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Discussion Questions

Discussion Questions

1

DiscussionQuestions

Institutionaffiliation

Question1

Essentialsystems necessary to facilitate continuous change withoutcompromising quality or causing burnout among employees and threefactors to consider when making sure that the changes made becomepermanently embedded in the organization`s culture.

Organizationchange is inevitable therefore, all organizations must deal withchange at some point as a result of the constantly changingenvironment. The field of nursing that I am practicing is notdifferent. One of the major contributors to change in the nursingindustry is the evolving of technology (Andre, 2013). Employeeinvolvement significantly determines the chances of success whileimplementing change. Employees are empowered and motivated if theyare involved in the process of decision making and design of theintended change. Management must also consider what is important toworkers when making decisions as this motivates and empowersemployees. Empowering and involving the employees in the changeprocess transfers some of the responsibility from management toworkers. It is also easier for workers to implement change thanmanagement as employees interact with the system on a daily basis.

The second important factor to consider when implementing continuouschange is constant communication. For successful change to occur, theorganization’s management has to appropriately communicate relevantinformation about the change to the rest of the team and staff.Members of the organization must understand what is expected of themand why the change is necessary. Equipped with adequate information,every member of the organization can operate with harmony towardsimplementing the required change. Constant and clear communicationalso serves the purpose of motivating workers. Another factor toconsider when implementing continuous change is planning. It isevident that failing to plan is similar to planning to fail.Strategic planning for the proposed change must be performed if it isto be successful. A plan provides a window into the future, and themanagers can predict challenges that might spring up. The managerscan then come up with solutions before the problems are even present(Carter, 2013).

Question2

Myreaction to change in personal history and personal tools toimplement to help myself navigate change

Changeis a regular part of life, and personally, I am very open to changemainly positive change. I view change as an opportunity to bettermyself or improve my life standard. One of the tools I use tonavigate change is information gathering. Whenever I experiencechange that has occurred to others before me, I make an effort tofind out how they navigated the change and what aspects I canimplement to ensure a positive outcome from the change. Anotheruseful tool I use to navigate change is self-reassurance. When facedwith the need for change in my life I remind myself that life is fullof changes and this might be my chance to elevate my situation.Calming myself in this manner usually helps me think more clearly,and as a result, I can create a plan to navigate the change. I alwaysdevelop a strategy to accommodate the change since change can haveadverse effects if it is not planned for [ CITATION Rot12 l 1033 ].

Icreate a plan and describe what I want to develop from the change anddecide on what areas to work on more than others so as to achieve theperfect result. Part of my strategy is to find out the disadvantagesof the change and compare it with the advantages gained from thechange. Once I have analyzed the benefits and drawbacks, I can make arational decision on whether the change is beneficial or not andwhether to resist it or accept it. Finally, I also keep a journal intimes of changes where I note down the most challenging parts of thechange and also the parts I have enjoyed most. Maintaining a journalhelps to deal with emotions and frustrations that might appear as aresult of change.

Reference

Andre. (2013). How to Lead Change Successfully. Management Services.

Carter Armenakis, F. a. (2013). Transformational Leadership, Relationship Quality, and Employee Performance During Continous Incremental Organizational Behaviour. Journal of Organizational Behaviour.

LaMarsh, R. a. (2012). Managing Change Through Employee Empowerment. Global Business and Organizational Excellence.