Change Proposal: Addressing Issues in Nursing Organizations

This report presents a change management proposal focused on addressing critical issues within nursing organizations. It highlights problems such as inflexible working arrangements, sexual harassment, and increased workloads, which contribute to high turnover rates among senior nursing staff. The core issue identified is the recruitment of inexperienced staff, placing undue pressure on experienced nurses. The report proposes solutions including rigorous selection processes, external training programs, and flexible work arrangements. The Kurt Lewin change management model is applied to facilitate these changes. Expected outcomes include increased productivity, a happier work environment, and improved staff retention. The roles of various stakeholders, including doctors, CEOs, and supervisors, are emphasized. The report also addresses potential resistance to change and strategies for effective implementation, such as employee involvement and the use of technology. Ultimately, the report aims to improve profitability, enhance goodwill, and foster cordial relations within the organization.

RUNNING HEAD: A Needed Revolution in Organization: Nursing 0
a needed revolution in Organization: Nursing
[Document subtitle]
ABC COMPANY

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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.

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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

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Strategies to cope change effectively.......................................................................................................6
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.

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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,
Patients. The change brought in will positively turn the face of this sector, good policies for
nurses will lead to happy patients and happy patients will lead to improved recovery rate thus
leading to the good wellbeing of every stakeholders in the industry.
Goals for planned change
Rigorous selection process
The problem of taking in the incompetent staff can only be resolved by designing the selection
process which is capable enough to segregate the husk from rice, it can be done by adding few
more rounds which can be focused on testing the practical skills of the new comers.
Providing good on the job training by external trainers
The good quality of on the job training such as coaching, mentoring, job rotation can improve the
quality of their job and the most importantly the training should be provided by an external
person as the senior staff of nursing are already burdened with other important responsibilities.
Flexible working arrangements
The management must support flexible work arrangements so that the productivity of the nurses
can be improved as inflexibility causes dissatisfaction in the workforce thus causing the negative
trend in their behaviors.
Setting up of nursing human rights committee
Every hospital should establish nursing human rights committee for making it easier for nursing
staff to report cases of harassment and a quick action should me taken as soon as the case gets
registered.
Overtime should be paid
There are instances when nurses are made to work for long hours but are only paid the flexible
salary. The overtime workers names should be recorded that they should be paid according to the
extra work. (Australian college of nursing, 2019)
Change Management Model
Kurt lewin change model
The model has three stages
I. freezing
II. Change
III. unfreezing (sciencedirect.com, 2016)

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The above theory is selected because the bad behavior of management of recruiting
incompetent staff has to be froze so that rigorous selection process can be installed in its process.
One installed properly; the normal working should be resumed.
Expected outcomes
High productivity
The productivity of the nursing staff will improve in tons as most of the members in the staff
would be competent to fulfill the responsibility discharged to them and training will also help in
closing the gaps between the required and present skills.
Happier working environment
As the needs of the staff would be met, there will be lesser chances for conflicts between the
staff and even with other employees like doctors, administration staff.
Increased turnover
The higher productivity will lead to increased turnover of the health industry, thus increasing the
overall profit due to less cost of production.
Stakeholders involved in change.
Human resource manager
It is the responsibility of human resource manager to manage the recruitment and selection
process of the organization. The human resource manager should bring in with highly efficient
selection process to ensure the quality take ins.
Doctors
Doctors in this change process can contribute by signing in the petition, in support of the nursing
staff by claiming that without their assistance they are unable to bring the recovery of a patient to
a successful end.
CEO
CEO has a major role to play in this , as he is the head of the hierarchy who is responsible for
developing various policies and managing major functions in the organization, as a head he
should take care of implementing the needs of nursing staff and fueling the positively focused
programs for the development of nursing staff.
Supervisors
Supervisors must stand in their support as they like nursing staff also got undervalued in many
areas. Supporting them will make the voice of undervalued section stronger thus increased
chances in fulfillment of their needs.
Patients
Patients can be made to sign a petition by telling them the importance of nursing staff and the
negative consequences that can happen with their absence.

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Incorporating change is not enough, one needs to thoughtfully plan for its response from its
employees. Some of the reactions in the organization are.
Responses towards organizational change
Resistance to change
Many employees resist change, some employees find change threatening while few enjoy its
bumpy ride. It is usually a large-scale resistance for employees.
Dissatisfaction among other groups
As the change will be brought in for nursing staff then other staff facing the same problem or
some might get awaken when they find other groups unmet needs are being acknowledged.
Attitude change
The overall change effort can cause the change of attitude towards organization for some
employees. For some, it would be a positive change like senior nursing staff and for others, it
would be a negative one. (journals.euser.org, 2016)
Increased in employee turnover or voluntary retirement.
The change could frighten up the employees to that extent that they might leave the organization
or go for voluntary retirement.
Change reactions in context of the given situation
Incompetent nursing staff
The reactions of incompetent staff will differ, some might consider leaving or getting trained.
Senior staff
senior staff will have positive reactions due to their met needs.
Other departments
Dissatisfaction might arise as their needs are not considered.
Strategies to cope change effectively
Keeping employees involved in the process
Keeping employees involved in the process can increase the likelihood of their acceptance.
Creating environment for embracing change
From the beginning, the positive environment of embracing change in the organization should be
created. In which the bold decisions of the employees should be aggressively rewarded and
innovation should be given first priority.

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Using technology to keep upgrading employee’s education
The continuous effort should be made to increase employee’s education through technology
before the actual change process arrives. (techrepublic.com, 2018)Benefits of change to the
organization.
Deliverable outcomes
Increased profit
The profit of the organization increases in the long run to due to the satisfied patients(customers)
Improved goodwill
The increased profit and improved relations will result in outstanding goodwill for organization
Cordial relations
By taking care of the needs of the core stakeholder of the organization, the relations between
staff will become cordial.
Conclusion
The report discusses the change management proposal of policies changes in the nursing
staff of Australia. The change management proposal is a great step towards a better organization
as this proposal identifies the unmet needs of nursing staff who are the most important
component for the success of a hospital. Such kind of changes should be brought in all
organization as it improves the functioning of all departments. The change brought in will
initially going to cause problems of uneasiness or resistance but in a long-run it will be fruitful
for the organization. The impact of change will always be less profound if with continuous
efforts employees are educated through latest means of technology.

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Bibliography
Australian college of nursing. (2019, june 27). Retrieved june 27, 2019, from acn.edu.au:
https://www.acn.edu.au/education/cpd-online/professional-issues-contemporary-nursing-
practice
journals.euser.org. (2016, january 1). organizational change. Retrieved from journals.euser.org:
http://journals.euser.org/files/articles/ejms_jan_apr_16_nr1/Gentisa1a.pdf
nursingpower.net. (2019, june 1). nursing power. Retrieved june 27, 2019, from nursingpower.net:
http://www.nursingpower.net/origin.html#.XRWFKegzbIU
sciencedirect.com. (2016, december 1). kurt lewin's change model. Retrieved june 27, 2019, from
sciencedirect.com:
https://www.sciencedirect.com/science/article/pii/S2444569X16300087
smh.com. (2016, september 28). a third of australia. Retrieved june 27, 2019, from smh.com:
https://www.smh.com.au/business/workplace/a-third-of-australias-nurses-are-thinking-of-
leaving-the-profession-20160928-grq75z.html

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techrepublic.com. (2018, july 28). 3 startegies to cope change. Retrieved from techrepublic.com:
https://www.techrepublic.com/article/3-strategies-for-effectively-managing-change-in-
your-organization/

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