Week 4: DQ 4.2
Change Management and Change Fatigue
Change is a given in nursing and healthcare. Yet, sometimes we think there is a real choice to “change or not to change.” Take the self-assessment in Table 15.2, page 339 in our eBook. Are you receptive to change?
What is your personal perception and reaction to “change” (large or small)? There are very good change theories published and we use them when considering a change within organizations. Personal change (see video) is often the easiest because it’s a change we can plan for. Some changes are unplanned – and outcomes can be uncertain in our lives and careers.
Nurses, leaders, and managers are constantly managing change. The planning for a change, implementing the change and then evaluating that change can take months or years. The steps involved in change can be numerous and include more than one department in a hospital. Sometimes, you are told that what the change is, given a policy, and expected to implement it immediately. A new IV pump, a new method of scheduling, new products for patient care, etc. Immediate change that you were not involved in making and need the training to understand and implement the change. How do you handle change? Are you flexible and adaptable? Or, are you resistant and rigid?
Please watch this video:
https://www.youtube.com/watch?v=urntcMUJR9MLinks to an external site. Minimize Video
Hemerling, J. (2016, November). 5 ways to lead in an era of constant change. TED
Approved Resources to Use in Writing Discussion Posts:
· The course textbook,
· any published peer-reviewed full-text article from the CINAHL database
For your initial post, complete the following:
· After reading Chapter 15: Effecting Change Large & Small in your text, research one of the three theories for planned change presented in the chapter.
· Describe the theory, the change process, and apply it to one real-life situation you’ve had at work. How could the theory be used to change the outcome? How could using the model ease change fatigue? How can using a model in practice help staff adjust to change?
· Prepare a minimum of a 200-word response using the instructions and the scoring rubric. Write in your own words (No Direct Quotations). APA Format is required for writing in-text citations and references.
Pg 339 Self assessment
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Chapter 15
Effecting Change, Large, and Small
1
Learning Outcomes
Examine the steps in the strategic planning process.
Examine the use of select functions, principles, and
strategies for initiating and managing change.
Explore the various methods for sustaining change.
2
Introduction
Strategic plan
Planned change
Unplanned change
Strategic planning process
Change process
Change leaders
Change agents
3
Strategic Planning
Designed to encompass the organization’s mission, vision, and values
Written plan of action that anticipates the future to adapt and survive
A process used for realistic examination to facilitate change
4
Phase 1: Conduct an Environmental Scan
External Environment
Assesses the impact of opportunities and threats within the environment
Examples: economic and demographic factors
Internal Environment
Reviews effectiveness of an organization
Examples: structure, size, human resources
Organizational Environment
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5
Phase 2: Strategic Vision and Mission are Established and Revised as Appropriate
Mission Statement
Reflects the purpose and direction of the healthcare agency or a department in it
Goals
Involves the process of developing, negotiating, and formalizing the targets or objectives of an organization
Objectives
Involves the ability to write clear and concise objectives
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Phase 3: Strategic Development Whereby Strategies are Developed and a Plan is Written
Detailed plan of action
Short- and long-term objectives
Formulation of department objectives
Allocation of resources
Preparation of budgets
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Phase 4: Implement Strategy
Open communication with staff
Formulation of revised policies and procedures
Formulation of area and individual objectives
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Phase 5: Evaluate the Strategy
Review of strategic plan to determine whether the goals, objectives, and activities are on target
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Reasons for Strategic Planning
The strategic planning process leads to goal achievement, gives meaning to work life, and provides direction and improvement for operational activities of the organization (George, Walker, & Monster, 2019).
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The Nature of Change
Inevitable that change will occur either on a personal or organizational level.
All change can be scary and generate fear
Some individuals embrace change more readily while others may be resistant to change (Miake-Lye et al., 2020).
11
The Change Process
Planned Change
Preparation (unfreezing)
Reality (moving)
Hardwired and sustained (refreezing)
Unplanned Change
Complexity theory
12
People and Change
Change agents need to understand that the potential response/reaction to the change process by individuals/groups may vary across the continuum from full rejection to complete acceptance (Nilsen et al., 2020).
13
Context and Change
Change Support Strategies
Promote acceptance of the change by viewing the change as a positive experience.
Develop skills essential for supporting the change.
Reduce negative influences and behaviors in the group experiencing the change.
Mobilize positive peer support for the change.
Create financial incentives that reward change agents.
Make structure and process modifications to support the change initiative.
14
Conclusion
Nurses instrumental in development of a strategic plan
Nursing leaders accountable for setting goals and engaging nurses in activities
Strategic plan is deemed successful when demonstrated intentional improvement outcomes is evident
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15
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