Organizational Change Models

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Models of Organizational Change
The changes help modify the different aspects of life and ease the achievement of success (Bukovec, n.d.). There are many useful organizational change models. These models help understand the change that occurs at a macro-level, explaining the reasons, actual change and how it occurred (Agricultural Leadership and Development [ALED], n.d.). The two models selected for the comparison are the holistic and managers’ mental models of the organizational change. The holistic model discussed in the article deals with guiding practices and brings about changes. This model describes how the nurse leaders should assess, strategize and evaluate the results to achieve excellence (Evans, Busch, Busch, Celia, Lourie, Lewis
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The introduction of the advanced education has increased the quality of work. This model emphasizes the collaborative work between all the leaders. Many approaches may also be functional simultaneously for attaining the goal. For example, to reduce the fall in the health care setting, different variables in the environment get changed. The staff will get the education, instructions on fall reduction strategies, etc. This model describes the connection between the individual assessments, determination of their learning needs and interventions to meet these needs. The evaluation of the results enables the leaders to make sustainable changes. The collaboration helps the staff to make an environment that strengthens the inter-personal relationships. This helps create a point-of-service between the staff, patient and patient’s family in the health care system. With the collaboration of the staff, the nurse can identify and eliminate any obstacles in the care delivery. The holistic model with its variables like the organizational and individual evaluation, selection of the right approach, etc. make the staff development more successful. This model suggests an evolutionary process which helps the continuous improvement of the end results. The holistic model offers clarity and enables focusing in a state of confusion (Evans et al., …show more content…
One of them is, it needs the initiation and the outcome assessment in the practice setting. Without an effective evaluation of the outcome, future plans could go wrong. The measurement of the result is through the evaluation of the staff, customer and the organizational outcomes. This model uses more than one variable for the evaluation of the results. For instance, cost-effectiveness, quality of service, staff turnover rate, etc. are some of the measures used by this method for evaluation. The critical part of the assessment is that it needs integration into the model. It is challenging to create a point-of-service relationship across the continuum of care in the health care at times due to the constant evolutions. The model offers linear reasoning whereas in the reality it is circular in nature (Evans et al.,

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