This document provides guidance for an assignment to assess a specific change within a healthcare organization. It includes questions to address in the assignment related to describing the impact of the change, evaluating whether intended outcomes were met, and assessing how the change was managed and how it could have been improved. Students are asked to review chapters in their textbook about planning and implementing organizational change, and to reflect on a recent change in their own organization in order to address the assignment questions in a 2-3 page paper following APA format.

1. Critiquing a Change Effort
As a nurse leader, you need to have the skills and knowledge to
collaborate and communicate with those who plan for and
manage change. This capacity is valuable in any health care
setting and for many different types of change. Furthermore, it
is essential to be able to evaluate a change effort and determine
if it is promoting improved outcomes and making a positive
difference within the department or unit, or for the organization
as a whole.
To prepare:
·
Review Chapters 7 and 8 in the course text. Focus on the
strategies for planning and implementing change in an
organization, as well as the roles of nurses, managers, and other
health care professionals throughout this process.
·
Reflect on a specific change that has recently occurred in your
organization or one in which you have worked previously. What
was the catalyst or purpose of the change?
·
How did the change affect your job and responsibilities?
·
Consider the results of the change and whether or not the
intended outcomes have been achieved.
·
Was the change managed skillfully? Why or why not? How
might the process have been improved?
QUESTIONS TO BE ADDRESSED IN MY ASSIGNMENT:
1.

2. A summary of a specific change within an organization and
describe the impact of this change on your role and
responsibilities.
2.
Explain the rationale for the change, and whether or not the
intended outcomes have been met.
3.
Assess the management of the change, and propose suggestions
for how the process could have been improved.
4.
Summary with conclusion
REMINDERS:
1)
2-3 pages (addressing the 4 questions above excluding the
title page and reference page).
2)
Kindly follow APA format for the citation and references!
References should be between the period of 2011 and 2016.
Please utilize the references at least three below as much as
possible and the rest from yours.
3)
Make headings for each question.
RESOURCES:
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory

3. and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Review Chapter 7, “Strategic and Operational Planning”
o
Chapter 8, “Planned Change”
This chapter explores methods for facilitating change and the
theoretical underpinnings of implementing effective change
·
McAlearney, A., Terris, D., Hardacre, J., Spurgeon, P. Brown,
C., Baumgart, A., Nyström, M. (2014). Organizational
coherence in health care organizations: Conceptual guidance to
facilitate quality improvement and organizational change.
Quality Management in Health Care, 23
(4), 254-267 doi: 10.1097/QMH.0b013e31828bc37d
An international group of investigators explored the issues of
organizational culture and Quality Improvement (QI) in
different health care contexts and settings. The aim of the
research was to examine if a core set of organizational cultural
attributes are associated with successful QI systems.
·
Mitchell, G. (2013). Selecting the best theory to implement
planned change.
Nursing Management - UK
,
20
(1), 32-37. doi: 10.7748/nm2013.04.20.1.32.e1013

4. Abstract: Planned change in nursing practice is necessary for a
wide range of reasons, but it can be challenging to implement.
Understanding and using a change theory framework can help
managers or other change agents to increase the likelihood of
success. This article considers three change theories and
discusses how one in particular can be used in practice.
·
Shirey, M. R. (2013). Lewin's Theory of Planned Change as a
strategic resource.
The Journal of Nursing Administration
,
43
(2), 69-72. doi:10.1097/NNA.0b013e31827f20a9
Abstract: This department [manuscript] highlights
change
management strategies that may be successful in strategically
planning and executing
organizational
change
initiatives. With the goal of presenting practical approaches
helpful to nurse leaders advancing
organizational
change
, content includes evidence-based projects, tools, and resources

5. that mobilize and sustain
organizationalchange
initiatives. In this article, the author explores the use of the
Lewin's
Theory
of Planned
Change
as a strategic resource to mobilize the people side of
change
. An overview of the
theory
is provided along with a discussion of its strengths, limitations,
and targeted application.
Media
·
Laureate
Education, Inc. (Executive Producer). (2012g).
Organizational dynamics: Planned change and project planning.
Baltimore, MD: Author.
Note:
The approximate length of this media piece is 9 minutes.

6. In this week’s media presentation, experts discuss how today’s
health care organizations can capitalize on the strengths of
nurse leaders to plan for and navigate change effectively.
Optional Resources:
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory
and application
(8th ed.). Philadelphia: Lippincott, Williams & Wilkins.
o
Chapter 9, “Time Management"
·
Batras, D., Duff, C., & Smith, B. J. (2014). Organizational
change theory: implications for health promotion practice.
Health Promotion International
,
Retrieved from MEDLINE with Full Text
, EBSCO
host
This article reviews select organizational change models to
identify the most pertinent insights for health promotion
practitioners.