Introduction
It’s regarded that in order to promote efficient management of any given institution; the best approach will be to come up with ways of managing organizational change and performance, through the role of effective leadership skills in delivering successful change management. It’s through the concepts of effective leadership where all the individuals in the institution or organization will be mentored towards such change development. The concept of change generally entails innovation, which involves the basic idea of introducing something new into the organization. Change management concepts involve processes that entail managing transformational changes in an organization, which tends to have an effect on the performance, way of life and structure of the company (Kotter 23). Therefore, this essay answers a set of question as appearing in page 196 of the book, “Organizational communication: approaches and processes”, by Katherine Miller.
Leading Nurses through Hospital Change
Just like other organization, the nursing department at University Hospital regards change as something that can be effective for any individual or at the same time very detrimental. Change brings new values and conditions which might not have been experienced below. However, there are several factors that shall make change something very difficult for the greatest number of individuals. Generally, the main factor which has been known to make change hard for people is due to uncertainty. The hospital exemplifies ways that organization often react to planned organizational change by making decisions and dictating to their employees and other stakeholders the plans for a new course of action. The change instituted at the university Hospital differs from traditional patterns in that it has no defined jobs description for nurses and that the channel of communication is not coordinated, for instance the management only informed the nurses of their plan for a care coordinator. Another thing is that the care coordinators have been mandated to create their own position’s roles (Katherine 195).
If I was taking the role of care coordinator role at the University Hospital, the kind of information I would want to have relates to the complete and detailed structure of the entire hospital authority in order to establish the chain of command, all contact information of the medical staff including al administrators, physicians, nurses and support staff, and other stakeholders such as insurance companies, nursing regulatory boards, and other requisite government agencies (Kotter 39). I would also want to have the acknowledgement of all the staff and the management that they do support the establishment of a care coordinator position, and a large number of patients I will be in charge of in terms of admission al through to discharge. I really like the idea of an unstructured role that I can develop myself because it eliminates wasteful processes and establishes a more effective and well organized position. The main advantages of this kind of organizational ambiguity is that identification of a competent candidate will assists the hospital in achieving its goals and objectives (Katherine 196) .Another thing is that the hospital will be in position to reduce wasteful processes and become more effective in terms of healthcare and service delivery. Its main disadvantage is that a nurse may not have the skills required for a manager or administrator ,another thing is that the hospital management delegates vast powers to the care coordinator in terms of decision making ,and if not well competent this would create more problems.
In respect to this change mechanism, I would choose to lead this department through the change they are experiencing by first conducting meetings with the most competent nurses in order to establish the working procedures and identify through interviews the best nurse to be the head of care coordinator. I would also take notes of all good ideas as established by the nurses and then communicate the new directives to all hospital staff and the management. Finally I would assist the chosen head care coordinator to implement the new policies that come with the position established (Katherine 196) .Based on qualification and experience, I would rather have Hannah instead of Jen in the leadership position because Hannah exhibit more experience, posses high and effective communication skills, tends to know all the “in’s and out’s” of the hospital, and previously she has proven she can be reliable leader. Despite Jen and Hannah exhibiting different skills in terms of leadership, skills, and experience, both can work together to make the change process successful by working together with developing ideas ,since they posses different personalities they can create a winning team that explains elements of the new position to the hospital staff (Kotter 87).
Conclusion
This change, which promises better future to the people, will be the best approach if all threats with change can be lessened. What kind of change one undertakes, change is usually seen as a kind of rest always. Successful change programs necessitates motivating workers , setting goals and objectives and establishing resources necessary to achieve those goals and objectives
Works Cited
Katherine, Miller. Organizational communication: approaches and processes. New York:
Cengage Learning. 2008. pg 195 - 196. Print.
Kotter, John. .Leading Change. New York: New Press.2002. Print.
