"Organizational Change Effort" is a great example of a paper on care. Work dynamics are always changing in all organizations. This paper focuses on a specific change within an organization I have worked for, and the impact this change had on my roles and responsibilities. This paper also outlines the rationale for the change and elucidates how the intended outcomes were met. In addition, this paper also assesses the management of the change and proposes suggestions for how the process could have been improved. The change In my previous work in a health institution as a Nurse leader, one of the most distinct changes that took place involved a change in the workforce.
The institution's management saw the need for incorporating experts from other fields linked with health in all activities in a bid to improve services. There was an inclusion of social services workers, community workers, as well as volunteers within the community. Impact of this change on my roles and responsibilities A nurse leader is involved in managing the caring process within a health care institution. A nurse leader ought to ensure that all nurses work in teams in order to provide better health care services to the patients.
The inclusion of social workers, other community workers, and volunteers changed my roles and responsibilities from managing the caring process from within the four walls of the institution to managing the caring process at the community level. In other words, my management roles changed from leading a single discipline of nurses to leading a multidisciplinary team. The rationale for the change Implementation of effective strategies aimed at improving the health of community members calls for the involvement of all stakeholders within the community (Schifalacqua and Costello, 2009).
Social workers, community workers, and volunteers understand the health challenges within the community better. Since these individuals are always in direct contact with community members, they have the capacity to pinpoint areas and individuals in need of health care interventions. The intended outcome was to improve the general health of community members. This was achieved through the help of community workers, social workers, and community volunteers, nurses and other health care providers were able to offer health care services to those individuals visiting the health care institution, as well as to those in need of care at the community level. Management of the change In my opinion, this change was managed skillfully.
Managing a multidisciplinary team requires the establishment and implementation of strategies that allow effective collaboration of all stakeholders involved in the health care process. For instance, the health care institution held many pieces of training and seminars involving all stakeholders geared towards ensuring effective communication, motivation, and teamwork (Schifalacqua and Costello, 2009). This is important is it minimizes conflicts between the stakeholders.
It is important to posit that the management established effective procedures that were aimed at recognizing, controlling, and resolving the risks involved in the change process. Suggestion on how the change process could have been improved Managing multidisciplinary teams has always been a challenge in many organizations. This change could have been improved by holding regular meetings prior to the commencement of any health care intervention aimed at improving the community and public health (Schifalacqua and Costello, 2009). This could have been important as it would have ensured that each and every individual involved in an intervention understands and comprehends his or her roles and responsibilities.
This could also have minimized conflicts and all stakeholders understand their roles. It would have also been important to have clear set boundaries in regard to individual roles. In a nutshell, changes relating to the workforce in health care institutions are geared towards the provision of better health care services to patients as well as to the community members in general.
ReferencesSchifalacqua, M., & Costello, C. (2009). Roadmap for Planned Change, Part 1: Change Leadership and Project Management. Nurse Leader, 7(2), 26-29.