The assignment would be reflective essay where I would be reflecting my experience as a nurse leader in my previous organization where I had to guide my employees through a planned change. This assignment would be highlighting the effectiveness of the strategies that I had taken and the appropriate step that I should have taken for successful implementation of the change management.
During the time of working in my previous organization, I was provided the role of the nurse leader. I had to lead a team of nurses comprising of both junior and senior nurses and manage them in ways by which they can maintain the smooth flow of the work and accordingly reach the organizational goals. During that time, the higher authority decided to introduce modern technologies in the system.
Starting from implementation of electronic health record to different technologies helping in easy diagnosis, faster results and many others were introduced in the system. When it was conveyed within the system and accordingly communicated that professionals need to utilize them from that time onward in their daily practice, the professionals were seen to be highly disappointed. Initially they did not comment anything but they did not follow the new policies and continued to work their own ways. Later when they were confronted and they asked to follow the policies of using technologies to complete their work, some of them openly revolted, whereas some of them dropped their resignation. They were not being complaint with the policies and therefore the authority relied on me to handle the situation effectively.
Throughout the entire situation, I was not being able to understand the main reasons, which were leading to such dissatisfaction among the employees. I got very upset when some of the members came to me and clearly stated that they would not cooperate with me in the changes. The entire situation was gradually becoming frustrating and i could not understand what steps I need to take to ensure harmony among the team and smooth workflow. I was being tensed and stressed over the situation as resignation letters were continued to be dropping. I finally decide that confusion and frustration would not help me manage the situation. I, therefore, decided to undertake thorough researches and accordingly develop ideas by which I can handle the situation effectively. I gathered up the courage to ensure that I would be helping the organization as well as the employees to get over the turmoil situations successfully.
I tried to evaluate the situation effectively. I noted a number of reasons and factors for disappointments. By following the evidence-based articles, it could be seen that any change management might be affected due to resistance from employees where employees might feel insecure about the new change. Employees might feel that the new change of introducing technology might cause reduction in the want for manpower resulting in job loss (Hornstein, 2015). This had been one reason why the nursing professionals were not comfortable to embrace the change.
Another issue that also contributed was poor communication among the higher authorities and the employees. Researchers are of the opinion that it is the duty of the leaders to communicate the different benefits and advantages of the new change, the different procedures of the changes and what benefits it would bring to the nurses as well as on the health of the patients (Goesttch & Davis, 2014). Employees need to understand the rationale for implementing the change so that they also relate with it. The higher authority did not take such actions and that had made the employees confused, disrespected and upset. Trust is also a vital component in the relationship that every employee shares with the organization as well as the leaders.
When the change management was forced on the employees, it came as a surprise to them (Hon, Bloom & Crant, 2014). They could not rely me as well as the higher authority thinking that the initiatives that were taken would not benefit them but would only benefit the organization. When the subordinates cannot visualize the bigger picture understanding the different positive outcomes, it would have, it results in development of resistance. The junior nurses tried to resist the change, as they believed that they did not have any knowledge and skills to handle and work with the new equipments and the technologies (Gorgalis et al., 2015).
The senior nurses revolted as they were comfortable with the old system and were not ready to go through the training sessions to learn new ways of working things which they could easily do with their own ways. Apart from all these bad part, the good part was that my research that I conducted and the discussion sessions that I had helped me to understand the factors that were contributing to resistance. Accordingly, I decided to formulate out a plan and thereby help my subordinates to overcome such strenuous situation and woke effectively in the new environment of the change management.
In the situations of change management, I realized that I have to take up transformational leadership traits as well as exemplary leadership traits. The attributes of these leadership traits would help me in guiding my subordinates in a way by which they would become well prepared to adopt the changes and accordingly take part as successful drivers of the modern organization. The most important virtue that transformation leaders possess is the trait of inspirational motivation. They inspire the individuals to work beyond their potential so that they can achieve the levels of success (Matos et al., 2014).
I would be discussing about the positive outcomes that would result from the implement on of technology to not only them but also to the patients and thereby promote consistent vision, mission as well as set of values. Such change would help in reduction of errors, make work faster and ensure patient safety. Such motivation would ensure them to align with the process. The second trait that I would follow is the intellectual stimulation. Leaders here, encourage their subordinates to be innovative and creative along with exchange of new ideas without criticizing them publicly (Vanderovoet, 2014).
They are mainly seen to focus on the problems and solving them rather than blaming the subordinates. Therefore, I would mainly help the individuals in the different problems they face, by arranging training sessions and by different other interventions rather than forcing them or blaming them. This is a much ethical approach where they feel that the leaders are also doing it making them believe that it is achievable (Breevart et al., 2016). The next trait that I would be following is the idealized influence. Researchers are of the opinion that leaders can only influence the followers only when they practice and set examples at what they preach (Jyoti & Dev, 2015). I should be working as a role model to them while I will be working with the different technological equipments in the different situation helping them to understand how they can adopt to the practices.
The net trait that I should have incorporated is the individualized consideration. Studies are of the opinion that when leaders work individually with their employees helping them to solve their problems, the employees feel loved and cared by the organization. They feel that they would always get support from their leaders in any difficulty they face and this helps in development of trust (Mittal & Dhar, 2015). If I had followed the traits, there would not have been situations of lack of trust among the leader and the nurses. I should have handled the concerns of the senior nurses and junior nurses separately in an individualistic ways and solved their queries. This would have made the situation much better. I should have also followed the traits of exemplary leadership style that would include modeling the way, inspiring a shared vision, challenging the procedures, enabling the others to act and encouraging the heart.
From the entire analysis, I noticed that my approach towards the employees regarding the change management was not up the mark. I had not conducted nay communication, not allowed them to provide nay feedback and neither helped or guided them to embrace the change. I did not highlight the benefits nor clarified them the ways they can easily implement in their practices. Therefore, it is important for me to adopt the exemplary as well as transformational leadership attributes. These would ensure in helping the subordinates to overcome the barriers and successfully align with the different aspects of change management.
By following the suggestion of my mentor, I would be adopting the ADKAR model of change management so that I can follow the important steps in a sequential manner to ensure ethical procedures of change management. The ADKAR model is mainly seen to follow five important steps that leaders can follow for change management. The first one is the awareness where the leader would be communicating the reason for the change management.
The second would be desire to change where individuals would develop the desire to participate in the change (Doppelt, 2017). The third would be knowledge where I would help the employees to develop knowledge to adopt the change through training. The fourth would be ability for the implementation of the change to achieve the desired level. The last stage would be reinforcement that would ensure that the change sticks within the organization.
I would require going through different evidence based articles to develop more knowledge about the different factors resisting changing management and thereby learning their solutions. This would help me to understand the initiatives that I can take to mitigate the challenges. Effective change models are present put forward by different authors over time. I would learn their theories and accordingly I would be able to handle change management situation in a systemic and scientific ways without getting confused.
I would be also intervening stalwart healthcare leaders of different organizations so that their valuable life experiences will help me develop ideas and knowledge required for efficient leadership. I would also engage in a discussion session where my mentor can give me valuable feedback about the skills I lack or t can conduct online leadership skill test to understand the attributes I lack. Accordingly, I would set gas to develop such skills. It would require about 6 months of achievement of the goals.
References:
Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., & Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology, 87(1), 138-157.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
Georgalis, J., Samaratunge, R., Kimberley, N., & Lu, Y. (2015). Change process characteristics and resistance to organisational change: The role of employee perceptions of justice. Australian Journal of Management, 40(1), 89-113.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.
Jyoti, J., & Dev, M. (2015). The impact of transformational leadership on employee creativity: the role of learning orientation. Journal of Asia Business Studies, 9(1), 78-98.
Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.
Mittal, S., & Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision, 53(5), 894-910.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), 373.
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