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Pages:
6 pages/≈1650 words
Sources:
10 Sources
Level:
APA
Subject:
Management
Type:
Term Paper
Language:
English (U.S.)
Document:
MS Word
Date:
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Topic:

Change Initiative: Implementation, Evaluation, and Sustainability (Term Paper Sample)

Instructions:

Evaluate the performance of your organization or department. Identify an area that would significantly benefit from initiating a change. Write a paper (1,500-1,750 words) in which you describe the particular area you propose to address through a change initiative. Include the following for your company:
Discuss the issues in this area and the current outcomes as a result of the issues.
Describe the external and/or internal driving forces, contributing issues, and the people affected.
Evaluate the stakeholders involved and discuss how they will be affected by your change initiative.
Clarify your role and responsibility as a change leader. Discuss the leadership theory (or theories) you will use to guide the change process.
Discuss the change agents you need to recruit in order to successfully implement your change. Describe the roles of these change agents.
Utilize your change model to develop strategies: (a) Explain the relevance of this model to your organization; and (b) Present the strategic aspects using your model. Be sure to clearly define the purpose of each aspect, the people involved, and the actions that need to be taken.
Identify, or predict, the potential barriers to change. Discuss possible ways to overcome these obstacles, including methods for dealing with emerging or unforeseen circumstances that could impede implementation.
Describe the evaluation methods you will use to determine the level of success of your change initiative. Discuss what metrics or measureable determinates you will use.
Propose strategies to anchor change or support continuous change.
Establish how your change plan supports the organizational mission/goal, genuinely addresses stakeholder concerns, and will serve as an equitable contribution for the community or society overall.

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Content:


Change Initiative: Implementation, Evaluation, and Sustainability
Student Name
Institution Affiliation
Change Initiative: Implementation, Evaluation, and Sustainability
Change Agents and Their Roles
Manager
Effecting change in the hospital will require the participation of various agents that will lead through the process to ensure the bonus initiative based on performance is implemented efficiently. The promotion of change is both fatiguing and demanding. The implementation of change requires that the manager challenges the precedent (Al-Abri, 2007). The manager of the hospital will have to persevere since the nurses had already established norms and culture of operationalization. The introduction of the performance-based model for issuing bonus is essential and if implemented correctly, could result in more efficient and better service delivery to the patients. It is a necessity for the manager to understand the value that is essential and emphasize more focus on them. The manager should differentiate the most important segments that have to be changed, and therefore create responses and actions.
The Registered Nurses
The manager should take responsibility and use the nurse who is in charge of all the nurses to ensure they embrace the new change model. Change is often received with resistance, but the case of the biannual bonus rewards on nurses and relation to their years of service in Baylor University Medical Center at Dallas [BUMC] would receive minimal resistance. However, since the program is not aimed at performance it is likely to receive resistance from nurses that perform to the best standards. In facilitating change in BUMC, the nurses can ensure they reduce readmissions in the hospital (Keyes, 2014). In cases where a nurse is assigned to an elderly individual, the patients high risk of readmission could significantly relapse, hence a decline in the number of readmissions.
The approach was effectively undertaken at the University of Pennsylvania with a transitional program for care model in Philadelphia. The program requires that the nurse follows through the patient, approximately 3 months after they have been discharged (Keyes, 2014). During the time, the nurse attends to the patient's medical appointments with the collaboration of the caregivers, physicians, and family. The program resulted in a significant drop in readmissions to the hospital and the costs per patient dropped by more than $5,000 (Keyes, 2014). The change model to be implemented in BUMC will lead to nurses receiving compensation equally, which promotes unified teamwork at the same level, avoiding the competition by other hospitals from employing the hospital

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