Implementing Change – Accountability Problems

Implementing Change

Many problems that are experienced by organizations today require these institutions to implement change with an immediate effect (Saphiro, 2010). Althea Technologies is one organization that has experienced accountability problems over the recent past. Althea Technologies is a company that deals with molecular diagnostics, specifically in the field of pharmacogenetics (AltheaDX). The company enables patients suffering from severe clinical conditions to make personalized decisions on how they can manage their medical problems. The services offered by Althea Technologies are meant to assist health care providers in identifying the best products for their patients. In addition, the company enables health care institutions to provide the most effective dosage instructions based on the current prescription and the genetic make-up of patients (AltheaDX). Since 2011, employees have addressed lack of accountability in Althea Technologies. The company does not hold people accountable for failing to perform their roles and responsibilities. This has made some concerned employees to quit their jobs and others are left to underperform (Althea Technologies Reviews).

Like any other organization, Althea Technologies must always work hard to achieve its goals as stated in the company’s mission statement. Althea Technologies focuses on helping health care providers including pharmaceutical companies, managed care organizations, and other health care entities to give the best possible therapeutic decisions for patients by implementing personalized medicine (AltheaDX). The company is dedicated to building loyalty and trust from its customers by ensuring that it provides timely and accurate laboratory results as it continues to offer quality services and highly innovative products in the pharmaceutical industry (AltheaDX). Althea Technologies can only achieve its goals if all its employees remain accountable. The company must first ensure that all employees are assigned distinct roles. In addition, Althea Technologies must ensure that each and every employee performs his or her roles as required, and that all workers remain answerable for the course of their actions. This way, the company will be able to ensure that health care providers offer the best therapeutic decisions for patients, at the same time building loyalty and trust from its customers (Preskill and Mack, 2013).

Lack of accountability at Althea Technologies has led to increased employee turnover and diminished employee performance. These prevent the company from achieving its goals, indicating how important accountability is in goal realization. It is highly necessary therefore that Althea Technologies implements an appropriate change with immediate effect. The company will need to implement a change related to both process and culture. According to Preskill and Mack, (2013), process refers to how activities are carried out within the organization and culture refers to norms that must be observed by everyone in the company.

As far as process-related change is concerned, Althea Technologies clearly articulate roles and responsibilities for all its workers. By clearly articulating roles and responsibilities for all employees, Althea Technologies will ensure that each task is performed by the right person, in the correct manner and at the correct time (Saphiro, 2010). If this process-related change is implemented, the company will be able to know who have performed which roles and tasks, making accountability possible. As far as culture-related change is concerned, Althea Technologies must instill a culture of discipline among all its employees. The company must insist that all employees follow the correct task requirements and pay detained attention when performing tasks (Preskill and Mack, 2013). Althea Technologies must also conduct follow-ups in order to ensure that all employees are doing the right thing.

In order to implement the above named changes, Althea Technologies must follow distinct steps. The first step involves determining the urgency of the change. The company must determine how urgent the current situation requires replacement. The second steps is making all employees get ready for change by explaining to them the major benefits associated with the change (Petrescu, 2011. This will help the company to strongly lead change. In the third step, Althea Technologies will have to create a new vision that takes the proposed changes into consideration. Step four involves communicating the new vision to the company’s managers and employees. This step will provide direction for the company and its employees on what the new company should be (Petrescu, 2011).

In step five, Althea Technologies will have to empower everyone to give support to the new vision bearing in mind that a successful change depends on maximum support. This step should be followed by creation of short-term wins that the company can achieve within the minimum time possible (Petrescu, 2011. Step seven entails maintaining the state of emergency by engaging in tasks that lead to the required change at the right time as initially defined. In step eight, Althea Technologies will fix the new changes into the company’s corporate culture. This can be achieved by making the changes to become the standard operating procedure of the company (Petrescu, 2011).

When implementing the proposed changes, Althea Technologies must take care of those factors that may cause resistance to change. One source of resistance to change in this case is that, the company’s managers and employees may be reluctant to see value in the proposed changes. This resistance to change can be avoided though anticipation of employees’ concerns and preparing responses to those concerns in advance. It is also important to challenge criticisms from employees as they are presented.

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