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Managing the Resistance to Change
Introduction
Resistance to change is one of the major factors that might lead to poor outcomes. The fear of uncertainty and unemployment might be one of the central aspects associated with the high resistance levels among employees (Cameron & Green, 2019).
Discussion
Integrating healthcare information systems means that specialists will have to acquire new skills and learn how to work with technologies, which might be confusing for them (Cho et al., 2021). Moreover, they can worry about staff cuts because of the massive use of innovative solutions, colleagues opinions, and self-efficacy for change (Cho et al., 2021). For this reason, to be effective, the approach to addressing resistance should consider these factors.
Thus, the solution should include three major elements, such as the creation of the vision, engagement, and reward. For this reason, voluntary training for using new healthcare information systems with the opportunity for further promotion should be introduced. First of all, during the initial meetings with all specialists, it is vital to create a positive vision by explaining the benefits, such as reduced pressure on employees, enhanced results, and decreased number of mistakes. Second, the fear of unemployment and uncertainty can be eliminated by explaining the nature of technology, as, in most cases, the lack of understanding leads to negative perceptions (Cameron & Green, 2019). It is necessary to outline how systems would be used and why no staff cuts can be expected.
Conclusion
Finally, rewards linked to the ability to use healthcare information systems can motivate the personnel and guarantee their engagement (Cameron & Green, 2019). In such a way, the behavioral resistance among the employees can be managed by establishing a clear vision of the necessity of the planned alteration and its positive impact on the unit and individuals belonging to it. Training will help to eliminate uncertainty and realize the new opportunities linked to using technologies in the workplace. Higher motivation levels will contribute to the better acceptance of new approaches by employees.
References
Cameron, E., & Green, M. (2019). Making sense of change management: A complete guide to the models, tools and techniques of organizational change (5th ed.). Kogan Page.
Cho, Y., Kim, M., & Choi, M. (2021). Factors associated with nurses user resistance to change of electronic health record systems. BMC Medical Informatics and Decision Making, 21(218). Web.
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