Change Management Process Research Articles

Nurse practitioner integration: Qualitative experiences of the change management process.

The aim of this qualitative research was to explore perceptions of organisational change related to the integration of nurse practitioners from key nursing stakeholders. The ongoing delivery of effective and efficient patient services is reliant upon the development and sustainability of nurse practitioner roles. Examination of the factors contributing to the underutilization of nurse practitioner roles is crucial to inform future management policies. A change management theory is used to reveal the complexity involved. Qualitative interviews were undertaken using a purposive sampling strategy of key stakeholders. Thematic analysis was undertaken and key themes were correlated to the theoretical framework. The results confirm the benefits of nurse practitioner roles, but suggest organisational structures and embedded professional cultures present barriers to full role optimization. Complicated policy processes are creating barriers to the integration of nurse practitioner roles. The findings increase understanding of the links between strategic planning, human resource management, professional and organisational cultures, governance and politics in change management. Effective leadership drives the change process through the ability to align key components necessary for success. Sustainability of nurse practitioners relies on recognition of their full potential in the health care team. The results of this study highlight the importance of management and leadership in the promotion of advanced nursing skills and experience to better meet patient outcomes. The findings reinforce the potential of nurse practitioners to deliver patient centred, timely and efficient health care.

From evidence to action: Applying gender mainstreaming to pay gaps in the Welsh public sector

Progress on reducing gender disparities remains painfully slow, despite efforts to identify the determinants of gender pay gaps and specify size and shape. Recent studies highlight the need for a more nuanced account of the way that public policy shapes organizational responses and insights into the types of organizational practices that diminish pay disparities. In response, this research reports on an action research intervention in three large Welsh public organizations, subject to a unique statutory equality duty. Data demonstrate how an evidence‐based gender mainstreaming approach facilitated the development of a ‘no blame’ strategy, which legitimized organizational proactivity through collaborative and empowering change management processes. The research contributes to the study of gender pay gaps by demonstrating that gender mainstreaming, with facilitative local conditions and supportive public policy, shapes action on gender segregation, with particular success in women's low‐paid employment. Conclusions highlight theoretical and policy implications arising from the research.

MANAJEMEN PERUBAHAN PADA PERUSAHAAN KELUARGA: STUDI KASUS PT RODA BAHARI

ABSTRACTFamily business is the main driving of Indonesian economy. This sector contribute about 82,44% of total Indonesian GDP. The number of family business is about 99% of total Small Medium Enterprise (SME) in Indonesia. However, only a little family business can survive and scalling up. PT. Roda Bahari that become object of this research is one of the family business. The aim of this research is to analyze change management process and company cycle. This research is important to formulate and prepare for every stage of the transformation process required by PT. Roda Bahari in order to create a professional business entity. The study was conducted in Bogor. The method analysis used is descriptive and the type of data is qualitative. Qualitative data collection was done by interviews and FGD (Focus Group Discussion). The number of responden are 10 person including stakeholder, top management, and staff. To identify the changes that has occured was used Lewins Three Step Model and to identify the changes that will be done was used Kotter Eight Stage Change Process. The result shows that this family business currently in managing phase indicated by company's growth and involvement of the extended family. In order to move to the next phase (transformation phase), PT. Roda Bahari should apply change management. This change management process, require internal agent of change, who has competency, involve in day to day business, and also has strategic access to owner. Based on the identification using Kotter theory, it is known that PT. Roda Bahari should make change in organizational structure, corporate culture, and company policies toward transformation phase.Key Words: Family Business, Change Management, Company Cycle

Wellnet Integrated Care Program – supporting chronic disease management through private public partnerships

Introduction : Public and private funders have a mutual interest in effective chronic disease management at the primary care level due to its potential to reduce hospital admissions. The challenge lies in the complexity of the funding sources in Australia. The government’s Medicare system funds general practice on a fee for service basis, Primary Health Networks (PHNs) are government funded organisations commissioning care within local communities while private health insurers (PHIs) fund hospital care and are not permitted to insure GP services. Change implementation : Sonic Clinical Services (SCS), the primary care division of Sonic Healthcare, has implemented a model of chronic disease management that incorporates a pooled funding approach by private and public funders. SCS has partnered with PHNs and PHIs in a collaborative approach to resource primary care in a way that complements the Medicare fee for service structure. Aim of change : The WellNet Integrated Care Program is a suite of GP-led programs providing targeted and coordinated chronic disease management delivered through a Patient Centred Medical Home model which aims to shift the way patients are managed in primary care. The Medical Home approach shifts the epicentre of health care delivery from the clinician to the patient through a redesign of infrastructure, health care team roles and modes of delivering care. Developed by SCS, its unique elements include: Risk stratification according to level of risk and complexity Voluntary patient enrolments cdmNet, a web-based platform enabling care planning in real time across the entire clinical team Dedicated nurse care coordinator Change management support Stepped care approach Data analytics Target population : There are 5 programs targeting 4 population groups: FeelWell & GetWell - complex multi-morbidity BeWell - multiple morbidities StayWell - uncomplicated chronic disease LiveWell - at risk of chronic disease Highlights : SCS has partnered with Sydney North PHN and 4 PHIs to fund the BeWell program through 5 general practices in NSW. In Victoria, SCS has partnered with Australian Health Service Alliance, a service company representing a number of small to medium size PHIs, to deliver the program through 6 general practices. The start dates for these practices have been staggered with the earliest centre commencing enrolments in February 2017. The early results have included demonstrated improvement in care coordination, patient engagement and achievement of patient identified goals. Conclusion & discussion : The timeline for the program is 12 months with a formal independent evaluation undertaken at the conclusion of the pilot study. This funding model is sustainable as it is designed around the MBS funding system with affordable investment by PHNs and PHIs. The model is transferable to other partnerships who share the will to properly fund chronic disease management. Lessons : Lessons were learned around addressing different PHIs needs and expectations and finding consensus in the approach. Having a fully developed WellNet program with detailed workflows, costings and change management processes has proved to be the key to getting all the stakeholders on board.

The Determinants of Resistance to Change Management Process: The Case of CBE, Addis Ababa District

The Determinants of Resistance to Change Management Process: The Case of CBE, Addis Ababa District

Organizational change readiness and manager' behavior in managing change

Background and objective: Organizational readiness refers to organizational members’ change commitment and change efficacy to implement organizational change and confidence in their accumulative abilities to do so. The aim of the study was to assess the nurse managers’ behavior in managing change, and the level of the organizational change readiness at selected hospitals at Menofia Governorate.Methods: Design: A descriptive cross-sectional design was used. Setting: The study was conducted at two hospitals, namely University Hospital and Shebin El-Kom Teaching Hospital, in Menofia Governorate, Egypt. Subjects: It consisted of two groups, Group 1: A convenience sample of 136 staff nurses (67 staff nurses from Menofia University Hospital, and 69 from Shebin El-Kom Teaching Hospital), Group 2: All nurse manager available on the time of the study (31 from Menofia University Hospitals, and 30 from Shebin El-Kom Teaching Hospital). Tools: a) Tool one: Change management process Questionnaire, b) Tool two: Change Readiness Assessment Scale.Results: More than half of the nurse managers reported that they have a good behavior in managing change in the organization, while the staff nurses reported that their managers had a bad behavior during the change process. Organizational readiness level was higher in University hospitals than in Teaching hospital as perceived by the study subjects.Conclusions: The nurse managers and staff nurses reported that the organization had a bad readiness level to change. Additionally there was a positive correlation between organizational readiness and manager behavior in managing change. Recommendations: Organization should have a readiness for change to support the change process by possessing the right resources and conditions, a clear insights and goals for the intended change and have the inventiveness, behavior to participate with the change and develop work. Also, agents of change chiefs and management must need to drive a strong reaction for change from the stakeholders that leads to highest performance improvement.

A deeper look into a project management tool: The Change Register

This short paper has multiple goals. First, it offers some understanding of the change register as a previously unexamined project management tool. Nearly all operational activities within a project team need to comply with their organizational internal quality audits requirement. Hence, it also provides practitioners a checklist of items that should be considered while implementing change management processes for their projects.

Managing Change and Strategic Thinking: Evidences from Hospitality and Tourism Sector of the UK

This qualitative paper examines the strategic thinking and managing change in complex business environment in the hospitality and tourism sector of the UK through the cases of Hilton London Canary Wharf and Hilton London Tower Bridge. For the purpose of analysis, researchers explored the research phenomenon under different models including TALC model and IBTEE Model. Using convenience sampling, researchers interviewed face-to-face 12 Line Managers and 30 employees through open-ended semi-structured interview questions regarding change management process and obstacles interlinked with it. Findings revealed that although Hilton hotels have adapted changes to some extent but there is still more room for further improvement. The management of the selected hotels highly relies on the training purpose for the effective change adaption whereas coaching and research is lagging behind. The biggest constraint during effective change adaption is the diverse background of the workforce as most are from the multicultural backgrounds. Moreover, the communication, ritual, and cultural barriers are causing issues in the change process. Lastly, the recommendations are given for consolidating effective change management at workplace.

From resistance to readiness: the role of mediating variables

PurposeThe purpose of this paper is to explore the role of trust, perceived organizational support, and emotional attachment in bridging the gap between resistance and readiness to change.Design/methodology/approachA conceptual model including five constructs is developed. The questionnaire survey using the study variables readiness to change, trust, perceived organizational support, emotional attachment, and resistance to change was used in this study. Descriptive statistics and mediation regression analysis are used to test all hypotheses using the survey data of 276 middle-level managers.FindingsThe findings reflect how readiness to change reduces the impact of resistance to change during organizational change. Furthermore it also finds that how trust, perceived organizational support, and emotional attachment mediates the relationship between resistance and readiness and reduces the gap between the two.Research limitations/implicationsThe findings in the study have made significant contribution to the literature especially on middle-level managers in the Indian context. There was a paucity of research done on the study variables. The mediating effects of the study variable have never been explored earlier and therefore make an immense contribution to the field of knowledge for practitioners and academicians.Practical implicationsThe research results have many practical implications. It could be established that trust, perceived organizational support, and emotional attachment have a strong and positive association with the management of change. Linking of study variables during change is helpful for the top managers for better understanding during a major organizational change. Supporting the employees through human touch during change will lead to easier transition. Understanding of various dimensions that influence employee to readiness for organizational change is an important endeavor for organizational change.Social implicationsThe research is of utmost significance for the top management as it can provide a better insight to understand and keep in mind the key aspects during organizational change in such a way that chances of resistance reduces to minimal. If the employees are contented by receiving support from their bosses, if there exists a mutual trust which increases emotional attachment, introducing change in the organization will be much easier for the management.Originality/valueThis research attempts to investigate how during times of turbulent change in an organization trust between the employees and their supervisor, perceived social support, and emotional attachment with the organization positively impact the change management process. The findings provide valuable insights for the top management to understand the psyche of its employees and provide them a human touch during the time of organizational change.

Adaptive leadership in academic libraries

Purpose The purpose of this paper is to outline the core ideas of adaptive leadership and relates them to challenges confronting academic libraries. Design/methodology/approach The paper provides an overview of the adaptive leadership model and highlights the key concepts. Recent initiatives at the Hong Kong University of Science and Technology Library are used as cases to illustrate how the model may guide the authors’ focus to finding leverage points. Findings Using the model, the key role of positional leaders shifts from the traditional sense of giving direction and protection to followers, to one that orchestrates the change process with the team through difficulties and uncertainties, and to build culture and structure that facilitate adaptive changes. Practical implications Academic librarians can use the concepts and framework of adaptive leadership to design change strategies and manage change processes. Originality/value This is the first paper introducing the adaptive leadership model to academic libraries.

A Recommended Strategic Model to Change the Audit Process of the State Audit Office of Vietnam

The audit process of the State Audit Office of Vietnam (SAV) has inherent limitations and weaknesses that need to be addressed in order to keep pace with the development of the SAV. This paper aims to improve the SAV to meet international auditing standards of the Organization for Economic Co-operation and Development (OECD). It will use the Australian Government audit process as a direct comparison in order to identify issues in the change management processes required for the SAV and to propose a methodology to resolve these issues. Although research methodology focused on semi-structured in-depth individual interviews, document review was used to supplement the overall data. The research findings indicate agreement over previous attempts by the literature review. These findings suggested that the change management process may face various issues arising from personal barriers to the change, the SAV culture, application of technology to auditing, costs for the change, the SAV auditor human resource quality and training, and the SAV organizational and operational model. The proposed strategic framework to resolve these issues addressed removing personal barriers to the change, improving infrastructure, human resource, training and legal framework of the SAV, and implementing changes in the SAV culture. These outcomes may assist the SAV in providing the proposed recommendation for the strategic model to change the audit process of the SAV.

Status and development for the prevention and management of tailings dam failure accidents

Tailings dam failure accidents with limited emergency response time and substantial potential threats often lead to heavy casualties and severe financial losses. In recent years, the decreasing trend of tailings dam failure accidents shows the development of modern technology and safety management. However, the frequency of major tailings dam failure accidents has increased, rather than decreased. The 2015 Samarco Accident in Brazil and the 2014 Mount Polley Accident in Canada, along with their disastrous consequences, once again sounded the alarm to improve the safety of tailings ponds. China is now facing a complicated safety situation because there are 8869 tailings ponds throughout the country, including 1425 overhead tailings ponds that represent the tailings ponds located within 1 km upstream of residential areas, workshops, schools, or other important facilities. Based on a large number of relevant research studies, focusing on three main aspects of accident prevention and management that include safety monitoring, early-warning and emergency preparation, safety management codes and standards, the status and frontier progress are reviewed in this paper. Furthermore, the relevant problems in China are discussed, and several improvement recommendations are presented that can provide a reference for theoretical research and technological innovation for preventing tailings pond accidents. The results are as follows:(1) The safety monitoring standards in China are relatively strict. However, the monitoring instruments lack stability, reliability, and practicability. Thus, specific devices and new technologies need to be developed. (2) The current early-warning method lacks diversity and reliability, and using information technology in interdisciplinary applications is becoming the developing trend. (3) The emergency management and decision-making should be based on sufficient scientific proof. However, the relevant research is limited by test methods and simulating algorithms. (4) Lastly, China has established a complete system of safety management codes and standards, but with the current problems of safety level classification, life-cycle management, change management process, and accident investigation, greater progress is needed.

Prácticas profesionales en escenarios complejos

This study focuses on the thoughts provided by students in their last year of a Bachelor degree at a university institution of Uruguay. The research is part of the professional skills that these young people put into action within the framework of the workshops of applied research offered during the last year of their career, in which they perform a diagnostic approach and a proposal for improving a practice center.The study lasted a total of eight months, during which various techniques were applied (online survey, focus groups, interviews and document analysis), aimed at students and key informants whose contributions allowed comparing points of view and supplementing information. It was sought at all times to articulate specific records of each experience with other global contributions from the multicase methodology in order to analyze the processes of change management. The document closes resuming the study objectives that seek to generate critical reflection on the professional practices put into action presenting the main findings achieved, in dialogue with theoretical contributions that guided the process of analysis.

Effect of Project Management in Requirements Engineering and Requirements Change Management Processes for Global Software Development

Presently, global software development (GSD) is growing very rapidly. However, it is not an easy and straightforward process. Requirements engineering (RE) and requirements change management (RCM) both are considered as very challenging activities due to demanding rich communications. Because it is necessary to address geographical and cultural differences in GSD, this requirement makes RE and RCM challenging. This paper investigates the importance of project management in RE and RCM processes. First, the frameworks with the phenomena of specialized project management are proposed for RE and RCM. Then, a survey and blind interviews of the experts are conducted to validate the proposed frameworks. Finally, statistical tools are applied to analyze the collected data. By utilizing the analyzed data, our results show the significant impacts of both frameworks (i.e., RE and RCM) in the GSD environment.

Application Of Ladder Model For Change Management Process Towards Digitalization In Contemporary Business.

Application Of Ladder Model For Change Management Process Towards Digitalization In Contemporary Business.

Opposing Views on the Urgency for Healthcare Changes in the Netherlands: A Temporal Narrative Struggle

This paper illuminates the way multiple narratives concerning urgency for change dynamically interact on different levels and influence change processes in healthcare organizations. It explores the processes of sensemaking and opposing urgency narratives during a period of implementation for new legislation within the Dutch healthcare sector. Building on recent debates on process theory, narratives, and temporality, a new perspective on change urgency is presented, which shows how urgency is not unilaterally created from one position but is produced and reproduced by different editors in a narrative struggle. A temporal framework for change urgency was developed to study these narrative dynamics. Three urgency narratives contested the dominant narrative in the public discourse. The article shows how directors of healthcare organizations, dominated by these narratives, also hold narrative power. Managing change processes implies managing discourse.

CHANGES PROCESSES IN LOGISTICS PROJECTS ACCORDING TO THE NEW SILK ROAD INITIATIVE IN UKRAINE IN THE CONTEXT OF INTEGRATION TO THE LEGAL ASPECTS OF EUROPEAN UNION

Modern routes of Eurasian Trans-tailor corridors do not have a conventional basis and these routes do not have an international legal status. This article opens perspectives of Ukraine`s presence in the New Silk Road initiative according to legal aspects and logistics projects. The article investigates the change management processes in logistics projects of Chinese-Ukrainian economic corridor in the framework of reconstruction project of the New Silk Road in the XXI century. Particular attention paid to the national interests of the participating countries and areas of cooperation of Ukraine and China. Considering the trading measures that will help to analyzethe change management processes in logistics according to the New Silk Road project as cooperation with neighboring countries in the committees, organization bilateral meetings on harmonization of procedures. The author reveals that Ukraine could be a core logistics connecting point between Europe and Asia through creation of a one window logistic system. Importance of the factors in the success of the simplification of logistics procedures were proposed in the paper. Transportation of containers through Ukraine of Viking and ZUBR trains were illustrated as future logistics developing projects under the New Silk Road process in the change management context.

Balanced Scorecard: A Strategy for the Quality Improvement of Islamic Higher Education

The main issue in improving the quality of Islamic Higher Education is to increase the competence and professionalism of teachers and education personnel to achieve its vision and mission in the middle of the complexity of the demands of society and the changing times. so that the quality of education and governance of Islamic Religion clean and transparent with the principles of good governance is achieved as a matter of strategic policy development, the concept of the balanced scorecard as a strategic management system that is implemented by a world-class organization and even as a means of guiding and driving the change management process and the culture of the organization, in this case integrated in educational organization in order to create Islamic institutions of higher education quality. Through the balanced scorecard, which focuses on four perspectives, namely financial perspective, customer perspective, internal business perspective and learning and growth perspective is expected to create a system of organizing the Islamic Higher Education that upholds the values of trust, tafaqquh fi 'l-Din, professional, transparent, accountable and quality. Through balanced scorecard Similarly, Islamic higher education will be more qualified, marketable and globally competitive.

Good WIL hunting: Building capacity for curriculum re-design

In response to government, industry, student and central University calls for initiatives to enhance graduate employability as a means for improved employment outcomes, a faculty within an Australian university formulated a five-year Work Integrated Learning (WIL) strategy (2015-2019). The Faculty goal was to re-new, develop, implement and evaluate scalable and sustainable intentional WIL-focused authentic curricula across every undergraduate Science, Technology, Engineering and Mathematics (STEM) course by the end of 2019. A ‘WIL Leadership Framework’ underpinned the whole-of-course team approach. This paper reports on the change-management processes and behaviours necessary to effect change from the bottom-up. Fostering academic staff capacity to build course-appropriate WIL curriculum has been slow and subtle and yet significant refinements to intentional and embedded WIL curriculum have occurred through a series of grounded research studies and curriculum renewal projects. WIL champions (the innovators), earmarked as change agents for enabling scalable curriculum transformation and renewal, were ‘hunted-out’ and nurtured. Their role was to influence teachers to enact context-specific and discipline-based WIL experiences into the curriculum. The main research findings to date reveal that STEM-specific WIL frameworks, concepts and assessment examples, presented as scholarly curriculum choices by WIL experts, and then actively and collegially discussed amongst the WIL champions and WIL early adopters, has been the most effective process to date for developing a WIL centred curriculum. The paper concludes by addressing the current operational goals predicated to have an impact on graduate employment for the Faculty.

What does it take to change practice? Perspectives of pharmacists in Ontario.

This is a time of rapid change in the profession of pharmacy. Anecdotally, there are concerns that the pace, extent and rate of practice evolution are lagging. There is little evidence documenting the influencers and mechanisms that drive practice changes forward in pharmacy in Canada. An exploratory qualitative method was selected, using both one-on-one interviews with self-categorized typical pharmacists and larger focus groups to provide context and confirmation of themes generated through interviews. Data were analyzed and coded using a constant-comparative iterative method, in order to generate themes related to the factors influencing pharmacists to actually change their practice. A total of 46 pharmacists meeting inclusion criteria participated in this study in focus groups, interviews or both. Nine themes were identified: 1) permission, 2) process pointers, 3) practice/rehearsal, 4) positive reinforcement, 5) personalized attention, 6) peer referencing, 7) physician acceptance, 8) patients' expectations and 9) professional identity supportive of a truly clinical role. One theme that did not emerge was payment, or remuneration, as a specific or isolated motivational factor for change. The complexity of practice change in pharmacy and the multiple factors highlighted in this study point to a more deliberate and concerted effort being needed by diverse pharmacy organizations (educators, regulators, employers, professional associations, etc.) to support pharmacists through the change management process. The "9 Ps of practice change" identified through this study can provide pharmacists with guidance in terms of how to better support evolution of the profession in a more time-efficient and effective manner.