Change Management and Change Fatigue

Home>Homework Answsers>Nursing homework helpnursinga year ago29.07.20245Report issuefiles (3)Week4.2DQ.docxChapter_015EffectingChange.pptxCH15.docxWeek4.2DQ.docxWeek 4: DQ 4.2Change Management and Change FatigueChange is a given in nursing and healthcare. Yet, sometimes we think there is a real choice to “change or not to change.” Take the self-assessment in Table 15.2, page 339 in our eBook.  Are you receptive to change?What is your personal perception and reaction to “change” (large or small)?  There are very good change theories published and we use them when considering a change within organizations.  Personal change (see video) is often the easiest because it’s a change we can plan for.  Some changes are unplanned – and outcomes can be uncertain in our lives and careers.Nurses, leaders, and managers are constantly managing change.  The planning for a change, implementing the change and then evaluating that change can take months or years.  The steps involved in change can be numerous and include more than one department in a hospital.  Sometimes, you are told that what the change is, given a policy, and expected to implement it immediately.  A new IV pump, a new method of scheduling, new products for patient care, etc.  Immediate change that you were not involved in making and need the training to understand and implement the change.  How do you handle change?  Are you flexible and adaptable?  Or, are you resistant and rigid?Please watch this video:https://www.youtube.com/watch?v=urntcMUJR9MLinks to an external site.Minimize VideoHemerling, J. (2016, November). 5 ways to lead in an era of constant change. TEDApproved Resources to Use in Writing Discussion Posts:·The course textbook,·any published peer-reviewed full-text article from the CINAHL databaseFor your initial post, complete the following:·After reading Chapter 15: Effecting Change Large & Smallin your text, research one of the three theories for planned change presented in the chapter.· Describe the theory, the change process, and apply it to one real-life situation you’ve had at work.  How could the theory be used to change the outcome?  How could using the model ease change fatigue? How can using a model in practice help staff adjust to change?· Prepare a minimum of a 200-word response using the instructions and the scoring rubric. Write in your own words (No Direct Quotations).  APA Format is required for writing in-text citations and references.Pg 339 Self assessmentimage1.pngimage2.pngChapter_015EffectingChange.pptxChapter 15Effecting Change, Large, and Small1Learning OutcomesExamine the steps in the strategic planning process.Examine the use of select functions, principles, andstrategies for initiating and managing change.Explore the various methods for sustaining change.2IntroductionStrategic planPlanned changeUnplanned changeStrategic planning processChange processChange leadersChange agents3Strategic PlanningDesigned to encompass the organization’s mission, vision, and valuesWritten plan of action that anticipates the future to adapt and surviveA process used for realistic examination to facilitate change4Phase 1: Conduct an Environmental ScanExternal EnvironmentAssesses the impact of opportunities and threats within the environmentExamples: economic and demographic factorsInternal EnvironmentReviews effectiveness of an organizationExamples: structure, size, human resourcesOrganizational Environment55Phase 2: Strategic Vision and Mission are Established and Revised as AppropriateMission StatementReflects the purpose and direction of the healthcare agency or a department in itGoalsInvolves the process of developing, negotiating, and formalizing the targets or objectives of an organizationObjectivesInvolves the ability to write clear and concise objectives66Phase 3: Strategic Development Whereby Strategies are Developed and a Plan is WrittenDetailed plan of actionShort- and long-term objectivesFormulation of department objectivesAllocation of resourcesPreparation of budgets77Phase 4: Implement StrategyOpen communication with staffFormulation of revised policies and proceduresFormulation of area and individual objectives88Phase 5: Evaluate the StrategyReview of strategic plan to determine whether the goals, objectives, and activities are on target99Reasons for Strategic PlanningThe strategic planning process leads to goal achievement, gives meaning to work life, and provides direction and improvement for operational activities of the organization (George, Walker, & Monster, 2019).10The Nature of ChangeInevitable that change will occur either on a personal or organizational level.All change can be scary and generate fearSome individuals embrace change more readily while others may be resistant to change (Miake-Lye et al., 2020).11The Change ProcessPlanned ChangePreparation (unfreezing)Reality (moving)Hardwired and sustained (refreezing)Unplanned ChangeComplexity theory12People and ChangeChange agents need to understand that the potential response/reaction to the change process by individuals/groups may vary across the continuum from full rejection to complete acceptance (Nilsen et al., 2020).13Context and ChangeChange Support StrategiesPromote acceptance of the change by viewing the change as a positive experience.Develop skills essential for supporting the change.Reduce negative influences and behaviors in the group experiencing the change.Mobilize positive peer support for the change.Create financial incentives that reward change agents.Make structure and process modifications to support the change initiative.14ConclusionNurses instrumental in development of a strategic planNursing leaders accountable for setting goals and engaging nurses in activitiesStrategic plan is deemed successful when demonstrated intentional improvement outcomes is evident1515image1.pngCH15.docxThis file is too large to display.View in new windowCH15.docxThis file is too large to display.View in new windowWeek4.2DQ.docxWeek 4: DQ 4.2Change Management and Change FatigueChange is a given in nursing and healthcare. Yet, sometimes we think there is a real choice to “change or not to change.” Take the self-assessment in Table 15.2, page 339 in our eBook.  Are you receptive to change?What is your personal perception and reaction to “change” (large or small)?  There are very good change theories published and we use them when considering a change within organizations.  Personal change (see video) is often the easiest because it’s a change we can plan for.  Some changes are unplanned – and outcomes can be uncertain in our lives and careers.Nurses, leaders, and managers are constantly managing change.  The planning for a change, implementing the change and then evaluating that change can take months or years.  The steps involved in change can be numerous and include more than one department in a hospital.  Sometimes, you are told that what the change is, given a policy, and expected to implement it immediately.  A new IV pump, a new method of scheduling, new products for patient care, etc.  Immediate change that you were not involved in making and need the training to understand and implement the change.  How do you handle change?  Are you flexible and adaptable?  Or, are you resistant and rigid?Please watch this video:https://www.youtube.com/watch?v=urntcMUJR9MLinks to an external site.Minimize VideoHemerling, J. (2016, November). 5 ways to lead in an era of constant change. TEDApproved Resources to Use in Writing Discussion Posts:·The course textbook,·any published peer-reviewed full-text article from the CINAHL databaseFor your initial post, complete the following:·After reading Chapter 15: Effecting Change Large & Smallin your text, research one of the three theories for planned change presented in the chapter.· Describe the theory, the change process, and apply it to one real-life situation you’ve had at work.  How could the theory be used to change the outcome?  How could using the model ease change fatigue? How can using a model in practice help staff adjust to change?· Prepare a minimum of a 200-word response using the instructions and the scoring rubric. Write in your own words (No Direct Quotations).  APA Format is required for writing in-text citations and references.Pg 339 Self assessmentimage1.pngimage2.pngChapter_015EffectingChange.pptxChapter 15Effecting Change, Large, and Small1Learning OutcomesExamine the steps in the strategic planning process.Examine the use of select functions, principles, andstrategies for initiating and managing change.Explore the various methods for sustaining change.2IntroductionStrategic planPlanned changeUnplanned changeStrategic planning processChange processChange leadersChange agents3Strategic PlanningDesigned to encompass the organization’s mission, vision, and valuesWritten plan of action that anticipates the future to adapt and surviveA process used for realistic examination to facilitate change4Phase 1: Conduct an Environmental ScanExternal EnvironmentAssesses the impact of opportunities and threats within the environmentExamples: economic and demographic factorsInternal EnvironmentReviews effectiveness of an organizationExamples: structure, size, human resourcesOrganizational Environment55Phase 2: Strategic Vision and Mission are Established and Revised as AppropriateMission StatementReflects the purpose and direction of the healthcare agency or a department in itGoalsInvolves the process of developing, negotiating, and formalizing the targets or objectives of an organizationObjectivesInvolves the ability to write clear and concise objectives66Phase 3: Strategic Development Whereby Strategies are Developed and a Plan is WrittenDetailed plan of actionShort- and long-term objectivesFormulation of department objectivesAllocation of resourcesPreparation of budgets77Phase 4: Implement StrategyOpen communication with staffFormulation of revised policies and proceduresFormulation of area and individual objectives88Phase 5: Evaluate the StrategyReview of strategic plan to determine whether the goals, objectives, and activities are on target99Reasons for Strategic PlanningThe strategic planning process leads to goal achievement, gives meaning to work life, and provides direction and improvement for operational activities of the organization (George, Walker, & Monster, 2019).10The Nature of ChangeInevitable that change will occur either on a personal or organizational level.All change can be scary and generate fearSome individuals embrace change more readily while others may be resistant to change (Miake-Lye et al., 2020).11The Change ProcessPlanned ChangePreparation (unfreezing)Reality (moving)Hardwired and sustained (refreezing)Unplanned ChangeComplexity theory12People and ChangeChange agents need to understand that the potential response/reaction to the change process by individuals/groups may vary across the continuum from full rejection to complete acceptance (Nilsen et al., 2020).13Context and ChangeChange Support StrategiesPromote acceptance of the change by viewing the change as a positive experience.Develop skills essential for supporting the change.Reduce negative influences and behaviors in the group experiencing the change.Mobilize positive peer support for the change.Create financial incentives that reward change agents.Make structure and process modifications to support the change initiative.14ConclusionNurses instrumental in development of a strategic planNursing leaders accountable for setting goals and engaging nurses in activitiesStrategic plan is deemed successful when demonstrated intentional improvement outcomes is evident1515image1.pngCH15.docxThis file is too large to display.View in new windowWeek4.2DQ.docxWeek 4: DQ 4.2Change Management and Change FatigueChange is a given in nursing and healthcare. Yet, sometimes we think there is a real choice to “change or not to change.” Take the self-assessment in Table 15.2, page 339 in our eBook.  Are you receptive to change?What is your personal perception and reaction to “change” (large or small)?  There are very good change theories published and we use them when considering a change within organizations.  Personal change (see video) is often the easiest because it’s a change we can plan for.  Some changes are unplanned – and outcomes can be uncertain in our lives and careers.Nurses, leaders, and managers are constantly managing change.  The planning for a change, implementing the change and then evaluating that change can take months or years.  The steps involved in change can be numerous and include more than one department in a hospital.  Sometimes, you are told that what the change is, given a policy, and expected to implement it immediately.  A new IV pump, a new method of scheduling, new products for patient care, etc.  Immediate change that you were not involved in making and need the training to understand and implement the change.  How do you handle change?  Are you flexible and adaptable?  Or, are you resistant and rigid?Please watch this video:https://www.youtube.com/watch?v=urntcMUJR9MLinks to an external site.Minimize VideoHemerling, J. (2016, November). 5 ways to lead in an era of constant change. TEDApproved Resources to Use in Writing Discussion Posts:·The course textbook,·any published peer-reviewed full-text article from the CINAHL databaseFor your initial post, complete the following:·After reading Chapter 15: Effecting Change Large & Smallin your text, research one of the three theories for planned change presented in the chapter.· Describe the theory, the change process, and apply it to one real-life situation you’ve had at work.  How could the theory be used to change the outcome?  How could using the model ease change fatigue? How can using a model in practice help staff adjust to change?· Prepare a minimum of a 200-word response using the instructions and the scoring rubric. Write in your own words (No Direct Quotations).  APA Format is required for writing in-text citations and references.Pg 339 Self assessmentimage1.pngimage2.pngChapter_015EffectingChange.pptxChapter 15Effecting Change, Large, and Small1Learning OutcomesExamine the steps in the strategic planning process.Examine the use of select functions, principles, andstrategies for initiating and managing change.Explore the various methods for sustaining change.2IntroductionStrategic planPlanned changeUnplanned changeStrategic planning processChange processChange leadersChange agents3Strategic PlanningDesigned to encompass the organization’s mission, vision, and valuesWritten plan of action that anticipates the future to adapt and surviveA process used for realistic examination to facilitate change4Phase 1: Conduct an Environmental ScanExternal EnvironmentAssesses the impact of opportunities and threats within the environmentExamples: economic and demographic factorsInternal EnvironmentReviews effectiveness of an organizationExamples: structure, size, human resourcesOrganizational Environment55Phase 2: Strategic Vision and Mission are Established and Revised as AppropriateMission StatementReflects the purpose and direction of the healthcare agency or a department in itGoalsInvolves the process of developing, negotiating, and formalizing the targets or objectives of an organizationObjectivesInvolves the ability to write clear and concise objectives66Phase 3: Strategic Development Whereby Strategies are Developed and a Plan is WrittenDetailed plan of actionShort- and long-term objectivesFormulation of department objectivesAllocation of resourcesPreparation of budgets77Phase 4: Implement StrategyOpen communication with staffFormulation of revised policies and proceduresFormulation of area and individual objectives88Phase 5: Evaluate the StrategyReview of strategic plan to determine whether the goals, objectives, and activities are on target99Reasons for Strategic PlanningThe strategic planning process leads to goal achievement, gives meaning to work life, and provides direction and improvement for operational activities of the organization (George, Walker, & Monster, 2019).10The Nature of ChangeInevitable that change will occur either on a personal or organizational level.All change can be scary and generate fearSome individuals embrace change more readily while others may be resistant to change (Miake-Lye et al., 2020).11The Change ProcessPlanned ChangePreparation (unfreezing)Reality (moving)Hardwired and sustained (refreezing)Unplanned ChangeComplexity theory12People and ChangeChange agents need to understand that the potential response/reaction to the change process by individuals/groups may vary across the continuum from full rejection to complete acceptance (Nilsen et al., 2020).13Context and ChangeChange Support StrategiesPromote acceptance of the change by viewing the change as a positive experience.Develop skills essential for supporting the change.Reduce negative influences and behaviors in the group experiencing the change.Mobilize positive peer support for the change.Create financial incentives that reward change agents.Make structure and process modifications to support the change initiative.14ConclusionNurses instrumental in development of a strategic planNursing leaders accountable for setting goals and engaging nurses in activitiesStrategic plan is deemed successful when demonstrated intentional improvement outcomes is evident1515image1.pngCH15.docxThis file is too large to display.View in new window123Bids(44)Sheryl HoganDr. Sarah Blakefirstclass tutorDr. Freya WalkerPROF_ALISTERDemi_RoseMUSYOKIONES A+Dr CloverDiscount AssigngrA+de plusProWritingGuruColeen AndersonIsabella HarvardBrilliant GeekAshley EllieMadam MichelleAbdullah AnwarPremiumLarry KellyQuality AssignmentsShow All Bidsother Questions(10)Motivation and Performance ManagementBUS475/Assignment 3: Presentation of Assignment 2MHA 616 Week 6 Discussion 2 ( Final Review ) ~ ( Latest Syllabus – Perfect Tutorial – Scored 100% )For Essays GuruP11-29AprogramCommunity Health Homework HelpMSOM Operations Management HomeworksynnPolicy paper

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