514 Topic 3: Organizational Change Theories and Strategies Discussion 1
514 Topic 3: Organizational Change Theories and Strategies Discussion 1: Describe an organizational change model that can be used in a dynamic health care environment. Based on this model…
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514 Topic 3: Organizational Change Theories and Strategies Discussion 1
Objectives:
- Discuss the advanced registered nurse’s role as change agent within the interprofessional health care environment.
- Analyze factors driving organizational change within health care organizations.
- Evaluate change theories and collaborative models for promoting change.
- Evaluate the ethical, social, legal, economic, and political implications of practice change.
Assessment
Topic 3 DQ 1
Assessment Description
Describe an organizational change model that can be used in a dynamic health care environment. Based on this model, how is organizational change is managed? What role do stakeholders play during organizational change?
Solution
Advanced Registered Nurses have a primary role in navigating the need for change and determining the most effective steps to improve organizational performance and overall patient care delivery. Change management models are applied in healthcare organizations to achieve sustainable and transformational change (Ballantyne, 2018). They are essential in providing guidelines on the most effective way of planning and successfully implementing change in an organization.
One of the most effective models that can be implemented in nursing is Kotter’s change management model. It of often referred to as a middle-range theory as it can describe and predict the overall change process (Mørk et al., 2018). Its primary goal is to help nursing leaders to motivate staff and transform the organizational culture which drives change.
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This model also improves the chances of success as it actively engages all stakeholders, ensuring they accept the change. Nonetheless, Kotter’s change management theory is characterized by several key concepts: strategy, vision, organizational culture, urgency, motivation, and short-term wins (Mørk et al., 2018). While these concepts are closely interrelated, they lead to more positive impacts on the overall change process.
Moreover, this model’s success relies on the ability of the nurse leader to influence employees on the need for change and empower them to act on the vision accordingly to attain positive results. In this regard, stakeholders have a critical role in driving organizational change.
Nurse leaders create a vision and strategy that can help achieve the change intended. They form a powerful coalition to work as a team to bring the organization’s vision to life. These leaders then communicate the vision to other stakeholders persuasively, gaining the attention of other employees on the need for change (Mørk et al., 2018). By creating short-term wins, rewarding the effort put in by different members motivates stakeholders to drive change and incorporate the change made in the organization’s culture, improving performance.
References
- Ballantyne, H. (2018). An introduction to change management theory for veterinary nurses: Part two. Veterinary Nursing Journal, 33(12), 332-335. https://doi.org/10.1080/17415349.2018.1523697
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- Mørk, A., Krupp, A., Hankwitz, J., & Malec, A. (2018). Using Kotter’s change framework to implement and sustain multiple complementary ICU initiatives. Journal of Nursing Care Quality, 33(1), 38-45. https://doi.org/10.1097/ncq.0000000000000263
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