Your first course project assignment is due at the end of Unit 5. After reading the case study “Ellen Zane: Leading Change at Tufts/NEMC,” complete the following:
- Use the congruence model to describe the inputs to the organization.
- Identify the multiple elements of the problem and break down each of those elements, showing causal relationships.
- Separate and categorize the key elements into manageable components.
- Assess the needs of the community as they relate to the organization.
- Analyze the five approaches used to heighten awareness of the need for change in an organization as described in your Organizational Change text on pages 111–112.
- Synthesize your understanding of these approaches with the case study.
- Explain how the organization challenged the status quo and/or created a sense of crisis to prepare the organization for change.
- Identify how the organization energized and motivated others to get everyone on board with the change.
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Introduction: This assignment for medical college students involves the analysis of a case study on Ellen Zane, who led change at Tufts/NEMC. The assignment requires the use of the congruence model, identification of multiple elements of the problem, categorization of key elements, assessment of community needs, analysis of approaches to change, synthesis of understanding with the case study, explanation of how the organization challenged the status quo, and identification of how the organization motivated others.
1. Using the congruence model to describe the inputs to the organization:
The congruence model is a tool that helps in analyzing an organization’s performance by examining its inputs, processes, and outputs. Inputs to an organization refer to the resources and factors that are essential for the organization to operate. In the case of Tufts/NEMC, the inputs include financial resources, human resources, physical resources, technology, and the external environment, which consists of the community and the healthcare industry.
2. Identifying the multiple elements of the problem and breaking down each of those elements, showing causal relationships:
The case study highlights several problems that Tufts/NEMC was facing, such as financial instability, a negative public perception, and a lack of coordination among departments. By breaking down these problems, it becomes apparent that the lack of coordination among departments was causing inefficient use of resources, leading to financial instability. This issue was further exacerbated by a negative public perception of the hospital, which led to decreased patient volume, impacting the hospital’s revenue.
3. Separating and categorizing the key elements into manageable components:
By categorizing the key elements into manageable components, it is easier to develop a plan for addressing each issue. The financial instability can be addressed by improving operational efficiency and reducing costs. The negative public perception can be addressed by improving communication with the community and implementing marketing strategies. The lack of coordination among departments can be addressed by improving interdepartmental communication and collaboration.
4. Assessing the needs of the community as they relate to the organization:
The organization must consider the needs of the community it serves. In the case of Tufts/NEMC, the community needs were healthcare services that were accessible, affordable, and of high quality. The hospital’s negative public perception and financial instability were affecting its ability to provide these services. Therefore, addressing these issues is crucial to meet the community’s needs.
5. Analyzing the five approaches used to heighten awareness of the need for change in an organization as described in the organizational change text on pages 111-112:
The five approaches to heighten awareness of the need for change are education and communication, participation and involvement, facilitation and support, negotiation and agreement, and manipulation and co-optation. Each approach has its advantages and disadvantages and can be used in different situations. For Tufts/NEMC, the education and communication approach could be used to communicate with employees the need for change and the benefits it would bring.
6. Synthesizing your understanding of these approaches with the case study:
In the case study, several approaches were used to heighten awareness of the need for change. Education and communication were used to inform employees about the need for change. Negotiation and agreement were used to obtain the necessary support from external parties. Facilitation and support were used to provide employees with the necessary resources to implement the change.
7. Explaining how the organization challenged the status quo and/or created a sense of crisis to prepare the organization for change:
The organization challenged the status quo by recognizing the need for change and promoting a sense of urgency among employees. This was achieved by highlighting the financial instability of the hospital and the negative public perception. To create a sense of crisis, the organization emphasized the consequences of not addressing these issues, including the hospital’s potential closure.
8. Identifying how the organization energized and motivated others to get everyone on board with the change:
The organization energized and motivated others by involving employees in the change process. By providing employees with the necessary resources and support, employees felt empowered and invested in the change. Additionally, the organization recognized the efforts of employees and celebrated successes, further motivating employees to continue working towards the organization’s goals.
