NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN Executive Summary of Workplace Issues

The Proposed Change and Justifications

A practical change strategy for addressing a barely healthy workplace is implementing the Pathway for Fostering Organizational Civility (PFOC) framework. Clark (2019) described the PFOC as a policy intervention for achieving healthier and more civil workplaces to enable healthcare teams to function more effectively. Implementing the PFOC framework is a stepwise process that starts with raising awareness about the need for civility and is followed by assembling a civility team to transition the organization into the desired civil state. Next, the civility team assesses issues triggering incivility at all levels, including communication, organizational culture, and engagement. Based on the causes and magnitude of incivility, the team develops a data-driven action plan for a policy that leads to a healthier and more productive workforce (Clark, 2019). These outcomes, including empowered nursing teams, justify the change since they improve patient care and job satisfaction.

The Type and Scope of the Proposed Change

The complexity of organizational issues determines the type and scope of the change needed to improve the clinical environment and ensure high-quality care. Implementing the PFOC framework typifies transformational change, which Braithwaite et al. (2020) described as making advances to improve healthcare delivery and outcomes by responding to issues affecting patient care and health systems. Transformational change is often challenging but necessary to ensure better processes, clinical environments, and workplace relationships. Regarding the scope, the change is entirely internal since the issues necessitating the PFOC framework occur internally and affect those within the organization. They also require an internal term to implement and manage the desired change.

Stakeholders Impacted by the Change

Stakeholders are influential healthcare members who experience the impact of change directly. As Maurer et al. (2022) cited, stakeholders also influence the direction of change by participating in key processes, planning, and playing advisory roles. The organization’s management is among the main stakeholders impacted by the change since they need a healthy workplace where employees are supported and satisfied with their work. Implementing the PFOC will oblige management to play an advanced role in rewarding performance, formulating action plans, and developing other civility promotion strategies. Nurse leaders will be impacted positively since a healthy and civil workplace enables nursing teams to work seamlessly and execute their assigned roles optimally (Maassen et al., 2021). Patients will likely experience positive impacts due to reduced errors, nurses’ availability, motivation, and other attributes of civil healthcare teams.

The Change Management Team

Effective change management requires an interdisciplinary approach where diverse team members collaborate to achieve a common goal. Like other healthcare projects, the PFOC framework’s implementation needs a change leader to promote it, educate stakeholders about its need, and demonstrate its urgency. Clark (2019) identified nurses, physicians, and human resource professionals as civility team members who lead the organization in transitioning to a more civil, healthy workplace. They measure the severity of the problem prompting change, develop a compelling organization’s vision, and execute the PFOC’s fundamental steps. Organizational leaders will ensure adequate support for the change through materials, finances, and a proper working environment.

Communication and Risk Mitigation Plans

Communication is vital to ensuring the change is understood, accepted, and supported. Communication to inform, educate, and earn stakeholder support necessitates diverse channels, including face-to-face meetings and distributing the PFOC summary, brochures, and posters (Clark, 2019; Williams et al., 2023). The other avenue is the organization’s web page to ensure information reaches all leaders and nursing staff. Potential risks with the change include additional financial costs and more responsibilities to the civility team, affecting their availability to provide patient care. These risks can be mitigated by educating stakeholders in phases not to affect their availability, eliciting leadership support, as Clark (2019) advised, and communicating via multiple channels to ensure the change is embraced and sustained. Open communication also encourages those affected by the change to point out emerging issues that hamper successful change.

References

uBraithwaite, J., Vincent, C., Garcia-Elorrio, E., Imanaka, Y., Nicklin, W.