Responses to- How have you seen or experienced organizational change within an organization?

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

Re: Topic 3 DQ 1

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

I experienced organizational change as a new grad. The hospital I worked at typically hired new nurses; the year I joined was their first time implementing a new graduate nurse residency program. The program was through Vizient and is utilized at many other healthcare organizations. Vizient’s program is one year long, uses an evidence-based curriculum, and includes an EBP project (Vizient Inc., n.d.). The program could be helpful as a new nurse, but the transition was a bit messy as this organization was not experienced with new graduate residencies.

;It was a learning experience for the organization but unfortunate for the new grads. We faced instructor turnover, nurses signing others into class when the others were never physically present and were quite unwelcomed by seasoned nurses in the ICU. I do not feel that the residency benefited me, and it was extra stress on top of my daily duties as a new ICU nurse.

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Responses to How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models? 

As cited by DeNisco & Barker (2016), “Kotter (2012) suggested that more than 70% of all major change initiatives in organizations fail because managers do not see the change holistically and follow it through” (p.110). Our hospital contained three large ICUs with about 90 ICU beds. Thirty new grads were hired into the ICU, and we all began working simultaneously. I believe the nurse residency program fell through as leaders were not prepared to handle and adequately support the onboarding of so many new graduates at once. We did complete the program, but I wouldn’t say it was successful.

I believe my situation is an example of linear change, which has a cause-and-effect outlook (Porter & Malloch, 2018). The hospital needed more ICU nurses, implemented a new grad residency to assist with hiring in this area, and anticipated to produce vital ICU nurses. However, this was not the case. Ten of the ICU new grads left within the first year, and less than half remain at this hospital two years later. It was a challenging experience that hopefully taught the organization and its stakeholders a lot about the retention of new nurses.

References:

Denisco, S. M., & Barker, A. M. (2016). Advanced practice nursing: Essential knowledge for the profession (3rd ed.). Burlington, MA: Jones & Bartlett Learning.

Porter-O Grady, T., & Malloch, K. (2018). Leadership in nursing practice: Changing the landscape of health care (3rd ed.). Burlington, MA: Jones & Bartlett Learning.

Vizient Inc. (n.d.). Vizient/AACN nurse residency program. https://www.vizientinc.com/our-solutions/clinical-solutions/vizient-aacn-nurse-residency-program

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

RESPOND HERE (150 WORDS, 2 REFERENCES)

This is insightful Melissa, all major change initiatives in organizations fail because managers do not see the change holistically and follow it through. Every change process requires careful planning and the involvement of different stakeholders. Implementing a new graduate nurse residency program has been successful for organizations that consider adequate planning and effective approaches. However, the program has failed in some organizations that lack effective implementation models. Successful implementation of the new graduate nurse residency program needs consideration of effective models from other institutions (Asber, 2019).

When a healthcare institution is planning for the change process, there is always the need to consider the resources available as well as the expertise from the relevant fields (Bokhour et al., 2018). In the case of implementing a graduate nurse residency program, the institution should consider experienced research professionals who are able to analyze different processes. Additionally, when the administration proposes a change idea, educational experience and data should be utilized to demonstrate why the change is necessary.

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

References

Asber, S. R. (2019). Retention outcomes of new graduate nurse residency programs: An integrative review. JONA: The Journal of Nursing Administration, 49(9), 430-435. 10.1097/NNA.0000000000000780

Bokhour, B. G., Fix, G. M., Mueller, N. M., Barker, A. M., Lavela, S. L., Hill, J. N., … & Lukas, C. V. (2018). How can healthcare organizations implement patient-centered care? Examining a large-scale cultural transformation. BMC health services research, 18(1), 1-11. https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-018-2949-5

How have you seen or experienced organizational change within an organization? Did it go well or not? Was there any correlation in how the organizations used stakeholders or change models?

Re: Topic 3 DQ 1

A change within an organization can be successful or unsuccessful, depends on the approach and structure. Changes undertaken without a supporting rationale for improvement should be seriously questioned before implementation (Weberg, D., Porter- O’Grady, T., Mangold, K., Malloch, K, 2018).  Staff should also be included in a discussion about change and how it will affect everyone in the facility. When there is not common consensus and rationale for change among the key stakeholders, the work of change can be resisted through avoidance, benign tolerance, or lack of attention (Weberg, D. et al., 2018).  Overall, when making changes in an organization, all personnel and staff should come together as a team and discuss the possible outcomes towards success.

Yes, I have experienced organizational change with an organization recently.  I’m currently working in a long-term care facility. A couple of months ago, in January of this year, my administrator came up with the idea to change smoking times for a couple of weeks to where residents will have shorter smoking time and more smoking breaks.  Well, the new smoking policy was initiated a year ago, they have one central area to smoke, supervised by staff. Residents and staff were comfortable with this and made a daily routine.

When the new schedule came into effect, the residents have staff furious and upset.  In a way, I did not blame them because the administrator should have had a meeting with residents and asked them how they feel about the change. Once something was agreed on, call a meeting with all staff and inform them of the new change for a couple of weeks for trial-and-error. Also, he should consider staff issues and concerns about the change as well.  Poorly understood and communicated change processes only serve to start the rumor mill and disfranchise potential innovation adopters (Weberg, D. et al., 2018).

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Reference:

Weberg, D., Porter-O’Grady, T., Mangold, K., Malloch, K. (2018). Leadership in Nursing Practice: Changing the Landscape of HealthCare. Retrieved on May 14, 2020, from https://www.gcu.media.com/digital-resources/jones-and-bartlett/2018/leadership-in-nursing-practice_changingthe-landscape-of-healthcare_3e.php

Re: Topic 3 DQ 1

Growing up, my parents taught me that the only permanent in this world is change and no one can escape change and the only time we can escape it is when we die. Times change. Things change. People change. No matter how we are accustomed to things and situation, there is always a time that we needed change for a fresh start or for the betterment of an organization. Change can make an organization successful or be a cause of its downfall. But before making a decision to change, leaders of the organization needed to be transparent about the impending change and should involve staff before implementing change. Implementing change can spark new ideas and practices that can lead to the optimization of excellence, thus making the organization more efficient and effective (Weberg, D., Porter- O’Grady, T., Mangold, K., Malloch, K, 2018).

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

Two years ago, the hospital where I was working decided to change nurses’ patient ratio. From one nurse with four patients, making it one nurse with five or six patients with the promise of having two nursing assistants in a 16-bed capacity med-surg unit. Upon reading the memo, a lot of us raised our eyebrows but there is nothing much that we can do about it but adapt to this change and so we did. At first, they did what was promised.

We had three nurses with five to six patients each and two nursing assistants but as time goes by, we were starting to work with 3 nurses and one nursing assistant and sometimes with none and not taking consideration the acuity of the patients that we have. This change made the nurses to experience burnout leading to frequent call ins that made it worst since it will make us shorthanded. Others already had enough since they were not doing what we were promised, a lot of the nurses left and chose another institution that can provide them more resources.

As what I have said, change is inevitable and can lead to the success or the failure of the organization. But before doing any change, higher management should involve their staff and hear them out as well before implementing changes because how can an organization thrive if they have no more staff wanting to work with them?

Responses to- How have you seen or experienced organizational change within an organization? Was there any correlation in how the organizations used stakeholders or change models?

Reference:

Weberg, D., Porter-O’Grady, T., Mangold, K., Malloch, K. (2018). Leadership in Nursing Practice: Changing the Landscape of HealthCare. Jones and Bartlett Learing, LLC.