BARBARA NORRIS: LEADING CHANGE IN THE GENERAL SURGERY UNIT

LT-2 (Arlene, Ciela, Kevin, Kim, Vanessa)

POSITION

Possible Criterion : IMPEDIMENT WITH RESPECT TO CULTURE OF GSU

Facts/Evidences What evidence Short-term Steps Long-term Steps
indicates about the
evaluation
The prevailing culture There was Praise in public.
at GSU was not interpersonal and Reprimand in private.
appropriate. intragroup conflict (Encourage the
Plan for a Change heart)
There was lack of Management for the Nurture collaboration
collaboration and GSU. by promoting
teamwork cooperative goals
Do brainstorming and building trust.
sessions with staffs’ (Enable others to act)
involvement for their
inputs and In-house training by
suggestions. the tenured nurses to
the new ones or work
Eat together or by by pair of tenured
batch during lunch or and new ones.
Many assignments dinner. Socialize
are given based on outside of work.
relationships and
favoritism
Management were
cost and
administration
centered rather than
patient centered

Possible Criterion : IMPEDIMENT WITH RESPECT TO ORGANIZATIONAL DESIGN

Facts/Evidences What evidence Short-term Steps Long-term Steps
indicates about the
evaluation
Staffs cannot identify Louise spends more Do task modification Strengthen others,
their job functionality. time attending to add/reduce/ making each staff
machines than allocate feel capable (Enable
patients. responsibilities to others to act)
nurses and patient
Louise sometimes care assistants In-house training on
pick and choose the (PCAs) operating the
 type of care to deliver machine to
with the patients. new/younger nurses.

Develop a supportive
leadership by
assigning a mentor/s
to the new staffs to
prioritize patient care.

Possible Criterion : IMPEDIMENT WITH RESPECT TO PERFORMANCE AND REWARDS

Facts/Evidences What evidence Short-term Steps Long-term Steps
indicates about the
evaluation
There was no formal Jennifer mentioned,
periodic review the review process in
system GSU was a mystery.
No one was aware of
the procedure.

Annual salary Develop and

increases received maintain accurate
were the same records of Annual
regardless of their Performance
performance Evaluation reports.

Develop an effective
salary appraisal
system which is
based on the results
of the Annual
Performance
Evaluation reports.

There was no reward Their job isn’t

system. acknowledged and
their contribution
often does not feel
valued
ANALYSIS

RECOMMENDATIONS