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Changes in the Organization Cause Direct Impact to Employee Morale

Christin Peraza

An Advanced Masters Research Concept Paper Submitted to the

Department of Health Services Administration and the

Nicole Wertheim College of Nursing and Health Sciences

in Partial Fulfillment of the Requirements

for the Degree of Master of Health Services Administration

Florida International University

2018

Page

Chapter 1: Introduction 3

Problem Statement x

Theoretical Basis for Study x

Purpose of the Study x

Definition of Terms x

Chapter 2: Literature Review x

Organization of Literature Relevant to Study xx

Main Takeaway From Research on Theory of Problem xx

Main Takeaway From Research on Theory of Cause (if applicable) xx

Main Takeaway From Research on How Theory of Cause Influences Problem xx

Summary xx

Research Questions xx

<students pursuing the Masters Research Project, should aim to complete Ch. 3 as well>

Chapter 3: Methodology xx

Participants xx

Instruments xx

Instrument Reliability and Validity xx

Research Design xx

Procedures xx

Summary xx

Chapter 1: Introduction

Problem Statement

The issue is being targeted is the low morale in the work place when there is change in the organization. When this occurs, there is usually re organization of the department which allows for disengagement and discontent. On the other hand, those that are new and have a positive outlook it is a time that they can really thrive.

Possible causes. Among the possible causes of low morale in employees due to a shift in the norm are the change in leadership within the organization and the constant change in the healthcare industry. Aside from the possible causes listed above which are difficult enough are the financial challenges. It is very difficult to deliver the same message that there is not enough money and we need to do more to make the organization work. In healthcare that is the same message across the board so the question is how do you keep your employees motivated when all they hear is negative. Employees become disengaged and do not go above and beyond because what is the purpose if we are still not meeting the organizations financial metrics. Employee morale in general is made up of multiple internal and external factors and the leaderships response to those changes. Morale is influenced from the top down (leadership) more that from bottom up (Finger, 2005). The cause you believe to be most significant, may represent a significant contributing factor to the problem you are studying.

Individual and group moral. Individual moral is one person’s perception whereas group moral is the general attitude of the group. One individual’s perception may sway the groups passage through time.

High or low morale. There may be individuals with high moral and willingness to contribute and be an asset. These individuals are loyal, dependable, and have high enthusiasm. The persons with low morale can sway that highly engaged employee and taint their perception of the organization. These individuals have lack of interest, laziness, jealousy, and tend to bicker.

Organizational Background. The organization that is being described is an Addiction Treatment Center and Mental Health program that is under the management of a large not for profit organization in the community. They have been a part of this organization for over 30 years and are very known within the community as a valuable resource. The Addiction Treatment program offers outpatient treatment for substance abuse patients including Individual Therapy, Group Therapy and Partial Hospitalization. The Mental Health program offers Individual Therapy, Group Therapy and Family. In addition to the services listed there is also a Psychiatrist that services both patient populations.

Throughout the year the company has undergone many changes. In the past few years they have closed down a very valuable part of the program which was the detox and residential program due to poor management and the limitations the healthcare has faced. Many employees were laid off, others transferred and some stayed. The organization is now facing new management with many changes to make the organization viable in healthcare. They are faced with the challenge of changing the way they do business to be profitable and still provide an exceptional level of care. How can that be achieved if there are employees that are wounded by all the change throughout the years? Also, take the employees that are new and sell them on the goal while the others are feeding them the negative?

Deficiencies in the evidence. Extensive research has been conducted on changes in management and how it affects employee morale, but isn’t exactly the same or as detailed (Oreg et al.2011; Vokola et al., 2013). However, according to some scholarly reference (Bennis, Benne, & Chin, 1969; Kouzes & Posner, 2007), considerably less investigative effort has been expended to better understand the changes in management and how it affects the employees. If this healthcare organization implements a solid theory that can guide the change process the organization can be successful.

Audience. This study will benefit the organization as a whole as it will clearly outline the reason for the change, the change itself and the maintenance of the change. This will help the employees understand the reasons and hopefully give them a more positive outlook. Patients may benefit if subsequent changes improve the problem at hand, and thereby enhance care quality and improve overall outcomes.

Role of the researcher. The researcher is the Administrator of the department they will take the role of finding the needs for the study. As this type of role, the Administrator has an advantage in studying this organization’s problem because the position provides access to a unique population/records/perspective/etc. Organizational experience also lends insight into potential causes of change in management decreasing employee morale. Additionally, informed by a deeper knowledge of the organization’s values, the Administrator may best identify and implement data collection procedures in order to maximize participation and promote honesty and transparency. However, as this specific type of organizational employee/ally, anonymity, confidentiality, and trustworthiness are all paramount ethical cornerstones that must be honored in the data collection and analysis procedures of this investigation.

Theoretical Basis for Study

From a theoretical perspective, the problem of what you want to study at a broader level is informed by Lewin’s Change Theory (Lewin, 1951), which states that to achieve a positive outcome to change you must have a plan: unfreeze, change, and refreeze. The first step in his theory is to unfreeze which implies that you have to prepare the organization for change meaning preparing the organization to accept that change is necessary, which involves breaking down the existing status quo before you can build up a new way of operating.

Key to this is developing a compelling message showing why the existing way of doing things cannot continue. This is easiest to frame when you can point to declining patient volume, poor financial results, and worrying about customer satisfaction surveys. These show that things have to change in a way that everyone can understand.

To prepare the organization successfully, you need to start at its core – you need to challenge the beliefs, values, attitudes, and behaviors that currently define it. This first part of the change process is usually the most difficult and stressful. When you start cutting down the "way things are done," you put everyone and everything off balance. You may evoke strong reactions in people, and that's exactly what needs to be done.

By forcing the organization to re-examine its core, you effectively create a (controlled) crisis, which in turn can build a strong motivation to seek out a new equilibrium. Without this motivation, you won't get the buy-in and participation necessary to effect any meaningful change.

Staff response to changes – Negative responses to change (theory) FIU library researching theroies. Secondry theory low moral (loss of hope, control). Theory and phenomenon. Intro -. Initially conceptualized and primarily used to study the problem, but probably not in the exact area you’re going to apply it, So-and-so’s AOR theory posits that organizations or people/policies/patients do something that puts them in a specific position/situation/condition to be at-risk of the problem you are going to examine. Describe what the practical implications are if this theory is true and plays out as the authors believe it to in the real world. Be detailed on the organizational, employee, patient, legislative side (outlining the implications for each of those parties as applicable). Accordingly, research has explored the validity of So-and-so’s AOR theory and the condition as a predictor of the problem.

Additionally, the problem that you want to study is more frequently conceptualized in relation to another So-and-so’s Theory of My Problem (TMP) Theory (Reference Info, 2018). Proposed as a means to explain the problem in great detail as it occurs in the specific area I want to study it, the other So-and-so (2018) posits that the problem manifests itself because of this reason or that reason, with that reason being the most prevalent and the most detrimental. With regard to the specific focus of this study, the influencing factor and the resulting problem, results generally support the influence of theory one’s practice on theory two’ problem.

Purpose of the Study

The purpose of this study is to examine the relationship between a.) the influencing factor from theory one, and b.) the problem of concern in a location-based specific type of healthcare organization.

Definition of Terms

For purposes of this masters level advanced research concept paper, the following terms are defined.

First key term you will use and want to establish as a norm. This term refers to whatever it is (Reference Info, 2018). This term represents xx.x% of the issues/people/patients in the organization under study in this new investigation.

Influencing factor/cause term from theory. This term refers to something from theory one (Reference Info, 2018).

Influencing factor/cause term from theory. This term refers to something from theory two (Reference Info, 2018).

Short key term you’ll use to describe the main problem. This term refers to the problem at an in depth level, including this, this, this, and that. You’ll use this short problem term so you don’t have to keep saying it over and over so exhaustively moving forward.

Possible causes.

The problem to be addressed is that the … (Reference Info, 2018).

The topic. Organizations hoping to avoid the problem you are studying must do this, this, and that. Specifically, describe what the implications of the problem are for nearly all types of organizations, providers, and patients or consumers. Include authority reference to bolster your concern, unless it is widely accepted as an established problem. Your professor will help guide whether a reference is required. When in doubt, cite. Remember, this is an opportunity to generalize your problem to a wider, less healthcare-specific audience (Reference Info, 2018).

Low moral in substance abuse. Change management.

The research problem. Here is where you need to provide one key scholarly reference that speak directly to the problem at hand and how it is detrimental to healthcare organizations and the specific type of healthcare organization you intend to study now. The reference should be as current as possible, and can even be “less scholarly” in nature to push the scope of the problem from having a nuanced/healthcare insider-only status, more into the collective knowledge of the layperson/public at large. The intent of this investigation is to examine how the type of healthcare organization you’re studying can address the problem at hand in order to maximize the opposite of the problem today (Reference Info, 2018).

Theoretical Basis for Study

From a theoretical perspective, the problem of what you want to study at a broader level is informed by So-and-so’s alphabetical-order-randomness (AOR) theory (Reference Info, 2018). Initially conceptualized and primarily used to study the problem, but probably not in the exact area you’re going to apply it, So-and-so’s AOR theory posits that organizations or people/policies/patients do something that puts them in a specific position/situation/condition to be at-risk of the problem you are going to examine. Describe what the practical implications are if this theory is true and plays out as the authors believe it to in the real world. Be detailed on the organizational, employee, patient, legislative side (outlining the implications for each of those parties as applicable). Accordingly, research has explored the validity of So-and-so’s AOR theory and the condition as a predictor of the problem.

Purpose of the Study

Definition of Terms

For purposes of this masters level advanced research concept paper, the following terms are defined.

Influencing factor/cause term from theory. This term refers to something from theory one (Reference Info, 2018).

Influencing factor/cause term from theory. This term refers to something from theory two (Reference Info, 2018).

Chapter 2: Literature Review

For purposes of this investigation, the problem of examining the effects of change in leadership on employee moral within a non-for-profit healthcare organization is grounded in one theory: Lewin’s change theory (Lewin, 1951) theory on how to implement change by un-freezing, changing and re-freezing. Across these respective frameworks, this theory is an organized approach to making changes in the organization meaningful, productive and positive. In researching Lewin’s theory, it can be delineated in their relationship to not only a healthcare setting but really in any organizational environment that is need of change and a favorable outcome.

Ultimately, further investigation into the relationship between change in leadership, and employee morale is warranted, and was explicitly recommended by (Woehler et al. 2012)

(Kim & Hyun, 2017) (Sheehan, 1995). Such an investigation should rely upon previously utilized and trusted measures of ____________ (the perceived supposed influencing factor), such as ________________’s (2004) Influencing Factor Scale, and ____________ (the exact problem at the HCO under study), such as ___________’s (1985) Problem Scale. It is hypothesized that _______________ (supposed influencing factor) would correlate with an increase/decrease in __________ (exact problem).

Organization of Literature Relevant to the Study

Research has been conducted to investigate ________ (influencing theory/theories). The findings of previous research strongly suggest _____________________ (takeaway statement on that theory, regardless of context). Additionally, ______’s (1985, 1990) theory on the problem of ________, has been examined in __________ (general sense) and __________ (specific context). The findings of previous research strongly suggest _____________________ (takeaway statement on that theory, regardless of context).

The concept of _________________ (the supposed influencing factor) has been studied within _______________ settings. Furthermore, the problem of ______________ has been examined within healthcare settings similar to the organization under study, such as __________. However, _____ (theory and/or problem) has not yet been investigated within ___________ (specific description of your HCO setting/population). And, perhaps most significantly, ___________ (2018) explicitly recommended that __________ (problem) as influenced by ____________ (supposed influencing factor) be a focal point of further investigation by stating, “… future research should look at the effect _________ has on _________ (p. 100). Herein was the focus of this recommended new investigation.

Turnover Rates and Effects:

Turnover rates and effects (Lit map: 1, 4) Text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, and text (2018).

Turnover Intent and Root Causes:

Turnover Cause: (Lit Map: 2, 4) Text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, and text (2018).

Turnover Intent and Organization Support: (Lit Map: 3) Text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, and text (2018).

Takeaway on Research for Problem in General Sense

Level three apa heading specific to theme of one or more articles. Text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, and text (2018).

Takeaway on Research for Problem in Specific Sense

Relationship between Destructive Leadership and Turnover

Destructive Leadership. Text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, and text (2018).

Level three apa heading specific to relationship in specific sense. Text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, text, and text (2018).

Summary

(provide a summary paragraph, utilizing the Level II and Level III APA headings you’ve already written from above…)

Therefore, further investigation into the relationship between (a) the ____________ (perceived supposed influencing factor), and (b) the _______________ (the exact problem at the HCO under study) is warranted, and was explicitly recommended by ____________ (2004). Such an investigation should rely upon previously utilized and trusted measures of ____________ (the perceived supposed influencing factor), such as ________________’s (2004) Influencing Factor Scale, and ____________ (the exact problem at the HCO under study), such as ___________’s (1985) Problem Scale. A quantitatively/qualitatively oriented, survey-based correlational study is therefore recommended to build upon existing theory, previous and current research, and to make a unique contribution to the literature on __________________ (influencing factors) and ____________ (the exact problem), as it occurs in _____________ (type of HCO/population under study). It is hypothesized that _______________ (supposed influencing factor) would correlate with an increase/decrease in __________ (exact problem).

Research Questions

The following research questions may be used to guide the study:

1. Descriptive Question (Quantitative or Qualitative): What is the level of _________ (the supposed influencing factor toward the problem)?

2. Descriptive Question (Quantitative or Qualitative): What is the level of _________ (the exact problem)?

3. Comparison Question (Quantitative or Qualitative): How does the level of _________ (the supposed influencing factor toward the problem) at the healthcare organization/population under study compare to other local/national/global examples?

4. Comparison Question (Quantitative or Qualitative): How does the level of _________ (the exact problem) at the healthcare organization/population under study compare to other local/national/global examples?

5. Relationship Question (Quantitative or Qualitative): How and in what way does the level of _________ (the supposed influencing factor toward the problem) at the healthcare organization/population under study actually influence __________ (the exact problem)?

References

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