| Instructions: • What is your role in risk and quality management? • What is your role in developing and implementing your change management project? • Explain the relationship between theory and change management. • Analyze the components or tools pertinent to effective change management • What are some risk and quality considerations in your change management project? • Explain how theory, risk and quality management, and evidence-based practice support the process of change management in relation to your project Note. Title and reference slides are not included in the slide count.Include a minimum of 5 peer-reviewed scholarly journal articles Format appropriate parts of your presentation according to APA guidelines.Note. Points are awarded based on the quality of the content submitted and the degree to which assignment expectations are met.Content 17 points possible Points possible Points earned • Illustrates the relationship of theory and change management 2.5 • Determines risk and quality considerations in the change management project 4 • Explains the interrelation between theory, risk, quality management, and evidence-based practice in terms of change management 5 Format 3 points possible Points possible Points earned Follows rules of grammar, usage, and punctuation Has a structure that is clear, logical, and easy to follow Consistent with APA guidelines for formatting and citation of outside works Formatted as a 14- to 16-slides presentation Total 20 |
Theory ,Risk And Quality Management assignment help.
What is your role in risk and quality management?
I will be in charge of ensuring adherence to communication protocols. As part of this role, my duties will include monitoring communication by nursing staff, and ensuring that they are communicating effectively and enough with clients to enhance the patient satisfaction score. Risk management essentially involves the identification of circumstances placing the organization or its patients at risk of adverse outcomes, and deploying tactics that elude, abate and mitigate these risks (American College of Medical Quality ACMQ, 2010).
In this regard, part of my duties will include the assessment of potential pitfalls that might hinder effective communication between the nursing staff and patients. Such risks may include inadequacy of time or work overload, or complacency on the part of staff. Once I have identified these risks, the focus will then shift to addressing them, through appropriate interventions. Such interventions may address either one of the three areas of avoiding miscommunication, preventing miscommunication and controlling miscommunication.
What is your role in developing and implementing your change management project?
Part of my role in developing and implementing the change management project has already been described. In essence, as the risk and quality manager, I will need to evaluate the circumstances to determine potential issues that may hinder the implementation of the change program. I will conduct research into the situation to determine factors that hinder communication between nursing staff and patients. Once the factors are determined, I will then focus on categorizing them to facilitate easier intervention. It is expected that such factors may either be staff- related, organization-related, patient-related or situational. Once categorized, appropriate interventions can then be developed, and this is expected to improve the success of the project.
Explain the relationship between theory and change management.
Change management is an essential process for organizations, which allows them to realign themselves and adapt to changes in the market or environmental conditions. Change management allows an organization to reposition itself and make itself more competitive. Change management is inevitable for any organization that wishes to survive in the long-term. Change management theories provide frameworks through which organizations can successfully implement change (Cameron & Green, 2009). By choosing the right change management theory, the organization is better placed to succeed.
Each theory is underpinned by a set of assumptions about the organization and the change management process. An example is Lewin’s three-step change theory. This theory involves three key processes, the steps, which are unfreezing, movement and refreezing. Unfreezing involves an evaluation of the status quo, increasing the driving forces, and reducing the forces of resistance (Cameron & Green, 2009). Movement involves moving to a desired state through participation while refreezing focuses on the stabilization of the new state of affairs and doing things. A force field analysis reveals the key drivers and resistors of change. Lewin’s model deals with forces that are perceived to influence the change process.
Analyze the components or tools pertinent to effective change management
Effective change management is underpinned by a number of factors which serve as the critical success factors in the change management process. One important tool for change management is change management practices (CMPs). These are a variety of interventions that when properly executed facilitate the enactment of organizational change policies (Raineri, 2011). Change management practices may either be for preparation stage purposes or implementation stage purposes. Successful change implementation also requires organizational analysis, to determine the most suitable approach for managing organizational change. Cameron and Green (2009) indicate that there are many different approaches to managing change and as such, it is important for managers to explore different approaches.
Other factors that are essential to effective change management include leadership and communication. In particular, a transformative leadership approach is postulated to have positive outcomes on change management process since it involves the generation of a compelling change vision (Giltinane, 2013). However, for this vision to be a motivator towards change, it needs to be shared by everyone (Nastase, et al., 2012). Transformative leadership, however, is only effective for the implementation of a planned change processes, but has no significant effect on an emergent change process (van der Voet, 2014).
Transformational leadership can also help to overcome some of the challenges and risks of the change process such as resistance to change. This is because it increases employees’ morale, since they feel that they own the vision, and they therefore take up a more proactive role in its attainment (Giltinane, 2013). This style has also been indicated to improve the follower’s self-efficacy and by extension, their overall wellbeing (Munir, Nielsen, Garde, Albertsen, & Carneiro, 2012). The final critical success factor identified is communication. An empirical study by (Nelissen & Selm, 2008) reveals that satisfaction with management communication during times of change is closely associated with positive responses to organizational change.
What are some risk and quality considerations in your change management project?
One of the risks associated with change is active and passive resistance to change. The project implementation may also be threatened by the unavailability of resources. Another risk is unexpected obstacles. These risks pose a challenge to the successful implementation of the project
Explain how theory, risk and quality management, and evidence-based practice support the process of change management
The process of change management to enhance communication
between the nursing staff and patients may be improved trough effective
attention to theory, risk, and quality management. The theory reveals some of
the critical success factors that enhance the likelihood of effective
implementation of the project. Risk management enhances the likelihood of
success by identifying potential risks and developing measures to prevent and
mitigate them. Finally, evidence-based practice is essential in this process by
providing a tentative framework of tried and tested methods. Through
evidence-based practice, pitfalls can be anticipated in advance.
References
American College of Medical Quality ACMQ. (2010). https://www.google.com/search?q=Medical+quality+management%3A+Theory+and+practice&oq=Medical+quality+management%3A+Theory+and+practice&aqs=chrome..69i57.1523j0j8&sourceid=chrome&ie=UTF-8 . Sudbury, MA: Jones and Bartlett.
Cameron, E., & Green, M. (2009). Making sense of change management: a complete guide to the models, tools and techniques of organizational change (2nd ed.). London: Kegan Page Limited.
Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard, 27(41), 35-39.
Munir, F., Nielsen, K., Garde, A. H., Albertsen, K., & Carneiro, I. G. (2012). Mediating the effects of work–life conflict between transformational leadership and health‐care workers’ job satisfaction and psychological wellbeing. Journal of Nursing Management, 20(4), 512-521.
Nastase, M., Giuclea, M., & Bold, O. (2012). The Impact of Change Management in Organizations – a Survey of Methods and Techniques for a Successful Change. Review of International Comparative Management, 13(1), 5-16.
Nelissen, P., & Selm, M. v. (2008). Surviving organizational change: how management communication helps balance mixed feelings. Corporate Communications, 13(3), 306-318.
Raineri, A. B. (2011). Change management practices: Impact on perceived change results. Journal of Business Research, 64, 266-272.
van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), 373-382.