PLANNING nursibg administration and management

Planning methods

1. STRATEGIES FOR CHANGE Power-coercive strategy Empirical-rational strategy Normative educative strategy

2. PROCESS OF PLANNING CHANGE Identify need for change Formulate goals and objectives Select a change agent Diagnose current situation Selection of intervention and development of action plan Implementing change Monitoring and evaluation Feedback and follow-up

3. 1. IDENTIFY THE NEED FOR CHANGE Understand the existing practices, its outcome and areas needing improvement

4. 2. FORMULATE GOALS AND OBJECTIVES Set clear goals Goals should be Specific Measurable Achievable Relevant Time – bound Determine what is to be achieved with the change

5. Assign responsibility to a change agent The person who has the leadership capabilities, communication abilities, creative and decision-making skills to solve problems. The change agent must be open-minded, willing to take risks, flexible, and supportive of initiating changes.

6. 4. DIAGNOSE THE CURRENT SITUATION Assess the situation Consider both external and internal factors for the organization as a whole Both for organizational development and for individuals with a commitment for action through planned change. Evaluate existing practices, processes, cultural norms, and performance matrices

7. Identify both restraining and driving forces. Driving forces influence organizational change. It is necessary to find strategies to convert restringing forces into driving forces, so that the employees accept the change The behavior of managers and employees; and communication process that may need modification

8. 5. SELECTION OF INTERVENTIONS AND DEVELOPMENT OF THE ACTION PLAN Change is a complex, continuous, and challenging process. Change can be brought about only through proper planning and anticipating problems. Adequate preparation overcome many challenges associated with change management.

9. Plan for a change in organizational structure Plan for managing change in general Anticipate reaction and resistance to change Prepare for people to change and minimize resistance

10. 6. IMPLEMENTATION The implementation of planned change involves carrying out and monitoring activities per plans by utilizing resources.

11. 7. MONITORING AND EVALUATION During this stage, monitor and evaluate the situation for its progression by using evaluation and monitoring checklist. Ensure that the change is achieving the goals within the allocated time and resources. Assess the participants showing hope and satisfaction with the change

12. 8. FEEDBACK AND FOLLOW-UP To ensure that the change program is progressing in the right direction or requires modifications. In case of any problem, replan and make necessary modifications and reframe strategies immediately to achieve the goal. Prepare a process report that will provide a reference for the future.

13. ROLE OF A NURSE MANAGER Making staff understand the need for the change Encouraging them to identify the areas for changes Motivating them to take part in the change process Inviting suggestions for planning and implementing change Respecting the staff's ideas and opinions

14. Restoring accountability in the change process Being flexible and robust to take a risk in change management Being a catalyst and seeking support from the staff during implementation Rewarding the team for bringing the successful changes. Counseling staff who resist the change