Implementing change in an organization may be challenging for managers. The managers result in mitigating these challenges by developing procedures that motivate the employees. These methods involve employee learning, goal alignment, and open communication. The managers, especially in healthcare, ensure their staffs are equipped with relevant knowledge, therefore, improving performance. They institute learning opportunities to develop skills for the employees. It constitutes peer learning to enable solve prevailing problems. The training covers their personal and occupational needs. The managers also establish measures to ensure the organization’s goals match those of their staff so that they can gain identity and work towards a common goal. Setting goals is done at the individual, group and departmental levels with clear targets. As change is being effected communication is put into consideration. The managers make sure the reasons for change is outlined and seek a response from the staff. For healthcare to be successful it is important for managers to observe these factors.
Towards effective organization management, a manager should pay attention to employee learning. The manager ought to make sure the workers are well equipped with relevant knowledge that will amplify their performance. Employees that are involved in knowledge development are motivated and feel individual investment to the changes in the organization (Lister, 2016). This is in terms of compassion, integrity and emotional maturity that facilitate the process of adopting the changes. The employees shoe high motivation levels and assume new methods that are embraced in their operations, therefore, permitting smooth transition. As a result, there is a general increase in productivity.
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Learning for nurses is essential. As they learn they can incorporate learning and theory in their practice. When they practice what they learn, they are able to test and build on theory consequently by learning theory they become capable to examine the theory for its application to practice (Frost, 2018). It is important for managers to identify the needs that their staff requires and facilitate knowledge acquisition platforms for them. Their training should be able to cover personal and career necessities. The needs for the staff is prone to change therefore the manager is required to conduct training needs analysis so that they can determine what is necessary. The training selected should be relevant and meet speedy changes in the healthcare workforce. This training needs to be role-based for its effectiveness.
Additionally, the manager should facilitate peer learning among the workers. The staff can learn from each other in the institution’s setting. The manager ought to introduce groups where the workers can set a learning agenda. By this intervention, they are able to make progress in solving an existing problem, shape the procedures to solve the problem that is unknown and creating a conducive learning environment for the practitioners (Frost, 2018). The manager can also use skills escalators to develop their staff. In these situations, nurses are fortified to take part in renewing and extending their proficiencies. This evokes lifelong acquisition of knowledge by the constant renewal of their skills and knowledge. This enables them to improve on their capabilities; therefore, they should be supported with a structure that centers on the deficiencies of their jobs. This can be conducted on job training or formal professional programs. The nursing practitioners field should be enabled to get into these programs at any time and also recognize their level of achievement.
Another method that managers can use is goal alignment. Managers should bring into line the institution’s goals with those of the working staff to increase their motivation when undergoing organizational change (Lister, 2016). This should comprise expressing the goals in terms of developing positive staff relations and allowing the employees to identify with the goals. This is because they will view the institution’s goals as contributors to their desires. The staff will get motivated to perform better when their goals match those of the institution.
It is crucial for the staff in healthcare to understand the institution's goals while organizational change is being made. It is noted that is employees are aware of the overall position of the organization will function towards its success Misalignment in an organization leads to uncertain goals within the department. Clear goal alignment enables managing accountability, staff redundancy and conflicting roles (MacLeod, 2016). As performance appraisal is not reflective of the employee performance disposition, the staff loses focus on how they are beneficial to the institution. As a result staff and organizations performance is affected. When there is organizational change, managers need to pay attention to the organization's goals and the goals of their staff. They ought to make sure the staff is mindful of what the objectives and targets are.
When implementing organizational change the goals of the institution need to be communicated effectively. The manager should develop goals with other leaders that will support the overall goals and objectives. Establishing strategies that are in line with the general goal of the organization support its attainment (MacLeod, 2016). As each manager deliberates on how their department will achieve the overall objective they should outline values that have to be met for each goal. This includes clear timelines and specific measures of success to assist in monitoring the objectives. The manager should additionally discuss these targets with the staff. It will enable them to detect cases of misaligned or repetition of goals. These issues are identified as a result of collaborative efforts between different functional areas in the organization. The manager also outlines the goals for each group including individual targets. Each of these goals has to support the general objective of the healthcare facility. Additionally, the roles in the organization will focus on the nurses’ work to contribute to the attainment of the general goals. They will be aware that their individual and teamwork effort is geared towards achieving the organization's success. As a result, the nurses can connect their goals to those of the department and the institution’s goal.
Open communication is also essential when making changes in an organization. As transparency is incorporated the staff can clear any doubts about organization change while making them feel more engaged in the new plans (Lister, 2016). Allowing the employees to question the process can do this. The manager should elaborate on the reason why the change is necessary by answering the questions. There should be flawless dissemination of the information to the staff so that they can acquaint themselves with the new procedures. It is crucial to maintain employee motivation, which may lead to fresh opinions that were not thought of forehand. Managers who do not communicate effectively will be challenged in analyzing how the practice works, therefore, they should sustain conversations with the staff (Smith, 2017). Communication ensures individual and organization Professional contribution hence it should be done effectively through correct information transfer.
As a product of communication, there is are consequences on social change as the organization changes. This affects how staffs in healthcare react to conflict (Smith, 2017). There should be distinct communication frameworks between the managers and the employees by forming strong relationships. The framework enables one to comprehend the micro and macro levels of change and what the influence on personal and professional relations is within the organization. The manager should strengthen teamwork so the employs can develop better communication. Additionally, there is better performance in situations where communication is enhanced. It is noted that productivity increases by 35 percent and maintainability by 37 percent when manager implements organizational change during communication (Smith, 2017). Healthcare institutions that employ communication tools are able to reduce the gap between organizational models and organizational change. The communication incorporates functions, rules, procedures and relevant information for the organization. Communication flow is significant in determining how information is perceived. The managers should relay information to their juniors efficiently. This information involves goals, processes, organization’s vision, and change. In healthcare, communication should be consistent between doctors, nurses, and managers while considering the right approach to use.
Conclusion
It is crucial for a changing organization to identify the value of communication. Managers should convey information about the change effectively so that they do not affect the productivity of their juniors. They should let them be aware of the objectives of the organization and seek collaborative effort towards its achievement. Additionally, they should ensure that the individual goals match those of the organization. It is essential to cultivate teamwork among employees so that they are aware that their work is directed towards a common objective. Skill development for staff is essential for organizational change. Building the capacities of the staff ensures that performance is raised and their abilities are amplified. This makes them feel motivated and connected towards achieving the organization's target.
References
Frost, S. (2018, June 04). Nurse Managers: How to Create Learning Opportunities for Staff. Retrieved from https://www.ausmedcorporate.com/staff-learning-and-development/
Lister, J. (2016, October 26). Three Methods to Motivate Employees With Organizational Change. Retrieved from https://smallbusiness.chron.com/three-methods-motivate-employees-organizational-change-35669.html
MacLeod, L. (2016). Aligning Mission, Vision, and Values: The Nurse Leader's Role. Nurse Leader , 14 (6), 438-441.
Smith, A. R. (2017). Communication Strategies Used During Organizational Change in a Health Care Organization.
