Running head: IMPLEMENTING CHANGE 1IMPLEMENTING CHANGEHCS/475IMPLEMENTING CHANGE 2IMPLEMENTING CHANGE In this paper reader will see the several roles that several mangers is responsible for. There are many different ways in which managers implement changes and ideas within a department. There are four changes processes in which supervisor work. These issues are addressed in implementing, assessment, planning and evaluation. We will look at the many ideas that managers have come up with to make important decisions. A Manager’s roles and functions primarily consist of ensuring that the overall performance of the staff is productive. They have to analyze reports and give recommendations and help to develop strategies on how to improve the department. Manager’s visions are to achieve the mission of the organization in which he or she isemployed by. Supervisor’s help out in the employee selection process and help in career development and training. Also, their goal is to help improve the company’s growth by increasing the financial aspect of it by making sure patients and their staff is content. The role of a manager can be very demanding at times. One of their many roles is to implement changes that will work for the good of the organization. It can be very difficult dealing with employees that has worked for a company with very little change.IMPLEMENTING CHANGE 3 Employees feel that they are losing their comfort of familiarity in the workplace and oftentimes, they may even become complacent (Business Performance, 2008).+ However, managers look at change as an effort that consists of actual physical changes in the operation and different emotional stimulation. When society has a change more often than not so will many companies in order to survive. So in essence, change is good for growth of the organization. One of the most important roles of the manager is to minimizing barriers to the change and maximizesopportunities. The least amount of time spent implementing ideas to employees who do not want to change because they simply like the way things are. Hence, the barriers that managers want to eliminate are nonchalant attitude. In working in the healthcare industry often times, time constraints can be a huge issue within the hospital. Staff shortages and over whelming numbers of patients that need to be seen this presents a problem for many managers. One of the few ways that mangers implement changes by motivating their employees, through different incentives such as employee of the month or a free lunch certificate given by the hospital. There are many individuals who welcome change however there are many who do not. Managers should always expect to see some form of resistance when implementing change. Resistance should always be looked at as a problem that can be solved and worked out. Managers should be able to communicate by to staff in aIMPLEMENTING CHANGE 4clear and concise manner. Those employees who are resistance to changes that are being made by the employer should be given a chance to convey their issues. Many people resist change because they believe that if it is not broke do not fix it. Or, that the change is not successful or that they have no say in the decision and they may not have faith in the manager (Lazarevic, 2006).+Assessment involves being able to look at the entire organization as a whole. Once the assessment is completed then management can then determine in which order of events should take place. In manycases budgets and time constraints are major issues in every organization. Since, the budget is a necessary for the employers and employees to maintain their jobs (Noe, 2008). Then the financial department would then take precedence over other matters. Evaluation allows for department heads and stakeholders to make determination on important matters. How many physician specialties is a need for the community. Will the hospital be able to afford to have different physicians on broad? An organization that is able to evaluate plans that are being develop or implemented gives CEO’s and overview of how a particular situation will work out. If the hospital administrator is receiving complaints from patient’s family and friends that the hospital is dirty. Then an assessment would take place and they would begin with the cleaning staff. Have a meeting with that departmental supervisor and begin to make several changes. Then this will alert other supervisors in the hospital specifically human resource. It maybe after evaluating the problem it’s not the cleaning staff. Upon evaluation the decision is that there has been an increase in patients and not enough cleaning personal. So thisIMPLEMENTING CHANGE 5process of elimination allows the human resource department to advertise for cleaning positions within the hospital. During this planning phase the janitorial department can now determine how many people are needed to maintain a clean facility. In the planning phase the management team then defines how to outline the goals and find solutions to the problems. Once a solution is found then it’s about maintaining the issues. Diligent work in the Planning Phase, which often involves several iterations of plans and schedules, should mitigate risks and increase chances for success (MSEP, 2003). The team continues to identify all risks throughout the phase, and it addresses new risks as they emerge.ConclusionWe have read the many ways in which management make decisions and implement new ideas. This paper showed us that working as a team and assessing different issues that may come up and then be able to put them into action is a very important process. In order for a plan to work one must communicate concisely and collect data from specific departments that may or may not have issues. Organizational outcome data are used to determine the extent to which the vision or its goals and objectives for the hospital are met. As with the other evaluation components, the evaluation planners must define the scope of the outcome data to be collected. This should be accomplished by developing aIMPLEMENTING CHANGE 6set of evaluation questions to assess the extent to which the organizational goals and objectives are met. Examples of evaluation questions directed at the outcomes of programs is shown as complaints that the hospital is dirty. ReferenceBusiness