Unit 9
From the Cohen model, Leading Change, short term wins are explained at length in step six of the model. The short term wins are usually in place to ensure that the major win is achieved (Cohen & John ). The reinforcement factors like how meaningful reinforcement is to the individuals experiencing change is in line with the short term win aspect that focuses on the relevance change has to the stakeholders. The reinforcement factors are just measures of ensuring that the change taking place is progressive rather than retrogressive. There is also the relationship of the reinforcement with the progress that has already been reached as a goal. This factor sums up all the achievements that are recorded when short term goals are reached. The measurability of progress is important in the process of effecting change in an organization. The lack of negative consequences and the accountability systems for change processes also align to the relevant objectives and visibility of change projects in organizations (Hiatt). The reinforcement factors and the short term goals are important in evaluating the impact of change in an organization.
| Short-term wins planning template | ||
| Foul Ball:No motivation in employees. | Call for a relief pitcher:The management has to change operation strategy. | Issue:The employees are not motivated to reach targets.Workers have opted to resign rather than adapt to new scheduling systems in the hospitals. |
| Base hit:Motivated employees. | Home run: Workers are participating in the change projects | Recommendation:The employees should be encouraged to get creative in implementing change.The management should reward employees on achieving set short-term goals. |
| Action step | Owner | Due Date |
| Plan team building activities for employees. | Management | 15/7/2017 |
| Evaluate and respond to employees views on change in the organization. | Human Resource Team | Every 10th day of the month starting August 2017 |
| Compare the statistics of readmissions of patients under the new management system compared to the old scheduling system. | The admissions manager. | On 30/09/2017 |
| Outcome Description:Change in the scheduling system of the hospital is likely to ensure that the medical workers are more relaxed and therefore more efficient when they report to duty. As a result, less readmissions are likely to be recorded meaning the efficiency of the hospital is improved.A shortage in employees is unlikely since the workers present will be motivated and more people will want to join the staff. | ||
| Guiding team leader (s):The Human Resource official in charge of the scheduling of employees and welfare within the hospital for nurses and doctors. | Owner (s): The management and employees | |
| Status: Approved √ Declined Pending Resolution date: |
Cohen, D., & John , K. (n.d.). Leading Change.
Hiatt. (n.d.). ADKAR model for change.
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