Leading and Managing of Change for the Hospitals Gastroenteritis Changed Policy - Essay Example

Introduction Change in whatever environment is very important because it is one of the inevitable factors. The hospital environment is one of the places where change is very important due to the scientific revolution and innovations that are occurring on daily basis (Julie, 2009). Technology is changing, new strains of diseases are also emerging every day and so there is a need for change (Marquis and Huston, 2008). The nursing department is one of the areas that need creativity in developing the changes as well as implementing these changes in the hospital environment due to the sensitivity (Mintzberg, 1979). The changes are definitely not always gladly welcomed but they are very important hence the need for good leadership, dynamism, participation and involvement of all the members of the nursing department in every hospital. Leading and managing of change for the hospital’s Gastroenteritis changed Policy 1200 Change is because of some driving forces, which actually call for the change. In this particular hospital, the changes are due to the inefficiency and ineffectiveness of the existing policy a factor that calls for a new change (Marquis and Huston, 2008). This is with reference to the evidence-based king of practice as well as the experiences of the nurses in the hospital in paediatrics. As a result, there is some restrain that is expected on the side of the participants and them that will be involved especially in the execution of the changes (Schein, 1995). With all the driving and restraining forces, there is a need for equilibrium to be struck or attained so that the change can be fruitful. The changes in the nursing department therefore needed to go through a theory of change by Lewis Kurt namely the unfreezing phase, the changing phase and finally the refreezing phase. The unfreezing phase refers to the stage in which the organization or the hospital had to get all the methods, means and ways to ensure the nurses get rid of their old ways in the policy which led to inefficiency and ineffectiveness (Schein, 1995). The nurses at this point must be trained on the requirement as well as the benefits of the new policy to them, the patients and the hospital. In addition, there is a need for the leaders to lead by example through embracing the changes. Rules and regulation needs to be set showing the penalty and reward for not following rules and following rules (Huber, 2006). The hospital had some cultures, which were very familiar and actually were habitual for the nurses and so there is a need for the nurses to be helped out of the old culture. This is the stage whereby the leaders should be seen practicing the new methods that are required to be used as far as the policy is concerned. The leaders at this point are also very persuasive to the other nurses by trying to show them the advantages of the policy and need them to embrace the new practices. The hospital should be very vibrant in holding seminars and workshops for the nurses all in the effort of trying to get rid of their old ways in the policy, which led to inefficiency and ineffectiveness. Communication at this particular point is very important in that what is being communicated especially to the subordinate staff is very important as far getting them to influence positively to embrace the policy. At this point, the hospital can introduce reward system for the employees (Julie, 2009). This is because there is a very big relationship between the performance of the organization and its reward system. This will motivate as many as possible to embrace the change. Motivation has been defined as the combination of one’s desires as well as energy, which are all directed in achieving a certain goal. In other words, it is what causes a certain action to be taken. In order to influence people’s motivation then it means to get them to do what you actually want them to do. It should be noted that not all people are motivated by the same things to perform. This is whereby the issue of intrinsic and extrinsic motivation comes in The change phase is embracing change in the mind, feelings as well as through the behaviour. This is whereby the nurse’s actions are seen to change and reflect what the policy entails (Schein, 1995). The nurses are seen trying to behave as per the expectations of the policy. The old practices are stopped as well as the communication also changes. At this point, the nurses are seen positively talking about the changes. The evidence is in the attitude with which the nurses are seen doing their duties. They can be seen being very enthusiastic with what they are doing or rather being sluggish in their duty performance. In addition, the rates at which they work can easily be an evident behaviour of the reception and acceptance of the new change. At this point, they can be asked to write their views about the new policy and what they think. This will enable the management to understand. The individual productivity at work can also be very useful is showing their behaviour, feelings and thoughts as far as the new changes are concerned. Finally, the refreezing phase is whereby the nurses as well as the leaders establish the changes by making them their new habit. The practices of the nurses are found to be up to standard with what the policy entails in all ways (Schein, 1995). This stage is very important because it will ensure the old ways of nursing practices are not resumed. There is harmony, readiness and easy with which the nurses respond and execute their duties as per the changes brought about by the new policy. The relationship of the subordinate staff and the managers at this point is very important in showing the impact of change (Marquis and Huston, 2008). This is because if the employees accepts the changes willing and are ready to work then it means that their relationship with the managers will be very good unlike when they have not accepted. This is because they will be blaming the managing for bringing about unnecessarily changes, which will eventually interfere with their relationship with their managers. There a sense of responsibility at this particular stage because each employee is trying to do what is expected of him or her. In addition, they are seen to trying to find solutions for any problem or challenge that may arise due to the implementation of the policy. The patients are also very comfortable withy the changes that have been brought in the way the organization are functioning. This phase is also dominated by so many meetings which ensure that there is freedom of expression for the nurses to be able to give their views on the areas they think should be improved as far as the implementation of the policy is concerned (Chandler, 1962). The communication at this point is vertical and horizontal, vertical because the management is confident that the employees or the nurses can share knowledge with each other for the purposes of improving their performances (Allen, 2002). Also at this point, both the leaders and the subordinate staff are actively seen to participate in the change, which means that the leaders are leading, by example and the nurses are emulating from them the right things. This stage ensures that the behaviour, practices, thoughts and attitudes associated with the old policy are gotten rid of. Change participant role and responsibilities of the nurses Change cannot be effective unless there is full participation by the leaders as well as the subordinate staff. This is because it is the responsibility and roles of the nursing leaders to be actively involved in the process of shaping future of the nursing practice as well as health care. This will be done by the help of knowledge-derived form the present and the past. It is the responsibility of the nursing leaders to acquire leadership styles and skills, which are up to date with reference to the new policy (Hill & Jones, 2007). It is also the responsibilities of the nurses as leaders in their profession to use all the knowledge they had acquired through their practices following the old policy to overcome any challenges that they may experience with the new policy. They are also expected to encourage and inspire the new registered nurses who are joining them in the hospital since the policy is a different one in that particular hospital. They are expected to apply all of their knowledge as leaders in the process of making decision. The leader especially them that are involved in the process of changing the policy should be very active in trying to let the other nurses understand the importance of the changes to them, the institutions as well as the patients. This means that they are not supposed to force them or rather manipulate them into doing what is required of them by the new policy. Since the nurses are expected to lead, manage and at the same time follow, then it is their responsibility to acquire some personal attributes like self awareness, management of their own emotions, self motivation, being very empathetic and being in apposition to handle relationships (Chandler, 1962). All of the above attributes enables them to be able to handle all the situations synergistically due to their great capacity credibility. Another very grate responsibility of the nurses is to be able to see the big picture in the sense that they should be able to think through all the challenges and come up with the solution (Allen, 2002). An example is the fact that due to the efficiency of the policy, it is expected that many people will be crowded in the hospital to be able to receive the quality health care. This is a big challenge and so the nurses must be ready with solutions to cater for the challenge. Evaluating change the hospital’s Gastroenteritis changed Policy Any change that has been introduced must be very well evaluated and monitored to ensure the intended goals and objectives are met. Monitoring means to have a closer and considerate scrutiny of the organization with reference to a particular project or area of interest. While evaluation, means to review the outcomes of a project to see the success of the project. The success of the policy that has been introduced in the hospital after revision can only be proved by having strategies of evaluating the results (Chandler, 1962). The following are the three strategies that could be used to monitor as well as evaluate the outcome. The hospital can collect information as a way of getting feedback in the form of interviews and questionnaire filling (Allen, 2002). This is whereby the patients who are being attended to are requested to fill up some questionnaire written down for the purpose of the hospital trying to find out if they are contented with the services that are being offered to them after change. In addition, they can help the management to get to know the area in which they should make some changes. This method will also enable the organization to know if they are meeting the target as far as their goals and objectives are concerned (Tappen, 1995). The hospital can review the number of attendance and the profitability of the hospital since the time the project became functional. This can be done in the record books whereby the number of attendance on daily basis is checked (Marquis and Huston, 2008). In addition, it will help the management to know the number of people who are attending the hospital for their services every day since the implementation of the new policy. It will also help the management to understand if the patients return for services after the first time in case they are ill again. This strategy can be very useful to evaluate the quality of services. The other strategy is getting to evaluate the reactions of the employees in the hospital who have just been introduced to the new policy (Mintzberg, 1979). The new policy demanded complete and partial change in the way some things were done initially. By getting to learn how well the nurses have adapted to the changes, then the organization can easily get to know the extent to which the policy has worked. It will also help the organization to improve on any gap that may be there when introducing the change to them. Conclusion Change is inevitable but it is very important as far as the progress of any organization is concerned. However, the process of introducing the change should be greatly taken into consideration to ensure the goals and objectives intended by the change are met. It should be noted that the leaders should be in the forefront in participating as far as embracing the change is concerned. This is because Change cannot be effective unless there is full participation by the leaders as well as the subordinate staff. Strategies to evaluate and monitor the newly introduced policy are very important to ensure the changes brought about by the policy are meeting the goals and objectives intended. This means that strategies must be put in place as well as an evaluating committee, which will carry out the activity. Reference Allen, D. 2002. The Changing Shape of Nursing Practice: The Role of Nurses in the Hospital Division of Labour. London: Routledge. Chandler, A. 1962. Management theory and practice. London: Thomson. Hill, C. & Jones, G. 2007. Strategic Management: An Integrated Approach, 8th Ed. California: Cengage Learning. Huber, D. 2006. Leadership and nursing care management, 3rd Ed. London: Elsevier Health Sciences. Julie, M. 2009. Hospital. Oxford: Oxford University Press. Marquis, B., and Huston, C. 2008. Leadership Roles and Management Functions in Nursing: Theory and Application, 6th Ed. London: Lippincott Williams & Wilkins. Mintzberg, H. 1979. The Structuring of Organizations- Englewood Cliffs. New York: Prentice Hall Publishers. Schein, E.H. 1995. Kurt Lewin’s Change Theory in the Field and in the Classroom: Notes toward a model of managed learning. Working Paper 3821. Available from: (pdf) https://dspace.mit.edu/ bitstream/1721.1 /2576/1/swp-3821-32871445.pdf. Tappen, M. 1995. Nursing leadership and management: concepts and practice. Philadelphia: F.A. Davis Read More