Provide an example of a time when management presented you with an organizational or procedural change. What steps did management take to implement and communicate the change? What was the impact of that change on employee morale and production? If you had been the management, what would you have done differently in that scenario?The use of electronic medical records (EMR'S) although a great idea because it helps to maintain patient privacy according to HIPPA. There were notices that were given to each employee and when the effective date would be. However, there were many medical professionals who were used to the medical charts and writing in their soap notes. That thosestaff who had been with the hospital for a long time have been set in their ways . There wereseveral complaints one being some did not know how to work the computers and some could care less. There were several who felt intimidated with the process. Needless to saymanagementcould have handled it a lot better.Possibly have groups if possible and thosewho are computer literate work with those employees first. Then the ones who felt intimidated then have a few extra supervisors to help them along. Th e impact was that those with computer knowledge were very rude and inconsiderate to the ones who needed help. The morale was at a all time low and friendships were severed because of the gossip . For instance, employees did not want to help their fellow co-worker so instead people were saying hurtful things. Maybe it's time for you to retire I honestly do not know everything there is to know about computers ,but I would where I can.In our organization we recently had a transition when the company merged with another organization. Management tried to ensure that the employees would not be unnerved with theupcoming and dramatic changes that took place in the organization. We were called into an organizational meeting that introduced the upcoming changes although the specifics of the changes could not be revealed at the time. To ensure that employees were prepared for the changes Human Resource personnel were called into the meeting to explain what their role was during these transitional activities.We were called into frequent conference calls were new information was discussed and questions and answers were provided. A website was set up that was updated with the transition information and a Q & A section. The company wanted to ensure that there was transparency with the changes that were occurring and were to come.Another step the organization took was to bring in an expert on transition and how changes can affect employees. Employees were provided with resources to assist them with concerns, and issues during the transition. Morale was affected; however, I think the morale would havebeen worse if these resources were not provided. Open discussions were held where employees were allowed to vent, and referrals were provided for additional assistance as was required by the individual situations that were described.The line managers had minimal direct involvement or information regarding the changes, sotheir direct role was limited. Employees could go to them with their concerns, but they could not provide additional information, and could only try to assuage their immediate fears.I don't know that I would have done anything differently as a manager because of the complicated transition that the company was undergoing at the time. The company transitionrequired that most of the information be held confidential to prevent private matters from leaking out to the public and the