What environmental forces drive organization development in your field or industry? What are the steps successful organizations take when responding to change? Have you experienced forces of change in your work environment? How did the changes affect your organization?
As a small hospital forces that drive change are clinical outcomes and following what evidence base research supports as well as customer satisfaction. We strive to provide excellent concierge care to our patients and their loved ones.
Discussion 1-2
Factors that drive organizational change are unique to an industry. As Kotter and Cohen (2002) point out, the initial step towards making a change in an organization is to create a sense of urgency among individuals who are expected to be involved in a change by working with them to identify problems and opportunities. These problems and opportunities serve as drivers for organizational development. A number of environmental forces drive organization development in nursing and the healthcare industry. According to Udod and Wagner (2018), the environmental forces that drive organizational development in healthcare organizations include; digital transformation, rising healthcare costs, the emergence of complex diseases or health issues, changes in health policy, the rise in the size of the aging population, rising levels of dissatisfaction among patients, and workforce shortages.
Successful organizations normally take clear steps when responding to change. These steps usually follow the eight stages proposed by Kotter and Cohen (2002). The eight steps to change implementation according to the two authors include; “push urgency up, put together a guiding team, create the vision and strategies, effectively communicate the vision and strategies, remove barriers to action, accomplish short-term wins, keep pushing for wave after wave of change until the work is done, and, finally, create a new culture to make new behavior stick (Kotter & Cohen, 2002).”
I have experienced forces of change in my work environment. As a small hospital, forces that drive change in my organization are clinical outcomes, the need to follow what evidence based research supports, and the level of customer satisfaction. These forces have influenced the implementation of reforms that are aimed at improving patient outcomes. At the organization, we strive to provide excellent concierge care to our patients and their loved ones while at the same time enhancing effectiveness and improving performance.
References
Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333.
Udod, S. & Wagner, J. (2018). Common change theories and application to different nursing situations. https://leadershipandinfluencingchangeinnursing.pressbooks.com/chapter/chapter-9-common-change-theories-and-application-to-different-nursing-situations/