One change I experienced at work the company switch from paper records to digital ones. The reason for the change was to make work faster , reduce errors and make information that easy to see. Initially I felt little bit nervous because I was used to the paper record method, I knew it took some time to get used to the new system. But after practicing and getting proper training, I noticed that the new system made the work easier.
I believe that I was in the early majority during this transition. Although I was not the first to use the new method. After getting better understanding I adjust myself and accept it. I learned that initially , new things can be hard to learn but when you understand it becomes easier for you.

We integrated a new program for our organization to use for all functions of our division. I would have seen myself as a developer in this scenario in a sense that this was brand new to me and I was learning and it was complicated. I now had to gain my staff’s confidence in this new system and convince them it would be more efficient than the old system we were using. There was a lot of “push back” and had to be creative in keeping them inspired to learn something new. I would take frequent breaks and give thorough explanations and comparisons with how this new program would work better than the old one. With much teaching and repetition and mentoring, we were able to adopt the new program without too much difficulty and now, my staff can see the benefits. I always reminded them that change was scary but often necessary to be more efficient.

an organizational change that effected me which has been a challenge was that our director had moved onto another organization and we were without one for a period of time. Then when a new director was brough it, there was a challenge of learning each others leadership styles and ways of doing thing. online platforms were quickly introducted due to their previous ways of doing things which was a learning curve for on the floor team members.

Hello all,
As per our reading for this module, organizational change includes alteration of organizational environment, culture, technology, or people. Also, change is imminent at times for an organization to positively influence efficiency. We are at the point of moving our LTC operations to the newly built facility. A smoother transition needs various training for staff (i.e., fire, laundry, maintenance, etc.) to make staff familiar with the environment and safety instruction modules to complete. Incorporating all these new items into our regular workload puts our work routine harder. In my opinion, we, the staff members, are “early adopters” who are open to change but not obsessed with proposed change; also, they are receptive. We did not resist change. As one of the staff members of the facility, I find myself adapting to the new learning environment to help accommodate the change for good.

The reason for change in this scenario is the result of a change in management at the senior level of the facility. Because the motivating factors for the change are based on the founders vision and mission statement, I embraced the philosophy and became an early adopter. This ambitious step into the future by leaning on the past is a significant challenge. Over the many years the shift away from the original intent has created an unhealthy and uncertain working environment. Consequently, in order for my colleagues to trust the process of change, some serious planning, implementation of the plan and honest evaluation is going to be needed. To that end I will be offering some innovative ideas that may support the success of the change initiative.

During the height of Covid 19 one of the most difficult periods in our organization came from the constant changes in legislation. Each new directive meant reworking routines and reassuring residents and families while were still trying to understand the changes ourselves. The pressure created a sense of instability but it also revealed how resilient and collaborative our team could be when everything around us felt so uncertain.

My organization went through a period of consolidation; merging two teams requiring us staff to learn new work procedures, new skills, assuming new roles and responsibilities and reporting to a new supervisor. This change also requires us to commit to new working hours and rotating shifts. This change was been implemented to improve efficiency, solve financial and operational challenges. There were a lot of resistance in the beginning but with very transparent communication as to why the organization was moving forward with the changes and the benefits to the company long term I was onboard. I think that I was in the early majority/ early adopter during this period of change.

A difficult change I experienced was moving from a long-term care routine to a more structured chronic care hospital setting. The change was made to gain more experience in a hospital setting with patient care and have the opportunity to gain new skills. At first, I did feel some resistance because everything was new and required me to adjust quickly. Over time, I saw the benefits and became more comfortable. I’d say I was part of the early majority as I wasn’t the first to adapt to a new environment, but I adjusted fairly quickly with practice and knowledge .