discussion board due thursday by 11:59p 250-300 words use citations and references correctly It has been said that the only constant is change itself. That is especially true of organizations. While some organizational changes are minor—only affecting a work group—others are department- and organization-wide. The employees of an organization have varied reactions to changes. A leader needs to apply effective strategies for making the change successful. For this Discussion, you will read a scenario and determine the best method for successfully implementing an organizational change and overcoming resistance to change. To prepare for this Discussion: Review the Learning Resources for this week. Review the following scenario. Case Study: Funding Denied Health Abounds, Inc., is a community clinic that receives the majority of its funds from the state government. Sally, the Director of Health Abounds, discovered that the grant proposal for state funding was denied due to quality and safety problems. This denial caused her to make some difficult and overarching changes in the organization, including the following: Instituting a new clinicwide database system to include patient records that could be accessed anywhere in the clinic. This new database is intended to reduce medical errors. It will also provide consistent information to the staff quickly and easily, allowing them to provide quicker patient care. Requiring doctors to use laptops when consulting with patients. This approach will allow them to enter easy-to-read notes into the patients’ electronic charts, quickly find information about adverse events associated with medications, and quickly search for information in the patient history. Requiring a week-long training program for the staff to learn the new database system, especially because some of the staff will need to learn the basics of using a computer. Post a comprehensive response to the following: What type of resistance might arise among the staff? How might you, as the director of the organization, attempt to overcome the resistance? What other consequences of implementing the change might the organization experience? Please explain. ___________________________________________________________________________ resources for this week Robbins, S.P., & Judge, T. A. (2017). Essentials  of organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson. Chapter 16, "Organizational Culture" The authors compare the functional and dysfunctional effects of organizational culture on employees and the organization. They also explain the factors that create and sustain a positive organizational culture. Chapter 17, "Organizational Change and Stress Management" This chapter describes the forces that can produce important changes in organizations, including technology, economic shocks, competition, and social trends. Tsasis, P., & Bruce-Barrett, C. (2008). Organizational change through lean thinking. ...

1. discussion board due thursday by 11:59p 250-300 words use
citations and references correctly
It has been said that the only constant is change itself. That is
especially true of organizations. While some organizational
changes are minor—only affecting a work group—others are
department- and organization-wide.
The employees of an organization have varied reactions to
changes. A leader needs to apply effective strategies for making
the change successful.
For this Discussion, you will read a scenario and determine the
best method for successfully implementing an organizational
change and overcoming resistance to change.
To prepare
for this Discussion:
Review the Learning Resources for this week.
Review the following scenario.
Case Study: Funding Denied
Health Abounds, Inc., is a community clinic that receives the
majority of its funds from the state government. Sally, the
Director of Health Abounds, discovered that the grant proposal
for state funding was denied due to quality and safety problems.
This denial caused her to make some difficult and overarching
changes in the organization, including the following:

2. Instituting a new clinicwide database system to include patient
records that could be accessed anywhere in the clinic. This new
database is intended to reduce medical errors. It will also
provide consistent information to the staff quickly and easily,
allowing them to provide quicker patient care.
Requiring doctors to use laptops when consulting with patients.
This approach will allow them to enter easy-to-read notes into
the patients’ electronic charts, quickly find information about
adverse events associated with medications, and quickly search
for information in the patient history.
Requiring a week-long training program for the staff to learn
the new database system, especially because some of the staff
will need to learn the basics of using a computer.
Post
a comprehensive response to the following:
What type of resistance might arise among the staff?
How might you, as the director of the organization, attempt to
overcome the resistance?
What other consequences of implementing the change might the
organization experience? Please explain.
_____________________________________________________
______________________
resources for this week

3. Robbins, S.P., & Judge, T. A. (2017).
Essentials of organizational behavior
(14th ed.). Upper Saddle River, NJ: Pearson.
Chapter 16, "Organizational Culture"
The authors compare the functional and dysfunctional effects of
organizational culture on employees and the organization. They
also explain the factors that create and sustain a positive
organizational culture.
Chapter 17, "Organizational Change and Stress Management"
This chapter describes the forces that can produce important
changes in organizations, including technology, economic
shocks, competition, and social trends.
Tsasis, P., & Bruce-Barrett, C. (2008). Organizational change
through lean thinking.
Health Services Management Research, 21
(3), 192–198. Retrieved from
http://ezp.waldenulibrary.org/login?url=http://search.ebscohost.
com/login.aspx?direct=true&db=rzh&AN=2009991312&site=eh
ost-live&scope=site
Lean thinking is becoming pervasive in health care
organizations as a means of providing a comprehensive
approach toward improving the health care process. This article
provides an example illustrating when lean thinking was used to
improve efficiency, contain costs, and effect organizational
change.

4. Eaton, M. (2010). Making improvements stick: The importance
of people over process.
Human Resource Management International Digest, 18
(5), 30–35. Retrieved from
http://ezp.waldenulibrary.org/login?url=http://proquest.umi.com
.ezp.waldenulibrary.org/pqdweb?did=2082622801&sid=6&Fmt=
2&clientId=70192&RQT=309&VName=PQD
This article involves how to maintain an organizational change
initiative—how to make it stick. It proposes that a top-level
champion for change is extremely important, and the champion
should encourage comments about the change from the
employees. The article also emphasizes that people are more
important than process in any organizational change.
Scott, T., Mannion, R., Davies, H., & Marshall, M. (2003).
Implementing culture change in health care: Theory and
practice.
International Journal for Quality in Health Care, 15
(2), 111–118.
Implementing culture change in health care: theory and practice.
International Journal for Quality in Health Care, 15, 2 by TIM
SCOTT; RUSSELL MANNION; HUW T O DAVIES; MARTIN
N MARSHALL. Copyright 2003 by Oxford University Press.
Used by permission of Oxford University Press via the
Copyright Clearance Center.
This literature review analyzes some of the key debates about
the nature of organizational culture and culture change in health
care organizations.

5. D. (2010, January). Getting the Klingons on your side.
Training Journal
, 33–37. Retrieved from
http://ezp.waldenulibrary.org/login?url=http://proquest.umi.com
.ezp.waldenulibrary.org/pqdweb?did=1941228791&sid=4&Fmt=
3&clientId=70192&RQT=309&VName=PQD
This article offers useful advice on how to manage corporate
"Klingons", i.e. employees who "cling" to outmoded processes
and resist changes intended to introduce improvements.
U.S. Department of Veterans Affairs, Office of Research and
Development. (2000, May).
Organizational change primer
. Washington, DC: Author.
Read pages 1–11.
This document presents a concise and useful introduction to
organizational change and how it can be successfully
implemented and managed.
PRNewswire. (2010, April 6).
Health reform lays ground for new era of individualized care
and more patient-focused health system, says
PricewaterhouseCoopers in new HealthCast report
. Retrieved from http://www.prnewswire.com/news-
releases/health-reform-lays-ground-for-new-era-of-
individualized-care-and-more-patient-focused-health-system-

6. says-pricewaterhousecoopers-in-new-healthcast-report-
89976312.html
Accel-Team. (n.d.).
Force field analysis
. Retrieved from http://www.accel-
team.com/techniques/force_field_analysis.html
Adventure Associates. (n.d.).
Barriers to change
. Retrieved from
http://www.adventureassoc.com/resources/newsletter/nl-
barriers-to-change.html
Antariksa, Y. (n.d.).
OD intervention success indicators
. Retrieved from
http://www.explorehr.org/articles/Organization_Analysis/OD_In
tervention_Success_Indicators.html