As health care manager, your facility will soon be implementing an electronic health record (EHR). Some employees feel that they are not technologically gifted. Some employees feel the computer will s

MANAGING CHANGE IN A FACILITY

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How change impact the motivation of employees

Facilities face change because of several diverse reasons and they require adopting new changes to be competitive. Change mainly affects an organization's staff thus they need to enhance their services to guarantee the organization’s prosperity, (Lăzăroiu, 2015). Workers are the drive behind all changes that occur in a facility or company. Change is ordinarily necessary and random. Its complicated nature makes change often difficult. Workers usually view change either as a threat or as an opening. Changes may improve workers working motivation or cause a reduction in employees' motivation. It is therefore very wrong to assume that a change in an organization only results to negative impacts on both the workers motivation and organizations performance, (Lăzăroiu, 2015).

However, in many cases, change produces confusion and resistance at the workplace that leads to demotivating those employees who feel that they cannot keep up with new changes. This leads to increased employees’ workplace stress. Employees increased levels of stress may be caused by employee’s perceived unfairness and lack of timely communication by the managers. Resistance is a typical reaction in this case since change is ordinarily connected with decreases in the size of the workforce in an organization. Demotivated employees will eventually lead to reduced staff productivity, increased mistakes, and ultimate failure in implementing the change (ERH). However implementing EHR s helps providers improve their efficiency and work-life balance. This helps motivate the employees when carrying out their day to day activities since they spend considerably less time when recording and retrieving patient’s medical records, (Lăzăroiu, 2015).

Communicating changes to the Staff and what to inform them in regards to the EHR implementation.

A change can only be accepted and embraced by employees if only it is effectively communicated and employees are allowed to actively participate in the implementation of the Electronic Health records technology. This involves telling them openly the reasons why the facility is in dire need to implement the change and making them understand why the new change is necessary, (Palmer et al, 2017). This is achieved by the managers emphasizing the vision of the facility. The manager further explains in detail how implementing ERH may affect the employees in terms of the changes in their roles and daily responsibilities. Prepare them psychologically by outlining to them both the good as well as bad effects of the new changes and ensure that you provide feedback to their queries and concerns throughout the change implementation process. 

How managers reveal about the training to be extended to all workers and how workers job abilities will vary with the implementation.

To achieve the desired change in the facility, the employer will collaborate with the providers of this EHR software to explain the kind of special training and skills needed by employees to embrace the new changes. This is done by coming up with training manuals, seminars and incorporating on job training sections. Manuals and holding training sessions help the employee to be informed about the whole EHR implementation process, possible challenges that might arise, and how to overcome them, (Palmer et al, 2017). Training of employees about the new developments in the facility helps equip them with crucial skills needed to effectively implement and embrace changes in the facility. The new employee’s job skills will slightly differ from their initial skills since the changes require employees to be computer literate and to not heavily rely on paperwork. 

References

Lăzăroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical Investigations, (14), 97-102.

Palmer, I., Dunford, R., & Buchanan, D. A. (2017). Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Education.