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two colleagues by respectfully agreeing or disagreeing with their decision. Build on their comment by describing an additional strategy to support team morale through the change.
Make sure to provide APA citations and a reference list.
1-samantha:
Given the budget cut to $230,000, restructuring the Therapy Services department would require a careful approach to maintain service delivery while ensuring financial sustainability (Walden,2022). A number of changes can be made to service delivery, such as limiting professional development, changing the therapeutic model, cutting staff hours, and downsizing the team. The most immediate option includes reducing the team size, Peoples first can save money by keeping more experienced employees and while laying off less experienced employees. Additionally, concentrating on in-house training or online resources, cutting back on hours or service scope, and simplifying treatment offerings can also reduce cost. I’d also assess whether reducing the number of interns or increasing their hours could help reduce the impact of reducing more senior staff hours. I would suggest offering telehealth options and group therapy in place of individual therapy to reduce cost and service the same amount of people. To further cut costs, we could implement environmentally conscious practices like reducing paper usage and office supply consumption. Lastly, I would recommend the agency seek alternative funding sources such as grants or crowdfunding.
How would you manage morale through the change? Be specific as to what strategies you would use to keep staff engaged, productive, and motivated.
Its important to create a supportive work environment during stressful times is essential to maintaining productivity and morale (Northouse,2020).The first step is holding a meeting with the team to explain the budget constraints and the necessary changes and allow staff to brainstorm and share their input. A notable reaction to organizational change is ambivalence, which shows that people in an organization can have both positive opinions and worries about the effects of change at the same time (Burke, 2011 & Grimolizzi-Jensen,2018 ).Team building exercises and peer recognition can boost morale and improve performance. Clear and open communication is also key to managing morale.Leaders must convey a vision of the future that is clear in intention (Kotter,1998).Providing context for the decision-making process, including the fact that the budget is non-negotiable and that the team’s work is still valued, would help maintain trust and transparency. By leveraging the diversity and strengths among the bonds and connections between everyone involved in the change process, collaboration increases a group’s effort through collective contributions (Northouse,2020). Its important to create a supportive work environment during stressful times is essential to maintaining productivity and morale.
What would you need from your own manager in order to be successful in leading your team through the change?
During budget cuts, my manager would play a critical role in decision-making, resource reallocation, and staff requirements analysis. They would prioritize services, provide flexibility, and assist in identifying cost savings. The leadership of the organization should always be searching for methods to improve the relevance of services to community needs (Stivers, 2018 & Grimolizzi-Jensen,2018). The manager should attend the first meeting and show managements support for the current decisions. Managment would need to authorize resource reallocations, such cutting training expenditures or changing client service models. It’s also critical that my manager understands the emotional toll it takes on the team. By encouraging candid communication, providing emotional support, and making sure workloads are manageable, management can take the initiative to boost morale and mental health. Even employees who stay following a downsizing may feel resentful and unsatisfied, as Furman et al. (2020) point out. Leadership may lessen this impact by cultivating a transparent and empathetic culture.
References
Furman, R., Gibelman, M., & Winnett, R. (2020).
Internal sources of organizational change
Download Internal sources of organizational change. In
Navigating human service organizations: Essential information for thriving and surviving in agencies (4th ed., pp. 187–202). Oxford University Press.
Grimolizzi-Jensen, C. J. (2018). Organizational change: Effect of motivational interviewing on readiness to change.
Journal of Change Management,
18(1), 54–69.
Kotter, J. P. (1998).
Winning at changeLinks to an external site.Links to an external site..
Leader to Leader,
1998(10), 27–33.
to an external site.
Northouse, P. G. (2020).
Introduction to leadership: Concepts and practice (5th ed.). SAGE. Walden University, LLC. (2022).
People First San Diego [Interactive media]. Walden University Canvas.
2-pierre:
Facing a budget cut from $300,000 to $230,000 in the Therapy Services department at People First San Diego requires tough decisions. As Director of Clinical Services, my primary goal is to continue helping as many clients as possible while maintaining staff well-being.
To adjust, I would reduce our full-time master’s-level social workers from four to three and increase our use of interns. While interns require supervision, they can still help manage caseloads at a lower cost. This strategy helps maintain service levels while controlling salary expenses (Furman, Gibelman, & Winnett, 2020).
Additionally, I would restructure therapy delivery from mostly one-on-one sessions to a mix of group and individual therapy. Group therapy allows us to serve more clients in fewer hours, making it a more cost-effective option without compromising support. I would also scale back professional development to essentials only, focusing on licensure and supervision needs.
To maintain morale, I would prioritize clear and honest communication. I’d hold team meetings to explain the changes, invite input, and acknowledge the emotional impact. It’s important to recognize staff efforts and provide space for support and teamwork (Grimolizzi-Jensen, 2018). Building a sense of shared purpose and transparency can help keep the team engaged and motivated.
From my manager, I would need consistent support, both emotionally and operationally. I’d benefit from help with cross-department coordination, resource sharing, and advocacy to ensure we can still meet client needs despite the financial limits. Their trust and encouragement would empower me to lead the team confidently through the change.
References Furman, R., Gibelman, M., & Winnett, R. (2020).
Internal sources of organizational change. In
Navigating human service organizations: Essential information for thriving and surviving in agencies (4th ed., pp. 187–202). Oxford University Press.
Grimolizzi-Jensen, C. J. (2018). Organizational change: Effect of motivational interviewing on readiness to change.
Journal of Change Management, 18(1), 54–69.
Links to an external site.
