NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN Executive Summary
The issue affecting our organization is the different perspectives in solving the shortage crisis. The main issues revolving around solving the constant problem of physician shortage include uneven care whereby health consumers receive different levels of care determined by the level of insurance plan. The number of off-time is influenced by patients only being served on weekdays and limited on nightshift and weekends. Inflexibility is another factor influenced by the ability of the nurse practitioners and physician assistants to deliver the same quality based on primary care. Lack of efficiency due to the limited ability for more care by the physician is influenced by compliance-related activities such as electronic medical record administration.
Description Of Change Being Proposed
Changes that are being proposed include attracting more nurses to primary care roles. The change will help in alleviating physician shortage. The difference will be solved since the nurses will help offer self-care advice that is effective for general health requires less medical attention. It is also essential to increase the policy initiative aimed at supporting human resource development. Policies are effective in helping to keep healthcare human resources professionals finding qualified personnel by making people want to join the healthcare field, thus managing the crisis. Giving healthcare workers a voice in shaping policies is an effective way to change the shortage crisis. The insight from healthcare workers in policymaking can help make changes to the shortage crisis.
Justification For Change
The positive impact that our organization will have if the changes are implemented include alleviating the physician shortage. Therefore, by our organization attracting more nurses to primary care roles, the uneven care issue will be managed, thus managing the shortage crisis. Increasing the policy initiative to support human resource development change will help make training more accessible. Lastly, giving healthcare workers a voice in shaping the policy is effective in making the changes more effective in clinical settings.
Type And Scope Of Proposed Change
The scope of change is achieved by adjusting the timeliness, cost, and budget to implement the decision made about a certain issue impacting an organization. The type of change and scope of the proposed change is the developmental change. The developmental change effectively improves the corrections within our organization, thus overcoming the challenge of shortage crisis. The main stakeholders impacted by the change include the organization at large since they will receive a positive reputation due to patient satisfaction. Additionally, the physician will overcome the challenges of burnout due to overworking. The patient will benefit from quality care due to an increase in the number of physicians within the organization.
Identification Of Change Management Plan
Change practitioners are responsible for supporting and equipping people with integrated strategies and plans.
Financiers who are responsible for contributing to a successful outcome.
Management who perform their role in communicating and liaison thus leading to a successful change.
A physician plays a role in encouraging the need for change.
A Plan For Communicating The Change You Propose
The plan for communicating the change I have proposed includes making the members concerned about the change aware of the changes needed and their benefits to the hospital. It is also essential to select credible leaders who will help deliver the message. Make communication face to face since it can easily be aided by the use of facial expression and body language. Additionally, the department addressing the issue should reinforce creating a feedback loop.The risk mitigation plans that I would recommend include controlling and reducing the probability of unwanted risks, such as increasing a high cost during the implementation of the suggested changes. Additionally, acceptance gives a finite chance to modify what does not work effectively.
The healthcare organization’s workplace environment assessment revealed a score of 60 out of 100 for workplace civility, indicating that the workplace is scarcely healthy. Issues including incivility, poor communication, and a lack of effective conflict resolution skills have been identified as areas requiring improvement. The COVID-19 pandemic caused a shift in administrative priorities, resulting in increased difficulties in sustaining a healthful work environment. Incivility has been observed, particularly with external vendors such as security officers. Employee recommendation scores that are consistently poor and the lack of regular assessments of comp