(Solution) 5C001 AC2.3 Managing Change from Small Scale Owner-Managed Care Home
Solution
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Examples/Instances of failing to manage change effectively
The Kotter’s Change Model could be embraced to note relevance of embrace of urgency, vision and build coalition in change;
Conversely, similar to Graves et al. (2023) , guidance, Chaffinch Group failed in adhering to the 8 phases and opted for abrupt change imposition.
Poor handling of Communication and Employees Engagement– By using the email platform to communicate on procedural and policies alteration and zero chance for getting feedback or discussing issues evident a challenge. The inexistence of dialoguing elicits mistrusts and feeling excluded.
Abrupt shift of leadership style– This is evident from Kirsten consultation-based, people centric towards the Kath autocracy in managing the organisation. The staff who were fond of taking part and leveraging on open-based engagement promptly worked with top-down communication with no sufficient illustration. This was undermining to morale level and how engaged they were.
Culture integration ignored– Initially, Calmere House was defined with stringent, people-centric cultural practice anchored on common values, story giving and individualised caring. This transitioned to bureaucracy, standard practice which disregarded traditional tendencies including residential options in decorating rooms and involving staff in resourcing.
The outcome is dissonance of past and current approaches of work which erode scope of being committed by employees and residents. These have a collective damage of reputation and how they perform financially/profitability in Calmere House.
Best Practices in Managing the Change Examples by Chaffinch Group
In order to successfully manage the challenges, Chaffinch Group would appropriately embrace Kotter’s 8 phases of change Model.
Poor handling of Communication and Employees Engagement– In line with CIPD (2023), Kotter emphasis was on “creating urgency” and “building a guiding coalition”. Prior advancing well-structured and culture change, Chaffinch Group would involve employees in open-based forums and physical engagements. These would have to explain how they are pressured financially and development chances in place.
Abrupt shift of leadership style– This………………………………..