Kurt Lewin
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- Date Submitted: 07/08/2012 02:45 PM
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Kurt Lewin’s Change Model:
Stage 1- Unfreezing
Stage 2- Moving
Stage 3-Refreezing
Kurt Lewin’s Change Model is a firm model to use in EMR implementation. This model will give guidelines to management as to how to prepare for that change. The first step is to unfreeze the staff by creating dissatisfaction with the way the system works presently. Also management could benchmark their operations against other companies that currently use EMR. Stage two of this process, moving, will help to get employees involved in the change and build new roles and responsibilities for them while enhancing their confidences in themselves and the company. The last stage of this theory, management can set up controls systems for the implementation to ensure that it is going smoothly. With the EMR implementation, new organizational structures can be built to maintain the cohesiveness between the staff and management.
Herzberg’s two-factor theory
1. Avoidance of unpleasantness
2. Personal Growth
Herzberg’s research determined factors that create job dissatisfaction such as: company and administrative policies, supervision, salary, interpersonal relations, and working conditions. These factors need to be considered before the EMR implementation. The staff may not be satisfied with the conditions of how the current system is working which can cause job dissatisfaction. Also, the need of the staff to be able to management and feel involved in the process of making their business better. There are also factors that create job satisfaction such as: achievements, recognition, work itself, responsibility, and advancement. With the EMR implementation, the factors can prove to be valuable in the success of the implementation. The staff will feel appreciated and motivated to do their part in training and learning the new systems. Motivators are those things that allow for inner progression and improvement on the job. Herzberg argues that” job enrichment is required for...
Stage 1- Unfreezing
Stage 2- Moving
Stage 3-Refreezing
Kurt Lewin’s Change Model is a firm model to use in EMR implementation. This model will give guidelines to management as to how to prepare for that change. The first step is to unfreeze the staff by creating dissatisfaction with the way the system works presently. Also management could benchmark their operations against other companies that currently use EMR. Stage two of this process, moving, will help to get employees involved in the change and build new roles and responsibilities for them while enhancing their confidences in themselves and the company. The last stage of this theory, management can set up controls systems for the implementation to ensure that it is going smoothly. With the EMR implementation, new organizational structures can be built to maintain the cohesiveness between the staff and management.
Herzberg’s two-factor theory
1. Avoidance of unpleasantness
2. Personal Growth
Herzberg’s research determined factors that create job dissatisfaction such as: company and administrative policies, supervision, salary, interpersonal relations, and working conditions. These factors need to be considered before the EMR implementation. The staff may not be satisfied with the conditions of how the current system is working which can cause job dissatisfaction. Also, the need of the staff to be able to management and feel involved in the process of making their business better. There are also factors that create job satisfaction such as: achievements, recognition, work itself, responsibility, and advancement. With the EMR implementation, the factors can prove to be valuable in the success of the implementation. The staff will feel appreciated and motivated to do their part in training and learning the new systems. Motivators are those things that allow for inner progression and improvement on the job. Herzberg argues that” job enrichment is required for...