Analyzing the Failure of a Change Initiative- Lessons from the Implementations of New Technology in Healthcare

Analyzing the Failure of a Change Initiative- Lessons from the Implementations of New Technology in Healthcare

After the onset of the COVID-19 pandemic, many companies had to adjust to the disruptions caused by the impact of the pandemic on the economy by taking various measures. The company I was working for decided to alter the shifts and working hours and introduce salary cuts. The change included setting aside some employees to work extra hours for higher pay while others would be working from home at reduced pay. Those working from home would have to sign an agreement agreeing to a 10% salary cut so that the company could have enough money to pay the employees working overtime. However, the plan failed because no employee was willing to accept the salary cut. Some employees argued that the company should not have cut some employees’ salaries and added the amount paid to some employees even though they were to work extra hours. Other employees argued that the company was already paying employees overtime even before the pandemic, which is why it was not reasonable to reduce salaries by arguing that the money would to be used to pay overtime workers.

One of the things that could have been done to prevent the failure would be to inform the employees that the salary cuts were being implemented because working from home offered more flexibility and would reduce their working hours because they would only be required to complete the assigned tasks without working overtime. This argument would have made employees see the logic in reducing salaries and would not have felt that the salary cuts were being made to benefit other employees working overtime. The second thing that could have been done was to involve employees in making the decision to reduce salaries and change working hours. Belhaj & Tkiouat (2017) and Sainger (2019) argue that this strategy enables the company to understand employees’ concerns and their suggestions on alternatives that can be considered to reduce operational costs without affecting salary.

References

Belhaj, R., & Tkiouat, M. (2017). Including client opinion and employee engagement in strategic human resource management. Fuzzy Systems, 647-662. https://doi.org/10.4018/978-1-5225-1908-9.ch029

Sainger, G. (2019). Building engagement in the workplace for employee productivity: A conceptual review. Siddhant- A Journal of Decision Making, 19(1), 34. https://doi.org/10.5958/2231-0657.2019.00006.5

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This week focuses on creating an implementation plan and associated change management.

Respond to the following in a minimum of 175 words:

Think of an example where change was attempted but failed.
Using the concepts presented in this week’s readings, discuss what contributed to the failure and what might have been done to prevent it.