Chapter 8_ Asynchronous Learning Assignment-Change

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Andrews University *

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NRSG 445

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Management

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Feb 20, 2024

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Chapter 8: Asynchronous Learning Assignment-Change **i. How was the decision to implement the huddles handled? Would you have handled it differently? Why or why not?** The decision to implement huddles initially seemed to be handled through a disciplinary process, with the nurse manager addressing Anna's refusal to implement them. However, it's positive that Anna later acknowledged her mistake and began to explore better ways to implement huddles. I might have handled it differently by initiating a more collaborative and educational approach from the beginning. Rather than resorting to disciplinary action, I would have engaged Anna and the staff in a discussion about the benefits of huddles, addressing their concerns and providing training and resources to support the implementation. A more proactive and educational approach often fosters a more positive response to change. * *ii. How could you use a systematic approach for decision making as a manager when it comes to implementing change?** A systematic approach to decision-making when implementing change involves several steps: 1. **Assessment:** Assess the current situation, identify the need for change, and gather data to understand the problem. 2. **Planning:** Develop a detailed plan for the change, including goals, objectives, and strategies. 3. **Implementation:** Execute the plan, communicate changes to the team, and provide necessary training and resources. 4. **Monitoring:** Continuously monitor the progress of the change, collect feedback, and make adjustments as needed.

5. **Evaluation:** Assess the effectiveness of the change against predetermined goals and objectives. Using this systematic approach helps ensure that change is well-thought-out, communicated effectively, and has a higher chance of success. **iii. What would you do prior to implementing a staff meeting to best communicate new information to the staff?** Before implementing a staff meeting to communicate new information, I would: - **Plan:** Determine the purpose and objectives of the meeting, ensuring it's focused and concise. - **Prepare Materials:** Gather all relevant information, data, and visual aids to support the presentation. - **Identify Key Messages:** Clearly define the main points that need to be communicated. - **Select the Right Timing:** Choose a suitable time and date that accommodates the schedules of the staff. - **Invite and Confirm Attendance:** Send out invitations and confirm attendance to ensure maximum participation. - **Create an Agenda:** Develop an agenda that outlines the meeting's structure and timing. - **Practice:** Familiarize myself with the content and practice the presentation to ensure clarity. - **Consider Questions and Feedback:** Anticipate potential questions or concerns from staff and prepare responses. Effective communication before the meeting ensures that staff members are well-prepared and engaged during the presentation. **iv. How would you handle the resistance to change as noted by the unit staff?** Handling resistance to change involves several strategies: - **Engagement:** Engage with staff to understand their concerns and perspectives. - **Communication:** Clearly communicate the reasons for the change, its benefits, and the expected outcomes. - **Involvement:** Involve staff in the decision-making process and implementation planning. - **Education and Training:** Provide the necessary training and resources to help staff adapt to the change. - **Support:** Offer emotional and practical support to address individual concerns. - **Feedback Mechanisms:** Establish channels for staff to provide feedback and suggestions. - **Monitoring and Adjustment:** Continuously monitor the change process and be willing to make adjustments based on feedback and results. **v. How could Anna evaluate the effectiveness of the implementation of huddles?** Anna can evaluate the effectiveness of huddle implementation through several means: - **Key Performance Indicators (KPIs):** Define measurable KPIs related to the goals of huddles, such as improved communication, reduced errors, or increased staff morale.

- **Surveys and Feedback:** Collect feedback from staff members on their experience with huddles and their perceived impact. - **Observations:** Observe huddle meetings to ensure they are being conducted effectively and efficiently. - **Data Analysis:** Analyze relevant data, such as incident reports or productivity metrics, to assess any improvements after huddles were implemented. - **Comparison:** Compare current performance and outcomes to the pre-huddle period to identify any significant positive changes. - **Continuous Improvement:** Use feedback and results to make adjustments to the huddle process for ongoing improvement. Evaluating the effectiveness of the implementation helps ensure that huddles are achieving their intended objectives and allows for continuous refinement.

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