Change Management at The California Neurology Associates: Time Management Case Analysis

Change Management at The California Neurology Associates

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Change Management at The California Neurology Associates

Overview

Change is the only constant and in purview of the ongoing issues in the healthcare arena, change management has a pivotal role to play towards the organizations’ existence (Jalagat, 2016). However, managing change within the organizations is a challenging issue for the Human Resource personnel (Aljohani, 2016). 

Time Management Change and Staff Expectations

As far as The California Neurology Associates, the apex organization relentlessly working for the Neurological treatment and rehabilitation is concerned, an important change for the betterment of the organization as well as for its people has been induced; Time Management. Of late, it has been noticed that most of the staff members have been arriving late in the morning and that makes many of our patients hassled. It thus, has been decided that those staffs who arrive 10 minutes late for the third time, will be warned not to come later than 10 minutes late from the time of punching in the biometric. If they further violate this rule twice even after being warned, they will have to be punitively get fired.

Communication and Implementation of the Change

Managing time and for the matter of fact, managing change in this case, would be a difficult task for many of the staff members. However, at this point in time, when The California Neurology Associates is aiming to raise its bar to become a world class facility, change management is an invincible step. This change was communicated to the staff members via e-mail and through a notice put on the Main Notice Board. It could be a tough job for those who always come late. However, with the ongoing challenges in healthcare service delivery, the step of reaching office in time is crucial for our staffs.

The change that has occurred in the office timings is indeed a welcoming step as it would not only make the staff members disciplined, would make things easier for our patients but would also refine our relationship with the clients. With so many positives and a little hard work from the staffs’ side would definitely raise the organization’s bar and it is expected the staffs to embrace this change wholeheartedly and warmly. The information about change in the office timings was communicated to the staffs in a subtle manner that had both persuasion as well as reprimand. 

Positive Reinforcement and Flexible Shifts

The management at The California Neurology Associates had a plan to get the new change implemented by the positive reinforcement technique. It was advised to the staff members that whoever would regularly punch the biometric in time or at the maximum within ten minutes from the scheduled office time would be incentivized, their performance would be monitored and would be awarded at the end of the financial year. Besides the incentives, there was also a new change management system for those who stay far from the office and cannot reach within the advised time frame. For the people coming from far off places, the new change management allows them to come in flexible morning and afternoon 8-hours shifts. Thus, the plan should be a welcoming change for the staffs coming from both far off and nearby places.

Employee Response and Future Communication

Initially there was a little confusion with the implementation of the plan and many staff members found the new change difficult to implement, as could be gaged from their email responses. However, once it was clarified one-on-one basis, the new change was adapted by the employees gradually. This time the communication used for the change management was electronic-mail and could be read on the notice board. However, next time the management is planning to put any such change across the staffs through a conference or in an assembly where all the staffs would be given a chance to voice their opinions.

Conclusion

To conclude, change is the only constant that should be done, whenever required by the system. The change in office timings and strictness in the time schedule initially was not perceived so welcoming by most of the staff members. However, with the way the change management was put across to the staffs, the implementation plan and the incentivization along with the flexibility in time for both the staffs living far off and nearby the work place, could be implemented and welcomed. Next time, if such a situation arises again where the concept of change management is required, the problem will be tackled by giving the staff members a freehand to voice their opinions through a poll or a conclave, and at the same would be handled efficiently and with more vigor. 

References

Jalagat, R.C. (2016) The Impact of Change and Change Management in Achieving Corporate 

Goals and Objectives: Organizational Perspective. International Journal of Science and Research. 5(11):1233-1239. Available at https://www.researchgate.net/publication/310828676_The_Impact_of_Change_and_Change_Management_in_Achieving_Corporate_Goals_and_Objectives_Organizational_Perspective

Aljohani, M.R. (2016) Change Management. International Journal of Scientific & Technology  

Research. Available at https://www.ijstr.org/final-print/may2016/Change-Management.pdf 

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