Importance Of Managing Change And Innovation In Nursing

According to Porter-O’Grady, 2016 et al p 324, our healthcare systems today are at the center of what is considered major change. Much of the change today is directly related to the foundational principles, concepts and associated with complexity in systems and relationships, and an understanding by nurse leader and follower; of what it takes to make meaningful change. Nurse Leaders, registered nurses, advance practice nurses, and other followers, at every level of our organizations must be increasingly aware of meaningful and sustainable changes that improves our healthcare systems (Porter-O’Grady, 2016 et al p 324).

As time changes so does the nursing profession. From the early 1900’s until now nursing has evolved and has become more complex and well educated. Due to technology, advanced medicine, and having more skills acquired nursing has blossomed into a worthy profession. From caregiving, being a decision maker, communicator, patient advocate, and teacher nursing has more then one role in patient care.

These changes are then reinforced to employees by the Charge Nurses in Morning Huddles and in special called Safety Huddles throughout the week. While management is very open to change, implementation of the changes must be carried out by the actual hands-on personnel, and this often times leads to fear of the unknown. As Yoder-Wise (2015) states, “All changes, whether perceived as positive or negative, large-scale or simply, are scary and generate fear” (p. 307). In the short time I have worked in the ED, I have seen both support and resistance among co-workers regarding change processes. While some embrace change, others resist, and are set in their ways viewing change as inconvenient and an addition of time-consuming steps to an already stressful environment. Most whom I work with, when presented with the facts and evidence behind the change, view it positively and have no problem implementing it.

Nursing is a dynamic profession and life long learning is essential for nurses to stay current with the increased complexity of the healthcare needs of today and into the future. In other words, the needs of our patients are changing, as we must change in order to be prepared to better serve that need.

Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.

Since nurses 'must deliver care, based on the best available evidence best practice, that means there is a continual need to update or make changes to practice. Implementing change is more challenging than it seems. Using Lippitt's change theory, along with a democratic style of

The purpose of this paper is to use the course concepts to expand upon the topic of leadership styles. I will define leadership and management; explain how the two play a role during organizational change management and how this information can be used by practicing managers. Lewin’s change model combined with Kotter’s eight step change model will be used to present an understanding of and emphasize the importance of leadership through the stages of change.

In order to manage change a manager needs to understand innovation and change in an organisation

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

Change is inevitable; it is a natural part of life. Everything changes and evolves around us and within us constantly, but it is how we embrace change that really matters. Change is healthy, without it we would become stagnant and we wouldn’t grow. If there were no change in healthcare it too would become stagnant; there would be no new emerging research on how to treat or improve chronic illness or no improved procedures in preventing infections, there would be no new techniques on how to avoid adverse events such as medication errors or falls, there would be not technological advances etc. Everything would be at a standstill if there were no change, leaving no room for improvement, which would ultimately lead to negative outcomes. As nurses

The highest level of employees’ satisfaction concern the leading change proficiency (23.95%), enhancing a competitive advantage ability (22.98%) and enhancing technical savvy efficacy (22.78%). Let’s evaluate the design of these proficiency. The table 1 explains all mentorship styles, mode of thinking and attitudes related to the leading change competency. 28.93% of employees think their superiors see a change as an favorable occasion, not an issue. Such an attitude is often rooted in unfavorable experiences, which has a person trying to introduce radical changes. According to the surveyed employees only 25.22% of their superiors emphasize their open attitude towards change, questioning the prevailing system when change is needed. Whereas

According to the IOM report, the nursing profession is undergoing fundamental changes within the underlying operations of the field. A new regulatory environment coupled with increased scrutiny of the profession will dramatically impact the nursing profession. As the report indicates nurses, in the near future, will have job requirements that are business oriented. Nurses will need to have a better understanding of quality management methods in addition to overall concepts of management. As the health care system continues its rapid reform nurses must also be cognizant of the effects these changes will have on their overall roles and responsibilities. This involves a transformation of the roles and responsibilities of nurses as they enter the profession. As the health care landscape continues to change, so too must the nurses of the future. A dedication to continual learning is therefore needed to help diminish the influence of antiquated and obsolete knowledge regarding the profession.

Leading Innovation and change being part of managing human and organization behaviors is kind of a complex processes that include several factors, stages, models, perceptions and definitely outcomes. In this paper I will get a deep dive and close up view stating the various definitions, different related models, how they work in practical life and what kind of failures such models face in real life implementation; along with a self reflection to the applied experiences of such

Ongoing development and changes in healthcare delivery enable nurses to maintain standards of nursing and develop their competence and performance. Through this the patients well-being is maintained, respecting them through accessing up to date knowledge and skills that are essential in an ever changing environment.

Goggin and Mitchell (2010) states that “Comparing the various definitions of innovation, it can be seen that there are several common elements what is changed (such as product or process changes); how much is changed (whether it is completely new or only perceived as such); the source of the change (sometimes technology); the influence of the change (for example, its social or commercial value)”