Implementing Change With an Interprofessional Approach Presentation NUR 514

Grand Canyon University Implementing Change With an Interprofessional Approach Presentation NUR 514   – Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University Implementing Change With an Interprofessional Approach Presentation NUR 514   assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for Implementing Change With an Interprofessional Approach Presentation NUR 514  

Whether one passes or fails an academic assignment such as the Grand Canyon University Implementing Change With an Interprofessional Approach Presentation NUR 514   depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for Implementing Change With an Interprofessional Approach Presentation NUR 514  

The introduction for the Grand Canyon University Implementing Change With an Interprofessional Approach Presentation NUR 514   is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for Implementing Change With an Interprofessional Approach Presentation NUR 514  

After the introduction, move into the main part of the Implementing Change With an Interprofessional Approach Presentation NUR 514   assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for Implementing Change With an Interprofessional Approach Presentation NUR 514  

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for Implementing Change With an Interprofessional Approach Presentation NUR 514  

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for Implementing Change With an Interprofessional Approach Presentation

Introduction & Purpose of the Presentation

The first slide for Implementing Change With an Interprofessional Approach Presentation NUR 514

vChange in healthcare through inter-professional collaboration improves quality of care

vDifferent situations necessitates changes in nursing practice and organizations

vInvolvement of stakeholders is essential in change management (Polit et al., 2020)

vChange theories allow health professionals and organizations to implement innovative approaches to care delivery (Kyle et al., 2024)

vPurpose and Objectives of the change

Change in healthcare through inter-professional collaboration enhances quality care delivery. Different situations necessitate changes in nursing practice and healthcare organizations, including the rise in care demands against an insufficient nursing workforce. Stakeholders’ involvement in change is important to attain the set goals and objectives (Kyle et al., 2024). Again, change theories allow healthcare organizations and professionals to implement innovative approaches to care delivery (Polit et al., 2020). The purpose of this presentation is to discuss a change implementation plan using an inter-professional team in health facility. The change will focus on enhancing the nursing workforce to meet care demands in the facility.

Background to Situation & Rationale for Change

vHectic schedule and a rise in work shifts to meet seasonal healthcare demands

vBusy periods in healthcare practice associated with filled appointments and high patient volumes

vOverworking and high workload among nurses

vIncreased influx in calls and appointments led to management difficulties and challenges

vProposed change entailed having medical answering services specialists to handle patient calls

vRationale was to reduce workload and manage the high patient volumes

vChange was critical to improve service delivery and interactions with patients (Polit et al., 2020)

At the core of the current situation is the hectic schedule due to a rise in work shifts to meet the seasonal demand by patients. Busy times in healthcare practices associated with filled appointments and high patient volumes can present overwhelming work stress and pressure for nurses. The situation leads to overworking and high workload for nurses. The situation in the facility entails a rise in calls and appointments by patients. Most of the patients cannot get appointments while nurses continue to overwork to meet these demands. The proposed solution or change is engaging medical answering services specialists to deal with these calls (Polit et al., 2020). The rationale of the proposed change is to reduce workload and manage the high patient numbers leading to more demand. These changes are critical to improving service quality and patient care experiences. The change will also reduce the nurses’ workload and improve efficiency through better performance.

Goals of Change

vReduce nurses’ workload and rushing patients

vEnhance care quality (Shadmi et al., 2020)

vReduce fatigue and burnout among nurses, especially in critical care and emergency department

vImprove patient experience and satisfaction

vEnhance psychological wellness of nurses (Polit et al., 2020)

The goals of the proposed change include reducing the workload among nurses and ensuring that they have sufficient time and interactions with patients. The change will also improve the quality of care and patient experience (Shadmi et al., 2020) Nurses will also attain better outcomes through an expected reduction in workload that will translate into less fatigue and burnout, especially those in critical care areas in the facility. The fourth goal of this change is to enhance patient experience and satisfaction levels by prompt service delivery and enhanced interactions with nurses (Polit et al., 2020). Again, the program will enhance psychological wellness of nurses and other healthcare providers.

Implications of Practice Change

vBetter service delivery for patients

vIncreased efficiency and workflow

vWelfare of the healthcare providers (Kyle et al., 2024)

vInvolvement of all stakeholders

vChange integration for better team building (Yoder-Wise et al., 2022)

Practice change in nursing and healthcare is a critical component of evidence-based practice. The implications of change in this case go beyond addressing the expectations of the internal stakeholders. The change will impact various aspects in the setting, from better service delivery for patients to increased efficiency and workflow (Kyle et al., 2024). The welfare of healthcare workers affects their delivery and performance. As such, this change will enhance nurses’ wellness and psychological perspectives (Yoder-Wise et al., 2022). The implication is practice change is that it will involve all stakeholders and building of team-based care delivery.

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Role of Advanced Registered Nurse as Change Agent & Dynamic Healthcare Environment

vChange essential for nursing professional practice

vChange agents have skills and power to influence and guide others to attain set goals (Harrison et al., 2020)

vNurses assume positive role of change due to their frontline position in care delivery

vInfluence patients to accept change (Yoder-Wise et al., 2022)

vEmpower colleagues to embrace new approaches to care delivery

vWorks in inter-professional teams to delivery better interventions

Change is an essential aspect of nursing care, especially in the dynamic healthcare environment that implores the use of cultural competent care. Change agents have skills and power to influence and guide the change process to achieve set goals. Nurses are change agents due to their experience, especially advanced registered nurses, and their role as patient advocates (Harrison et al., 2020). They are also frontline care providers and influence not just patients but other stakeholders. Again, the role of the advanced registered nurse in this change process is to influence a change mindset and transformational approach to care delivery (Yoder-Wise et al., 2022). The nurse will work through inter-professional team to deliver the proposed intervention despite the dynamic nature of the healthcare environment.

Stakeholders in Change Efforts

vStakeholders play a core role during change

vComprise of individuals and groups that influence the success of change process (Yoder-Wise et al., 2022)

vInternal stakeholders include

vExecutives and sponsors

vHealthcare professionals

vIT staff

vSupport staff

vExternal stakeholders include

vPatients and their families

vMedical answering specialists and organizations (Polit et al., 2020)

vRegulatory agencies/ governments

vProfessional nursing organizations

The stakeholders in this change process will entails individuals and organizations affected by the proposed transformation and influence overall success. The stakeholders play a significant role; either actively or passively. The stakeholders are either internal or external. The internal stakeholders in this case will include the executives and project sponsors, healthcare professionals of various cadres, and information technology (IT) staff as well as the support staff. External stakeholders include patients and their families, the medical answering specialists and their organizations and regulatory or government agencies (Yoder-Wise et al., 2022). The other group of stakeholders critical to the implementation of the proposed change entail professional organizations that develop practice standards in collaboration with government agencies.

Change Theory & Appropriateness

vChange theories guide the implementation of changes in organizations, including in healthcare

vThe proposed change theory is Lewin’s three-step change model (Yoder-Wise et al., 2022)

vThe model emphasizes the dynamics of organizational change based on its stages

vThese include unfreezing, changing, and re-freezing (Kyle et al., 2024)

vThe model is appropriate because it has only three steps; making it simpler

vModel emphasizes organizational approach or holistic perspective to change

Change theories guide the implementation of change and organizational transformation, including in healthcare. The proposed change model or theory is Kurt Lewin’s three-step change process. The model emphasizes the dynamic role of organizations and their cultures. The model has three steps that include unfreezing, changing, and refreezing. Unfreezing entails evaluating the need for change (Yoder-Wise et al., 2022). At this stage, stakeholders, especially internal, evaluate the need for change and convince others to accept the transformation. Unfreezing unveils different issues that organization sets out to improve. The changing stage is where the team will implement the proposed changes. The changing phase entails using evidence-based approaches to integrate change. Once the change is positive and leads to efficiency, it becomes part of the organizational culture and integrated in processes and other aspects of running the entity (Kyle et al., 2024). The models is appropriate since it entails few steps. The model is not complex and emphasizes organization or holistic approach to change implementation.

Ethical, Legal, Economic, Political, &Social Implications of Change Management Strategies

vEthical issues focus on the values of the change model

vLegal implications entail compliance to regulatory frameworks and laws (Harrison et al., 2020)

vEconomic implications entail overall financial value derived from the implementation

vPolitical implication are organizational management and power dynamics that influence change

Ethical, legal, economic, political and social issues affect change management strategies as changer implementers must ensure that all requirements related to these aspects are integrated in the process. Ethical issues focus on values the change model will create, especially in ensuring that it does not violate set norms and values. Legal implications mean that when using the model, it must comply with all laws and regulations concerning such activities (Harrison et al., 2020). The economic value associated with the implementation of such programs justify the use change management strategies, especially when they are cost-effective. Political issues are based on organizational structures and power bestowed on managers. As such these implications are essential to improve delivery of change as proposed by the presentation.

Initiating Change as an Advanced Registered Nurse

vDeploying Lewin’s change model

vOutlining the change vision (Yoder-Wise et al., 2022)

vDeveloping an effective communication plan

vEngaging stakeholders and collection of views

vMotivating nurses and influencing their participation

Advanced registered nurses (ARN) initiate change to improve care delivery and their wellness. In this case, the proposed change will alleviate fatigue and increased workload leading to better performance and efficiency. Initiating change in this case will involve deploying Lewin’s change model, outlining the vision for change, and developing an effective communication plan (Yoder-Wise et al., 2022). The nurse will also engage stakeholders and collect their views on the implementation of the proposed change. Motivating nurses will also enhance their abilities and perspectives to attain organizational changes by implementing the proposed interventions. Nurses will work with the medical services answering specialists where they require clarity and clarification from patients calling the facility for services.

Initiating Change as a Nurse Leader

vImplementation of standard practices and ethical approach to the issue

vEstablishing a team and change champions

vDeveloping roles and responsibilities of each member (Kyle et al., 2024)

vProvide progress feedback and evaluations (Yoder-Wise et al., 2022)

The nurse will also implement standards of practice and ethical approaches to the change. The establishment of a team and change champions or agents in the nursing department will be critical to attaining the suggested changes (Kyle et al., 2024). The nurse will also develop roles and responsibilities of team members and assign them appropriate roles to attain the proposed change (Yoder-Wise et al., 2022). Finally, initiating change will entail collection of views and getting feedback from all stakeholders about the project and its benefits to providers and patients.

Effects of Unsuccessful Change to the Organization

vLowered patient satisfaction

vLimited attractiveness to capture new patients

vLowered values to the current patients (Yoder-Wise et al., 2022)

vMore shortage and increased workload for nurses

vDecline in efficiency

vA rise in stress and possible burnout 

Unsuccessful change implementation can have devastating effects on the organization and motivation among employees and the management. The proposed change focuses on reducing workload and improving care delivery. However, ineffective and unsuccessful implementation will lead to organizational loss of resources, reduced patient satisfaction, and limit the facility’s attractiveness. It will also lower the volume of patients and exacerbate the present situation. The organization will also experience a decline in efficiency and corresponding rise in stress and possible burnout (Yoder-Wise et al., 2022). These effects are negative and should warranty implementation of certain steps to correct the failure.

Potential Steps by Inter-professional Team

vRestructuring the change process

vCollect feedback from stakeholders about the reasons for failure

vAlter the change model to enhance participation (Kaligorou et al., 2020)

vEstablish SMART goals and realistic milestones for the project

vOffer social support for change agents

vIntegrate ethics into change process

vImprove communication

The possible steps by the inter-professional team to correct the situation will include restructuring the entire change process, gathering feedback on the possible causes of the failure, and even using a different change model (Kaligorou et al., 2020). The team may also have to develop SMART goals to be practical and ascertain that the changes will offer a better approach to resolving the current failure. The team will also develop social support approaches for the change process and improve communication. These aspects will be critical to arresting any mistakes in the process.

Additional Factors in Upcoming Organizational Change

vOrganizational culture, especially development of a learning culture

vAddressing possible resistance to change by the providers

vEthical values and norms in the organization (Butts et al., 2021)

vCreating a vision for change

vOrganizational leadership

vSocial support for change agents

The team should also consider other factors in the upcoming change due to the failure 0f the implementation. These factors include the evaluation of the organizational culture, particularly development of a learning organizational culture. The team will also assess the possibility of change resistance among the nurses in the facility and the ethical values underpinning the intention for change (Butts et al., 2021). The team should also consider creating or crafting a new change model with the support of the organization’s leadership and executive management. Additional factors include offering social support to the change team and the implementers, especially nurses in the facility.

Nurse’s Role as a Change Agent in the Situation

vRole-model for the new change situation

vImproving interactions with the change team (Wallin et al., 2020)

vAdvocating the deployment of effective approaches

vWorking through interdisciplinary and inter-professional teams to deliver the change (Butts et al., 2021)

Nurses are change models and agents who influence colleagues and patients to embrace transformation. The nurses will act as role models and change agents in the situation and work collaboratively with all stakeholders (Butts et al., 2021). They will also advocate the deployment of effective strategies and approaches to the change process, including working through interdisciplinary teams. They should also be liaison between the change team and the management, offering feedback from patients and colleagues about the efficacy of the proposed changes (Wallin et al., 2020). As such, improving care delivery due to changes in demand implores nurses to embrace innovative approaches and changes through appropriate models like Lewin’s change theory.

Conclusion

vChange is inevitable even when undesirable

vChange helps improve quality care delivery and organizational culture

vRise in care demand leading to an influx of call volumes and request for appointments slots

vLeveraging health technologies and specialists can alleviate the problem

vDeveloping teams and using appropriate change models like Lewin’s three-step process leads to improved care delivery

vThe proposed change will lead to reduction in workload on staff and enhance patient care experience

Organizational change is inevitable, even when undesirable among stakeholders. Change enables organizations and providers to enhance quality care delivery and organizational culture. Change ensures that nurses can address emerging issues like the rise in care demand and influx of patients seeking appointment. As such, organizations and providers can leverage technologies and specialists to address workload challenges emanating from a rise in demand for care. Developing teams and using appropriate change models will help nurse leaders implement innovative changes. The use of medical service answering specialists will help reduce the current workload pressure and improve patient outcomes and experience.

Sample Answer 2 for Implementing Change With an Interprofessional Approach Presentation

Introduction

Change in health organizations aim at improving processes and efficiencies. Change seek to introduce new aspects of care that addresses the needs of the patients and the organizational stakeholders. Health organizations should respond effectively to the demands of change. Through it, organizations can respond to actual and potential threats in their markets. Our organization implemented the use of telehealth in the management of chronic conditions such as heart failure in the hospital. The telehealth services were to be provided to the patients remotely. Patients and healthcare providers were expected to interact in health-related issues for continuity of care and patient-centeredness. Through these effects, the change was anticipated to optimize the treatment outcomes for the patients. Despite the adoption of the change, it was not successful in the organization as seen from its failure within the first two months of implementation.

Rationale for Change 

One of the rationales for the change was to improve the adherence to treatment by patients. Evidence has shown that the use of telehealth improves the adherence to treatment by patients. The adherence minimizes the occurrence of adverse events in the patients. The second rationale for the change was to reduce the number hospital visits by patients. Telehealth was adopted with the aim of eliminating any unnecessary hospital visits by the patients. The reduction in hospital visits was anticipated to arise from the healthcare providers addressing minor concerns of the patients. The reduction in hospital visits was also anticipated to reduce the cost of care that patients incurred. The other rationale for the change was to reduce re-admission rate. The re-admission rate was anticipated to reduce due to treatment adherence, decline in adverse events and lifestyle and behavioral modification. Teleheealth was also expected to promote continuity in care and patient-centeredness. Through it, the hospital expected to witness an increase in the satisfaction rate of patients with the treatment offered in the institution.

Goals for Change 

As noted above, telehealth reduces readmission rate for patients with chronic conditions. It was therefore expected that its use will result in a reduction in the hospital readmission rate for patients with chronic conditions from 21% to 11% in one year. The above analysis also showed that telehealth reduces hospital visits by patients. The adoption of the change aimed at reducing the hospital visits rate by 5% in patients with chronic conditions in a period of one year. The above analysis also showed that telehealth improves treatment adherence in patients. As a result, the change aimed at increasing treatment adherence in patients by 15% in three months. The last goal was to increase patient satisfaction by 10% in six months in the hospital.

Why Change Failed

Several factors contributed to the failures in the change. One of the causes of the failure was the lack of training for healthcare providers on the use of the change. The healthcare providers did not have the knowledge and skills that were needed for the successful use of the change. Lack of training or low level of awareness among the adopters increases the risk for resistance to change. The second factor that led to the failure is lack of adequate involvement of the adopters. Successful implementation of change requires that healthcare providers and other adopters be adequately involved. The adopters should be involved in processes such as assessment, planning, implementation and evaluation. Inadequate stakeholder involvement increases the risk of resistance to change from the adopters. The other reason for the failure was inadequate support from the hospital. The management did not provide the needed financial support, leading to its failure. Lastly, the hospital has an acute shortage of staffs. As a result, it was difficult to implement the change since it needed extra time for the healthcare providers. Cumulatively, these factors contributed to the failure of the change in the organization.

Inter-professional Stakeholders

One of the inter-professional stakeholders that will be involved in the project are the nurses. The nurses will play the role of implementing the change. They will put the developed plans into actions. The second inter-professional stakeholder is the physicians. The physicians will ensure that the change is successfully implemented by putting plans into action. The physicians will also provide information on the effectiveness of the change in meeting the diverse needs of the adopters and patients. The other stakeholder comprises of the nurse managers. Nurse managers play the role of leading the implementation of the change. Nurse managers evaluate the extent to which the nurses incorporate the change into their practice. They also embrace interventions to address the identified barriers in the implementation process.

The hospital administrator also plays a role in the implementation of change. The administrator ensures that the workplace conditions support the change. The administrator works with other key stakeholders to determine the ways in which the change aligns with the organizational mission and vision of the organization. Trainers form part of the external stakeholders. The trainers play the role of imparting the knowledge and skills related the change to the adopters. Information technology expert is needed to train the healthcare providers on the use of the change. The human resources manager determines the training needs of the adopters and the ways in which the needs can be achieved.

Why Change Failed

Several factors contributed to the failures in the change. One of the causes of the failure was the lack of training for healthcare providers on the use of the change. The healthcare providers did not have the knowledge and skills that were needed for the successful use of the change. Lack of training or low level of awareness among the adopters increases the risk for resistance to change. The second factor that led to the failure is lack of adequate involvement of the adopters. Successful implementation of change requires that healthcare providers and other adopters be adequately involved. The adopters should be involved in processes such as assessment, planning, implementation and evaluation. Inadequate stakeholder involvement increases the risk of resistance to change from the adopters. The other reason for the failure was inadequate support from the hospital. The management did not provide the needed financial support, leading to its failure. Lastly, the hospital has an acute shortage of staffs. As a result, it was difficult to implement the change since it needed extra time for the healthcare providers. Cumulatively, these factors contributed to the failure of the change in the organization.

Inter-professional Stakeholders

One of the inter-professional stakeholders that will be involved in the project are the nurses. The nurses will play the role of implementing the change. They will put the developed plans into actions. The second inter-professional stakeholder is the physicians. The physicians will ensure that the change is successfully implemented by putting plans into action. The physicians will also provide information on the effectiveness of the change in meeting the diverse needs of the adopters and patients. The other stakeholder comprises of the nurse managers. Nurse managers play the role of leading the implementation of the change. Nurse managers evaluate the extent to which the nurses incorporate the change into their practice. They also embrace interventions to address the identified barriers in the implementation process.

The hospital administrator also plays a role in the implementation of change. The administrator ensures that the workplace conditions support the change. The administrator works with other key stakeholders to determine the ways in which the change aligns with the organizational mission and vision of the organization. Trainers form part of the external stakeholders. The trainers play the role of imparting the knowledge and skills related the change to the adopters. Information technology expert is needed to train the healthcare providers on the use of the change. The human resources manager determines the training needs of the adopters and the ways in which the needs can be achieved.

Change Theory

The trans-theoretical theory is an effective theory that can be applied in implementing change. The theory is considered an effective theory for promoting behavioral change in health organizations. DiClemente and Prochaska developed the trans-theoretical model in 1983. according to them, behavioral change occurs in a series of steps. An individual must meet the requirements set in a step for them to move to the next. The success of change in this model is identified to rely on factors such as decisional balance and realization of self-efficacy by the adopters of change. The authors also identified that successful change is achievable in organizations if a focus on restraining and supporting forces for change are considered. In this case, change is possible when support for interventions that increase the successful adoption of change are implemented.

As noted initially, change in the trans-theoretical model occurs in steps. The first step is pre-contemplation. The adopters of the change are not ready in the pre-contemplation stage. The adopters also do not have any plans of embracing change in their lives. They do not understand the harm or consequences of their current actions or behaviors. The adopters in the contemplation stage begin to get ready for the stage. The adopters understand the negative consequences of their behaviors. As a result, they begin to explore the ways in which they can address the identified issues in their practice. The preparation stage in the model is characterized by the adopters being ready to embrace change. They express interest to put the plans into action. The adopters understand the ways in which the change can be utilized to achieve their diverse goals. The action stage is characterized by the adopters making decisions to change their lifestyle and behaviors. The last stage, maintenance is characterized by the adopters sustaining the use of the change in their lives. The adopters explore ways of preventing the use of their old habits.

Initiating Change

Initiating organizational change is a carefully planned process to ensure its success. The first step that I will undertake in initiating change is performing organizational assessment. I will perform organizational assessment to determine the issues affecting its performance. I will also perform the assessment to determine whether the organization is ready to adopt a change or not. The assessment will also provide insights on the resource availability, strengths, and weaknesses of the organization in relation to the adoption of change. The second step I will undertake is surveying the adopters to understand the issues facing them and interventions that need to be embraced to address the identified issues. The survey will also provide information about the attitude that the adopters have towards change. The third step will be training the adopters. Training is an important step that will build the knowledge and skills that are needed for change in the adopters. The provision of training opportunities will also prepare adopters psychologically for the change.

The fourth step that I will use in initiating change will be implementing the change. The implementation process will ensure that the strategies of the change are put into use. The implementation will also ensure that the adopters actualize the change in their practice. The fifth step will entail monitoring the change. I will monitor the change to ensure that the adoption process aligns with the developed guidelines. I will also monitor to identify any issues or challenges that are experienced in the implementation process. The sixth step I will use is evaluation. Evaluation will be undertaken to determine if the outcomes of the change were achieved or not. Evaluation will also inform the decision that will be made concerning the need and effectiveness of the change. I will communicate the findings of the evaluation to the stakeholders of the project. Communicating the results will inform them about the successes and failures of the project.

Impacts of Unsuccessful Change

Organizations implement change with the aim of improving their performance, processes and efficiencies. Unsuccessful change however has significant negative outcomes on the organization. The first negative outcome is the diversion or ineffective use of organizational resources. The resources that the organization had invested for use are wasted. The organization is also forced to embrace new strategies to overcome the failures in the change. The use of additional resources, which were unplanned affects the performance of the organization. Unsuccessful change also can also demotivate the employees. The employees do not develop a positive attitude towards change. As a result, there will be an increased risk for resistance to change in the future in the organization. Unsuccessful change also hinders the realization of the goals of the organization. The ability of the organization to achieve its mission and vision are delayed. Therefore, there is an overall decline in the performance and competitiveness of the organization due to poor realization of the set objectives.

Steps by Inter-professional Team

Unsuccessful change is likely to predispose the inter-professional team to engage in several interventions in a bid to understand the factors that led to the failure and interventions to be adopted. The first step that the inter-professional team might take in response to the failure of change is re-evaluation of strategies. Re-evaluating strategies will provide insights into the issues that were experienced in the implementation of the strategies. The re-evaluation will also provide opportunities to examine the alignment of the strategies with the overall aims of the change. The second step that the inter-professional team will take is the re-examination of the change itself. The team will re-examine the change to determine whether it aligned with the goals of the organization or not. Re-examining the change will also provide them with an understanding of the feasibility of the change. The inter-professional team will also engage in the assessment of the adequacy of the support that the organization provided for the implementation of the change. Successful implementation of change requires optimum support from the organization. Inadequate or lack of support increases the risk of its failure. The last step taken by the inter-professional team is re-innovation of strategies. The information obtained from the above steps is used to develop new and innovative interventions that are applicable to the change.

References

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