Planned Change/Interprofessional Organizational and System Leadership

Identified Problem at the Workplace and use of Kurt Lewin Theory to address it
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Today's healthcare has to keep restructuring to keep up to date with the constants changes, needs and challenges and being able to continue providing quality and efficient services. According to Marquis and Houston (2017) to succeed changes need to be planned, they need to be well thought out. Planned changes require knowledge and skills, a person well-grounded in change theories and being able to apply it. The purpose of this paper is, to identify an issue that needs a change by using as a tool a change theory, develop a plan and implemented.
One of the most significant problems healthcare problems has been the lack of proper and skilled human resource to help in the healthcare function. I have been stationed at the cardiac unit which is technically and clinically different from other units, considering it has two extra rooms. According to the set grid; some personnel should be five nurses per floor, one charge nurse and two CANs, which the hospital has not been following. Grid serves as a guideline on delegating duties, other factors when delegating duties and number of nurses are patient acuity, complex cases, number of discharges, number of admissions, and level of expertise and skills of the nurses. These will not only guarantee patient safety but also help reduce staff burnout and help maintain staff retention. There has been a hitch of communication between managers within the hospital and members of staff. This has, in turn, created an atmosphere of intimidation, where, members of staff are being intimidated by the managers due to power struggle and control, on who is the most supreme. Effective communication is an essential part of leadership skills (Marquis& Huston, 2015). A proficient collaboration by medical professionals improves the well-being of group members and strengthens the team to enhance patient care (Ortega et al., 2013).
In various instances, the management is always part of the major problem, which ends up in lack of an amicable solution to be found (Fowler,2015). An ideal solution would be, strengthening the unit by providing the right qualified and skilled human personnel. There are quite some unemployed who, after graduation have a challenge in finding jobs. This can be used by the hospital and recruit these unemployed nurses to help in filling up the staff deficit. There is a need to have the appropriate nurse-patient ratio, as patient acuity is key in improving patient safety and satisfaction. Balancing the number of new nurses with the experienced ones within the unit will help in providing proper patient self-care.
Some of the proposed solutions to the problem would be setting up a transition to practice program, like mentorship, to help new graduates make a transition into work for the first job after school.Even though this may seem intimidating and scary to many graduates, it is a worthy move. Some research studies have restated the benefits of adequate staffing to health facilities. Some have noted that with an appropriately registered nurse (RN) staff, there would be a significant improvement in patient mortality rates (Africa, 2017). The transition program will help new nurse...