Here is the synopsis of our sample research paper on Barriers to Change. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 5 page paper is a three slide PowerPoint presentation along with speaker notes examining the different types of barriers that may be faced when trying to introduce change into a firm. The way barriers and resistance emerge and both organizational and personal barriers are examined. The bibliography cites 3 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEbarriersc.doc
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Unformatted sample text from the term paper:
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number. Where changes are being introduced there are likely to be barriers. Therefore, when introducing a change with the use of electronic medical records and charting, there are likely
to be some barriers. It is only by appreciating what barriers may emerge and how they may be overcome. Barriers may be seen in terms of resistance from the employees
either as individuals or as a group. For example, if staff do not believe the electronic patient records will be beneficial they will resist the implementation. It will also include
restraints holding back and limiting the change, examples of restraints may result from lack of resources that are needed for the change to go ahead, for example the hardware and
software needed for the change and the staff skills for the use of that equipment and software. When looking at the way
barriers emerge and how they are overcome Lewin (1953) developed the force field model shown in this slide. Lewin describes way in which change materialises as the effect of driving
and restraining forces (Lewin, 1953). The position of the healthcare organisation in this model, is always under some form of pressure to change. Driving factors are highly likely to be
financial in origin, such as the need to improve profits or cut costs. Driving forces will be concerned with improving the organisation, for example, healthcare organizations have faced many budget
issues and costs increasing at a rate greater than inflation. The influences which prevent change are the restraining factors. These tend to be more personal; the resistance to change and
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