with implementing change.
• The change agent often acts as a change manager to help the members of the team act on the various information and insights gained from analysing data along with helping them acquire new skills for the purpose of preparing them for the various changes in the organisation that takes place due to digital and technical change (Rafferty, 2018).
• They also act as a researcher in order to focus on solving various problems faced by the organisation along with anticipating the future concerns. They are also required to conduct competitive analysis along with evaluating the effectiveness of implementing plans on the organisation along with changing management strategy of the overall organisation.

The advantages and disadvantages of using external consultants as change agents

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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