Report making a change Essay Example | Topics and Well Written Essays - 1250 words

accounting making a change - Essay ExampleThe proposed change put forth by the detective is to increase the number of the lectures related to ad-lib health care and hygiene to 3 or 4 lectures per month, between June and August 2011. This quite a little be made possible with the concurrence of the nursing educator and the motley nursing unit representatives. The ultimate outcome will depend on in-patient satisfaction by addressing their oral care gather ups this can be made possible through enhanced nurse education. executing of Proposed Change Below are the underlying principles which were observed in observed in carrying out the plan change. Gather Support from Top Management The first principle is to solicit support from top management. This can be explicitly done through the formation of a Team for Nurses Oral Health development which should be comprised of the Nurse Educator, Nurse Managers, Education Team members and the nurses. Kotter (1996) stated that in managing cha nge, mere control is not enough rather, there is a need to effectively lead the change that needs to be brought about. A coalition of leaders and managers must be formed to manage change. By working as a team, the coalition helps to create more momentum and build the sense of urgency in relation to the need for change (Midttun and Martinussen 2005). The group must consist of proven leaders who can drive the change, tout the vision, and appoint others, and good managers who can develop plans and control the processes (Schlussel 2009). Kotter (1996) also recognises the importance of the emotional dimension and the energy that is generated by a mastermind group all working together. Gather Support from Different Organizational Levels The abet principle is the solicitation of support from other levels, by creating a common, compelling vision of what the enhancement could pay back (Lansisalmi, KIvimaki, Aalto, and Ruoranen 2006). This includes the presentation of the proposal to all d irectors, staffs, and other personnel involved. Moreover, they should be convinced about the urgency of the change, with fierceness on the expected benefits. People who welcome change are not generally the best at being up to(p) to work reliably, dependably and follow processes Understanding peoples needs is important to be able to manage change (Inkson 2007). Being mindful of peoples strengths and weaknesses is also very crucial as not everyone welcomes change. It is inherent to take the time to understand the people being dealt with, and how and why they feel like they do, before victorious actions (Gutteridge, Leibowicz, & Shore 1993). The researcher also realised that change is not to be sold to people as a way of accelerating agreement and implementation. Selling change to people is not a sustainable strategy for long-term success, since doing so may just back fire in the future, when least expected. Instead, change needs to be silent and managed in a way that people can c ope effectively with it. Change can be unsettling, so the manager logically needs to be a settling influence (Bazzoli, Dynan. Burns, and Yap 2004). instal and Communicate Urgency of Proposed Change According to Kotter (1996), an early task in effecting organizational change is establishing a sense of urgency. Change agents must help others see the need for change and the importance of acting promptly (Fox-Wolfgramm 2007). In planning for the oral health training program, 3 initial factors