Description of the Assignment

This assignment provides the opportunity for the student to:

• Create an evidence-based plan for system-wide change guided by a selected organizational change model
• Engage in high-level decision-making processes common in the nurse executive role
• Use reflective practice knowledge and skills in making high level decision making and change management

1. Address all components of the Advanced Communication in Systems Leadership paper as outlined under “Assignment Directions and Criteria”.
2. The paper is graded on quality and completeness of information, depth of thought, organization following outline provided, substantive narrative, use of citations, use of Standard English, and writing conventions.
3. Format:
   1. APA format, using most current edition, is required for citations and references in this assignment
      1. Required elements
         1. Title page, reference page
         2. Use Microsoft Word
         3. Page numbers, doubles-spaced, times new roman, 12pt font, 1″ margins, level 1 headings
         4. Paper length: 7 maximum, excluding reference page and title page
   2. Scholarly sources
      1. Minimum of four (4) scholarly resources no older than 5 years (See: What is a Scholarly Source under APA resources)
   3. Proof-reading
      1. Use spell check and grammar check and correct all errors
      2. Compare final draft to detailed outline directions to ensure all required elements included
      3. Submitting the paper
         1. Submit to Week 6 Assignment portal by Sunday, 11:59 p.m. MT
         2. Must achieve TII score < 24% to be graded
         3. Final submission only will be graded

DIRECTIONS AND ASSIGNMENT CRITERIA

You will use the following headings for your paper:

1. Approach to the organizational mandate
   1. Purpose of the paper
   2. Overview of the tasks, potential challenges, and implications of a reduction in workforce
2. Part II: Reduction in Workforce-Deciding
   1. Using Human Resources (HR) metrics Table 1
      1. Approach, choices, rationale
      2. Challenges presented (including role of ethics)
   2. Using HR metrics with Relative Information Table 2
      1. Approach, choices, rational
      2. Challenges presented
      3. Conflicts raised
      4. Negotiation used
3. Part III: Reduction in Workforce-Planning the Change
   1. Overview of reorganization plan including timeline
   2. Plan for change and application of Kotter’s or Rogers’ change model
   3. Anticipated conflict (three areas) and the benefits of using a change model
4. Healthy work environment
   1. Describe department and system-wide implications, impact, and conflict
   2. Strategies for addressing morale and motivation of remaining workforce
5. Summary/Conclusions
   1. Restatement of purpose
   2. Overview of tasks
   3. What was learned

Solution:

Planned Change Leadership of Reduction in Workforce

Increasing competition in the healthcare sector pushes organizations to make changes to maintain their sustainability and avoid loss of profitability or closure (Kliestik et al., 2020). Some challenges even push for undesirable but inevitable changes such as having to lay off the workforce. The case study given for this assignment is on Roxboro Medical Centers, which saw a significant loss in percentage of market share after another healthcare facility was opened nearby. This competition results in reduced patient flow and profitability and now, the organization struggles with financial constraints. A review was completed and a decision was made to reduce the current workforce by 30% in 6 months. Reduction in workforce (RIF) is a challenging change that demands effective planning and reduction.

1. Approach to the Organizational Mandate

1a. Purpose of the Paper

The purpose of this paper is to develop and implement a system-wide change on RIF. The paper examines the Roxboro Medical Center’s case study, reviews the current workforce, and makes evidence-based system-wide changes. It also examines nurses’ leadership competence in planning and implementing organizational change.

1b. Tasks, potential challenges, and implications of RIF

The tasks involved in RIF include workforce assessment and analysis to determine who should be retrenched or retained, informing the organization’s staff, leadership, and human resources about the change and seeking their input, developing ..click to purchase full solution