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Former CEO of GE Varun Kumar Chaudhary – 11BM60019 Ashwin Variyar – 11BM60039 Soumitra Sahu – 11BM60067 Avinash Singh – 11BM60089 Abhinav Minnala Mohan – 11BM60093

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Determine your organization structure and design by using the Organization Management System PowerPoint Presentation Slides. This presentation analyzes the current situation of the organization by highlighting problem areas. Utilize our content-ready organization structure and management PowerPoint templates and depict the organization readiness criteria for the development process. Discuss the organization development action plan by using a visually appealing PPT slide deck. The presentation will help to develop an organization development framework with a timeline to complete each phase of the development process. Present management skills and styles along with the features and discuss the impact on the organizational success rate. The organization management system PPT slides also covers work culture improvement plan, communication plan after organization management. After that discuss common threats faced by the organization such as data misused, insider threats, strict compliance regulations, etc. It also covers the roles of team members in the organization development process, roles of employees in reducing threats, the role of HR consulting in redesigning organizational structure, organization management workstream, etc. https://bit.ly/3cedTq6

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Employees and change The implementation of the changes involves all levels of employees. The management level is the most crucial because they guide the change to its desired location while setting the atmosphere for team involvement. Upper management is who will be planning the specifics of how the change is being manifested. Mid and lower level managers will gain the training and allocate tasks to their employees accordingly. They are also responsible for training the staff beneath them on the new operational methods being introduced. All shift staff are responsible for executing the changes. They are on the front lines and will be the ones to report back as the changes begin to affect the daily flow of the facility. They are the best resource for determining if the changes are beneficial or not. Organizational Structure The strategy being used to implement change is consistent with a value driven system of decision making. The operations on a day to day basis will coincide and reflect the foundational morals set by the overseers of the company. Being that the structure was previously set into place based on the principles set at the implementing of the business, the organizational structure has not changed much from what it already is. Standard operating procedures “The standard operating procedures include the detailed and specific actions that will be taken to execute the communication plan. The procedures include: 1. First identify which processes are suitable for standardization. · Communicating financial updates on a quarterly or annual · Announcing management changes, departures and appointments, recommendations for other new hires and people changes. · The editorial process for articles in internal media · Distribution lists for standard internal announcements and how it is created, managed and kept up to date. 2. Then write down the main process steps for the standard process. · Defining the appropriate target audience · Defining relevant stakeholders · Identify key influencers · Outlining which supporting materials are needed to accompany the announcement or help the influencers cascade the messaging · Outlining a countdown timeline for the process or the process cycle” (Springett, 2012) References Springett, D. (2012). Standard Operating Procedures in Internal Communications – Helpful or Just a Hassle? Retrieved from http://www.business2community.com/strategy/standard-operating-procedures-in-internal-communications-helpful-or-just-a-hassle-0242387#4ACbE2Gbt3ycaY2d.97 Strategic Plan Initiatives Health care organizations struggle as they manage an ever increasing list of resource needs; financial support, quality employees, positive clinical outcomes, continuous performance improvement, patient and staff satisfaction, and anticipating regulatory changes. Managers and directors often have numerous priorities facing them at the same time, but strategic change is not possible without the support of executive lead ...

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Scientist and novelist C.P. Snow wrote that social change was "so slow that it would pass unnoticed in one person's lifetime. That is no longer so. The rate of change has increased so much that our imagination can't keep up." Two of the most critical elements of leadership are the introduction and management of change. Most organizations rise or fall based on how well they manage the introduction of change and the control of uninvited changes in their environment.

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1 Running head: CHANGE MANAGEMENT PROPOSAL 2 CHANGE MANAGEMENT PROPOSAL Change Management Proposal HR006: Leadership, System Thinking, and Change Management Yasmin Abdulghafour Walden University Comment by Dr. Steve: Yasmin – this report is intended to be one paper (two parts) – please combine your Part I and Part II into a single document when you re-submit. Executive Summary Organizational change is the process in which any organization brings or desires to bring changes in its organizational culture, structure, strategies, functions or technologies to cause the change within the company to achieve certain goals and improve the overall performance of the company. This study is based on proposing a change management model for Ronald Reagan UCLA medical Medical center Center which is located in Los Angeles. UCLA medical Medical center Center is focused on continuously improving its services by implementing the concept of “True North” which suggests to improve and idealize different aspect of services including quality, equity, care experience, safety, financial stewardship, and workforce development and care. This change management proposal recommends the use of Kotter's 8-step change model to bring the change in the organizational culture of the UCLA Health System. This proposal also highlights the role of communication in bringing change in the organization. Moreover, this study suggests the strategies to motivate employees to embrace the process of change and recommends the training strategies that can be used to implement the process of change successfully. This study also provides a guideline of how the change process can be evaluated and measured on the basis of organizational and individual performances. Comment by Dr. Steve: Good Change Management Proposal Introduction of the Organization Ronald Reagan UCLA medical Medical centerCenter, a 520-bed facility, is a medical service providing organization located in Los Angeles. It was founded in 1955 and initially started as UCLA medical Medical center Center but, later it became Ronald Reagan UCLA Medical center Center in 2008. The medical center has highly qualified staff which provides 24 hours of medical services. This center offers many clinical services including cancer services, cardiovascular services, pediatric services, transplantation facilities, men and women health services, and weight management programs, etc. the facility has about ten 10 floors, and every floor contains dialysis storage, satellite pharmacy, respiratory therapy workrooms, and restrooms for doctors and residents. What is your resource for this information? Comment by Dr. Steve: Run on sentence – try re-writing this as two sentences The mission of UCLA health Health is to deliver timely and leading research, education, and patient care. It is aimed at healing humankind by providing medical services and acts of kindness. UCLA Health is focused on providing the best health care services throu.

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Assignment 2: Discussion Question Based upon the assigned reading for Module 1 , describe how the evolutions of healthcare delivery in the United States positively or negatively affect the current health care system. Provide examples with your response. INTRODUCTION Managers are found in every organization. They apply principles of management to address basic organizational needs. Systems thinking provides a useful paradigm and structure for managerial activities. Quality initiatives and good customer service enhance the operations and potential for success of any organization. This chapter introduces all three subjects: management, systems thinking, and quality improvement. MANAGEMENT Management evokes images of control, motivation, and operations—internal activities that are essential in organizations. Referring to the individuals who perform those activities, one contemporary source defines management as “those in charge of running a business” (Princeton University 2010 ). Another offers the following definition: “the person or persons that are in charge of running a business establishment, organization or institution” (American Heritage 2006 ). Traditionally, the primary activities (also referred to as functions) of managers have been categorized as planning, organizing, leading or motivating, and controlling (Schermerhorn 2009 ). In this book, we use the term facilitating to encompass the motivational and leadership activities emphasized in health organizations. We also add the activity improving to each of the four functions to emphasize the foundational importance of continuous quality improvement in all management activities. The chapters of this book are grouped around the four management functions of: planning for improvement, organizing for improvement, facilitating improvement , and control and improvement . Managers and the four categories of management activities are essential to ensure the smooth operation of an entity. Management has many experts (both by reputation and by self-proclamation) who have published books on the subject (see references and resources at the end of the chapter). The common thread is the need to guide an organization toward its goals. A related common element of a manager’s job is providing guidance and sufficient resources for employees to be productive. Other important aspects of managing that have emerged more recently include applying systems thinking, continuously improving the quality of services and programs, and providing excellent customer service. These are discussed in greater detail later in this chapter. Competencies are defined as effective applications of knowledge, skills, attitudes, and values in complex situations (Calhoun et al. 2002 ). A diverse range of managerial competencies is needed in all working milieus. Work that is related to health is undertaken in a wide variety of settings, including private organizations that are classified as for-profit or nonprofit and pub.

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