Change Implementation and Management Plan Create a narrated PowerPoint presentation of 5 or 6 slides with a video presenting a comprehensive plan to implement your proposed change. Your narrated presentation should be 5–6 minutes in length.

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The main issues plaguing my organization include the lack of policies encouraging civility. This means that the employees tend to behave uncivilly towards each other. The lack of trust between the leaders and other employees is evident in their interactions and willingness to engage staff members or share information. Finally, the failure to constantly review the organization’s culture is apparent. The lack of these assessments means that continuous improvement is unachievable.

The main change that is expected to benefit the organization is eliminating incivility. The process of removing uncivil behaviors among employees should begin with identification. The employees should provide this information because they will also learn about the issues that affect their productivity and work environment (Osatuke, Moore, & Ward 2009). In addition, zero-tolerance policies that prohibit bullying, intimidation, offensive behaviors, and such uncivil practices should be created. These policies should be incorporated into the organization’s culture for natural and sustainable change. Training employees on all these aspects is critical.

Incivility in an organization such as mine affects employee productivity due to low job satisfaction. Employees who experience uncivil behaviors feel intimidated, tend to be absent more, and leave their jobs faster. This means that their commitment is not steadfast. They treat others similarly, making incivility part of the organization’s culture. Furthermore, their work is not as efficient, negatively affecting patients’ safety. This change will occur in the organization (Porath & Pearson, 2013).

Meetings with the leaders and employees will be essential to communicate this change. These will kickstart the change process by providing information regarding its importance and the process. The employees at all levels can provide their opinions in the general and departmental meetings. Follow-up emails will be sent to leaders and departmental heads regarding the main discussions. The agreed process of change will be detailed in memorandums that will be distributed to all departments. During this period, employees can make queries and continuously air their opinions.

The main stakeholders that will affect or be affected by this change process include employees, shareholders, patients, and external trainers. Employees are expected to make the changes following training and sensitization. Employees will enjoy a better work environment and greater satisfaction from work (Reed, Whitten, & Jeremiah, 2019). The trainers will inform employees within all ranks about the various aspects that characterize incivility. When employees change their behaviors, patients will receive better care. As a result, the shareholders will receive more dividends as more clients visit the facility, and the care costs will be reduced due to better health outcomes.

The main risks include employee resistance, failure to achieve the end goal, and sustainability of the change. The employees will be involved and engaged in the change process from the beginning to counter these risks. The risk of failing to meet the end goal will be mitigated by setting objectives, constantly monitoring progress, and making necessary changes. Sustainability will be achieved by creating policies that ensure the changes are part of the organization’s culture.

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