Change as a Necessary Component in an Organization - Coursework Example

ment of Purpose Change is a necessary component in an organization in order to respond to inefficiencies, conflicts and developments in the environment. The resolution of conflict leading to change, no matter how elegant it appears to be on paper becomes effective only when it results in people and group actually improving their collective performance. It is precisely the interrelated concepts and dimensions that influence conflict analysis and resolution in pursuit of change that I envision to delve into this endeavor. It is a career path with vast opportunities and challenges which can shape and direct ways to change people and communities for the better. As an international student from a diverse cultural background, having accorded the privilege to pursue higher education in Conflict Analysis and Resolution at Nova Southeastern University is truly the culmination of a long time dream. I am currently enrolled in a Master of Sciences of Management Program with the Polytechnic Institute of New York University. By January 2010, I would be fully conferred for the Master’s degree in Science of Management. In addition, I will be credited with 3 Advanced Certificates in Management from the same university, to wit: E-Business Advanced Certificate, Advanced Certificate in Telecommunication Management, and Advanced Certificate in Human Resource. Equipped with these academic achievements, I am prepared to undertake greater challenges in higher education. My ultimate goal is to be an instrument of change to my country once I completed the PhD Program in Conflict Analysis and Resolution (CAR). The Nova Southeastern University is one of the most prestigious institutions which can accord a multi disciplinary approach to the program. I am optimistic in learning various CAR issues affecting not only the personal and professional level but also the local and national level, specifically evaluating their impact and influence on international levels. I would like to be given the opportunity to share the theoretical and practical applications of CAR in Saudi Arabia, which unselfishly provided me with 100% scholarship through the King Abdullah Graduate Studies Scholarship Program. I am aware that CAR is a multi functional process of comprehensively interconnected strategies which enable people to evaluate and assess a variety of conflict scenarios in corporations and business ventures for their betterment. I plan to utilize the skills and theoretical background developed in my master’s degree to formulate policies which would facilitate and improve the application of conflict resolution strategies initially in the local communities and later, on a national scale. As I delved into the intricacies of the theories, concepts and applications of conflict resolution, I realized that I am extremely interested in pursuing higher education in a field of endeavor closely related to this. The courses that I took in my bachelor’s and master’s degree equipped me with the necessary skills and capacities to further pursue an even higher education. It has always been my dream and long-term goal to position myself as a leading conflict resolution expert in Saudi Arabia. Saudi Arabia is currently experiencing an economic boom following its entry in World Trade Organization with concomitant increased demand for conflict analyses and resolution strategies by both public and private sectors. This coincides with substantially increased funding for e-government solutions in the country. In this regard, that by pursuing the doctor’s degree from your institution, I would finally integrate my business acumen to specific conflict scenarios with the aim of holistic and comprehensive development of concerned parties. This would eventually fulfill my promise to return the generosity accorded from my native land by unselfishly sharing the expertise I earned. I am humbly seeking for your evaluation of my credentials to assess my eligibility in the program I strive to pursue. I look forward to hearing a positive answer from you. Thank you. Sample of Academic Writing INTRODUCTION Organizations need stability and continuity as well as innovation and adaptation. Without some stability, any organization cannot function, yet, without adaptation it cannot survive. Organizational change is the essence of adaptation and innovation. People, processes and systems need to be flexible to respond to conflicts and changes in the environment. Change is initiated, implemented, and maintained in organizations to increase the level of competitiveness and boost the productivity of its people. Changes can be made in strategy, structure, technology, products and services, or people. The relevant thing to remember is that effecting the necessary changes in any scenario could temporarily disrupt existing equilibrium. I have currently been accorded the privilege to encounter and savor an experience in a conflict analysis and resolution process in one of the top health care organizations in the country through the conflict management course I had in my masteral degree. In health care, like in any other enterprise, administrative issues that call for immediate change affecting the relevant structures of the health institution are ultimately governed by the CEO or the board of directors. It is in this regard that this paper aims to explore the management changes and conflicts analysis and resolution process within a health care organization, considered as one of the top 10 hospitals in Asia, and examines the obstacles faced by their senior management during the process of change. The choice of organizational development methods used to design a flexible strategy would be examined to the extent of its ability to cope with the changing needs of the company. ORGANIZATIONAL CONFLICT AND CHANGE The mission of most health care institutions is to improve the delivery of quality health care conforming to the strict standards of the Joint Accreditation Commission of Health Organizations (JACHO 2008). In this particular organization, it came to the attention of the Vice President for Nursing that their Nurse Managers are torn between prioritizing functions which are administrative in nature vis-à-vis functions that cater to the delivery of patient care. Due to the Nurse Managers’ theoretical orientation for health care, the administrative tasks such as completion of reportorial requirements, monitoring and upkeep of equipment and supplies, staff requirements and budgeting are frequently neglected or seconded with priorities being focused to patient care. In this regard, the VP for Nursing sought the assistance of the VP for Human Resources and the CEO to resolve this issue. CASE BACKGROUND, ALTERNATIVE COURSES OF ACTION AND DECISION Every nursing unit in the hospital is headed by a nurse manager who is assigned as the chief head nurse on duty. Her job responsibilities entail patient care as the primary task and managerial functions such as planning, directing, staffing and control. These multi-task functions coupled with low pay contributed to low morale and low productivity. These nurses opted to gain the minimum experience required to enable them to leave the country and work abroad. The leadership function assigned to nurse managers conflict with their functions as providers of patient care. They are expected to deliver timely reports on a daily, weekly and monthly basis. They monitor staffing requirements. They prepare the time sheets for payroll purposes. And most importantly, they are expected to know all the nursing intervention requirements for all the patients are their nursing units. There is this question on prioritization of function. As nurses, of course, they should prioritize patient care. But as managers, the function of attending to the human resource needs of the unit suffers. Reports are not completed on their specified time schedules. Upkeep of facilities in patients’ rooms and hospital areas are not regularly attended to. Equipments that need repair and reorder are forgotten. Staff vacation leaves are not properly plotted and thereby not taken as scheduled. Performance evaluation and appraisals are not conducted regularly for monitoring purposes. All of these functions are important managerial functions which would create an improvement in productivity and morale of a hospital unit. All of these should be attended to ensure customer satisfaction and efficient delivery of health service. What were the alternative courses of action open to management to solve this problem? The officers and top management of this hospital were aware that there were several options open to them, among which are: 1. Separate the patient care and managerial function from the nurse managers. 2. Hire administrative managers to take care of the managerial functions. The officers, members of the board of directors, and the CEO of the hospital deemed it appropriate to hire non nurse unit managers who possess graduate degrees in business, to head the different nursing units. These unit managers have the sole responsibilities of ensuring compliance to reportorial requirements, human resources issues, facilities and equipment, budgeting, and other aspects of the units’ operations – except patient care. POSITIVE AND NEGATIVE ASPECTS OF MANAGEMENT’S DECISION This solution was first met with complaints especially from the nurse managers who perceived the new position as a threat to their existence. They feared that they would eventually lose their “managerial” position and revert to a “staff” position since they would be relieved of the managerial functions and concentrate on patient care. However, top management assured them that this strategic move would enable them to focus on their primary concern as nurses and at the same time, take additional training courses to improve their nursing skills. Management developed another career path open to them which would eventually make them capable of becoming department managers and maybe, eventually, vice presidents for nursing. This move paved the way to increase morale and productivity in the units, and increased patients’ satisfaction with regard to the delivery of efficient and effective healthcare. CONCLUSION In resolving issues pertaining to management changes and conflict resolution, it is pertinent that problems are properly and accurately identified. Leaders are assigned and employed to do their tasks. Systems are installed to implement the necessary changes. However, when a gap still exists between knowing and implementing the solution, the top honcho should take the helm and assume responsibility in decision making. As timely recommended by O’Neil (2008), the leaders should create and head the teams to solve the problems. It should be a direct application experience. Leaders should not be wary or afraid to get their hands dirty for the sake of saving lives and improving the wellbeing of many. By being part of the action team, only then can these leaders be assured that the solutions carefully drawn and crafted are efficiently and effectively implemented. References O’Neil, M. (2008). Human resource leadership: the key to improved results in health. Human Resource for Health, open access article. Retrieved on April 20, 2009 from The Joint Commission 2008 Requirements Related to the Provision of Culturally and Linguistically Appropriate Health Care, April 2008, retrieved on April 21, 2009 from Read More