A Needed Revolution in Organization: Nursing
Added on 2022-11-29
11 Pages2074 Words93 Views
RUNNING HEAD: A Needed Revolution in Organization: Nursing 0
A NEEDED REVOLUTION IN
ORGANIZATION: NURSING
[Document subtitle]
ABC COMPANY
A NEEDED REVOLUTION IN
ORGANIZATION: NURSING
[Document subtitle]
ABC COMPANY
RUNNING HEAD: A Needed Revolution in Organization: Nursing 1
Executive Summary
The following change proposal is of healthcare organization and their primary concern is
the nursing staff who have to face number of issues regarding inflexible working arrangements,
sexual harassments, increased workload. The main problem which is the root cause behind
increased number of senior nursing staff leaving the organization is the high recruitment of
inexperienced staff who are incapable of managing things at work thus putting an extra pressure
on senior staff to train them. To tackle this problem, setting of planned goals are important such
as deploying rigorous selection process, external trainers and flexible working arrangements. The
change management model that is used Kurt Letwin Change management model. The outcome
that can be expected after the application of planned goals are increased productivity, happier
working environment. role of various stakeholders is important to achieve the outcomes such as
doctors, CEO and supervisors, as initiating the proposed change, many resistances can be faced
by the company so the organization must have proper strategies to overcome change, As planned
change in the organization bring various benefits to the organization such as increased profit,
improved goodwill and great cordial relations.
Executive Summary
The following change proposal is of healthcare organization and their primary concern is
the nursing staff who have to face number of issues regarding inflexible working arrangements,
sexual harassments, increased workload. The main problem which is the root cause behind
increased number of senior nursing staff leaving the organization is the high recruitment of
inexperienced staff who are incapable of managing things at work thus putting an extra pressure
on senior staff to train them. To tackle this problem, setting of planned goals are important such
as deploying rigorous selection process, external trainers and flexible working arrangements. The
change management model that is used Kurt Letwin Change management model. The outcome
that can be expected after the application of planned goals are increased productivity, happier
working environment. role of various stakeholders is important to achieve the outcomes such as
doctors, CEO and supervisors, as initiating the proposed change, many resistances can be faced
by the company so the organization must have proper strategies to overcome change, As planned
change in the organization bring various benefits to the organization such as increased profit,
improved goodwill and great cordial relations.
RUNNING HEAD: A Needed Revolution in Organization: Nursing 2
Contents
Introduction.................................................................................................................... 3
Current service provision............................................................................................ 3
Change management: Nursing................................................................................... 3
Goals for planned change................................................................................................ 4
Rigorous selection process........................................................................................... 4
Providing good on the job training by external trainers........................................................4
Flexible working arrangements...................................................................................... 4
Setting up of nursing human rights committee...................................................................4
Overtime should be paid.............................................................................................. 4
Change Management Model............................................................................................ 4
Kurt lewin change model............................................................................................. 4
Expected outcomes....................................................................................................... 5
High productivity...................................................................................................... 5
Happier working environment....................................................................................... 5
Increased turnover..................................................................................................... 5
Stakeholders involved in change....................................................................................... 5
Human resource manager............................................................................................ 5
Doctors................................................................................................................... 5
CEO....................................................................................................................... 5
Supervisors.............................................................................................................. 5
Patients................................................................................................................... 5
Responses towards organizational change........................................................................... 6
Resistance to change.................................................................................................. 6
Dissatisfaction among other groups................................................................................6
Attitude change......................................................................................................... 6
Increased in employee turnover or voluntary retirement..........................................................6
Change reactions in context of the given situation..................................................................6
Incompetent nursing staff............................................................................................ 6
Senior staff.............................................................................................................. 6
Other departments..................................................................................................... 6
Strategies to cope change effectively.................................................................................. 6
Contents
Introduction.................................................................................................................... 3
Current service provision............................................................................................ 3
Change management: Nursing................................................................................... 3
Goals for planned change................................................................................................ 4
Rigorous selection process........................................................................................... 4
Providing good on the job training by external trainers........................................................4
Flexible working arrangements...................................................................................... 4
Setting up of nursing human rights committee...................................................................4
Overtime should be paid.............................................................................................. 4
Change Management Model............................................................................................ 4
Kurt lewin change model............................................................................................. 4
Expected outcomes....................................................................................................... 5
High productivity...................................................................................................... 5
Happier working environment....................................................................................... 5
Increased turnover..................................................................................................... 5
Stakeholders involved in change....................................................................................... 5
Human resource manager............................................................................................ 5
Doctors................................................................................................................... 5
CEO....................................................................................................................... 5
Supervisors.............................................................................................................. 5
Patients................................................................................................................... 5
Responses towards organizational change........................................................................... 6
Resistance to change.................................................................................................. 6
Dissatisfaction among other groups................................................................................6
Attitude change......................................................................................................... 6
Increased in employee turnover or voluntary retirement..........................................................6
Change reactions in context of the given situation..................................................................6
Incompetent nursing staff............................................................................................ 6
Senior staff.............................................................................................................. 6
Other departments..................................................................................................... 6
Strategies to cope change effectively.................................................................................. 6
RUNNING HEAD: A Needed Revolution in Organization: Nursing 3
Keeping employees involved in the process......................................................................6
Creating environment for embracing change.....................................................................6
Using technology to keep upgrading employee’s education...................................................6
Deliverable outcomes.............................................................................................. 7
Increased profit.................................................................................................... 7
Improved goodwill..................................................................................................... 7
Cordial relations........................................................................................................ 7
Conclusion.................................................................................................................. 7
Bibliography.................................................................................................................. 8
Introduction
Nursing is derived from the Latin word nutrire which means “to nourish
(nursingpower.net, 2019)”. The meaning of the word is so pious then the profession must be
more sublime than this but unfortunately, the people who are the part of this godly profession are
not treated at best, the profession is the most undervalued and ignored one. According to the
newspaper, Sydney morning herald, the main problem faced by nurses is high recruitment of
inexperienced staff who are under-trained and lack minimum qualification to be a part of this
industry. Administering such new joiners is a big trouble for senior staff as they do not even
know the basics of handling patients. The inexperienced staff are dreading people at senior
positions to leave the industry. The other secondary problems are inflexibility at work, sexual
harassment, increased workload (smh.com, 2016).
Current service provision
In the organization, to tackle this issue, strict disciplinary actions are taken for nursing
staff, they are made to extend their current timings to deliver results and in case a new joiner is
unable to perform, the joiner is placed under the senior staff for training who is already
burdened with other tasks. The extended working hours and the pressure to train an incompetent
staff causes downfall in the quantity and quality of work done by the nursing staff. Due to this
there is a need of planned change to address this problem.
Change management: Nursing
The issues related to nursing industry are serious and needed to be controlled else the
Australian healthcare industry has to pay the price as the nurses are the backbone of any hospital,
ignoring their needs would be like disregarding the core customers of HealthCare segment,
Keeping employees involved in the process......................................................................6
Creating environment for embracing change.....................................................................6
Using technology to keep upgrading employee’s education...................................................6
Deliverable outcomes.............................................................................................. 7
Increased profit.................................................................................................... 7
Improved goodwill..................................................................................................... 7
Cordial relations........................................................................................................ 7
Conclusion.................................................................................................................. 7
Bibliography.................................................................................................................. 8
Introduction
Nursing is derived from the Latin word nutrire which means “to nourish
(nursingpower.net, 2019)”. The meaning of the word is so pious then the profession must be
more sublime than this but unfortunately, the people who are the part of this godly profession are
not treated at best, the profession is the most undervalued and ignored one. According to the
newspaper, Sydney morning herald, the main problem faced by nurses is high recruitment of
inexperienced staff who are under-trained and lack minimum qualification to be a part of this
industry. Administering such new joiners is a big trouble for senior staff as they do not even
know the basics of handling patients. The inexperienced staff are dreading people at senior
positions to leave the industry. The other secondary problems are inflexibility at work, sexual
harassment, increased workload (smh.com, 2016).
Current service provision
In the organization, to tackle this issue, strict disciplinary actions are taken for nursing
staff, they are made to extend their current timings to deliver results and in case a new joiner is
unable to perform, the joiner is placed under the senior staff for training who is already
burdened with other tasks. The extended working hours and the pressure to train an incompetent
staff causes downfall in the quantity and quality of work done by the nursing staff. Due to this
there is a need of planned change to address this problem.
Change management: Nursing
The issues related to nursing industry are serious and needed to be controlled else the
Australian healthcare industry has to pay the price as the nurses are the backbone of any hospital,
ignoring their needs would be like disregarding the core customers of HealthCare segment,
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
A needed organizational revolution: Nursing.lg...
|11
|384
|27