Get Instant Help From 5000+ Experts For
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing:Proofread your work by experts and improve grade at Lowest cost

And Improve Your Grades
myassignmenthelp.com
loader
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Guaranteed Higher Grade!
Free Quote
wave

Aims & learning outcomes 

  1. To equip students with the conceptual knowledge of leadership and change management as applied to practice.
  2. To extend students' understanding and knowledge of change management theories and their application to managing change.
  3. To enhance students’ ability to analyse the key factors for successful implementation of change.
  4. To advance potential leadership attributes through a variety of learning activities.

The study is mainly based on the concept of change management. It is basically on the bed side handover change management which is introduced in this essay. It is seen that in Australia there are around 7 million bedside handovers which is performed per year in hospitals and another 26 million were given in the community settings (Rosenbaum More and Steane 2018). It is also seen that there are around 10-15 percent of the nurse day is focused basically on the verbal reports and the clinical information is shared between the various health care experts which is at least 10 times on each day. The bedside handover is considered as one of the most dominant and widely accepted change which the health and social care settings basically uses it. This is also considered as one of the best communication method for ensuring high standards of quality care for the patients. There have been still 22 percent of the errors to be there due to the poor communication during the bedside handover (Doel and Shardlow 2016). The poor bedside handover is identified as the major factor in serious and adverse situations in hospital and other health and social care settings. The bedside handover is actually being helpful in supporting the patient centered care in accordance with the national policies and guidelines which are to be maintained by the health and social care settings.

It is said that the pros of this service is that there is high recognition of patients to be done. This also ensures and promotes the patient centered care and it is providing the opportunities for the health care experts to get engaged with the patients belonging to different culture. The bedside handover is also useful in providing vital and useful information regarding the patients and this also increases the satisfaction for the patients.

The study is basically focused on the development and analysis of the concept of change management which is related with the bedside change management. It is also focusing on the identification of the aspects of leadership which is related with the change management as well. It also describes the clear rationale of the personal leadership approach which is linked with the process of change.

My leadership role in this change management to be established should be that I will be playing the role of communicator who will be communicating vital information of the clients and handover the details of the information towards the nurse who should be getting the shift after the shift hours will be completed by me. I should also be playing the role of a team worker who should be able to understand the team dynamics and work with the other nurses effectively and efficiently. I should also be playing the role of the leader who will be motivating and inspiring the nurses associated with me in order to improve the patient centered care. I should also be playing the role of problem solver and the decision maker by which it should be essential for me to take effective decisions and resolve the issues of the patients with great care and sensibility.

Leadership roles in Bedside Handover

The change management which I will be proposed to carry out is the bedside handover change management. It is obvious that effective leadership is important in managing and evaluating the change management for this study. So the leadership plays an important role in identifying and implementing the change management. In this study I am playing the role of a nurse who will be acting as the leader in proposing this change management in any health and social care settings where I am currently working. So the different aspects of leadership are highlighted below

Honesty and Integrity- In this proposed change management the nurse who is acting as the leader should be developing a proper and ethical culture within the organization they are working with. So the nurse leader should have honesty and integrity for getting success in the long term. The nurse leader is followed by the nursing teams in order to accept and evaluate the perceptions and ideas of the nursing leader (Cameron and Green 2015). The nurse leader should always be trustworthy and they should be practicing the highest ethical standards in the health and social care settings.

Great Vision- The nurse leaders do not focus much on their tasks or the activities,. They should be focusing on what they are going to achieve and makes the nursing teams to be achieved. They should have the deep knowledge of the current role they are playing and for communicating the vision to the nursing teams (Hayes 2014). They are establishing clear and concise goals in order to propose the change management in the settings.


Inspiring and Influencing Teams- The nurse leader in carrying out the change management need to have the motivational and inspiring skills to have. They should have the power of motivating and inspiring the teams with who the nurse leader will be working (Goetsch and Davis 2014). They should be influencing the nursing teams in order to provide high quality care to the patients.

Policy Setting and Quality measures- I should be bringing on the change to be proposed should be defining and regulating the policies. They should be looking at the quality measures and dealing with the patient outcomes in a strategic manner. They need to carry out the quality checking of each of the patients who are in the verge of bedside handover each day.

Accountability and Decision making- I should be accountable with the decisions they are making in order to influence the nursing teams. They are accountable with the practices they are doing in the settings. This is useful in the effective decision making for improving the patient outcomes and for the implementation of this change which is to be carried out. They are accountable for the overall quality of care and delivery of the patients.

Aspects of Leadership

Coordination and Delegation- I as the nurse leader trying to have bedside handover management to be implemented is not task focused. They are more or less focused on the coordination and the teams and how they should be working together as a team. The nurse leader should also be delegating the roles and responsibilities of the team members present in the nursing team with whom the nurse leader has been working with.

The nursing leader for the implementation of the change management in the setting should understand and clarify the rationale for the leadership approach taken for the bed side handover change management to be carried out effectively. First of all it is useful for the nurse leader to adopt the servant leadership. The rationale behind the adoption of this leadership approach is that the nurse leader should have the potential of influencing and motivating the others in the nursing team (Bartunek and Woodman 2015). They can be able to develop strong relationships and helps in developing the skills of the team members. The nurse leader when proposing this change need to meet the individual needs of the nursing team members so that accurate and successful bedside handover change management is incorporated.

According to Al-Haddad and Kotnour (2015) the nursing leader should be articulating the vision and mission of the change management to be implemented in the settings. The nurse leader should be focusing on developing strong relationships and motivating the nursing teams through the understanding and communicating the mission and vision. The praising of the team members and providing utter respect and loyalty for the nursing teams helps in implementing this change successfully in the settings. The nurse leader tries to engage the individual team members closely in order to provide high quality patient care and delivery for the bedside handover.

In accordance with Allan and Sage (2016) the nursing leader should be able to communicate and work very well with the team. The individuals present in the nursing team should support the nurse leader in order to meet the requirements of the patients and for improving the patient care and delivery for bedside handover change management to be implemented. There are no individuals who could be able to achieve the goal and each and every team members need to be working as a unit to achieve high level of success for this change to be made feasible in the settings. I as the nurse leader will be delivering positive outcomes when the nurse leader encourages the team to work together and work on constant efforts in achieving the common goal of the setting.

Rationale for Leadership Approach

I as the nurse leader should be communicating well with my nursing team so that I can be able to make proper and effective decisions for the change to be implemented. The open communication will actually help in analyzing the feedbacks and the resolving of any issues the nursing team members should have in adopting this change. The open communication makes the nursing team to get engaged more with the nurse leader and helps in achieving the vision of the setting in a clear and concise way.


I am taking the role of nurse leader in proposing this bedside handover change management to be implemented in the setting. I should be able to appraise my own leadership performance in making this change to be clearly evaluated and make this change to be successful within the setting. My leadership performance in initiating or adopting this change is very good. I have been a good performer in bringing and proposing this change successfully. I have been very good working with the team members .I could be able to resolve any issues and understand their strengths and weakness which improved my own performance in leading a team for the achievement of the common goal. I am a good communicator and able to communicate the vision and mission of the change to be implemented. I could be able to improve the patient care and delivery by meeting the needs and requirements of the patients and this develops satisfaction of the patients towards the working of mine as the nurse leader. I have been able to solve serous bedside handover cases by leading my team and the change implemented by me is proved to be feasible for the setting as well.

I would be exploring the Lewin change management model in appraising my own leadership performance. According to the lewin change management model, I as the nurse leader is ready for the change to be happened and I could be able to make my nursing team to be able to understand that they should be adopting to this change. I have been created the situation in the setting to make the change happen. After that I should be appraising my own leadership performance with the way of delivering the change to the nursing team with whom I have been working with. The next is the stage of freezing where I as the nurse leader should be able to make the nursing team to adopt and make the changes to be successful for the setting.

Objectives

Success Criteria

Actions

Implementation

Listening to patients requirements

I have recently analyzed the feedback of the patients clearly.

Gaining and collecting feedbacks.

Communicating more with the patients.

Engaging emotionally with patients

I have involved the family members in gathering all the required information

Clarify the requirements and needs of the patients clearly.

Gaining of past experiences and real life events of the patients

Authority of taking decisions

I have been able to take own decisions regarding the success of the change.

Leading the team well.

Involving in analyzing and taking part in meetings.

The Lewin Change Management Model

Specific- My specific goal is to implement bedside handover management to be implemented in the setting.

Measurable- I have reduced the bedside handover management more than 25 cases in my settings.

Accountable- I am accountable with the change management decisions taken by me.

Realistic- The improvement in the quality care and delivery of the patients is my realistic goal.

Time bound- I could be able to incorporate the change within 1 year in my setting.

Conclusion

From the study it is evident that the nurse leader has been successfully implemented the bedside handover change management in the setting. It concludes that the implementation of change is feasible in any settings only if any individual plays the role of an effective leader. So in order to propose the change there is the need of the different aspects of leadership to be identified and implemented. It is evident that it has explained critically the appraisal of the personal leadership performance. It is also useful in the development of the personal development plan including the analysis of the SMART goals.

References

Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.

Allan, M. and Sage, H., 2016. Sustaining Reflective Practice in the Workplace. In Social Work, Critical Reflection and the Learning Organization (pp. 97-110). Routledge.

Bartunek, J.M. and Woodman, R.W., 2015. Beyond Lewin: Toward a temporal approximation of organization development and change.

Börjesson, U., Cedersund, E. and Bengtsson, S., 2015. Reflection in action: implications for care work. Reflective Practice, 16(2), pp.285-295.

Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. human relations, 69(1), pp.33-60.

Doel, M. and Shardlow, S.M., 2016. Health and social care: a complex context for professional education. In Educating Professionals (pp. 31-42). Routledge.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Gorli, M., Childerstone, S., Sher, M. and Nicolini, D., 2017. In search of the ‘structure that reflects’: promoting organizational reflection practices in a UK health authority. In Organizing reflection (pp. 95-118). Routledge.

Gould, N., 2016. Introduction: the learning organization and reflective practice–the emergence of a concept. In Social work, critical reflection and the learning organization (pp. 11-20). Routledge.

Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.

Kang, S., 2015. Change management: Term confusion and new classifications. Performance Improvement, 54(3), pp.26-32.

Kova?, J., 2017. Dimensions of organizational change. Management: journal of contemporary management issues, 5(1), pp.73-81.

Rosenbaum, D., More, E. and Steane, P., 2018. Planned organisational change management–forward to the past? An exploratory literature review. Journal of Organizational Change Management, (just-accepted), pp.00-00.

Verhulst, E. and Lambrechts, W., 2015. Fostering the incorporation of sustainable development in higher education. Lessons learned from a change management perspective. Journal of Cleaner Production, 106, pp.189-204.

Worley, C.G. and Mohrman, S.A., 2014. Is change management obsolete?. Organizational Dynamics, 43(3), pp.214-224.

Cite This Work

To export a reference to this article please select a referencing stye below:

My Assignment Help. (2020). Bedside Handover Change Management Essay: Concept, Leadership, And Implementation.. Retrieved from https://myassignmenthelp.com/free-samples/hc7002-proposal-leadership-change-management.

"Bedside Handover Change Management Essay: Concept, Leadership, And Implementation.." My Assignment Help, 2020, https://myassignmenthelp.com/free-samples/hc7002-proposal-leadership-change-management.

My Assignment Help (2020) Bedside Handover Change Management Essay: Concept, Leadership, And Implementation. [Online]. Available from: https://myassignmenthelp.com/free-samples/hc7002-proposal-leadership-change-management
[Accessed 24 May 2024].

My Assignment Help. 'Bedside Handover Change Management Essay: Concept, Leadership, And Implementation.' (My Assignment Help, 2020) <https://myassignmenthelp.com/free-samples/hc7002-proposal-leadership-change-management> accessed 24 May 2024.

My Assignment Help. Bedside Handover Change Management Essay: Concept, Leadership, And Implementation. [Internet]. My Assignment Help. 2020 [cited 24 May 2024]. Available from: https://myassignmenthelp.com/free-samples/hc7002-proposal-leadership-change-management.

Get instant help from 5000+ experts for
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing: Proofread your work by experts and improve grade at Lowest cost

loader
250 words
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Plagiarism checker
Verify originality of an essay
essay
Generate unique essays in a jiffy
Plagiarism checker
Cite sources with ease
support
Whatsapp
callback
sales
sales chat
Whatsapp
callback
sales chat
close