Unit B, an OB-GYN Unit has had the Same Staff and Staffing for the Last Five Years

Unit B, an OB-GYN Unit has had the Same Staff and Staffing for the Last Five Years
Change Strategies That Have Been Planned
Approach to Changing Needs
The first stage will be to acknowledge the need for change inside the Ob-Gyn unit, such as the need to boost productivity and financial measures, as well as to encourage resource efficiency. Additionally, I will examine the issues that have arisen with the current staffing and the opportunities that may arise once the concerns are resolved (Allen, 2016). Additionally, I will explain the unit’s required modifications in terms of resource consumption, staffing, and expected production.
Legal/Ethical Consequences
When planning for change, I will ensure that I plan and carry out the change in a democratic manner that respects staff rights and fosters commitment, trust, and involvement in the hospital (Denhardt, Denhardt, Aristigueta & Rawlings, 2018). Due to the fact that this is a planned development, it may create confusion and ambiguity inside the hospital. To ensure that personnel adheres to the change, I will need to reassure them via their supervisor (Denhardt et al., 2018). A possible ethical issue is the use of pressure and manipulation to compel workers to relocate to their new units and work toward the established goals.
Unit B, an OB-GYN Unit has had the Same Staff and Staffing for the Last Five Years
Additional Concerns
As I prepare for the transition, I’ll need to query about the causes that lead to the Ob-Gyn unit’s decline in productivity and financial measurements. Additionally, I will inquire: What steps should be made to increase unit productivity? Whom should I appoint as the change’s leader? How will I include my staff in the change’s implementation? What are the anticipated outcomes of the change? How will I communicate the desired outcome to my personnel following the change’s implementation? How will I determine whether or not the required results have been attained? What course of action should I take if the expected outcomes are not achieved?
Reactions to Change and Efforts to Overcome Resistance
Staff may respond negatively to the shift by expressing reluctance to relocate to the newly assigned units. They may also carry over their previous habits into the new units, such as delaying discharges and wasteful resource consumption (Wentzel, 2019). I will overcome opposition by involving staff members in the change implementation process and listening to their perspectives (Wentzel, 2019). I will also solicit comments from staff to reassure them that they are valued members of the organization. Additionally, I will guarantee good communication of the change and will notify staff precisely about what is occurring and the potential actions that will be taken.
Steps to Implement the Change and Create a Plan
The first step in implementing the change and plan is to choose a change agent who will assume leadership responsibility for implementing the change (Allen, 2016). In this situation, I will select the unit in charge and enquire about the factors that have contributed to the unit’s decreasing productivity as well as suggestions for improving productivity and financial metrics (Allen, 2016). The second phase will be to do a climate assessment of the unit in order to assist workers in preparing for change. This will allow me to elicit information from the personnel regarding the implications of the current situation.
I will choose a method of implementation, such as how I will transfer certain employees to other units and transfer workers from other units to the OB-GYN unit. This will be followed by the development of a plan outlining who will be relocated and when the shift will occur (Allen, 2016). The next step will be to implement the staff reorganization plan and communicate to new Ob-Gyn staff what will be expected of them in the unit. This includes reminding employees that they will be responsible for ensuring clients are discharged on time and efficiently utilizing unit resources. The final step will involve implementing and evaluating the plan (Allen, 2016). In this step, the manager compares the outcome of the adjustment to the objectives established previously (Allen, 2016). This will entail determining whether or not the objectives were met, such as effective resource usage, prompt patient discharge, and an increase in financial metrics.
References
B. Allen (2016). Change management is the process of effectively designing, implementing, and managing change in healthcare. 31st Nursing Standard (3).
R. B. Denhardt, J. V. Denhardt, M. P. Aristigueta, and K. C. Rawlings (2018). Human behavior management in public and non-profit organizations. The CQ Press.
E. L. Wentzel (2019). In the healthcare industry, there is resistance to mandated organizational change.
Assignment: The Case of Unit B – Planned Change Strategies
Unit B, an OB-GYN Unit has had the same staff and staffing for the last five years. They work well together making the unit a very ”happy” place for clients, their families, the doctors who come to the unit, and also other staff who provide services to the Unit and its clients. While there is a great attitude and all get along, the productivity and financial measures on the Unit have been below expectations for the past 6 months. You are the Nurse Manager and have been told that you need to investigate why productivity and finances have changed especially in timely discharge of clients and utilization of resources such supplies. You have also been told that the staffing will need to change which may include moving some staff to other unis.
In a 2-3 page paper, respond to the following:
Describe how you will approach this need for planned change. Include any legal or ethical implications and what further questions you will need answered as you plan for the change.
How you think staff will react to the changes and what you will do to deal with any resistance?
What steps you will take to introduce the change and plan for it while still maintaining a Unit able to provide safe competent client-centered care.
Rubric:
Legal and ethical implications- 2 points
Further questions needed – 1 Points
Reaction to change and action to deal with resistance – 3 Points
Steps to introduce change – 3 Points
Accurate grammar and spelling – 1 Point

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