Experience with Change
Change can be referred as the process of becoming different, to alter, to transform. I experienced various changes in Cigna Healthcare whereby there is reduction in healthcare disparities, there is integration of healthcare services, the purchasing of Medicare is cheaper and use of electronic records. The necessity of these changes in Cigna health care was to improve on how they coordinate patient care, increase quality and save money. The healthcare was also able to collect and analyze data on the race, ethnicity and language of patients. They were also able to phase in rules for secure, confidential and electronic exchange of health information, rather than when they used paper records that were difficult to share with other. For the Cigna healthcare to come up with the above changes they had a plan, first they set the goals of changes, deliverables of the changes, scheduled and supported plans.
The role of the leadership was to emphasize the action of making changes quickly and smoothly as possible. The change was communicated face to face, emails and company newsletters. The stresses and conflicts that resulted from the changes were resistance, loss of loyalty, low morale and life changes. All these conflicts were handled by giving the staff freedom of expression, allowed dissent, build consensus and allowing them develop a common vision. The outcome of change in the Cigna healthcare brought denial, anger, bargaining, depression, and later acceptance. It was successful since the healthcare was able to improve their services to the clients and provide quality services. The leadership did right by being enthusiastic about their work, made the employees feel needed that change couldn’t happen without them. To make change smoother and successful the leaders could have helped the employees’ attitude by changing their avoidance questions and statement into acceptable questions and statements.
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