Hello, I need a lot of help to make this assignment into a PowerPoint; I need to be more specific to get the points. Maybe I can even put in bullet points, but I need help to be more exact; the assignment is to put this assignment in 5-6 PowerPoint slides, and I will narrate it as well. Please help me to get the most important points. Thank you so much!

Assignment: Your Change Implementation and Management Plan should include the following:

• An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
• A description of the change being proposed
• Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
• Details about the kind and scope of the proposed change
• Identification of the stakeholders impacted by the change
• Identification of a change management team (by title/role)
• A plan for communicating the change you propose
• A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose

My assignment:

Introduction

A productive workplace is essential to any organization's success. It directly affects worker happiness, output, and, eventually, the organization's results. A healthy work environment is especially crucial in the healthcare industry since it directly impacts patient care. But it can be difficult to keep a cheerful work atmosphere, particularly in a high-stress, high-demand profession. In this presentation, we'll talk about the problems that our company is facing, offer a change management strategy, and give evidence-based tactics for improving the working environment.

Explanation:

Issues Affecting the Organization

After our organization finished the Workplace Environment Assessment, several problems were found. They include issues with team development and inconsistencies in communication. Despite the first impression of open and honest communication, it was discovered that staff gossip and confusing communication were common in some business sectors. Misunderstandings, arguments, and a breakdown in teamwork may result from this.

Additionally, it was noted that several departments were experiencing difficulties with team building, which negatively affected patient care. This resulted from different methods, which made it difficult for team members to work together and communicate effectively.

Proposed Change

It is suggested that evidence-based solutions for building high-performing interprofessional teams be implemented in order to solve these problems and foster a more positive work atmosphere. These tactics will center on strengthening the organization's effective practices and resolving its present flaws.

Addressing Shortcomings

Establishing interdepartmental communication channels is one of the most important ways to resolve communication gaps and enhance teamwork. This can be accomplished by holding frequent meetings, organizing team-building activities, or setting up a channel for communication to promote cooperation and break down departmental barriers. Studies have indicated that these programs can result in enhanced teamwork and communication, ultimately improving patient care (McDermott et al., 2021).

Workload worries are another factor that leads to a bad work environment. Work-life balance measures like employing flexible scheduling, task management techniques, or adding more workers during peak hours can be used to solve this. These programs can assist in reducing stress and enhancing workers' job happiness.

Bolstering Successful Practices

Apart from rectifying inadequacies, it's crucial to recognize and strengthen effective methodologies within the establishment. Departmental recognition might be used to celebrate and acknowledge effective teamwork. This can inspire team members and promote cross-departmental cooperation (Marshall & Broome, 2021).

Peer recognition initiatives are a useful tool for creating a healthy work atmosphere. These initiatives foster a more cooperative and polite work atmosphere by enabling coworkers to recognize and value each other's good contributions (Hover & Williams, 2022).

Justification for the Change

The business may foster a more positive work atmosphere with enhanced civility, teamwork, and staff retention by implementing these research-based techniques. In addition to providing benefits to workers, a healthy work environment directly affects patient care results. Studies have indicated that the best possible patient care and results depend on a good work environment (Anthony et al., 2005).

Description of Change and Scope

Developing an ideal staffing model, enhancing communication, and resolving workload issues are all part of the suggested adjustment. To achieve this, policies based on national staffing requirements will be implemented, emphasizing patient complexity, admission, discharge, and turnovers. Along with reducing overtime, the reform will encourage good leadership. This modification will primarily affect a single organizational unit, however other units may choose to refer to and use the new policies at their discretion.

Kotter's Change Management Model

An essential component of any organizational transformation is change management. The eight-step, dynamic, nonlinear Kotter Change Management Model offers a method for managing organizational change. Increasing urgency, forming leading teams, articulating the goal clearly, seeking buy-in through communication, facilitating action, achieving quick victories, persevering, and sticking to the plan are some of these tasks.

The management team, staff nurses, nursing supervisors, administrators, and the finance officer will form the change management team for this proposed change. Every participant will be essential to the success of the transformation and its execution.

Plan for Communicating the Change

Any organizational change must be successful, and this requires effective communication. Presenting the suggested change to the appropriate group is crucial for effective communication; this group should include staff nurses, supervisors, chief nursing officers, nursing leaders, administrative specialists, and finance officers. This will guarantee that everyone who might be affected by the change is informed about it and able to offer feedback.

Hospital audits, persuasive talks, and dialogues will be held to assess the reaction to the suggested modification. Getting input is essential, as is resolving any issues or challenges that may come up.

The transformation's main message will be fostering a more positive work atmosphere and resolving any potential roadblocks in the implementation process. The advantages of a healthy workplace and how it directly affects patient care must be emphasized.

It is crucial to make use of the resources at hand and optimize strategies to achieve the goal of implementing the change successfully. This may entail tracking the effectiveness of the adjustment over time and making ongoing improvements utilizing information and comments from hospital audits.

Risk Mitigation Plan

There are possible dangers associated with any change, which must be considered and reduced. Plans for risk mitigation are required to guarantee the change's success and prevent any negative consequences. The possibility exists that staff members won't embrace the new policy. It is crucial to involve the personnel early on and solicit their opinions and comments often to help reduce this.

Resistance to the suggested adjustment is another potential problem. A risk management assessment that identifies potential hazards and suggests mitigation strategies is necessary to handle this. Furthermore, addressing any resistance to the change can be facilitated by using an open and transparent communication approach.

Conclusion

In conclusion, an organization's success depends on a positive work environment. By applying evidence-based solutions and the skillful use of change management, we can improve the work environment of our organization. Not only will this increase worker job satisfaction and retention, but it will also result in better patient outcomes. It's critical to realize that productive communication and teamwork among all parties involvedfinancial officers, hospital administration, and staff nursesare the foundation of a positive work environment. We can provide a more encouraging and helpful work atmosphere for all staff members by implementing this change, which will eventually help them and the patients they serve.

References

Administrative Issues Journal: Connecting Education, Practice, and Research, Spring 2022, Vol. 12, No. 1: 1-12. DOI: 10.5929/2022.12.1.1

Campbell, R. (2020). Change Management in Health Care. The Health Care Manager, 39 (2), 50-65. doi: 10.1097/HCM.0000000000000290.

Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing : from expert clinician to influential leader (3rd ed.). Springer Publishing Company.

McDermott, C., Bernard, N., & Hathaway, W. (2021). Taking a Stand Against Workplace Incivility. The Journal of Continuing Education in Nursing, 52(5), 232-239. https://doi.org/10.3928/00220124-20210414-07

Hover, L. A., & Williams, G. B. (2022). New Nurses' Experience with Lateral Violence and Their Decision to Remain in Nursing. International Journal for Human Caring, 26(4), 199-208. https://doi.org/10.20467/HumanCaring-D-20-00069