Leading Organisational Change Case Study 2022

Reading Head: LEADING ORGANISATIONAL CHANGE
0
Nursing
April 17
2020

LEADING ORGANISATIONAL CHANGE 1
Contents
Introduction................................................................................................................................2
Problems of the case...................................................................................................................2
Justification for changes.............................................................................................................4
Solution and Recommendation..................................................................................................5
Conclusion..................................................................................................................................8
References..................................................................................................................................9

LEADING ORGANISATIONAL CHANGE 2
Introduction
Organizational behaviour is referred to the study of groups and the performance of
individuals that exists within the organization. It also helps in representing the behaviour of
the human in the organization. It also helps in determining the impact of the job structure,
communication, motivation and leadership (iEduNote, 2017). Many issues are been faced in
every organization and it is the responsibility of managers to solve these issues. Finance is
also considered to be most important for the growth and success of the company. Managers
have to implement these plans and policies that can enhance the operations of the company
and through which problems can also be solved effectively. The concept of organizational
behavior is applicable in hospitals and healthcare departments as well. In this case, a
financial problem observed in the department of the university hospital. In this discussion, the
main focus will be on key problems that is been faced by the university hospital. Stakeholders
that are been involved in this situation will also be analysed and recommendations to solve
this problem will also be suggested to the university hospitals.
Problems of the case
There are so many problems that are identified in this case. These problems are mentioned
below:
1. The problem of shortage of staff is the main problem that is being faced by hospitals.
There is a total of 33 person staff among these 25 are RH and 8 are patient care
assistance (PCAs). In the first month of joining Barbara, two nurses left and six
months before she joined the unit three registered nurses left. As a result of this stress
has increased because it became difficult to manage the staff. This will also result in
low customer satisfaction (GROYSBERG et al., 2009).

LEADING ORGANISATIONAL CHANGE 3
2. The morale of employees that are working in the hospital is also low. As a result of
that, they are not performing effectively and quality of care is not provided to patients.
Nurses also lack in giving training to the students. As a result of that, they are also not
satisfied with the training to give to them.
3. Financial problems is also been faced by the GSU department of the university
hospital. Because of this if any nurse will take leave because of any reason Barabar
cannot afford to give pay for the extra time to another nurse to perform duty. This step
cannot be taken because there is a requirement of cot cutting methods in the
department.
4. There is a lack of communication that is been observed between nursing staff and
because of that, no one is helping each other. There is the factor of favoritism that is
been observed between nurses and because of that, the motivation of other nurses
decreased.
5. There was another problem that has been observed in this case is that there is no
proper record that has been maintained by the nurses. Performance records should be
maintained to evaluate the performance of different nurses. But since it is not
maintained it becomes difficult to evaluate the performance of nurses.
6. Nurses who should be giving training to students rather than performing their
responsibility effectively they are involved in complaining and gossiping about them.
Because of this problem, there is no professional relationship between nurses and
students. Instead, both of them highly feel irritated with each other (Bell et al., 2009).
All these are the major problems that is been faced in the unit of the university hospital. This
problem needs to be solved by Barbara so that effective management can be possible.

LEADING ORGANISATIONAL CHANGE 4
Justification for changes
It is very important to implement the changes in the unit because this will also help in
increasing the revenue and quality of care will also be provided to patients. Students will also
be able to learn the required skill set. Some steps are undertaken by Barabar so that she can
able to evaluate the thinking and problems that is been faced by the nurses and students
(Groysberg et al., 2009).
Barbara decides to have an off-site meeting with nurses and students. She requested everyone
to write the problems they are facing. Through this Barbara will be able to recognize the
problems and she will find solutions for those problems. After reading all the response the
main problem that is been identified is lack of teamwork, collaboration, communication
dissatisfaction and many more. Barabar also tries to get follow up from students so that their
experience of training that has been provided to them. According to students they are not
satisfied with the training that is provided to them (Bartleby Reserach , 2020).
Changes are required to implement at the right time because there is a requirement of
financial support for the unit. This can only gain after effective management and services.
Changes are also required because before joining of Barabar everything in the unit was fine
and the unit was also making a profit after the joining of Barabar tables have turned
completely and now again there is a need for proper plan and policies. The stakeholders that
will be involved in this change are nurses, students, and Barbara. All these stakeholders will
also be benefitted because they will also be able to earn new things and proper training will
be given to them. This will also help in enhancing their skill set. There will be proper
communication and collaboration between the nursing staff. Students will also be able to get
effective training and this is developed required skill set in them. There will be some cost
involved in providing training to nurses so that professional relationship can also be

LEADING ORGANISATIONAL CHANGE 5
enhanced. For all these changes there is a requirement of proper and effective solutions
(Caselism, 2020).
Solution and Recommendation
There are some problems in this case that are mentioned above. It is very important to find a
solution to these problems. Possible solutions to this problem are as follows:
1. Recruitment
As the major problem that is been faced by the unit is the lack of staff. This problem can be
solved if new nurses in being hired for the unit. This will involve some cost but in the long
run, it will reduce the cost and increase profitability. This can be possible because the
effectiveness of nurses will be improved and more revenue can be generated in the unit. This
will also help in reducing the stress of Barabar. This is the potential solution for the problem
of shortage of staff (TrackSmart, 2017).
There are some KPIs through which the success rate of this factor can be measured. These
KPI’s include number of qualifies nurses per post, a timeline of the recruitment, number of
interviews that are taken per day, a timeline of the job offer and acceptance rate of the job.
All these factors will ensure that the recruitment that is done by the unit will be successful or
not. Strategies that are implemented for recruitment will also be done based on these factors
of KPI’s. The number of resumes and acceptance rates shows how many nurses are interested
in working with a particular unit of the hospital (HR, 2016).
2. Communication This will enhance the interaction of nurses
As mentioned above lack of communication and collaboration is also one of the major
problems that are faced in the unit. Because of this relationship between nurses is also not
effective. To overcome this problem Barabar must ensure that meetings should be arranged

LEADING ORGANISATIONAL CHANGE 6
more frequently. Effective communication will also help in reducing the blame game that is
occurring at a high rate in the unit. Nurses will also be able to help each other this will also
reduce the chances of medical errors (Case Study Solution, 2020).
It is very important to judge the effectiveness of communication after the implication of this
solution. The KPI that can be used to evaluate this factor is setting a baseline this will help in
determining the effectiveness of the efforts. Responses and feedback will help in determining
nurses that are involved in internal communication. Track engagements will help nurses in
receiving the information that is sent by senior management. Turnover will help in knowing
the rate of satisfied nurses. Reach and employee advocacy will help in evaluating the issues
that are faced in hospitals in communication and ensure that more nurses will engage in this
factor (Sanders, 2020).
3. Maintaining Morale of employees
There is a problem that favoritism is promoted in the unit and because of that many nurses
are demotivated and they are not able to perform effectively. By ensuring that a positive
environment is created in the unit nurses will be encouraged and motivated. This will
improve the retention of the staff and it will also decrease the turnover of the unit. Nurses
should be appreciated or their efforts and this will also enhance their dedication towards work
(Nock, 2017).
The KPI’s that can be used for this factor are regular feedbacks from nurses and students,
evaluation of leadership, mutual understanding between management and nurses and
effectiveness of communication. All these will help in enhancing the motivation of
employees (Insperity, 2020).
4. Evaluation of performance

LEADING ORGANISATIONAL CHANGE 7
Since no records is been maintained for the performance of the nurses they are not
performing effectively in the unit. This also decreases their morale and they are also not
providing proper training to students. But if their performance is evaluated on appraisals basis
they will perform more effectively to get appraisals. They will also ensure that students will
provide positive feedback for them to the management (Health Evidence Network, 2003).
Evaluation of performance will help in knowing the effectiveness of nurses. The KPIs for
calculating this factor are patient satisfaction, nurse job satisfaction, nursing care, medical
information that is provided, patients referrals, admission rates, student satisfaction. All these
factors will help in knowing the effectiveness of the performance of a nurse that is
implemented after implementing changes in the unit of the hospital (Soave, 2020).
5. Effective management
If there is effective management in the hospital then the financial problems can also be
solved. Effective management is the best solution for all the problems that are being a face in
the unit. This will also set the goals for nurses that need to be achieved, clarity regarding their
roles will also be given and the financial problem can also be solved (Safarani et al., 2018).
Effective management can be calculated with the help of KPI’s. These KPIs include patient
satisfaction, effectiveness in care, timeliness, safety rate, the experience of patients and
students that are training in that unit, data transparency, and readmissions. All of these factors
help in proper and effective management. It will also help in evaluating the success rate of
the unit of the hospital. Evaluation of the profitability rate can also be calculated by using
these factors (Tinker , 2020).

LEADING ORGANISATIONAL CHANGE 8
Conclusion
Organizational behaviour affects the behaviour of a nurse in many ways. As shown in this
case study there are lots of problems that are being faced by a nurse. All these problems are
faced because there is a sudden change in the behaviour of the organization. It is very
important for the nurse to effectively manage the operations of a unit of hospitals because it
directly affects the efficiency of the employees. In this discussion problem that is being faced
is evaluated and analyzed. Changes that are required in the unit of the hospital are also
mentioned and possible changes that can be done with effective KPI’s are also mentioned.

LEADING ORGANISATIONAL CHANGE 9
References
Bartleby Reserach , 2020. Barbara Norris: Leading Change in the General Surgery Unit Fall
2010. [Online] Available at: https://www.bartleby.com/essay/Barbara-Norris-Leading-
Change-in-the-General-PKCMJC23VC [Accessed 18 April 2020].
Bell, , Nohria, N. & Groysberg, , 2009. Barbara Norris: Leading Change in the General
Surgery Unit. [Online] Available at:
https://www.researchgate.net/publication/228138523_Barbara_Norris_Leading_Change_in_t
he_General_Surgery_Unit [Accessed 18 April 2020].
Case Study Solution, 2020. Barbara Norris: Leading Change In General Surgery Unit
Harvard Case Solution & Analysis. [Online] Available at:
https://www.thecasesolutions.com/barbara-norris-leading-change-in-general-surgery-unit-
38481 [Accessed 18 April 2020].
Caselism, 2020. Barbara Norris: Leading Change in the General Surgery Unit Case Solution
& Answer. [Online] Available at: https://caseism.com/barbara-norris-leading-change-in-the-
general-surgery-unit-2-55917 [Accessed 18 April 2020].
GROYSBERG , , NOHRIA , & BELL , , 2009. Barbara Norris: Leading Change in the
General. Harvard Business School.
Groysberg, , Nohria, & Bell, , 2009. Barbara Norris: Leading Change in the General Surgery
Unit. [Online] Available at: https://store.hbr.org/product/barbara-norris-leading-change-in-
the-general-surgery-unit/409090 [Accessed 18 April 2020].
Health Evidence Network, 2003. How can hospital performance be measured and
monitored? [Online] Available at:

LEADING ORGANISATIONAL CHANGE 10
http://www.euro.who.int/__data/assets/pdf_file/0009/74718/E82975.pdf [Accessed 18 April
2020].
HR, 2016. 5 Key Performance Indicators for Successful Recruiting Teams. [Online]
Available at: https://www.hrinasia.com/recruitment/5-key-performance-indicators-for-
successful-recruiting-teams/ [Accessed 18 April 2020].
iEduNote, 2017. Organizational Behavior: Definition, Importance, Nature, Model. [Online]
Available at: https://www.iedunote.com/organizational-behavior [Accessed 17 April 2020].
Insperity, 2020. HR KPIs: Is your HR strategy making a difference? [Online] Available at:
https://www.insperity.com/blog/hr-kpis-human-resources-strategy-making-difference/
[Accessed 18 April 2020].
Nock, , 2017. 4 Unexpected Ways to Improve Nursing Productivity. [Online] Available at:
https://www.gebauer.com/blog/improve-nursing-productivity [Accessed 18 April 2020].
Safarani, S., Ravaghi, & Maleki, , 2018. Financial challenges of teaching hospitals and
providing solutions. Journal of Education and Health Promotion, 7(156).
Sanders, G.I., 2020. KPIs To Measure For Internal Communication Success. [Online]
Available at: https://dynamicsignal.com/2018/08/02/measure-internal-communication/
[Accessed 18 March 2020].
Soave, , 2020. Useful KPIs for Healthy Hospital Quality Management. [Online] Available at:
https://www.idashboards.com/blog/2016/11/01/useful-kpis-for-healthy-hospital-quality-
management/ [Accessed 18 April 2020].
Tinker , A., 2020. The Top Seven Healthcare Outcome Measures and Three Measurement
Essentials. [Online] Available at: https://www.healthcatalyst.com/insights/top-7-healthcare-

LEADING ORGANISATIONAL CHANGE 11
outcome-measures [Accessed 18 April 2020].
TrackSmart, 2017. How to Remedy Your Chronic Nursing Short-Staffing Situation – STAT.
[Online] Available at: http://blog.tracksmart.com/how-to-remedy-your-chronic-nursing-short-
staffing-situation-stat/ [Accessed 18 April 2020].