Assignment:
Scenario
Kaiser Permanente's Innovations Consultancy Scenario Lew McCreary (2010) describes how Kaiser Permanente, a managed care consortium based in Oakland, California, has developed a novel approach to innovation and improvement. The company set up its own internal Innovation Consultancy unit. This unit employs change experts to observe people, ask them how they feel about their work, take notes and photographs, make drawings, and identify better ways of doing things. This involves, McCreary (p. 92) suggests, "a combination of anthropology, journalism, and empathy," exploring how staff and patients live, work, think, and feel before trying to solve a problem. A key part of the approach involves "uncovering the untold story"-finding out "what is really going on here?" For example, to prevent nurses being interrupted during medication rounds, and thus to reduce errors, a "deep dive" event was held, including nurses, doctors, pharmacists, and patients. The event generated around 400 ideas, some straightforward and some "outlandish."
This led to the design of a smock that said "leave me alone" on it (known as "no-interruption wear") and a five-step process for ensuring the correct dispensing of medication. Another example concerned the exchange of patient information between nursing shifts. This used to take 45 minutes and delayed the next shift's contact with patients. In addition, nurses would compile and exchange information in idiosyncratic ways, potentially missing important details. The revised Nurse Knowledge Exchange is faster and more reliable, with new software and with information presented in standard formats. Members of the Information Consultancy unit do not dictate the changes that are to be made but work with staff as "co-designers" on change projects. This approach allows Kaiser Permanente to achieve the aim of implementing innovation and change quickly and economically
In this assignment, we review the story of an organization that has become large enough to build a dedicated team of internal change management consultants or change agents. This assignment provides an opportunity to examine the role of vision in supporting the organization's effectiveness and practice describing a vision that could work for such a team. The examples of their success can help you identify the key skills this team used and build these skills yourself. Read the following scenario from Ch. 12, "The Effective Change Manager: What Does It Take?" of Managing Organizational Change: A Multiple Perspectives Approach: 525 to 700 word paper in which you:
Discuss what you see as the vision for the Innovation Consultancy. What key elements of the vision for this unit support the successes illustrated in the case study? What components of this vision align with the components and purposes of a vision during change, as A Multiple
Perspectives Approach and your research?
Identify the change management skills demonstrated by members of Innovation Consultancy. How are these skills reflected in the principles and examples of success? How do these skills align with the change management skills of Managing Organizational Change: A Multiple Perspectives Approach and your research?
I have bolded keywords and requirements that should be in your paper. You should use at least two level headings plus a Conclusion. This is how you can maximize points in an APA paper.