Question

Please discuss the following question in your own word 300 word count on the following question.

Continuous process improvement is a significant step in Kotter's last step "make it stick". The last step defines the cultural change for the organization and is marked by employee buy-in, leadership's ability to motivate staff towards change, and redefining the organization's position on the "process change". As a future health care leader you create the vision and point your staff to the path towards process change. What motivational techniques might you use to encourage your staff to embrace change and engage in the ongoing process of process improvement?

Answer 1

Kotter's "8 step model" is a satisfactory process model for the change process of an organisation. He formulated the eight steps, after analysing the various successful organisations. The steps are further parted into 3 divisions, in which each part holds its own responsibility towards the change. The three divisions are - creating a climate for change, engaging and enabling the organisation and the last, implementing and sustaining the change.

As a future healthcare leader, I would welcome the change process to be built on having a powerful vision. The vision and the mission will be transparent to the employees so that their won't be a conflict at any hierarchical level. In order to accept the change and embracing it with full effort, I would be applying an effort to motivate them.

The motivational techniques I would be using are listed below;

1) Formulate a mission-driven tact

Giving the employee a reason to reach his goal. A way to motivate is to sticking up of the mission and vision on the wall and the working station, for the employee to see, read and understand. They must know that they all have a common goal to attain as a team.

2) Creating a positive work environment

A positive and upbeat ambience would give the employees a strong motivation to work hard and embrace the change. An apt amount of time will be given to the employee to undergo his own personal work. A positive environment would be created for the employee to any suggestion or opinions of any kind. A grievance box would be allowed to address any kind of discomfort the employee facing.

3) Easy Communication, suggestions and valuing the opinions.

Communication is the key to success. I would bring on the staffs into group meetings and 1 to 1 meetings, to know about their opinions and even create a positive environment enabling the employees and the manager to get along. This meeting will enable us to know how the employee is performing and adapting to the current stage of the change process.

The employees can also place the opinions and suggestions in the suggestion box placed on the counter, with or without releasing the identity.

4) Emphasis on personal and career growth

By understanding the personal preference and goal of each employee, the responsibility will be allocated keeping in mind with their area of interest. After successfully completing each task the employee will be allocated to the more responsible task which will recognise with their talent and capability.

5) Recognising with Awards and incentives.

A monthly and weekly rewarding facility will be in action. This will enable the employee to receive the recognition for the successful completion of the work. Awards and incentives will be given as a token of appreciation and pride to the employee. by conducting weekly and monthly award, the employee will be benefiting from the reward not wait for long, thus give them the drive to achieve more

6) Autonomy and the power to decision making.

The power of decision making and autonomy enables the employees to work to the fullest. The employees would be divided into groups and each group will be overlooked by a reporting manager or leader. This will give the employee a freedom to work, which in turn will help as self-motivation.

A happy employee is the pillar of success. More than money and materialistic benefits, the sustainability of an employee are based on how the employer recognise him/ her, or how important is he/ her in the working organisation.