power point on incivility in nursing propsed change for uniy policy
PROPOSED PLAN AFFECTING THE STAFF (EMPLOYEES’ INTENDED CHANGES)
The following plan is a Staff Management schedule proposal in line with targeted sectoral changes as a proposal for improving the working condition for all staff involved. The program aims to put in place a smooth, teamwork and efficient workers management body, one transparent and accountable in its work, employee-oriented and bidding to the regulation labour acts
To achieve the above and in line with the organization’s mission and vision, the proposal puts forth to change and bring in line the deliverable:
This proposal plan works as a complement to the already existing plan for the entire organizational management. However, this in particularly only targets the staff as the correspondence and targeted group. Nonetheless, it is set to the better condition of the staff.
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AREAS TARGETED FOR CHANGE
1. Enhance trust and confidence among all employees
2. Improve on staff engagements on issues about their work.
3. Improve on staff working condition and Harmonize and rationalize structures and roles
Also considering that the nursing fraternity is made up of individual and pertinent nurses’ engagement to deliver to the patients, their morale and productivity stands as the central interest. Therefore, by making these recommendations to promote their productivity, the services recipients would be wholly attended to.
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Moreover, the plan makes a recommendation to the Human Resource office and management for implementation. As representation staff body, we believe that realization and implementation of these recommendations under the plan would only boost the morale of workers but also improve their productivity thereby increasing output and profitability of the organization.
Encouraging and developing an attitude of the nursing staff where they don’t quickly judge and conclude about intentions and the motives their colleagues, employers or patients and their families.
Encourage an environment that promotes solution orientation to problems while discouraging finger pointing among the nursing staff.
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RECOMMENDATIONS 1. Developing Trust and Confidence
The staffing office in charge will remain treasured in any discussion on behalf of the whole staffing body including senior managers and other senior staff.
All departmental heads will continue to be accessible to all members at their discrete and on need but are requested to make good use of team leaders.
The human resource office is advice to develop a comprehensive internal communication channel with all staff members at all times, and the staff is also admonished to take advantage of the communication channel to be initiated.
This change plan targets creating a more staff fraternal organization, one culture at promoting the better working condition culture by fostering trust and confidence in workers. The plan considers that a certain worker entrusted with managerial or production responsibilities would perform better than a staff denied all these. Every of the recommendations above hence stands to prove the reliability of their position as workers
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The internal communication channel aims developing communication which will be informing, engaging and motivating staff
There will also be a consistent follow-up of employees’ performance to help in reward selection.
The change management team will also form an active support and guidance in the implementation of the recommendations with an insight of continuous change and innovation mostly targeting increased performance.
Every departmental head should be charged with the task of taking a lead in ensuring that the recommendations are implemented.
However, the plan also intends to retain the existing chain of command for the sake of smoothing transition during the changes.
Encouragement of individual nurses to do self-evaluation to determine if their conduct is civil or uncivil.
An overview of the entire nursing staff and their relationship with each other to see if they treat and engage with each other in a civil or uncivil manner.
2. Engaging Staff
All senior managers will adhere to the Flexible Work Arrangements as desired by the plan.
There would be a comprehensive policy which will take into account the main areas of interest such as job security, allowances, and informational mobility.
Moreover, the Human Resource Management offices should encourage among employees within the station and if at all there are other decentralized stations, the same human-friendly policies used in the headquarters must apply to them too.
These recommendations aim to create a platform for interaction for all employees in the use of management and their roles. In so doing, it emphasizes on a team work schedule that will have many works collectively. However, has always been in most cases, this does necessitate that all roles will be tackled collectively, but every employee will tackle his/her role but with the spirit of togetherness. Such would ensure a flow of roles from one person to another
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There will also be a regular learning and training of public servants in line with their roles so as to enhance their performance and score changes. All employees including managers and other senior staff members will be subjected to the same level of test scores.
The regular training also comes with a test mode on the performance of the employees. This is an integral component of the entire performance appraisal, beginning the next financial year.
The induction plan for the staff should also be utilized by all senior managers, departments, offices and other segmented leaders within the organization.
The comprehensive mobility policy will take into considering interesting segments to the staff such as job security, an open chain of command, direct link to senior managers in respect departments and overall, and the need to protect or safeguard certain critical institutional knowledge among other issues. It will equally ensure that a better appraisal system and recruitment procedure is put in place to boost the performance of the entire organization.
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Moreover, the plan also intends to reinforce and prioritize middle management and junior staff training across all departments with an aim of eliminating all waits particularly in time and finances.
All the departments will explore modalities of creating a comprehensive departmental monitoring program.
The role of the Human Resource Management must come out very clearly as far as staff’s interest are concerned. These duties must be assigned wisely and precisely to the intended person who are head of the departments such as the staff care centre, Recruitment offices, and many others by concentrating on plans attached to the temporary staff needs.
The training will also be including subjecting the staff to interdisciplinary training where the staff will be trained across all dimensions as a motive of equipping them with adequate knowledge to tackle all responsibilities across the operations in case of shifts or transfer to other departments. This would also help counteract issues to do with employee turnovers due to leaves and pension plans.
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3. Improving Working Methods
These recommendations are made in anticipation of creating transparency and accountability about the organization. These include among others.
Every function within the organization must be tackled and performed in line with the organization mission, vision and employees terms of work.
All duties assigned to employees must be recognized by their terms of labour and every work outside the staff agreement sheet would be considered payable in bonus to the staff involved.
There will be a clear division of labour with no overlapping roles to the staff.
There is a formal consultation for all staff members to enhance their performance.
This plan for change proposal aims to shade more light into the working condition of all staffs by proposing changes that will enhance on the working methods by increasing accountability and transparency.
Other segments of the plan are as planned in the initial stages of the plan. This includes redefining every of the procedures of the proposal to identify those that relate to the staff. As much as these changes are in the interest of the staff, it is much for the performance aim of the organization at large.
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