Leadership Assignment

Change Implementation and Management Plan

Jalmec Carter- Holifield

Walden University NURS 6053

Issues Affecting

the Organizatio

n

• The number one issues our organization is currently facing is the shortage of staff.

• The American Nursing Association (ANA) stated that one of the specific hallmarks of an environment that supports professional nursing practice is one in which nurse staffing patterns have an adequate number of qualified nurses to meet patients’ needs (Marshall, E., & Broome, M. 2017).

• Staffing shortages are contributing to: • Decreased retention rates of staff • Decline in quality of patient care provided • Decreased patient satisfaction • Increased stress and burnout among nurses • Incivility in the workplace • (Haddad LM, Toney-Butler TJ. 2019).

Proposed Change

• The change I am proposing is to the contracts signed by the new hire nurses

• When I began with the organization, my contract included a sign on bonus spread out incrementally over a two year period

• When the organization was purchased by the new company, they no longer offered the new nurses sign on bonuses with their contracts

• I believe that reinstating the sign on bonus will increase retention rates

Justification for Change

• Monetary incentives will not only bring nurses into the organization, but will also encourage them to stay (Petsoulas, C. et al. 2018).

• There is little risk involved because, should a nurse not complete their contract, they would be required to pay back any funds received

Details of the Change

• New nurses would sign a two year contract that would obligate them to remain with the organization.

• The change to the new hire contracts would include a sign on bonus that would include an up front payment, in addition to bonuses at the three month, six month, one year, and two year marks.

• The contract would specify that in order to receive the full bonus, nurses would be required to maintain full time employment.

• Additionally, any nurse deciding to terminate the contract prematurely would be required to pay back any portion of the bonus that they had received

Stakeholde rs

Impacted by the

Change

• The primary stakeholders that would be impacted by this change would be the unit manager.

• Each unit has a designated budget, and the bonuses for the new hires would come from those budgets.

• The floor nurses would also be major stakeholders, because they would be working directly with the new nurses being hired (Ballard, K. 2003).

• Finally, the organizations financiers would be stakeholders because the budgets for each department would need to be recalculated to accommodate the new hires

Change Manageme

nt Team

• The leader of the change management team would need to be the unit manager

• The unit manager would be responsible for evaluating their unit’s budget to determine how many nurses they would be able to hire, and how much of a bonus they would be able to offer

• The HR department would also be a major component of the change team

• The human resources department would ensure that the contracts developed by the unit managers fall within the organization’s guidelines

Plan for Communica

tion

• For this plan to be implemented, the primary person to communicate with would be the unit manager

• If the unit manager is satisfied with the proposal, the idea would then be presented to the director of nursing

Risk Mitigation

• There is little risk involved because, should a nurse not complete their contract, they would be required to pay back any funds received

• It would also be very beneficial to ensure that the new nurses have a smooth and thorough orientation, because the onboarding process can contribute to the readiness and retention of nurses (Trossman, S. 2017).

References

• Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. Retrieved from: https://ereader.chegg.com/#/books/9780826193995/cfi/6/30!/4/2/140/2@0:100

• Haddad LM, Toney-Butler TJ. Nursing Shortage. [Updated 2019 Jan 19]. In: StatPearls [Internet]. Treasure Island (FL): StatPearls Publishing; 2019 Jan-. Available from: https://www.ncbi.nlm.nih.gov/books/NBK493175/

• Petsoulas, C., Allen, P., Horrocks, S., Pollard, K., Duncan, L., Gibbard, E., … Husband, P. (2018). Using contractual incentives in district nursing in the English NHS: results from a qualitative study. PUBLIC MONEY & MANAGEMENT, 38(3), 223–232. https://doi-org.ezp.waldenulibrary.org/10.1080/09540962.2017.1402543

• Ballard, K. (2003). "Patient Safety: A Shared Responsibility". Online Journal of Issues in Nursing. Vol. 8 No. 3, Manuscript 4. Available: www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume 82003/No3Sept2003/PatientSafety.aspx

• Trossman, S. (2017). Stepping Into a Culture of Safety: Onboarding programs help retain nurses, strengthen patient care...Reprinted with permission of The American Nurse. Kentucky Nurse, 65(4), 12–15. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx? direct=true&db=rzh&AN=125315985&site=eds-live&scope=site