Organizational Change Planning Session in Healthcare Merger.You are a leader of a large healthcare organization. Your organization is acquiring another hospital group which may involve major changes in policies and procedures including human resources as you merge the two organizations. You have scheduled a planning session with your top managers.

QUESTION

Option #1: Organizational Change Planning Session
You are a leader of a large healthcare organization. Your organization is acquiring another hospital group which may involve major changes in policies and procedures including human resources as you merge the two organizations. You have scheduled a planning session with your top managers.

Your assignment is to develop a planning document for the meeting. The document should be in standard APA paper formatting and include:

Describe the types of change the organization could experience and how to create procedures for dealing with each.
An analysis of potential change approaches to implement these changes in both organizations.
Recommendations for dealing with resistance to change.
You must support your plan with a minimum of four scholarly sources.
Your well-written document must adhere to the following parameters:

Be 4-5 pages in length.
Be supported by six references, with at least four scholarly references. Remember, you must support your thinking and prior knowledge with references; all facts must be supported; in-text references used throughout the assignment must be included in an APA-formatted reference list.
Review the grading rubric within this assignment for more detail on how this assignment will be graded.
Be formatted according to the CSU-Global Guide to Writing & APA.

Option #2: Organizational Change Planning Presentation
You are a leader of a large healthcare organization. Your organization is acquiring another hospital group which may involve major changes in policies and procedures including human resources as you merge the two organizations. You have scheduled a planning session with your top managers.

Your assignment is to develop a planning presentation for the meeting. The presentation should include:

Describe the types of change the organization could experience and how to create procedures for dealing with each.
An analysis of potential change approaches to implement these changes in both organizations.
Recommendations for dealing with resistance to change.
You must support your plan with a minimum of four scholarly sources.
Your well-crafted 4-6 minute presentation must include 5-8 slides, not including the title and reference slides, and audio. Please include six references, at least four being scholarly/peer-reviewed discovered through the CSU-Global library. You may use the readings in the module; however, you must include two additional sources. Review the grading rubric for this assignment, to understand exactly how you will be graded. Use the CSU-Global library Visual Presentation (Links to an external site.) section for resources to help you create your presentation. Contact your instructor if you have questions about the assignment.

ANSWER

Organizational Change Planning Session in Healthcare Merger

Introduction

In the upcoming planning session, we will discuss the major changes that our organization will experience as we acquire another hospital group. This merger will involve significant shifts in policies, procedures, and human resources. The purpose of this planning document is to outline strategies for managing the types of change we may encounter, propose change approaches for successful implementation, and provide recommendations for addressing resistance to change.

Types of Change and Creating Procedures

Structural Change

Establish a cross-functional team to assess the structural integration of the two organizations.

Develop a comprehensive plan for merging departments, aligning reporting structures, and integrating operational systems.

Implement effective communication channels to disseminate information and updates regarding the structural changes.

Procedural Change

Conduct a thorough analysis of existing policies and procedures in both organizations.

Identify areas of convergence and divergence, and establish a systematic process for integrating and aligning procedures.

Develop a clear communication plan to ensure all employees understand the changes and the rationale behind them.

Cultural Change

Conduct cultural assessments to understand the existing organizational cultures in both organizations.

Develop a change management strategy that emphasizes collaboration, open communication, and respect for diverse perspectives.

Foster a shared vision and values by engaging employees in the change process through workshops, town halls, and employee feedback mechanisms.

Analysis of Change Approaches

Lewin’s Three-Step Model

Begin with the unfreezing stage, creating awareness of the need for change.

Move to the change stage, implementing new policies, procedures, and organizational structures.

Complete the refreezing stage, solidifying the changes and embedding them into the organization’s culture and systems.

Kotter’s Eight-Step Model

Create a sense of urgency and a compelling case for change.

Form a guiding coalition to lead the change efforts.

Develop a clear vision and strategy for the merger.

Communicate the vision and engage employees in the process.

Empower employees to act on the vision by removing obstacles.

Generate short-term wins to build momentum.

Consolidate gains and keep driving change forward.

Anchor the changes in the organization’s culture.

Recommendations for Dealing with Resistance to Change

Open Communication

Share information about the reasons for the change, its benefits, and the anticipated impact on employees and the organization.

Encourage two-way communication channels to address concerns and provide opportunities for feedback.

Involvement and Empowerment

Involve employees in the change process by seeking their input and incorporating their ideas where feasible.

Empower employees by providing training and support to adapt to the changes effectively.

Leadership Support

Ensure visible and consistent support from top leadership to demonstrate commitment to the change and address resistance.

Change Agents

Identify and train change agents within the organization who can champion the change and provide guidance and support to employees.

Conclusion

In this planning document, we have outlined strategies for managing different types of change, proposed change approaches for successful implementation, and provided recommendations for addressing resistance to change. By following these guidelines, we can navigate the complexities of the healthcare merger and foster a smooth transition while maximizing the benefits of the organizational change.

Title: Organizational Change Planning Presentation: Healthcare Merger

Slide 1: Title Slide

Title: Organizational Change Planning: Healthcare Merger

Presenter’s Name and Position

Date

Slide 2: Introduction

Background of the merger between our organization and the acquired hospital group

Purpose of the presentation: to discuss the types of change, change approaches, and recommendations for managing resistance to change

Slide 3: Types of Change and Procedures

Identify and describe the types of change the organization may experience:

Structural Change

Procedural Change

Cultural Change

Discuss the importance of creating procedures for dealing with each type of change

Slide 4: Structural Change and Procedures

Explain the need for structural change in the merged organization

Outline procedures for managing structural change:

Establishing a cross-functional team for integration

Developing a comprehensive plan for merging departments and aligning reporting structures

Implementing effective communication channels

Slide 5: Procedural Change and Procedures

Discuss the significance of procedural change in the merger process

Present procedures for managing procedural change:

Analyzing existing policies and procedures in both organizations

Identifying areas of convergence and divergence

Establishing a systematic process for integration and alignment

Developing a clear communication plan

Slide 6: Cultural Change and Procedures

Highlight the importance of cultural change for successful merger integration

Describe procedures for managing cultural change:

Conducting cultural assessments

Developing a change management strategy

Fostering a shared vision and values

Engaging employees in the change process

Slide 7: Analysis of Change Approaches

Introduce different change approaches for implementing the identified changes:

Lewin’s Three-Step Model

Kotter’s Eight-Step Model

Explain the relevance of each approach to our organizational merger

Discuss the benefits and potential challenges of each approach

Slide 8: Recommendations for Dealing with Resistance to Change

Acknowledge that resistance to change is natural during the merger process

Provide recommendations for managing resistance:

Open communication

Involvement and empowerment

Leadership support

Change agents

Slide 9: Conclusion

Summarize the key points discussed throughout the presentation

Emphasize the importance of effective change management in the merger process

Express confidence in the organization’s ability to navigate the changes successfully