How Does the Nursing Department University Hospital Exemplify Ways That Organizations Often React to Planned Organizational Change?
The University Hospital has indicated the sense of self-categorization. It means that the nurses see themselves as part and parcel of the hospital. Therefore, they are involved in the implementation of organization change in the company. The nurses would want to behave appropriately according to the manner in which members are expected to act. The evidence is herein provided in the context whereby Jen asserts the chaos to be a fertile soil for creativity. The difference is much negligible when compared to the older mode of constituting change. The inside members such as Hannah, have full comprehension of the way the hospital operates and can offer basic assistance to affect the changes. Through appropriate organizational support and open communication channels, individuals within the firm can influence the changes and enhance the operability of the enterprise (Lockett et al. 25). The concept of self-categorization and organizational support has existed for decades. Therefore, the nature of the change is the same as the traditional mode.
If You Were Taking on a “Care Coordinator” Role at University Hospital, What Kind of Information Would You Want to Have?
As a care coordinator, I would want to know the basic procedures required when a patient is administered to the hospital up to the time of release. That would mean that I become acquainted with the insurance issues and communication pattern with various physicians. Also, I would want to know the requirements and system of social workers within the hospital. With that, I would have full comprehension of hospital basics. I do not like the idea of unstructured role because it can result in confusion at the workplace. It is good if roles are assigned accordingly to qualified personnel in various departments. One major advantage of the unstructured healthcare system is that members will have improved intelligence in particular fields and most probably, the health outcome will improve after years of practice. On the other hand, the problems and errors are expected to occur in many areas, particularly in the beginning of organizational change process. Also, open communication is required in most instances so as to avoid slowness and errors. In short, the demand is quite high.
How Would You Choose to Lead this Department Through the Change They are Experiencing?
I would choose to create an open environment for speech whereby every individual is free to communicate with anyone and at any time. As a result, the members will interact freely within the premise. Additionally, the workflow will be great as individuals interact to improve their skills and intelligence on health care provisions (Carter et al. 10). I would prefer to have Hannah as a leader. It is because, the hospital is undergoing drastic transition, and therefore, experience within the hospital would prove worth noting that experience in leadership skills. Jen has outstanding qualities yes; however, the hospital would want someone who knows hospital features inside out. As a result, Hannah would be capable of advising the teams keenly to adopt some traditional cultures while embracing the new system. It is hard to sgo through transition regardless of outstanding leaders around drastically.
What are Some Ways That Jen and Hannah Could Work Together to Make the Change Process Successful?
Hannah and Jena would form an exceptional team. Hannah possess social identity trait to the hospital while Jen has outstanding leadership quality personalities. Therefore, Hannah is expected to guide people based on values of the hospital since she fully understands the hospital setting. On the other hand, Jen has qualities that can help guide the teams to adopt the transition programs. As a result, the teams will embrace values of the hospital based on the traditional system as they move towards effecting required changes within the hospital.
What is/are the right mode(s) of ensuring that people get the right information at the right moment to function efficiently given that majority will be doing unfamiliar duties?
Carter, Min Z., et al. “Transformational Leadership, Relationship Quality, and Employee Performance during Continuous Incremental Organizational Change.” Journal of Organizational Behavior 34.7 (2013): 942-958.
Lockett, Andy, et al. “The Influence of Social Position on Sense-Making About Organizational Change.” Academy of Management Journal 57.4 (2014): 1102-1129.