An Assessment and Intervention Strategy for Managing Staff Needs During Change

Abstract

Currently, change is rampant in healthcare. Amid the economic pressures of managed care, nursing leaders find themselves pouring over financial spread-sheets and crunching numbers at the expense of staff interaction. While staff members feel overwhelmed by the whirlwind of change around them, nursing leaders struggle to balance staff needs with countless other responsibilities. The assessment and intervention strategy presented provides nursing leaders with a straightforward and efficient means of identifying and addressing issues that affect staff productivity, retention, and satisfaction.

Bridging the Gap between Primary and Secondary Care: Use of a Clinical Pathway for the Investigation and Management of Deep Vein Thrombosis

“…The PDSA concept of continually improving the form as opportunities for improvement are identified was also communicated to all staff, with clear lines by which they could provide suggestions and feedback. Special attention was paid to employ strategies identified in the literature that are believed to maximize the chance of a successful change of established practice, 10–25 and the visibility of the initiative was maximized, including a high intensity campaign, 11 with frequent face-to-face meetings with staff, the use of enthusiasts and champions, the tailoring of messages to the perspective of each specialty involved, and sensitivity to the desire for role boundaries among different groups working together. 13,14 We were careful to acknowledge any potential practical problems with the process, and that some of these might only become evident once it was being used.…”

Making the Move: From Bedside to Camera-Side

“…However, moving to a new role or changing from one setting to another means that a new professional identity must be forged through the process of role transition. 34 Tele-ICU nurses are forging a new role identity. Many are discouraged to find their contributions devalued by their bedside peers, as they are no longer viewed as "real" nurses.…”

Transition from Academia to Home Health Practice

“…This may be more the case when a nurse experiences forced change within an organization; grief may be less likely when someone changes jobs voluntarily. Jost (2000) indicates that a change in role is accompanied with a change in self-esteem. Variations in the nurses' responses are caused by the amount of preparation for the change, their emotional and physical health, their knowledge of their new role, support from peers and administration, and their perceptions of the expectations accompanying the new role (Kelly & Mathews, 2001).…”