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? Post  a summary of a specific change within an organization and describe the impact of this change on your role and responsibilities. Explain the rationale for the change, and whether or not the intended outcomes have been met. Assess the management of the change, and propose suggestions for how the process could have been improved. Marquis, B. L., & Huston, C. J. (2015).  Leadership roles and management functions in nursing: Theory and application  (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins. Review Chapter 7, “Strategic and Operational Planning” 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 Retrieved from the Walden Library databases. 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 Retrieved from the Walden Library databases. .

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?
Post
a summary of a specific change within an organization and
describe the impact of this change on your role and
responsibilities. Explain the rationale for the change, and
whether or not the intended outcomes have been met. Assess the
management of the change, and propose suggestions for how the
process could have been improved.
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory
and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.

2. Review Chapter 7, “Strategic and Operational Planning”
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
Retrieved from the Walden Library databases.
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
Retrieved from the Walden Library databases.