Transition in an organization is a positive indicator that it is adapting to a fast moving environment. White Cross is an example of an organization that embraces change, and makes sure that they do not lose their competitive edge among other facilities. However, implementing changes are not all the time easy and stress free. It has some factors that causes resistance to such transformation. White Cross Healthcare is the largest provider of primary care specializing in comprehensive accident and urgent medical services. It is a private sector that performs procedures such as vaccinations, rehabilitations and emergency services on plastering, suturing and wound management. White Cross in entrepreneurship is having the capacity to organize and
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On the other hand, as the management is seeking for further advancement in the deliverance of their care, they have formulated some additional procedures like the initiation of pre medical examinations for employees prior to their acceptance to the organization and thus continues annually as an additional criteria for re-contracting. This change caused apprehension and withdrawal among most of the employees resulting to resistance due to the fear of failure. Most employees became negative to the new trend as it became part of the requirements of White Cross that it resulted to some of those staff members doubting their fitness to voluntarily leave work. At the same time, the rate of job applications lowered. However, as new problems arise, the management executed methods in order to address the existing fear of failing the medical examination such as in cases of having variations in the results of laboratory tests that is indicative of an illness, considering it is not communicable or transmissible to the patients; such employee will be treated, and can still continue employment. The management stated such terms that were concrete to the change. This is to protect the safety of other employees as well as the patients coming in the facility for care. Understanding the side of the management, the employees were able to …show more content…
More likely, employees seeing the edge of other organizations tend to transfer.
Employees of White Cross became relutanct to change due to the fear of the unknown. Not knowing what will happen in the future disregards the goals they have targeted to meet.
White Cross having seen much of the resistance to change practiced techniques in addressing to such reactions. And so in implementing future plans for the facility, the management takes into consideration the need to address personal concerns with open channels of communication having the employees take active participation with the planning stage to give them full understanding of the objectives and aims. In addition, having to link the proposed changes to issues that are important for the employees, such as job security, their health status and environmental sustainability, these makes it easier for people to consider the change. It is a fact that as human beings, people possess a sense of negativity bias which leads to the focus on loss rather than gain. It is therefore more advantageous to discuss among the employees the impact if change will not be accepted. It is also important that a certain connection must exist among employees and the management, however it is vital not to overload with too much change that
On the other hand, as the management is seeking for further advancement in the deliverance of their care, they have formulated some additional procedures like the initiation of pre medical examinations for employees prior to their acceptance to the organization and thus continues annually as an additional criteria for re-contracting. This change caused apprehension and withdrawal among most of the employees resulting to resistance due to the fear of failure. Most employees became negative to the new trend as it became part of the requirements of White Cross that it resulted to some of those staff members doubting their fitness to voluntarily leave work. At the same time, the rate of job applications lowered. However, as new problems arise, the management executed methods in order to address the existing fear of failing the medical examination such as in cases of having variations in the results of laboratory tests that is indicative of an illness, considering it is not communicable or transmissible to the patients; such employee will be treated, and can still continue employment. The management stated such terms that were concrete to the change. This is to protect the safety of other employees as well as the patients coming in the facility for care. Understanding the side of the management, the employees were able to …show more content…
More likely, employees seeing the edge of other organizations tend to transfer.
Employees of White Cross became relutanct to change due to the fear of the unknown. Not knowing what will happen in the future disregards the goals they have targeted to meet.
White Cross having seen much of the resistance to change practiced techniques in addressing to such reactions. And so in implementing future plans for the facility, the management takes into consideration the need to address personal concerns with open channels of communication having the employees take active participation with the planning stage to give them full understanding of the objectives and aims. In addition, having to link the proposed changes to issues that are important for the employees, such as job security, their health status and environmental sustainability, these makes it easier for people to consider the change. It is a fact that as human beings, people possess a sense of negativity bias which leads to the focus on loss rather than gain. It is therefore more advantageous to discuss among the employees the impact if change will not be accepted. It is also important that a certain connection must exist among employees and the management, however it is vital not to overload with too much change that