Organizational Change in Trauma Nursing - Essay Example

Organizational Change in Nursing Organizational Change in Nursing The modern business environment has been advancing rapidly requiring organizations to adapt to change and ensure constant flexibility. This implies that these organizations must change their management and leadership styles so as to be in line with the environment and the generations that they have in their workforce. This not only ensures the continuity of the organization with regard to continued profit making amid competition but also ensures that the organization survives changing times. This requires the nursing organizations to not only lead according to the generations but also ensure that they conduct adequate research that can be used when making decisions. Decision-making is paramount during the times of drastic changes in the organization as it determines the success or the failure of the organization. Decision-making ensures that the steps taken in the change process have been researched on and are confirmed to work under specific circumstances. According to the article, “A Novel Trauma Leadership Model Reflective of Changing Times” by Cecile D’Huyvetter and Thomas H. Cogbill, change should be done according to the various generations that exist in the organization. Although this may be applied in large organizations that have employees with diverse age groups, it is applicable in most large health institutions. The findings in this article provide clear directives on how different generations should be treated because they prefer different leadership styles. I would apply these findings according to the generations. Application of these findings could ensure that the organization is in a better situation to make comprehensive and cost effective leadership models that ensure provider satisfaction at work. Most organizations have two different generations; the generation X and generation Y (DHuyvetter & Cogbill, 2014). These generations are usually very comfortable at using technology and have a habit of constant communications; therefore, I would use technology to communicate easily and affordably with them. Since this generation prefers work and life balance, they prefer a group approach to completing tasks. This is because they interact well with others. Therefore, ensuring that the organization fosters teamwork when dealing with these age groups would indicate effective decision making and change would be accomplished with reduced effort in the organization. Since these groups also prefer the absence of hierarchy, I would also make a good decision of such a favorable workplace to be established to not only encourage change in the organization but also ensure continued productivity due to increased motivation and satisfaction with work. Moreover, other aspects that these generations prefer in their work include clearly set goals so that there could be fewer conflicts as well as receiving rewards for various accomplishments. Reward systems are very effective in persuading the employees to work towards a specified change. This is because they get something to shoot for. However, I would ensure that the rewarding system is strategic since monetary gain is not always a capital goal for these generations, as some may prefer certificates of recognition or even training which could guarantee a better career future for the employees. The compilation of clear goals and availability of information ensures that there is a favorable work environment for these individuals (DHuyvetter & Cogbill, 2014). Feedback is also a main constituent of their work lives. This implies that the most favorable leadership style that I would establish so as to ensure optimal performance from these generations is the participative leadership. These findings can be effective in functioning as the base of the organization’s decision making as well as function as expected in the quest to promote organizational change. On the other hand, the article, “Implementation forum: Developing organizational systems and culture to support EBP: The experience of the Evidence-Based Ward Project” by Mark Newman and Irena Papadopoulos provides an important perspective into the importance of research in fostering change and decision-making. Research is very important in most organizational perspectives. This is because it provides various perspectives into accomplishing a specific goal and the most probable outcomes. This helps organizations to make the most accurate decision before undertaking any drastic changes. According to the article, practice that is based on evidence provides a framework that has systematic research evidence into clinical decision-making. These frameworks show how certain organizational strategies can help the organization under specific circumstances. Generally, this provides guidelines and consequences of these guidelines to help an organization make the most appropriate decisions based on certain practical evidence. EBP, evidence based practice, has five main stages that include formulation of the question, researching for evidence systematically, appraising the evidence, changing the practice in the indicated sections and evaluating the changes (Newman et al., 2000). This presents an accurate way of effecting changes in my organization and evaluating the outcome of the change. When referring to this procedure, supervision must be increased so as to determine the progress of the efforts in real time. This can be used effectively in decision-making and bringing change in the organization. With specific attention to change in the organization, the article’s findings maintain that barriers to change can be eliminated by undertaking certain strategic steps such as training the employees. This not only improves their motivation but also makes it easier to change. In addition, it identifies problems and ways of dealing with these problems. Furthermore, the culture that has been established in the organization is also of monumental importance when considering change. This is because it determines how the employees respond and how they behave when dealing with patients in the nursing sector. It would be my role to ensure that the culture is favorable according to the change that I intend to accomplish. The ward manager plays a critical role in facilitating change since they function as role models (Newman et al., 2000). This is because, as the article maintains, their management capabilities are instrumentally important. Therefore, this part of the outcomes can be used to guide the manager into acquiring and using certain skills in accomplishing the changes that they want in the organization. The other important aspect is communication. Ensuring that communication is as clear and taken as serious as possible is appropriate for ensuring timely changes and elimination of conflicts. As the manager, I must portray appropriate communication skills for the purpose of change and decision-making. This implies that this article is very effective and can function as a foundation both in decision-making and in facilitating change. References DHuyvetter, C. & Cogbill, T. H. (2014). A novel trauma leadership model reflective of changing times. Journal of Trauma Nursing, 21(3), 103-108. Newman, M., Papadopoulos, I. & Melifonwu, R. (2000). Implementation forum. Developing organizational systems and culture to support EBP: The experience of the Evidence-Based Ward Project. Evidence Based Nursing, 3(4), 103-105. 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