change management essay nursing

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Change Management in Nursing

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Strategies for Change Management in Healthcare

Info: 1805 words (7 pages) Nursing Essay Published: 11th Feb 2020

Tagged: strategies

Smitha B. Vadakkan

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Strategies in nursing and healthcare help to be clear about the direction and main areas of development for nurses and nursing over the next few years to better meet the needs of service users, their families and carers.

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Change Management in Nursing

Introduction, issues in change management, role of nursing administration in change management, reference list.

Change is an indefinitely long time reality in both our activity directed toward making or doing something and personal lives. Consequently, our societies, our line of works, and our daily work lives are all changing, and the rapidity of this change appears to be speeding up, not decreasing in the rate of change.

This paper will reflect and support the change process that is present in the change management in nursing practice since nursing is an occupation requiring special change and managerial education and in line is experiencing fast changes, thereby making nurses and nursing decide between managing change and being managed by others. However, changes are more probable to attain success or reach the desired goal if cautiously planned and implemented. In line with this and the management techniques in nursing practice, change management can be classified as the most important element in nursing management, and exponentially increasing change is the only constant in the present world and nursing management.

In reflecting and supporting change management in nursing practice, one will observe that change management relates to carrying out the functions of planning, organizing, staffing, leading (directing), and controlling (evaluating) the actions of a nursing or healthcare organizations and departmental subunits (Kemp, 1990, p.7).

A nurse manager executes these change management tasks to provide satisfactory health care to patients. Nurse Managers or administrators work endlessly to put into effect the concepts, principles, and theories of nursing change management, by managing the organizational setting to present a climate most favorable to the provision of nursing care by clinical nurses.

Change management knowledge is widespread; so is nursing change management knowledge. It makes use of a systematic body of knowledge that incorporates concepts, principles, and theories applicable to all nursing change management states of affairs. However, a nurse manager who utilizes the knowledge of change management successfully in one situation can be expected to do so in new situations.

Change management in nursing takes place at the unit and executive levels. On the other hand, at the executive level it is often termed administration, but, the theories, principles, and concepts remain the same.

With the spread of power away from the center to local branches or governments and participatory management the administrative or middle management level is fast being wiped out. Nurse Managers of clinical units are being educated in management theory and skills at a master’s level. Clinical nurses are being shaped, conditioned, or disciplined by training in management skills that allow them to take action in managing groups of employees, with patients and families. Clinical nurse managers are working effortlessly in bringing order and organization to duties among units, departments, and services (Fulbrook, & Rolfe, 1998, p.125).

Nursing administration is the act of using the art and science of change management practices to the system of rules of conduct or method of practice in nursing. Additionally, change in nursing management is the method by which nurse managers carry out their line of work (Allison, McLaughlin, & Walker, 1991).

In conclusion, Change management in nursing is an obligatory process needed by all types of health care organizations, including nursing homes, hospitals, home health agencies, ambulatory care centers, and student infirmaries. Furthermore, the nurse working with an individual patient and one family needs change management awareness and skills to assist people to work together to realize a common goal. Nevertheless, a primary nurse working with several patients must assign a priority to care, to assist the patients to improved health or, sometimes, having a peaceful death (Henderson, 2007, p.15).

The clear observation in the role of change management in nursing practice is that the most important driving force of change management in nursing is the center of attention on human behavior. Nurse Managers with knowledge and skills in human behavior deal with professional nurses and nonprofessional nursing employees to achieve the maximum level of efficiency in inpatient care services. However, to implement change in nursing management they must become able leaders to encourage motivation through communication with the staff.

Allison, S. E. McLaughlin, K. and Walker, D. 1991. “Nursing Theory: A Tool to Put Nursing Back into Nursing Administration.” Nursing Administration Quartely : 72-78.

Fulbrook, P. and Rolfe, G., 1998. Advanced nursing practice. Woburn, MA: Elsevier Health Sciences.

Henderson, V., 2007. The Nature of Nursing. New York, NY: MacMillan.

Kemp, N., 1990. Quality assurance in nursing practice. Jordan Hill, Oxford: Butterworth-Heinemann.

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Nursing Politics and Change Management Essay

The ability to point out the need for change, execute desired changes at the workplace, address inherent resistance and facilitate its articulation is crucial in the overall wellbeing and performance of an organization. Change enhances the ability of an organization to achieve its strategic goals and missions toward sustainability. In healthcare, nurses who call for change are often compelled to engage in political processes that may sometimes be highly dynamic in facilitating change at the workplace (Barker & DeNisco, 2013). The politics and policy development calls have been significant in creating change in organizations and addressing the needs of patients. This has improved the delivery of healthcare services to patients. Modern scholars indicate that nurse leaders engage in political processes to influence others and consequently achieve a set of professional goals (Friesen, 2005). McEwen and Wills (2014) argue that being involved in nursing politics and policy development roles presents the best platform for calling change. Nurses are also endowed with enough potential for improving and addressing negative considerations enhancing enhance their positive outcomes. Barker and DeNisco (2013) observe that effective leadership fosters desired organizational change by developing workers and teams that work towards the holistic development of the organization’s mission. While cautioning the mechanisms of over-relying on teams in an organization to facilitate change, management analysts concur that leaders must be able to link their visions with expected benefits that may eventually lead to desired outcomes. Borrowing from organization conflict theory, Lundy and Janes (2009) indicate that a leader must be able to operate from a much higher platform when solve rising conflicts among members. The same has been echoed by Mc Gregor’s theory of X and Y which appreciates the inherent defiant nature among individuals who work in teams or as groups. The theory also highlights the need for critical understanding in making sure that nurses employ their best skills and competencies during any process of change. Therefore, nursing leaders must provide the much-needed guidelines that keep the group members united and focused on the benefits they are supposed to achieve after committing themselves to work. The role of any change agent in organization sprouts from the driving forces that compel an individual to seek intrinsic outsets for improvements. Basavanthappa (2007) supports the latter by citing the Chaos model in an organizational change where change must be anchored on a strong force to facilitate re-evaluation and acceptance of the resultant implementable ideology. In my nursing role as a change agent, the driving force has been created by the need to improve healthcare provision. I saw our service provision being threatened by the fast pace of competition from other private practices. I was moved by the rising number of patients suffering due to wrong medication. Besides, it was also clear that although the management appeared unaware of the nurses’ malpractices, it did not take long before it was found out by the administration. I informed them that this could change by adopting a policy of double-checking medication before administration. Nurses can indeed influence change in their workplace environment. One such instance was observed in Maryland Hospital Ohio where there was a need to improve health outcomes based on proper working conditions. As reflected in the environmental theory, taking care of a patient’s environment by ensuring fresh airflow, proper drainage and cleanliness play a huge role in improving patients’ health. The change roles for nurses involved taking the initiative to clean hospital surroundings and calling for the creation of more working space and enough ventilation.

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Barker, A. M., & DeNisco, S. M. (2013). Advanced practice nursing: Evolving roles for the transformation of the profession (2nd ed.). Boston: Jones & Bartlett. Basavanthappa, B. T. (2007). Nursing theories . New Delhi: Jaypee Brothers medical Publishers Ltd. Friesen, N. (2005). Mind and machine: ethical and epistemological implications for research . Ontario: Thompson Rivers University. Lundy S. and Janes S. (2009). Community health nursing: caring for the public’s health . London, UK: Jones and Bartlett Publishers. McEwen, M. & Wills, M.E. (2014). Theoretical Basis for Nursing . New York: Lippincott Williams & Wilkins.

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change management essay nursing

Nursing Process Improvement And Change Management Or Essay

change management essay nursing

Excerpt from Essay :

Having developed a well-functioning nursing staff via streamlined systems and concrete resources and operations, many challenges remain in the Critical Care Unit particularly in inter-shift reporting. While the conventional medical principle that requires medical practitioners to do no harm to patients and underlines the balance of benefits and risks, the principle is also suitable to the general practice in the medical fraternity. The integration of the intricacy and the possible harm makes the medicine practice, particularly; intensive care unit more burdened with dangers than any other complex areas. While safety is considerably recognized as an important element in Critical Care Unit, the intricacy of procedures makes this unit prone and vulnerable to errors. The transition of crucial information concerning patients from one nurse to another is a crucial element of communication in any healthcare organization . An efficient handoff fosters the transfer of crucial information, treatment and care continuity. Ineffective handoffs put at risk the patient's safety and come with adverse events (Strople & Ottani, 2006). As the health care industry has continued to grow and become more specific, with increased numbers of nurses in patient care, patients encounter more handoffs. Inefficient inter-shift reporting leads to gaps and failures in patient care, which include death, wrong surgical sites and medication errors. Clinical settings are complex and dynamic presenting difficulties for effective communication among nurses. Technological advances and the expanding knowledge in health care has lead to further categories of specialized units created for specific procedures and specific illnesses, "The informational content of the shift report can be individualized to present data sets that best represent the needs of a specific nursing area"( (Strople & Ottani, 2006). The dynamic specialization while it improves patients' upshots and promote healthcare delivery can lead to serious dangers and instigate issues with handoffs .The critical care unit in the hospital uses handwritten handoffs that due to errors and illegibility instigates a host of problems. As a result, development of policies to lower these rubs are necessary, hence the need for change. Handoffs are considerably dependent on the interpersonal communication of the charge nurse besides the experience level and knowledge of the nurse. The handoff problem has become so prevalent that the JCAHO, a body that inspects and accredits hospitals, established a national client safety goal on inter-shift reporting (Simpson, 2005). The goals call for implementation of standardized perspective to handoff communication entailing the prospect to ask and give answers to questions. Given the failures instigated through communication breakdown, adoption of advanced technology in health care and the requirements of JCAHO objectives, the Critical Care Unit should adopt a change and implement electronic data entry system in the form of a shared drive/folder in the Windows Excel Spreadsheet formula. Literature Review According to Strople & Ottani (2006), nurses have been on the forefront of technology for years, and a logical process would take complete benefits of computer technology to enhance shift reports, "To support time-sensitive data collection and retrieval, real-time documentation of defined patient observations should be performed using point-of-care technologies such as PDAs or other wireless devices." Developments in information technology are constantly transforming work performance in most organizations (Georgieva & Stoykova 2011). The explosion of IT and its application in health care has changed the culture of workplace ; it has increased efficiency, patient satisfaction and reduced risks to patients. According to Aspden (2007), medication errors can be solved through EMRs (Electronic Medical Records). Hospitals should change from using paper work to using electronic medical records given that EMRs allow practitioners to access patient's medical information. EMRs also allow practitioners to check out any undesirable drug effects or allergies and multiple users can read and analyze electronic document at the same time. According to Strople & Ottani (2006), point-of care documentation hold benefits of remitting communication omissions and errors. However, consideration is given to the method of data collection and to wireless device utilized. Strople & Ottani (2006), asserts that utilization of electronic systems as an adjunct to the handoff report enhances patient care and should be used to its complete capacity."An automated shift report designed to integrate all pertinent patient information, including past medical history and specific precautionary measures, will…

Sources Used in Documents:

References Aspden, P. (2007). Preventing medication errors. London: National Academies Press Georgieva, K ., & Stoykova. (2011).Developing a training program modules for general technical disciplines in the application of E-technologies', Trakia Journal of Sciences, 9 (4), 5-8. Kavaler, F.(2012). Risk management in health care institutions. London: Jones & Bartlett Publishers.

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Kotter 's Main View And Claims

J. P. Kotter devised an eight step model for change management. Its genesis, (aside from the 100 companies examined and scrutinised for inspiration) is seemingly derived and developed from Kurt Lewin 's simplistic 3-step change model (unfreeze-change-freeze) (Lewis, A. 2012). Kotter 's model deals with 'unfreezing ' in the first four steps, with the fifth and sixth stages tackling the 'change processes ' and the final two stages 'refreezing ' or as Kotter states: “Making it stick” (Ford, & Ford, 2017). Kotter’s model it is postulated goes into greater detail than his predecessor by looking thoroughly into the process of how the business should go about the whole issue of 'change '. He suggests

Managing Change

When someone or something suggests making different in form, to transform, and to replace or substitute; I can only think of change. Change is all around us and has become a way of life. Understanding the reasons behind the change, for me is the key to managing change. As I reflect over some of the activities of my quick skills text of managing change. I can now see that it has brought me full circle from understanding change, to reacting to change, developing a positive attitude toward change, to anticipate change, to creating change, and keeping

change management

Ngozi Oguejiofo has been writing on a freelance basis since 2009 and most of her writings are focused on health. She is currently a registered nurse. She is interested in teaching, and writes articles focused on student nurses for various online publications.

¡§The key theme of this module is change. What did Charles Handy mean when he commented that change could not be managed? If he was right what can a manager do in the face of change? Explain the responsibilities of a manager to their organisation and its employees during periods of change.¡¨

The Daily Routine At Dollar Tree Inc.

Step 2 is forming a powerful guiding coalition. Leadership will have to be on board and on the same page in regards to the change. Kotter and Cohen reveal the core problems people face when leading change. Their main findings are that the central issue concerns not structure or systems but behavior and how to alter it (Farris, 2008). The success of the changes will depend on the ability of the managers to show their commitment to change and motivate the employees to do the same. Without any process to track the implementation, the change can also fail.

The Life Of Ronald G.

Throughout the years, health care leaders have tackled many challenges in the health care organization. Some of the challenges include knowing the difference between needs and wants, affordability, and sustainability, consequently these challenges can be confronted by evolving and transforming over to modern business models. For health organizations to be successful they must use planning, decision making, and training. Regardless of the changes, health care organizations must conserve excellent services. The purpose of this report is to recapitulate information shared throughout an interview between Dr. Kyle Grazier and Ronald G. Spaeth. The interview gave readers insight on Spaeth’s work, educational background, awards highlighted, and his philosophies or strategies for health care. This report will also enclose the biggest obstacles that Spaeth believes today’s health care administrator is facing in addition to the school of management theory he mostly used and why. In conclusion, I will state my opinions on Spaeth’s approaches and the lessons that individual’s can learn from the interview.

Organization Change Management : Organization

During change management process they have different strategies to deal with individuals, teams and whole organization.

Bus 601 Change Theory Paper

This theory gives answers apropos to change management like where the change needs to happen, how to go about delivering the change, Where to start from , whom to involve and how to see it through to the end.

Building A Change Manager Within This Health Care Facility

On February 13, 2017, I had the pleasure do a brief interview Ms. Stephanie Hayes, of the Oklahoma City Veterans Affairs Health Care Center in regards to her role as being a Change Manager within this health care facility.

Kotter Theme Essay

The concepts outlined in the organizational behavior and management resonates with the eight principles of change management addressed by Kotter. Much of what is inherent in Kotter’s stage process of change management is in equal measure reiterated by Ivancevich and his coauthors in their book Organizational Behavior and Management. Kotter postulates a model for leading and implementing change with each stage reflecting a key principle that relates to the responses of people as well as the approach of change in which people visualize change, own change and then effect change. Similarly, the organizational behavior reflects the interplay with Kotter’s eight principles to accomplish the achievement of goals that are

Dr. Kotter, A Leading Advocate And Educator

John Kotter, a leading advocate and educator in change initiatives, expresses two essential characteristics that must be present in any change initiative. First, any change that is considered to be useful and necessary must go through a multi-step process that will transcend obstacles in its way. Second, it is essential that any change initiative must be lead by effective leadership (Kotter, 1996). However, any leader in a change initiate must reconcile the reality that a major component to mankind’s instinctive nature is that people have an inherent need for predictability and order (Hogan, 2007). Leaders must, therefore, consider that initiatives may be experienced in ways that contradict this basic need leading to employee resistance (Bernerth, 2011). Considering such a potential obstacle, Kotter developed an eight-stage change process to guide organizations through initiatives in ways that may retain employee stability and enable employees to maintain a sense of identity and understanding (Huy, 1999).

Essay about Blue Print for Personal and Professional Growth

This course has taught me a lot in terms of initiating and managing change, and Kotter’s eight-stage process is a very useful approach when it comes to making changes within an organization. This course has helped me strengthen my skills in overcoming barriers that tend to get and make it difficult to

Change Theory In Health Care

With the innovation in technology in the health care system, electronic documentation is here to stay and nurses need to adapt to these new technologies. In addition, to help nurses adapt to the changes from paper documentation to computerized documentation, you could incorporated Lewin’s change theory into your training process. According to Mitchell (2013), change theory is the investigation of progress in people or authoritative society. Understanding change theory gives a structure to successfully arranging and actualizing change inside associations. Case in point, the structure and capacity of a health care delivery system are fundamentally impact by its health care data structure. Moreover, Mitchell stated that the way to deal with dealing

Our Iceberg Is Melting : Changing And Succeeding Under Any Conditions

John Kotter, the author of the well known book “Our Iceberg is Melting: Changing and Succeeding under Any Conditions “, taught for more than thirty years at Harvard Business School. Kotter could be considered an expert in the field of business with his many years of experience. After retiring from teaching, he then founded Kotter International and has spent his time assisting others in the area of implementing changes. He, like many others before him, observed the challenges that many businesses, organizations, and other institutions faced when trying to make changes. Over the years he observed that changes are not easily implemented or accepted because people in

The Models Of Change And The Steps Of Kotter 's Change Model Essay

Change happens in all aspects of life. Leaders view change as being good most of the time. An organization can’t move forward without change. This paper will discuss how leaders can use levels of change and the steps of Kotter’s change model to implement change. It will also give a Christian worldview as it pertains to the topics. Leader must learn the language to effectively communicate change. This will give managers an advantage and help demonstrate the vision for the future.

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Change Agent In Nursing

change management essay nursing

Show More Change is an ongoing process that takes place across peoples’ lives. Change is inevitable; it is essential for growth, which creates innovation, awareness, and creativity to generate new opportunities. Especially in the health care system, the change process is fundamental to provide efficient patient care. For nurse managers, dealing with the management of change can be challenging because it comes with resistance from the team members. Therefore, the nurse manager, as well her team members, need to be knowledgeable, competent, and have the leadership skills to maintain the expertise needed to carry out the complexity of the change management process. Change is a complex process where people can be passive, divergent, or supportive toward …show more content… A change agent means someone who is willing to assist in conveying a positive change environment to create a job improvement. As Recklies (2014) mentioned, some of the important roles of the change agent are someone who passionately seeks to lead or generate change, demonstrate commitment, and believe the need for planned change. In addition, a change agent needs to have most of the leadership qualities to be able to influence change perspectives in order to solve the problem. Some of the qualities of a change agent are visionary, creative, flexible, risk taker, confidence, comprehend and most importantly a change agent need to effectively communicate with his or her team members (Berwick, 2011). The professional nurse plays a critical role in providing an improvement in the health care system for patients and the community. In order to be an effective change agent, a nurse needs to focus on three roles such as visionary, facilitator and innovative to come up with various ideas (Al-Abri, 2007). When a nurse has the visionary skill, he or she can motivate his or her peers through effective communication skills, advocate the need for change, coach his or her member to endure change and provide feedbacks to bring change in the facility. According to Rhodes, Morris, & Lazenby (2011), setting clear goals is …show more content… However, identifying a specific motivation theory can enhance the effectiveness of change management. Abraham Maslow’s hierarchy of needs theory represents the best motivational theory, which implies an understanding of basic human needs. All human beings have some basic needs that are necessary to function and the absence of them creates instability in life. According to Huitt (2007), Maslow’s hierarchy of needs consists of seven components such as physiological needs: food, bodily comforts; safety needs: shelter, security, out of danger; belongingness and love needs: affiliation with others, be accepted; and esteem needs: to accomplish, be knowledgeable, gain appreciation and recognition. Furthermore, Maslow believed that an individual is ready to focus on their growth when deficiency needs are met. Maslow initial theory consisted of one criterion for growth that was self-actualization. However, Maslow later breaks down the growth needs into different factors such as cognition: to know, to understand and explore; aesthetic: symmetry, organize and beauty; self-actualization: to recognize one’s maximum potential. The last component was self-transcendence: to help other people realize their potential without interfering one’s ego (Huitt, 2007). Therefore, understanding Maslow’s theory gives a change agent clues to understanding the audience that the change agent wants to motivate for the change

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