Paraphrase: The new organizational structure for Roxboro Medical Center will consist of 23 management positions across six units. This leaner team will require more flexible oversight, with managers and nurses covering each other's shifts as needed. The goal is to empower staff to take more ownership of their units and develop their skills to handle some management tasks. This will allow managers to focus on bigger-picture issues. To implement these changes smoothly, Roxboro will use Kotter's 8-Step Change Model. This well-regarded framework provides a step-by-step plan for introducing strategic changes with a sense of urgency, while also fostering employee buy-in, which is crucial for long-term success. The entire process is expected to take six months. However, challenges are anticipated, particularly among those who remain after the layoffs (RIF). To address this, the plan acknowledges that resistance is natural and outlines methods for identifying and managing it, drawing from Kotter's model