Pros And Cons Of Whole Scale Change

mistakes seen in the use of Whole Scale Change is working alone instead of working together as a team to build a one brain one heart culture, not recognizing the process as long-term and leadership overruling decisions of the team to name a few. (5)
Sustainability
To sustain the results of Whole Scale Change the organization must keep the energy going, continue working in groups and continuous engagement activates. Sustaining the energy of change the organization must continue to see the purpose and plans for the organization, continuing to educate and encourage the organization as a whole. Continuously applying change and communicating change efforts and results keeps the energy flowing within. As the organization continuous to grow and move
The positives you can find with Whole Scale Change is that it goes against the traditional approach of change. Traditionally the top executive, CEO, hold the majority of responsibility for developing and implementation.(8) The planning process includes groups of other executives who are responsible for implementation top-down, the setback to this approach is the lack of communication and awareness, and the approach takes time to fully implement. Executives hold responsibility for development and implementation during a Whole Scale Change approach as well, however, stakeholders are engaged in planning as well. Stakeholders are asked to contribute their positive thoughts and negative experiences to further create goals and a unified vision for the organization. This creates the energy and excitement to move the organization towards change quickly.
Furthermore, I will introduce a case study performed by the University College of London student Trisha Greenhalgh, How do You Modernize a Health Service? A Realist Evaluation of Whole-Scale Transformation in London. (6) Whole Scale Change is often seen within the health care industry, this case study is an evaluation of a major change in large health care organizations covering three services, stroke, kidney and sexual health. The British Government recognized the need for change to the National Health Service in the late 1990’s, the National Health Service was perceived as “inaccessible, disease oriented, inflexible, disjointed, error-prone, and inconsistent and to be delivered by overworked, unmotivated staff”. (7) The change effort goal was to make a significant change to the nature of services offered and delivered,