LDR 615 Topic 8 DQ 1 Consider an organization in your field or industry. Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees. Describe three factors to consider when making sure that the changes made become permanently imbedded in the organization’s culture.

 

Successful change within an organization happens when there is a clear vision from transparent leaders, inclusive decision making, clear and effective communication, employee support, and a positive culture. There are multiple elements an organization can consider to ensure that change is embedded in the culture. Kotter and Cohen (2002) encourage utilizing the new employee orientation process to share the vision and dedication the organization has for recruits, making sure there is continuity of behavior as well as reslts to help cultures grow consistently, and sharing stories again and again about what the organization does and why it succeeds.

A successful process implemented in my healthcare organization is the daily huddles. These team huddles are attended by all leaders Monday through Friday to share what is going well, what gaps in care are identified, resources needed, and upcoming changes or initiatives to be shared with each team leader. Set aside each morning at 9 a.m., this time provides space to share best practices, concerns, and solutions with all team members caring about change. Huddles are also occurring on units prior to the start of each shift. These are called safety huddles to ensure that the team is aware of any unit concerns at the beginning of each shift with a consistent message.

Healthcare today consistently changes due to advancing technology and staffing barriers. Continuous change can create challenges, frustration, and burnout for front line staff caring for patients. Solutions that organizations could offer to support staff to help reduce burnout include the following evidence-based recommendations by Gabriel and Aguinis (2022) are listed below:

  • Providing stress management interventions such as cognitive-behavioral training and mindfulness meditation groups
  • Allow employees to be active crafters by allowing autonomy and flexibility and offering professional development opportunities.
  • Encourage social support by creating an environment of trust and provide crisis management.
  • Engage employees in decision-making through transparency and good communication.
  • Implement high-quality performance management by providing timely strengths-based feedback, connecting performance to financial and non-financial rewards, and implementing fair and equitable performance management.

 

References:

Gabriel, K. P., & Aguinis, H. (2002). How to prevent and combat employee burnout and create healthier workplaces during crisis and beyond. Business Horizons, 65(2), 183-192. https://doi-org.lopes.idm.oclc.org/10.1016/j.bushor.2021.02.037

 

Order this paper