Change Tools: Mechanisms for Effective Organizational Culture Transformation in Healthcare Settings
Overview
This paper examines the challenges of implementing organizational change in healthcare settings, particularly regarding cultural transformation. It identifies key mechanisms and tools—including open communication policies, workforce scheduling, training programs, and reward systems—that can effectively facilitate the adoption of new organizational cultures and improve worker productivity.
What this essay covers
- Introduction: Overview of change in healthcare sector and barriers to organizational culture change
- Main body: Discussion of four primary change tools (communication policy, scheduling, training, reward systems) and their functions
- Conclusion: Summary of how these tools increase chances of cultural incorporation in healthcare
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Change Tools
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Change Tools
The healthcare sector is ever-changing due to technological advancements, disease mutation, and the emergence of new disorders. This kind of change calls for collaborative efforts to transform how medical practitioners operate and deal with emerging issues. The management of an organization implements changes to ensure that workers understand their roles and have optimal productivity.
Each organization may have different strategies to engage the workforce because facility missions, visions, and objectives differ. They are influenced by an organizational culture that is, most of the time, a hindrance to change (Martin et al., 2010). Once workers have been accustomed to specific cultures, it becomes difficult for them to adopt new ones. Generally, change becomes hard to implement. Even when the organization uses numerous resources to push for such agendas, the workers easily slide back to old habits, causing the change process to stall.
However, there are mechanisms to change organizational culture effectively. Some of the tools used to change corporate culture are having an open communication policy, developing and implementing workers' scheduling, training the workforce, and developing a reward system. An open communication policy allows the management and the workforce to engage in open discussions, and there are no protocols to pass information (Colquhoun et al., 2017).
Therefore, goals are realized faster, creating a training and working schedule ensures that workers stick to their roles and perform effectively. It creates coherence in the workplace and increases the chances of workers incorporating new cultures.