WEEK 8 DISCUSSION RESPONSES
Terry Babra,
Overseeing the changes in an organization requires a nurse leader to be knowledgeable and emotionally and psychologically prepared to address employee concerns (Davies, Nutley, & Mannion, 2016). It is essential to involve all team leaders and the top management in facilitating change to ensure successful culture management. I agree with you that emotional intelligence is essential in communicating a vision of shared change. Emotional intelligence enables a leader to be empathetic, realistic, and implement factors that influence a positive change in the work environment and patient health. The approach of instituting change in an organization will affect the receipt of the action directed and implementing the change. We should remember that internal and external stakeholders should be considered as they influence decision-making. The presentation you would prepare should contain the vision, rationales, strategies to achieve the set goals and the role the stakeholders play in the change. In addressing the fear of change, effective communication in your role as an advisor is essential, and you should be honest.
References
Davies, H. T., Nutley, S. M., & Mannion, R. (2016). Organizational culture and quality of health care. BMJ Quality & Safety, 9(2), 111-119. Retrieved from: https://qualitysafety.bmj.com/content/9/2/111.short
Okoh Lilian,
It is correct to say that leaders play a role in generating commitment from those under them by communicating effectively in a way that positively influences their thoughts and willingness to participate. The strategies you employed in communicating the vision of change is effective. People need to be always reminded of what they are working towards and ways of achieving the vision. It is important to consider employee feelings and inputs to achieve the vision of shared change. Effective communication is important in creating an understanding and a conducive work environment where the aim is patient safety, quality care, and enhanced patient outcomes (Scott, Mannion, Davies, & Marshall, 2015). We all fear to fail after making people have confidence and trust in our abilities. We must be prepared to accept the outcomes, but the most important thing is to ensure that we succeed by involving all employees. Once the change has been approved by the employees and their input incorporated, it will foster a sense of accountability and responsibility in implementing the change and its outcomes. Although the journey will be faced with challenges, we should ensure that we emerge victoriously.
References
Scott, T. I. M., Mannion, R., Davies, H. T., & Marshall, M. N. (2015). Implementing culture change in health care: theory and practice. International journal for quality in health care, 15(2), 111-118. https://doi.org/10.1093/intqhc/mzg021
Young Dayleen,
Being honest and straightforward from the beginning with our intentions on the vision of shared change will influence other people’s reactions. The challenge of culture management is the fear of the unknown. The employees should be ready to adapt to the changes; therefore, education, training, and financial support should be provided to ensure a smooth transition. We should clearly define our goals, express our perspectives, listen attentively, and incorporate ideas from other people’s perspectives to ensure the facilitation of team collaboration (Levy & Zhang, 2017). Integrative thinking is an aspect of leadership that has helped me overcome challenges and also in effective problem-solving and decision-making. After defining the issue and developing different ideas to solve the problem, instead of choosing the best option, integrating both approaches will aid in developing a more effective solution. Procrastination will only delay our success. It is time-wasting and affective goal attainment in our organization.
References
Levy, C-M., & Zhang, L. (2017). How can collective leadership influence the implementation of
change in health care? Chinese Nursing Research. 4: 182-185. doi:
10.1016/j.cnre.2017.10.005
Cordelia Kpaduwa,
Culture management involves all the processes of planning, monitoring, resource allocation, and implementation in ensuring a successful transition. Effective communication skill is one competence of nurse leaders that provides the creation of a conducive work environment, interdisciplinary collaboration and team cooperation, and understanding (Davies, Nutley, & Mannion, 2016). Communicating the vision and goal in a clear, precise, and concise way will foster a clear understanding. Staff motivation is also a way of attaining the best outcomes. When workers are motivated, they feel they are accepted, and their effort appreciated; therefore, they always do their best to be rewarded. The internal and internal stakeholders affect the success of culture change because their input and views are important to the organization’s success. They play a more significant part in organizations’ flow of activities, and with their support, other leaders and employees will not hesitate to implement the developed strategies. I also think using the evidence-based approach in presenting one’s views will be effective in receiving support.
References
Davies, H. T., Nutley, S. M., & Mannion, R. (2016). Organizational culture and quality of health care. BMJ Quality & Safety, 9(2), 111-119. Retrieved from: https://qualitysafety.bmj.com/content/9/2/111.short
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