I need help developing these section 2-5 of my assignment:

Section 1 I answered as follows:

The problem

The researcher's astute observation brought a challenge: after a few weeks of observing their interaction, the Nursing Staff in 2E Surgery Unit at Montefiore Health System faced low morale. This directly impacted the quality of care and services they provided to patients. The researcher observed Staff during the first to third shift of the day for four weeks, and documented how well they collaborated, if their behavior matched the mission and vision statement of the organization, and how well they demonstrated the knowledge and scope of their position.

The research also conducted random surveys with staff about their job satisfaction, compensation, and whether they felt valued by their management and upper leadership. After reviewing these anonymous surveys, it was astounding that ninety percent of staff did not feel valued by their management and upper management, which significantly affected staff morale, leading to dissatisfaction, low motivation, and decreased productivity.

This problem has a significant impact on the organization because low staff morale amongst the nursing staff has impacted the quality of care, and the patient satisfaction score has plummeted. This unit depends on patients to drive recommendations to friends and family to possibly elect Montefiore Health System to have their procedures done there, and with a low patient satisfaction score, the health system has begun to experience some revenue losses.

Addressing this issue now with staff will improve the delivery of care and services and improve patient satisfaction care, which, in turn, patients will recommend the health system to others. Revenue will improve and stabilize, which would be great for the organization's growth.

The researcher will Establish a sense of urgency by meeting with the internal stakeholders to review the surveys, discuss the impact of low staff morale on patient care, patient satisfaction scores, and revenue decrease, what it means for the organization to lose money, and possible harm to the organization reputation due feedback on care provided on the 2E. Kotter & Cohen, 2002 argued that the right team that is committed to the change must be put in place and can work well together. "Finding the right people and gaining commitment to hard tasks and each other is greatly facilitated by a sense of urgency" p.26.

Weil et al., 2015 Walsh, the senior team, and the board met and saw an opportunity to create a new model to improve patient flow and care. The leadership acknowledges the need for change within this department, and it is necessary to build a feeling of urgency for the change and initiate a vision and plan to assist in driving the change effort (Kotter, 2012)

Section 2: Vision & Desired Outcome: This section should describe the strategic vision and desired outcome. The section should also describe the process for selecting the people who will lead the implementation of the vision. What steps are needed to achieve the vision? Who you will (did) invite and engage to be part of the team that frames the problem and solution(s)? Why would (did) you select these remembers to part of the guiding coalition (step2)

How will (did) your team Develop the Strategic Vision (step 3) for this work and subsequently Communicate the Vision (step 4) to support and enact the vision? What research supports your course of action?

Section 3: Barriers to Success: This section should describe any barriers that would inhibit the successful attainment of the desired outcome. The barriers may be in the form of financial resources, time, talent, organizational processes, status quo concerns, and/or habits, attitudes, and mindsets. What did you identify as barriers that you Empowered Employees (step 5) to address and remove? Are there any inherent risks or conflicts that contribute to these barriers? What resources and/or professional training are needed to address some of the barriers? How will (did) you remove those barriers? What research supports your course of action?

Section 4: Recommendations: Short-Term: This section should describe the ongoing and short- term measures of success. Immediate wins are critical when leading a change initiative. What recommendations and Short-Term Wins (step 6) will (did) you identify to address the problem? How do you know you achieved your short-term wins? Describe your process for implementation,

data collection, and analyses. What research supports your course of action?

Section 5: Recommendations: Long-Term & Sustainability: This section should describe the success of the change initiative and how success can be sustained over the long term. What effect will or did these changes have on the organization and on organizational performance? How will (did) you Sustain this Progress (step 7) and Institute and Anchor Change (step 8) as a part of the culture? What evaluation tool will you use later (year 2 or 3) to measure the ongoing success of your change initiative? What can be learned from the success of other companies or countries that

have faced similar challenges? What research supports your course of action?