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Change Management

Critically analyse the key factors that will require specific attention during the implementation stages of a
significant change initiative in your own organisation, or another organisation with which you are familiar.

Your response should address the following requirements:

� Identify the critical success factors that will determine the effectiveness of a change process at the
organisation you have chosen to review, and evaluate the extent to which the quality of performance in

each factor will impact the effectiveness of the change initiative.

� For each of those factors, assess the extent to which the change initiative may experience resistance of

some description, and identify the most likely symptoms of that resistance.

� Present an overview summary of the most appropriate strategy to be adopted in response to the

potential sources of change resistance.

� Synthesise the responses to those questions into a graphical model of the change process framework
that would be suitable for distribution to those organisational staff that are impacted by the proposed



Change Management


Change management is indispensable for organisations that embrace growth and
want to remain competitive when benchmarked against other players in their industry.
Corporations that anticipate, appreciate and successfully plan and implement changes are
guaranteed of reaping benefits in the specified areas. Some of the changes that are implemented
by dynamic corporations include innovative technologies and information systems, effective
business models, and expansion into new economies especially into new frontiers (Ceptureanu,
2016: 168). This change management paper will discuss change implementation at Geisinger
Corporation. The healthcare based organisation specialises in the provision of insurance in the
healthcare industry.
Critical Success Factors in Implementing Change
Alignment of Values and Culture with Change

Geisinger’s leaders ensure that the rhetoric they issue to the employees about required
changes are matched to personal and professional involvement. When employees are faced with
challenges in the organisation, they are expected to think about the solutions that they can
integrate using the resources at hand. A culture change involves the integration of different
business models so that both operations and the attitude of employees changes. The change leader
has the responsibility of ensuring that the required systems and training needed for employees are
conducted before implementing the required change successfully.
Engagement of stakeholders
The employees form the critical link in attaining change successfully. As the internal
stakeholder, employees should be included in all the components of the change process, from
formulation to implementation. The change leader should integrate communication in
implementing the change process (Kash, Spaulding & Gamm, 2014: 74). The change leader
should facilitate briefing on the benefits that the organisation and employees would gain from the
change process. The change leader should make the employees feel valued and appreciated
through communicating the importance of the changes being made in the corporation. The
employees could even give their opinions on the best means of implementing the change since
they are the ones on the ground. However, the leader is the final decision maker. The employees
should also be trained on how to use the new system being implemented through the change
process. Once the employees receive the necessary training, they would be confident in carrying
out the required tasks ahead of them (Kash, Spaulding & Gamm, 2014: 72).
Resistance to change

The change leaders in the organisation should establish trust when implementing the required
change. One of the major reasons why individuals resist change is due to the uncertainty of the
resulting changes such as being fired. When employees are uncertain about a change that is being
made, their morale and motivation might reduce, resulting in lowered productivity for the
organisation (Salik, 2016: 1432). For most organisations, new systems being implemented
contribute to a higher effectiveness and productivity which results in higher profitability.
Strategy for managing resistance
Therefore, the employees should be briefed about the benefits to be gained from implementing
the changes in the corporation. If Geisinger Corporation wants to avoid change resistance from its
employees, it should brief them about the proposed changes so that it is not done abruptly and
they are caught unaware (Gamble, 2013: 1). The employees should be involved in the change
management process so that they feel as if they are part of the required solution.
Framework model for change
Bringing stakeholders together

Setting platform for strategic change

Program activities clear rationale


Choosing and implementation of best practice fit for the organisation


Ceptureanu E, 2016, Implications of Managerial Reengineering on Change Management.
Review of International Comparative Management, 17 (2): 164-172. Full Text,
EBSCOhost, viewed 15 September 2016.
Gamble M, 2013, 5 Things the Most Innovative Health Systems Do Differently. Viewed 15

Kash A B, Spaulding A & Gamm, L 2014, Success Factors for Strategic Change Initiatives: A
Qualitative Study of Healthcare Administrators’ Perspectives. Journal of Healthcare
Management. 59 (1): 65-83.
Salik J, 2016, Strategic Orientation in Change Management and Using it when Designing a
Company’s Development. Management. 20 (1): 1429-9321. Full Text, EBSCOhost,
viewed 15 September 2016.

Savolein T, 2013, Change Implementation in Intercultural Context: A Case Study of Creating
Readiness to Change. Journal of Global Business Issues. 7 (2): 51-58.

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