Background
Organizational management is imperative for the development of any organization irrespective of the industry it operates in. therefore, for the efficient performance of the organization, it is essential that the organization executes exceptional management within the organizational practices and policies (Hanelt et al., 2021: 1160). Thus, implementing change management within organizations acts as the prime responsibility of the top managers to make required changes within the management function that could result or lead to the excellence of the organization (Stouten, Rousseau and De Cremer, 2018: 755). Organizational management changes are imperative for comprehending the achievement, failures, and signs of progress within an organization. Change in an organization results in several positive aspects allowing the organization to retain its competitive edge thereby remaining relevant in the business environment (Aslam et al., 2018). In addition to this, organizational change also inspires innovation, develops the skills of employees, and results in better opportunities for business thereby enhancing the overall morale of the employees.
This report investigates and discusses the organizational management of North-East Langley Hospital Trust (NELHT). North-East Langley Hospital Trust (NELHT) has better and more effective system management that focuses on improving the services and practices within the organization. However, there are several changes that resulted in the severe downfall or decline of North-East Langley Hospital Trust (NELHT), thus the need for a change within the management of the organization North-East Langley Hospital Trust (NELHT). A clear demonstration of the North-East Langley Hospital Trust (NELHT) as an organizational change would be discussed using the strategic framework and accordingly, suggestions would be made on how North-East Langley Hospital Trust (NELHT) could enhance its performance in terms of organizational management. The conclusion section would give the overall discussion of the report as well.
Organizational management is applied to North-East Langley Hospital Trust (NELHT) for the realization of the organization’s exceptional performance. The secretary of state has taken a prompt control of North-East Langley Hospital Trust (NELHT) by addressing the issues, concerns, and complaints of the organization. Between 2018 and 2019, North-East Langley Hospital Trust (NELHT) suffered hugely in the organizational industry (case study, 2022 :3). As a result, several management issues rose and North-East Langley Hospital Trust (NELHT) was also aired on the media concerning their huge failure in the overall management system. The secretary of state of health identified these concerns and took action by altering the management system within North-East Langley Hospital Trust (NELHT). In order to do the same effectively survey was conducted on patients and their associated families to identify the root cause of the decline within the organization (case study, 2022 :4). The survey also assisted in identifying the rate given by the patients on the basis of services offered by North-East Langley Hospital Trust (NELHT) from 2005 to 2017. In addition to this, the secretary of state also conducted another research (which was conducted by police) to identify the allegation of financial abnormalities of a whistleblower.
It was also observed that the management department of North-East Langley Hospital Trust (NELHT) was terrible and not up to the mark which hindered the overall performance of the organization in the provision of delivering excellent services to the patients. Maintaining loyalty, increasing the rate of satisfaction of both the employees and the patients, as well as increasing the number of new patients attending the facility are considered as the key to organizational success (case study, 2022 :5). However, the impression of donors was highly discouraged by the state of the facility resulting due to improper management system. The service providers in the facility were also restricted by the poor economic management system of North-East Langley Hospital Trust (NELHT). Hence, it became imperative for North-East Langley Hospital Trust (NELHT) to change the overall economical and management system by changing the management team, making new addition of the employees, and appropriate execution of the financial sector as well. This in turn will help in enhancing the overall economic state and overall performance of the organization in the short and long run.
Organizational Changes in North-East Langley Hospital Trust (NELHT)
Main Causes of Change in North-East Langley Hospital Trust (NELHT)
It is understood that organizational changes are required for addressing the evolving societal values and norms that offer better access to the healthcare organizations such as North-East Langley Hospital Trust (NELHT). This transformational change within health care organizations also enables in increasing the involvement of patients in a valid care decision making (Varriale et al., 2021). Taking the case of North-East Langley Hospital Trust (NELHT) into consideration, it is evident that, the organization encountered few significant challenges primarily because the leaders and organizational managers were not aware of the management concepts that could have helped North-East Langley Hospital Trust (NELHT) in addressing the changes thereby making quality management within the organization without harming any organizational practice (Khalifa and Mahamid, 2019: 4957). The change in the overall management system of North-East Langley Hospital Trust (NELHT) was also necessary due to the bad working conditions of various departments. In addition to this, there was a lot of paperwork that took place in North-East Langley Hospital Trust (NELHT) which was irrelevant towards the care of the patients. Besides, the reading employees and staffs of North-East Langley Hospital Trust (NELHT) were not very good to the patients and this damaged the reputation of the organization in the healthcare sector (Islam et al., 2021: 11250). Hence, it was imperative for the organization to take action and change the overall management system that would address the queries and concerns and enhance the success rate of North-East Langley Hospital Trust (NELHT) to a better extent.
Organizational, Cultural, and Social Dimensions
Taking North-East Langley Hospital Trust (NELHT) into consideration, it is evident that there was no clear or specific set of priorities in the minds of the employees, such as taking care of the patients. It was also observed that each employee had their own priorities and the processes within the organization were not standardized at all (Shelygov, Filonova and Gorlova, 2019 :1301). This haphazardness of the organizational activities created several issues in context to smooth conduction of operations. In the same manner, the IT system of North-East Langley Hospital Trust (NELHT) on both sides of the organizational structure was ineffective and insufficient due to improper designing networks causing the slow speed of the operations thereby impacting the patient care. Hence, it was imperative for North-East Langley Hospital Trust (NELHT) to involve itself in panning for better operational strategies thereby considering frequent maintenance of North-East Langley Hospital Trust (NELHT). This would help North-East Langley Hospital Trust (NELHT) in accepting and implementing the organizational change more often thereby defining the overall vision of the organization.
Importance of Culture and its Role in Relation to Organizational Change
Organizational culture refers to the organizational mission, vision, objectives, values, and expectation that helps in guiding the organizational employees toward the desired goals (Croitoru et al., 2018: 01). Therefore, organizations with an effective organizational culture are capable of leading change more successfully as positive organizational culture is responsible for promoting the performance of the employees, their engagement, and productivity all at the same time (Errida and Lotfi, 2021). However, organizational culture could also be a huge road block to organizational change as it is responsible for keeping employees and other organizational members embedded in their comfortable habits. Therefore, a sustainable and successful change is only possible if the organization is capable of engaging all its employees thereby taking ownership of the respective parts during the change process.
Challenges of Organizational Management in North-East Langley Hospital Trust (NELHT)
In addition to this, organizational culture has a significant impact on the future of the organization. This is because, if the work place is dynamic and vibrant, the correct leadership style of the managers and the organizational leaders helps in encouraging and fostering change accordingly. The leaders also motivate the creativity of the employees and enable the organization in accepting the change thereby implementing required changes initiatives and strategies. From the above case study on North-East Langley Hospital Trust (NELHT), it is evident that the organization has a weak culture and there was no properly leadership management that could have helped the organization in identifying the issues of the dynamic business environment and accordingly implement the required strategies to mitigate them. It is also observed that the values of North-East Langley Hospital Trust (NELHT) are not very strong or robust and were not accepted by every employee of North-East Langley Hospital Trust (NELHT). This resulted in a lack of creativity and innovation in the organization resulting in low customer focus and a high rate of attrition all at the same time. Due to the improper organizational culture, North-East Langley Hospital Trust (NELHT) also encountered issues of instability and a lack of motivated employees.
Organizational culture is a huge enabler of organizational change as the change initiatives could only be adopted effectively if the organizational culture allows the same. Organizational culture plays a crucial role in bringing the organizational employees together by providing them with a sense of recognition within the organizational practice (Spicer, 2020 : 1738). It is also responsible for facilitating open culture thereby enabling organizations to distinguish themselves from one another. Therefore, North-East Langley Hospital Trust (NELHT) must understand the same and work on enhancing its organizational culture to allow better change management (Urbancová and Depoo,2021: 50).
Impact of Organizational Power on Organizational Change
Powerful managers and leaders within an organization are capable of increasing the total power of the work group thereby increasing the chances and opportunities of their associated subordinates to be highly effective (Lewis, 2019). Hence, a powerful and a positive leader within an organization is responsible for commanding prominence, and respect thereby influencing the work of others. Power relationships enable organizations in affecting how managers, as well as employees within an organization, work together in order to make an effective management and decision within the organization. It was found that the managers of North-East Langley Hospital Trust (NELHT) were not aware of new leadership and change management concepts that include elements like total quality management, right first time, and others. These concepts were essential for the managers to know as this would have helped North-East Langley Hospital Trust (NELHT) in pushing the employees towards good work and better management (both system wise and economically).
It is also evident that during organizational change, power could be used by the top managers, change managers, work councils, consultants, employees as well as other interested groups of North-East Langley Hospital Trust (NELHT) for facilitating the change successfully. This is because organizational power plays is a crucial role in managing as well as influencing the overall change processes by using required tactics to ensure harmony throughout the organizational change process (Buchanan and Badham, 2020). It is also imperative for North-East Langley Hospital Trust (NELHT) and its associated managers and leaders to attain individual, team as well as organizational goals by exerting more power in a positive manner. For this, it is imperative for the followers or the employees of North-East Langley Hospital Trust (NELHT) to attain greater performance and help the leaders make positive and important decisions. This will ensure the vitality of North-East Langley Hospital Trust (NELHT) and work successfully toward the change initiatives.
Importance of Implementing Change Management in North-East Langley Hospital Trust (NELHT)
Uncertainty within an organization is common during organizational change. When employees are not aware and unsure about their standing within the organization, many adverse impact outcomes as a result of organizational politics. Job dissatisfaction, an unhappy working environment, a high rate of turnover, and stress are a few major elements that might impact the organizational change negatively (Stouten, Rousseau and De Cremer, 2018 :753). Thus, it is essential for North-East Langley Hospital Trust (NELHT) to identify the source of negative organizational politics and accordingly work towards the same by formulating better and effective strategies to enhance the morale and efficiency of the employees as a whole. In the same way, the organizational politics of North-East Langley Hospital Trust (NELHT) would impact the organizational change either positively or negatively. Hence, it is imperative for North-East Langley Hospital Trust (NELHT) and its key managers to consider a hierarchical restructuring and aim at negotiating the political issues during the organizational change. This would assist in enhancing the performance of the employees and motivate them by reducing dissatisfaction ad tension caused by the new change initiatives. North-East Langley Hospital Trust (NELHT), must understand that organizational change is relatively slow and employees might consume a long time to get acquainted with the recent organizational changes (Hussain et al., 2018: 125). Therefore it is imperative for North-East Langley Hospital Trust (NELHT) to redirect the organizational practices and activities in the area of change that is void in order to navigate the change more extensively. Considering better accessing points in the case of North-East Langley Hospital Trust (NELHT) could help the organization in implementing a transformational change management throughout the organizational processes.
Impact of Organizational Conflicts on Organizational Change
Conflicts within the organization could impact the change of the organization and act as a delay to the innovation, creativity, and progress as well as productivity of the organization thereby potentially precipitating the demise of the organization to a significant extent (Stouten, Rousseau and De Cremer, 2018: 755). Hence, organizational conflict might also impact the change initiative undertaken by North-East Langley Hospital Trust (NELHT) and hugely impact the overall performance of the strategies implemented. Thus, North-East Langley Hospital Trust (NELHT) must keep in mind that conflicts during change are common and usually occurs due to the constant struggle between authority and status among the employees within the organization (Al Khajeh, 2018 :9). Thus, it is essential that North-East Langley Hospital Trust (NELHT) make sure that every employee is equally equipped with the tasks given in order to prevent the intensification of interests among different employees of North-East Langley Hospital Trust (NELHT).
Recommendations to lead and manage change in North-East Langley Hospital Trust (NELHT)
Handling change within North-East Langley Hospital Trust (NELHT) would be complicated as several issues have been encountered while implementing effective strategies. In addition to this, the leaders and key managers of North-East Langley Hospital Trust (NELHT) might also find it difficult to align the employees towards the same. This complication is due to the insufficient cohesiveness among the organizational employees and their approach toward the organization (Kiron,2022). The misalignment of North-East Langley Hospital Trust (NELHT) and its associated members can cause significant challenges for the top management and the key people towards the organizational change. However, North-East Langley Hospital Trust (NELHT) must keep in mind that the majority of the organizations succeed only when they are capable of aligning better change imitative proactively and engaging employees before, during as well as after the change respectively. Following recommended strategies of implemented by North-East Langley Hospital Trust (NELHT) could help the organization in leading and managing change successfully.
Conclusion
Strategy 1: keeping the employees as the first priority
Successful change management techniques are responsible for prioritizing employees and key members of the organization. This is because employees are responsible for fueling change and sustaining a better momentum during the overall change within the organization. However, change initiatives and strategies fail, when the organizational members do not understand or engage (or get involved) with the organizational change (Lyman and Daloisio, 2018). Therefore, it is recommended that the leaders of North-East Langley Hospital Trust (NELHT) take initiatives for engaging the employees using several engagement strategies. This will enable the organization in making the employees feel valued and recognized and they would be more comfortable thereby participating towards the change initiatives. Making proactive communication based on change management is also recommended to North-East Langley Hospital Trust (NELHT).
Resistance to change is common in the majority of the organization. In order to make the change happen successfully, it is imperative that North-East Langley Hospital Trust (NELHT) has the correct tools and techniques (Basten and Haamann, 2018). Implementing and working according to a change management model is recommended for North-East Langley Hospital Trust (NELHT). Doing this would help the managers and leaders in connecting the business strategy with organizational actions and increase the probability of organizational success to a better extent. North-East Langley Hospital Trust (NELHT) could choose from several change models such as the ADKAR change management model, Kurt Lewin change management model, and others to identify and accordingly plan the change to be implemented. It is recommended that North-East Langley Hospital Trust (NELHT) uses the Lewin’s change management model as it blends well with the individual mindset during the organizational change and is capable of accurately addressing the role of communication during the change within the organization.
Communication is a critical part of effectively managing and handling change within an organization. Hence it is recommended that North-East Langley Hospital Trust (NELHT) identifies a better vision that is capable of addressing the concerns prevailing in the organization and support it throughout the change process. This would help North-East Langley Hospital Trust (NELHT) in providing better clarity to the employees and help them mobilize with a sense of change urgency (Aslam et al., 2018). Failing to communicate effectively might not allow North-East Langley Hospital Trust (NELHT) in driving meaningful change within the organization. It is also recommended that North-East Langley Hospital Trust (NELHT) aims at keeping a two way communication as it would help the organizational leaders and managers in identifying the barriers to change before it becomes an issue. Identifying the complexities and challenges beforehand would enable North-East Langley Hospital Trust (NELHT) in responding as well as dissolving issues that cause and develops resistance to change.
The impact of leadership on organizational change is well recognized. It is also known that if the leaders do not understand the change process, it would become a severe problem in later stages. Thus, it is recommended that leaders are educated on their respective roles as this would enable them in advancing change more easily and successfully. Leaders are responsible for attaining the change goals and assisting North-East Langley Hospital Trust (NELHT) in understanding and interpreting the change for different teams, and the organization within the business market. This would also help in keeping a better track of the organizational change and create new approaches when required and when necessary.
Strategies for employee engagement of North-East Langley Hospital Trust (NELHT)
Engaging employees is a highly effective and imperative organizational strategy as it is directly responsible for boosting the involvement of the employees thereby enhancing the performance (in terms of organizational productivity) at the same time. North-East Langley Hospital Trust (NELHT) primarily lacks cohesiveness and engagement of the employees towards the organizational practices and activities, hence, implementing the following engagement strategies might assist North-East Langley Hospital Trust (NELHT) in doing well in the near future.
Strategy 1: upholding the core values of North-East Langley Hospital Trust (NELHT)
Core value is the heart of any organization that correctly defines the organizational structure and culture at the same time. Therefore, it is recommended that the core values of North-East Langley Hospital Trust (NELHT) are properly explained to the employees and they are made sure that their ideas and teams are capable of developing a sense of belongingness within the organization. This will help North-East Langley Hospital Trust (NELHT) in promoting the core values more easily and develop an emotional connection with the employees thereby increasing the cohesiveness of North-East Langley Hospital Trust (NELHT) and the team members.
Strategy 2: recognizing top performers of North-East Langley Hospital Trust (NELHT)
The majority of the employees are engaged when they feel valued and recognized for the work delivered. Identifying the contribution of the employees and rewarding them frequently is also recommended to North-East Langley Hospital Trust (NELHT). Frequently showing employees that the organization recognizes and appreciated third respective efforts will help them feel valued. However, it is imperative for North-East Langley Hospital Trust (NELHT) to recognize its top performers and reward them accordingly. This will also enable North-East Langley Hospital Trust (NELHT) in aligning the teams with the core values and change imitative and make the employees more engaged in the change process.
Conclusion
Therefore, from the above discussion, it can be concluded that Organizational management changes are imperative for comprehending the achievement, failures, and signs of progress within an organization. However, a sustainable and successful change is only possible if the organization is capable of engaging all its employees thereby taking ownership of the respective parts during the change process. Successful change management techniques are responsible for prioritizing employees and key members of the organization. This is because employees are responsible for fueling change and sustaining a better momentum during the overall change within the organization. This has been understood by the secretary of state thus, all the concerns and issues encountered by every member has been certainly addressed and responded. However, implementing the recommended strategies could also help North-East Langley Hospital Trust (NELHT) in developing a competitive edge and stay relevant at the same time.
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