Essay on "Applying Change Management to Physical Therapy"

Essay 7 pages (2699 words) Sources: 30

[EXCERPT] . . . .

Each of these is influential in facilitating the change management system, because they incorporate various techniques and skills such as Emotional Intelligence, Social Intelligence, Virtue Ethics, and democratic participation (Folta et al., 2012). The overall goal of leadership, no matter the particular method, is to "empower others" (Conger, 1989, p. 17) and to show trustworthiness, authenticity, transparency and empathy -- values that are universally appreciated across cultures (Avolio et al., 2009). Self-management is key to all styles of leadership/management, as it focuses on control of self, regulation of emotions/thoughts, and the living up to the ideals set forward by the change management system (Yukl, 2010).

Various theories of leadership have developed over the years to serve as frameworks for operational management techniques, from contingency theory to organizational culture theory to motivational theory and needs theory (King et al., 2009). Ultimately the basis of "spirit of mission" is fostered within the overall aim of the WCPT objective and that is to take Team approach to cultivating the correct organizational culture that facilitates the integrative aim of the physical therapy communities.

Utilizing transformational leadership methods can be highly effective in promoting the change management system as workers develop the necessary skills needed to undertake the new tasks, such as the gathering, storing and sharing of data with other members of the physical therapy community, with the overall goal being for the various facilities to "achieve a collective purpose (Page, 2004, p. 12). Likewise, developing EI and SI skills by managers can be important in reducing stress levels as the change management system goes live. EI and SI allow leaders to "perceive emotion, integrate emotion to facilitate thought, understand emotions and to regulate emotions to promote personal growth" and are thus highly effective strategies for this particular change management plan (Mayer, Salovey, 2001, p. 232). Additionally, Den et al. (2012) show that transformational leadership is helpful for lining up the traits and skills of employees with the overall objectives of the integrated communities/teams. The individual workers are thus given a sense of their role in the grand scheme and are invited to adapt their skills to the goals of the plan. Cultivating an organizational culture in which transparency is important is also an essential part of the overall strategy as transparency helps to effect an "informational arrangement" policy that allows the facility to be "less of a cumbersome machine" (Cetina, Bruegger, 2001, p. 180). Transparency is a likeable attribute and quality among members of organizational cultures. As Fam and Waller (2006) show, likeability is an effective quality to produce among leaders and within a culture as it supports positive transformative behavior intended to align with strategic goals.

Resistance to change is likely to stem from worker fatigue, stress from adapting to new processes and poor leadership (Schyns, Schilling, 2013; Lovas, Holloway, 2009; Anand et al., 2005). However, the main driver in a successful implementation of this integration will be the change management-change thyself method suggested by Boaz and Fox (2014), which is essentially the underlying self-management strategy that serves as a foundation of all effective leadership strategies.

Conclusion

This study has influenced and benefitted me in positive ways: it has given me a deeper understanding of what is needed in order to effect a change management strategy as well as a better idea of what can be done within the physical therapy industry in order to help grow and strengthen the community and provide better quality care on a global scale through the integration of member facilities. Overall, the strategy of change management can be utilized in order to create the kind of functional community envisioned by the WCPT in 2016 at its conference in Limassol, where it was enunciated that in order for the field to grow more strongly, integration and better coordination is needed among individual members.

References

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Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review Psychology, 60 421-449.

Boaz, N., Fox, E. A. (2014). Change leader, change thyself. McKinsey Quarterly: 1-11.

Cavazotte, F., Moreno, V., & Hickmann, M. (2012). Effects of Leader Intelligence,

Personality and Emotional Intelligence on Transformational Leadership and Managerial Performance. Leadership Quarterly, 23(3), 443.

Cetina, K. K., Bruegger, U. (2001). Transparency regimes and management by content in global organizations: The case of institutional currency trading. Journal of Knowledge Management, 5(2): 180-194.

Conger, Jay A. (1989). Leadership: The art of empowering others. Academy of Management Executive, 3 (1) 17- 25.

CQC. (2014). Inspections of general practices based on best available data. CQC.

Retrieved from http://www.cqc.org.uk/content/inspections-general-practices-based-best-available-data

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Enhance Employee Proactive Behavior? The Role of Autonomy and Role Breadth Self-Efficacy. Journal of Applied Psychology, 97(1), 194-202.

European Region World Confederation for Physical Therapy. (2015). Quality

Assurancce measures in Physiotherapy Education: Recommendations for actions including a toolkit. ERWCPT. Retrieved from http://www.erwcpt.eu/education/quality_assurance

Fam, K. S., Waller, D. S. (2006). Identifying likeable attributes: a qualitative study of television advertisements in Asia. Qualitative Market Research: An International Journal, 9(1): 38-50.

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Victor, P., Franckeiss, A. (2002). The five dimensions of change:… READ MORE

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