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Critiquing a Change Effort
As a nurse leader you need to have the skills and knowledge to collaborate and communicate with those who plan for and manage change. This capacity is valuable in any health care setting and for many different types of change. Furthermore it is essential to be able to evaluate a change effort and determine if it is promoting improved outcomes and making a positive difference within the department or unit or for the organization as a whole.
To prepare:
Posta summary of a specific change within an organization and describe the impact of this change on your role and responsibilities. Explain the rationale for the change and whether or not the intended outcomes have been met. Assess the management of the change and propose suggestions for how the process could have been improved.
Marquis B. L. & Huston C. J. (2015).Leadership roles and management functions in nursing: Theory and application(8th ed.). Philadelphia PA: Lippincott Williams & Wilkins.
McAlearney A. Terris D. Hardacre J. Spurgeon P. Brown C. Baumgart A. Nystrm M. (2014). Organizational coherence in health care organizations: Conceptual guidance to facilitate quality improvement and organizational change.Quality Management in Health Care 23(4) 254267 doi: 10.1097/QMH.0b013e31828bc37d
An international group of investigators explored the issues of organizational culture and Quality Improvement (QI) in different health care contexts and settings. The aim of the research was to examine if a core set of organizational cultural attributes are associated with successful QI systems.
Mitchell G. (2013). Selecting the best theory to implement planned change.Nursing Management – UK20(1) 3237. doi: 10.7748/nm2013.04.20.1.32.e1013
Retrieved from the Walden Library databases.
Shirey M. R. (2013). Lewin’s Theory of Planned Change as a strategic resource.The Journal of Nursing Administration43(2) 6972. doi:10.1097/NNA.0b013e31827f20a9
Retrieved from the Walden Library databases.
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