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Barbara Norris
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BY GROUP 3
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BLDR SECTION 6
How well has Barbara Norris done in her first month as a Nurse Manager of GSU? Was
she a good choice for position?
Barbara was very enthusiastic about her new job at GSU as the nurse manager.
At the very beginning of her tenure at GSU, she personally met the entire staff of
29 to take their views on the current situation at the hospital as well as the
difficulties being faced by them. This she did by meeting the staff members
outside the working hours, showing her commitment.
The result of this was she decided to implement a new performance
management system.
These one on one meeting gave her great insights on the staff morale and
attitude. She prioritized all these problems on the basis of importance and set a
workable plan to address them.
What are the three obstacles that she should anticipate and how should she address
them?
The three major issues or obstacles in front of Barbara are:
In order to address these three issues, it is very important for Barbara to have
her staff aligned to the management goals of saving cost and having maximum
productivity. It is important that the staff know about the current situation of the
department. To convey the message, frequent meetings and discussions with the
staff must be scheduled. Barbara should learn from the experience she had with
Betty on the skills of getting along with her staff. Barbara needs to gain respect
from her staff. One way of doing this is by involving her staff in the important
decisions of their unit and more importantly on the decisions related to the staff
members personally. Frequent meetings may also result in reducing the conflicts
among the staff members. She should make the staff believe that their job is still
more of patient oriented and less of administration oriented.
Barbara should be very clear on the capabilities of her staff. She must ensure
each one is given the job which they are interested in. if she could find someone
in her team who is more interested in admin jobs should be chosen for that role
so that people who are not interested in doing that can be spared.
Regarding the performance review procedure, a well-defined policy should be
designed and a meeting for all staff members must be carried out to explain the
process of review. Barbara must also conduct one on one meeting with each
member and let them know the expectations from that person, his current status
and set objectives for each one of them. The staff should be well aware of where
they stand before the official performance review is out for each one.
All of the steps if implemented properly will help her address the three obstacles
that she should anticipate. Communication and involvement of staff are the key
measures which have to be taken to reduce these obstacles.
Please device an action plan for Norris based on the Kotters 8 steps for change.
The action plan for Norris will include following steps.
1. Create Urgency:
Norris can create urgency in GSU
By creating situation that shows the threats of working in a current
atmosphere and how is it impacting the organisation as a whole.
By showing employees how the current culture in the department is
going to affect organisations financials and effectively how it is
going to affect employees future in the organisation
2. Form a Powerful Coalition
Norris should convince people that change is necessary.
She can do this by:
identifying the true leaders in GSU
Asking for an emotional commitment from these key people.
Working on team building within your change coalition. ( She can
arrange few gatherings of all employees where they are needed to
play games in groups)
3. Create a vision for change:
A clear vision can help everyone understand why you're asking them to do
something. When people see for themselves what you're trying to achieve,
then the directives they're given tend to make more sense.
4.
5.
6.
7.
8.
Not bad; but give specific names and specific plans rather than generic ones.