GOVT. COLLEGE OF NURSING JODHPUR (RAJ.

PRESENTATION

ON

TOPIC:

SUBMITTED TO: SUBMITTED BY:

MRS. JYOTI BALA JANGID SUNITA KUMARI

LECTURER M.Sc. (N) FINAL Year
GCON, JODHPUR BATCH -2019

DATE OF SUBMISSION:-
 PLANNING FOR CHANGE
INTRODUCTION:-
Change is a continual unfolding process rather than an either or event. The process begins
with the present state, move through the transition period and ultimately comes to a desires
state. Once the desired state has been reached, however the process begins again.Intergative
thinking,skill in applying change plan and an attitude for problem solving will help the agent
achieve result during this dynamic and fluid process.

MEANING:-
Planned change involves a deliberate and conscious set of carefully action that will result in a
better product, work environment, service and factors affecting an organization.

DEFINITION OF PLANNED CHANGE:-

The deliberate design and implementation of structural innovation, a new policy or goal or
overt change in operating philosophy, climate and style is called a planned change.

FORCES FOR LEADING TO PLANNED CHANGE:-

External Forces:-

External forces originate outside the organization or the individual.Eg. Insurance agency,
government consumer new technology.etc.

Internal forces:-

These come from within the organization or a person Eg. Strategies for success formulated by
top management, decision to purchase new technology.

CHANGE AGENT:-
A change agent is a person who seeks to cause or create change. This person may originate
the ideas for change or may be an individual who organizes the value of new ideas originated
by others. Nurses need to become change agents in regard to themselves, client and the
institution in which they practice.

TYPES OF PLANNED CHANGE:-

POLICY PLANNING:-

 This planning focuses on changing the value system or laws and regulations.

STRATEGIC PLANNING:-

 This is the planning that an organization dose when it considers longer range issued
and goals.
PROJECT PLANNING:-

 This planning focuses on operational matters in the organization.

STEPS OF PLANNED CHANGE:-

DETERMINE THE PLANNED CHANGE AGENT:-

 Individuals who demonstrate to others the commitment to change should be made

change agents.

DEVELOPING TRUSTING RELATIONSHIP AND OPEN COMMUNICATION:-

Develop a trusting relationship with those who are involved in the change through open
communication. Explain the need of change to them and how it will benefit the group.

PARTICIPATION AND INVOLVEMENT:-

Participation and involvement are crucial in achieving permanent changes. The degree of
involvement must be balanced with the time available, full participation can be very time
consuming if the group is a large one.

PROVISION OF RESOURCES:-

Provision of resources and support also facilities for the purpose of change. This may take the
form of extra paid time or stipend for the work of the group.

ORHERS APPROACHES:-

NEGOTIATING:-

Negotiating where in both the parties might gain benefits. Negotiating with principle resisters
helps to move the entire group forward.

CO-OPERTATION:-

Moving key individuals towards the group desiring the change by giving them desirable roles
in the planned change process so as to insure their commitment for change. However the
change agent should not be manipulative since it will lead to lack of acceptance in the future.

COERCION:-

Coercion should be attempted when the speed is essential, however threatening job loss, lack
of promotion etc. cause hostility and total failure of the plan.

SPEED PLAANED CHANGES:-Benefits of speedy results should be weighed against the

potential for success. Checking if trial and error method will leave enough time for
adjustment and where the adjustment in plan would lead to more efficient results etc.
CONCLUSIONS:-
Planning for change are fields that require intensive approaches by the nurse managers. These
are the reality of the hour and we nurses should have adequate skills so as to be bring it into
practice and make the long needed change in the field of nursing.

Bibliography:-

Sullivan Rususell C, Swansberg Richard J, “INTRODUCTION TO MANAGEMENT AND

LEADERSHIP TO NURSE MANAGERS. ”1st edition page no. (68- 69).

Finkelman Anita W, LEADERSHIP AND MANAGEMENT NURSING”. 1 st edition page

no. (66- 67).

Sullivan Ell