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Application: Planned Change in a Department or Unit (Example)

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A Planned Change in Human Resource Department Student’s Name Institutional Affiliation A Planned Change in Human Resource Department Introduction The department of human resource is critical since it is the backbone of an effective workmanship in any organizational framework. Problems like poor evaluation incompetent performance assessment and trend ineffective analysis prove to be risky in the department since they reduce the effectiveness of the department and lower the degree of productivity (McAlearney et al. 2013). Ultimately the future of an organization like The George Washington Hospital Medical organization is poorly integrated and the rate of expansion thwarted. A realistic model of change like the Kurt Lewin’s theory helps to understand the scope of the transformation within the department in the Walmart organizational structure to solve the problem of incompetent performance evaluation. Identification of the Problem One of the major problems in the Human Resource Department at The George Washington overall operations of the organization through the initiation of a workable structure like the stipulation of labor laws and recruitment of skilled and competent personnel. The problem at the human resource department in the organization is a failure of a viable framework that works on the proper integration of workmanship through streamlined performance reviews. References Marquis B. L. & Huston C. J. (2009). Leadership roles and management functions in nursing: Theory and application. Lippincott Williams & Wilkins. McAlearney A. S. Terris D. Hardacre J. Spurgeon P. Brown C. Baumgart A. & Nyström M. E. (2013). Organizational coherence in health care organizations: conceptual guidance to facilitate quality improvement and organizational change. Quality Management in Healthcare 22(2) 86-99. Mitchell G. (2013). Selecting the best theory to implement planned change. Nursing Management-UK 20(1). Shirey M. R. (2013). Lewin’s theory of planned change as a strategic resource. Journal of Nursing Administration 43(2) 69-72. [...]

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Assignment: Application: Planned Change in a Department or Unit Health care organizations are continuously immersed in change from the emergence of new policies, to promote quality care and improve patient safety to keeping pace with the rapid growth in knowledge and best practices. Establishing a solid framework for planning and implementing change is a wise move, as it provides a foundation for the extensive coordination that will be needed to successfully facilitate the change. For this Assignment, you propose a change at the department or unit level and develop a plan for guiding the change effort. To prepare: • Review Chapter 8 in the course text. Focus on Kurt Lewin’s change theory, and contrast it with other classic change models and strategies. • Reflect on problems, inefficiencies, and critical issues within a specific department, unit, or area in your organization or one with which you are familiar. Select one issue as a focal point for this assignment, and consider a change that could be made to address the issue. • Think about how the change would align with the organization’s mission, vision, and values as well as relevant professional standards. • Using one of the change models or strategies discussed in Chapter 8, begin formulating a plan for implementing the change within the department/unit. Outline the steps that you and/or others should follow to facilitate the change effort. Align these steps to the change model or strategy you selected. • Determine who should be involved in initiating and managing the change. Consider the skills and characteristics that are necessary to facilitate this change effort. MAIN ASSIGNMENT Write a 3- to 5-page paper (page count does not include title and reference page) that addresses the following: • Identify a problem, inefficiency, or issue within a specific department/unit. • Describe a specific, realistic change that could be made to address the issue. • Summarize how the change would align with the organization’s mission, vision, and values as well as relevant professional standards. • Identify a change model or strategy to guide your planning for implementing the change. Provide a rationale for your selection. • Outline the steps that you and/or others would follow to facilitate the change. Align these steps to your selected change model or strategy. • Explain who would be involved in initiating and managing this change. Describe the skills and characteristics that would be necessary to facilitate the change effort. Reminder: The paper should include a title page, introduction, summary, and references. This is how the Discussion post should be Presented Title of Post Here Brief introduction is needed. Use Headings Related to Each Topic to Discuss Now you can write 8-10 statements about the topic here. Be sure to add support throughout! Continue to Use Headings to Discuss Each Topic Continue to address the next topic. Be sure to use good transition statements as you proceed. As always, bring in support from learning resources, course video, and reliable outside sources. Be sure to format properly within content of post. Please Address all the questions in the assignment. Summary Summarize main points presented in post Aim for 5 sentences in summary. Do not introduce anything new in a summary. References Be sure to list references in alphabetical order per APA. See common reference list examples in Writing Center resources on how to cite properly in APA various resources such as books, journal articles,and more. As an FYI, sometimes copy and paste takes away the hanging indents. No worrries as this is a Blackboard issue that all faculty members are aware of and points will not be taken off for such cases. IMPORTANT INFORMATION In-text citations should match the references Please use only Peer-Reviewed articles of not longer than 5 years old Please Use Proper APA formatting in the discussion. Please Use at least 3 References. HERE ARE THE RESOURCES TO USE FOR THE ASSIGNMENT. Resources Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins. • Review Chapter 7, “Strategic and Operational Planning” • Chapter 8, “Planned Change” This chapter explores methods for facilitating change and the theoretical underpinnings of implementing effective change. McAlearney, A., Terris, D., Hardacre, J., Spurgeon, P. Brown, C., Baumgart, A., Nyström, M. (2014). Organizational coherence in health care organizations: Conceptual guidance to facilitate quality improvement and organizational change. Quality Management in Health Care, 23(4), 254–267 doi: 10.1097/QMH.0b013e31828bc37d An international group of investigators explored the issues of organizational culture and Quality Improvement (QI) in different health care contexts and settings. The aim of the research was to examine if a core set of organizational cultural attributes are associated with successful QI systems. Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management - UK, 20(1), 32–37. doi: 10.7748/nm2013.04.20.1.32.e1013 Shirey, M. R. (2013). Lewin's Theory of Planned Change as a strategic resource. The Journal of Nursing Administration, 43(2), 69–72. doi:10.1097/NNA.0b013e31827f20a9

Subject Area: Nursing

Document Type: Paraphrasing

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Words 825

Pages 3

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04.02.2018

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