Homework Lance
Scenario
You are assigned to create a strategic plan that facilitates change to improve outcomes in your organization. Knowing that change is based on data, relative position within the dynamics of an organization, and a theoretical foundation, you agree to complete a SWOT analysis supported by a change theory.
Instructions
Generate a SWOT analysis that reflects an understanding of a problem within the context of the organization’s needs and potential for change. As a nurse leader or manager, develop your analysis based on a change theory to improve outcomes by addressing one of the following processes:
- Healing spaces
- Retention of new nurses
- Increase number of BSN RNs
- Nurse leader succession planning
- Clinical ladder
This SWOT analysis will include a description of the strengths of the proposed change, weaknesses within the context of the organization, opportunities for improving outcomes if the proposed change is implemented, and threats to the success of this proposal. A thorough analysis must include the following:
- Identify and integrate a change theory as the foundation of your SWOT analysis justifying the selection of the theory used.
- Description of the problem to be analyzed to promote a change and improve an outcome.
- SWOT analysis to include the following elements:
- Strengths of the proposal for change
- Weakness of the proposal within the context of the organization
- Opportunities for improved outcomes if the proposed change is implemented
- Threats to this proposal, both internal and external to the organization.
- Provides stated ideas with professional language and attribution for credible sources with correct APA citation, spelling, and grammar.
Resources
Explanation & Answer
NUR4590CBE SWOT Analysis
Name:
Institutional Affiliation:
Date:
NUR4590CBE SWOT Analysis
Introduction
In the healthcare sector, there are various areas which may need changes and improvements. While the majority of the healthcare providers have focused on the development of the practices offered and carried out on the day to day basis, some facilities and organizations may exhibit various challenges affecting the abilities to respond to the needs of the underlying populations. The primary role of a nurse leader is to continually provide the necessary assistance from both clinical and managerial approaches to facilitate better health delivery to the respective populations. Through the analysis of the needs of the respective organizations, it is possible to make informed decisions on the best practices to implement to respond to the current challenges and gaps in the workplace.
This project has selected the nurse leader succession planning problem. The main factors which should be considered in this context include the ideas of planning and the provision of education to the current nurses to develop leaders. However, in most cases, many healthcare facilities fail to nurture leadership within their workplaces, leading to poor succession. Lack of a reliable succession plan reduces the chances of healthcare facilities to achieve positive trends as far as the performance of the day to day tasks is concerned. To make the desired outcomes, this project proposes the use of the Lewins model of change.
This model is comprised of three main phases which include the unfreezing, change and refreezing. The use of this model would help the organization in the context to create a room for educating the current work on the need for nurse leadership succession planning (Hussain et al., 2018). The unfreezing phase allows the current workplace to change the existing processes and perceptions held to focus on the proposed changes. The change phase involves implementing the proposed actions to respond to the current problems in the workplace.
The final phase is refreezing and involves the creation of a platform for maintaining the implemented changes within the workplace as far as the application of the new culture is concerned (Ellis & Abbott, 2018). Therefore, through the use of this model, it is possible to create a platform for improved implementation of change to achieve positive outcomes as far as nurse leader succession is concerned. The main focus will be on the creation of a platform for responding to the current needs of the organization as now as responding to the problem of no reliable nurse leadership succession plan is concerned.
Strengths
The implementation of the plan will help to create a platform for improved insight into the potential challenges that may arise in the future. Succession planning is essential in that it helps to create a reliable framework for guaranteeing continuity in the workplace. Through the plan, the facility will be better positioned about the abilities to handle the arising problems in the workplace. Through the program, it is possible to understand the weaknesses which the current workplace exhibits as far as the skills of the nurses are concerned. Further, implementing the proposed changes will help the facility to equip the underlying nurses with the necessary skills and knowledge to facilitate leadership. A reliable succession plan helps to eliminate the dangers of poor management in case the current leaders leave the workplace (Phillips, Evans, Tooley & Shirey, 2018).
Weaknesses
From another dimension, this change will require the facility to allocate additional resources in the form of finances to facilitate the training of the current nurses on the issues of leadership. Through the implementation of the plan, the facility will likely require additional trainers. Also, there will probably be cases of unfairness in the selection of the nurses who would assume leadership positions in the workplace (Phillips, Evans, Tooley & Shirey, 2018).
Opportunities
The foremost opportunity is that the facility will be better positioned to use training as a tool for preparing leaders within the workplace. Also, the facility can promote inter and interdisciplinarycollaboration between the nurses within the workplace. Through the program and changes, the facility will be able to use the current technologies to foster nurse leadership development in the workplace.
Threats
From another dimension, the main danger associated with the implementation of the proposed change is that it may require the facility to invest a lot of finances to finance progressive training. Therefore, the main threat comes from the disruption of the facility’s financial aspects and plans, especially considering the nurse leadershiptraining would not lead to a direct increase in revenue achieved each year. Further, from an external dimension, the changes in the industry may likely reduce the abilities of the facility to compete with the other players based on increased concentration on leadership training.
References
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127.
Ellis, P., & Abbott, J. (2018). Applying Lewin’s change model in the kidney care unit: movement. Journal of Kidney Care, 3(5), 331-333.
Phillips, T., Evans, J. L., Tooley, S., & Shirey, M. R. (2018). Nurse manager succession planning: A cost–benefit analysis. Journal of nursing management, 26(2), 238-243.
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