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In: Nursing

Why is effective and frequent communication so critical to a successful change effort? Describe either a...

Why is effective and frequent communication so critical to a successful change effort? Describe either a good or a bad example of this from your organization or one that you have studied. Describe how the communication affected the various stakeholders affected by the change effort. Please answer with at least 2 APA citations and references. Thank you

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Expert Solution

Communication is ideal for change effort. But every organization are not satisfied with the communication. Sometimes over-communicate or miscommunicate can spoil entirely the changing effort. Changing Effort should be decision and goal oriented. Effective communication is a complex process which should be consistent, clear, and effective. The communication should take place as soon as the change occurs. Provide enough time to clarify and clear the doubts of changing effort. All level of the organization must enroll in the communication process of changing effort. The change management should be open-minded and to share the ideas.

When two healthcare organization merge, the head of the organizations has not planned communication properly. The stakeholders are not communicated properly. The leaders are not broad enough to think of future change and needs. There is no face-to-face communication. This results in the financial loss in both the organization. This is one of the bad experience that occurs in the past organization.

For a successful change effort, the stakeholder's commitment and acceptance are very important. Lack of communication about the purpose of the change affects both the stakeholders and the change management. Lack of motivation and involvement in the changing effort affect the stakeholders negatively. The stakeholder's support and cooperation are fundamental to the changing effort. Use of single communication will affect the stakeholders in the changing effort. Sometimes the changing process must be resistance to the stakeholders to implement. The effect of changing effort does not meet the stakeholder's expectations. These all results in failure of the changing process.


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