Management Of Change, Diversity, And Teamwork In Healthcare

Management of Change, Diversity, and Teamwork in Healthcare

Barbara schedules a meeting with a core group of clinic managers to review the strategic plan and gather additional feedback. During the meeting, she recognizes the importance of diversity and inclusion within the organization, especially considering the population served by UCCO facilities. However, she observes issues related to diversity and culture, including stereotypes influencing employee perspectives, personality conflicts, and subordination problems. These issues impact team cohesion and productivity, highlighting the need for effective change management and strategic planning that addresses diversity challenges.

Executives play a critical role in change management and strategic planning by setting the vision, providing leadership, and facilitating organizational adaptation to external and internal changes (Cameron & Green, 2019). Their responsibilities include communicating the strategic direction, fostering a culture receptive to change, and ensuring alignment of initiatives with organizational values. In the context of diversity, executives must champion inclusive policies and create environments where diverse perspectives are valued, which supports smoother transitions during change processes (Roberson, 2019).

Issues related to diversity and culture are directly connected to change management because they influence employee attitudes, behaviors, and perceptions. Resistance to change often stems from cultural misunderstandings or biases that hinder acceptance of new initiatives (Stouten, Rousseau, & De Cremer, 2018). Addressing cultural differences and promoting cultural competence become essential to successful change implementation. Diversity and inclusion efforts can reduce resistance by fostering trust, increasing engagement, and ensuring that all employees feel valued during organizational transformations (Mor Barak, 2017).

Promoting diversity and inclusion is vital because it leads to numerous benefits, including enhanced innovation, broader perspectives, improved decision-making, and increased employee satisfaction (Shore et al., 2011). In healthcare settings like UCCO, diversity aligns with the organization's purpose to serve a varied community, ensuring that services are culturally sensitive and meet clients’ unique needs. Emphasizing inclusion helps create a work environment where every employee's voice contributes to organizational success, which is essential for meeting the health disparities faced by the populations served.

Working collaboratively with others fosters respect for diversity by exposing team members to different perspectives, experiences, and cultural backgrounds. This collaboration can promote mutual understanding and empathy, leading to more cohesive teamwork (Jehn & Mannix, 2001). However, challenges include managing conflicts arising from cultural misunderstandings or stereotypes, which may impede communication and collaboration. Conversely, the benefits of a diverse workforce include increased creativity, problem-solving capabilities, and the ability to connect more effectively with diverse clients (Page, 2007).

Barbara’s plan to encourage teamwork among a diverse workforce should focus on establishing clear communication channels, providing diversity training, and promoting an inclusive culture where all employees feel respected and valued. The plan should include team-building activities that emphasize mutual respect and appreciation of diverse perspectives, along with regular opportunities for staff to share feedback and ideas. Recognizing individual contributions and addressing personality conflicts early can mitigate issues like stereotyping or subordination, creating a more harmonious team environment (Gonzalez & Denisi, 2020). Additionally, fostering shared goals aligned with UCCO’s mission can motivate employees to contribute meaningfully to team efforts.

Barbara’s personal experience during the meeting highlights the importance of recognizing underlying cultural and personality issues as a foundation for effective change management. By actively addressing these challenges, she can facilitate a culture of respect, collaboration, and inclusion. Implementing strategies that promote understanding and valuing diversity will enhance team performance and support UCCO’s strategic objectives of providing equitable and culturally competent care.

References

• Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to the models, tools, and techniques. Kogan Page Publishers.
• Gonzalez, J. A., & Denisi, A. S. (2020). Managing diversity and inclusion in organizations. Journal of Organizational Behavior, 41(2), 111-122.
• Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238–251.
• Mor Barak, M. E. (2017). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
• Page, S. E. (2007). The difference: How the power of diversity creates better groups, firms, schools, and societies. Princeton University Press.
• Roberson, Q. M. (2019). Diversity and inclusion in organizations: A review and future research agenda. Journal of Management, 45(1), 26–54.
• Shore, L. M., Cleveland, J. N., & Sanchez, D. (2011). Inclusive workplaces: A review and model. Human Resource Management Review, 21(4), 311–326.
• Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change: Integrating the management practice and scholarly literature. Journal of Organizational Behavior, 39(7), 770–784.