By Nancy M. Lorenzi, Robert T. Riley (auth.)
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Extra info for Organizational Aspects of Health Informatics: Managing Technological Change
However, it is a first step in organizing our thinking about these challenges. If we identify and define these change issues better, we will be able to use more effectively the change management strategies described later in this book. In the next chapter we will review some of the critical aspects affecting change management in today's health care environment. The remainder of the book will then present practical strategies and tactics for dealing with the issues raised in this chapter. Conclusion It is impossible to introduce a new technology-based system into an organization without the people in the organization feeling the impact of the change.
Reward orientation. Are the employees paid competitive and equitable salaries? Are compensation decisions directly linked to performance? What is the basis for performance appraisals? How are nonmonetary "goodies" allocated? When considering resistance to the implementation of an information technology system, one cannot explain resistance in terms of the system alone or the people alone. The role of culture-both presumed and actual-must also be considered. Information system designers must be aware of the implications of these cultural issues.
2. Stress and Change Management 25 resistance. Some of the common resistors in the first-order change level vary with personality type. Some personality types will welcome changes that they perceive will make their jobs easier while other personality types use their day-to-day work rituals to build their comfort zones. In the late 1960s, one unit in a medical center started to code all of their continuing medical education courses with leD 9 codes. " The old process lasted through two directors.