Workplace Reengineering, Reorganization, and Redesign From Nursing Management: Principles and Practice

Patricia Stanfill Edens, RN, MS, MBA, FACHE

September 13, 2005

In This Article

Averting Conflict Related to Change

Conflict may occur as a result of change. Conflict management strategies are integral skills for the manager. A simple strategy is education of the staff. Informing subordinates as to why change is necessary in advance of the action is a positive approach that often will circumvent the conflict that may arise if change is not managed well. Staff acceptance rather than the potential for sabotage is a direct result of understanding why change is occurring. Managing change through the organization correctly enhances the potential for organizational success. One strategy to implement change is to involve the individuals who are impacted. An interactive change management approach rather than a reactive approach when confronted with change is preferred. Managers who create a culture that encourages staff to challenge the existing environment will seldom face the need for redesign, because the constant assessment for change will lead to a progressive organization.

Change within a healthcare organization is inevitable, given the dynamics of the environment. Individuals must learn to adapt, most appropriately with the assistance of management. Recognizing that change can be beneficial to a facility, managers must be prepared with a strategy and plans. Although the pace may be rapid, the prepared manager can determine the best plan to bring the agenda of change forward without negatively impacting the organization. Planning is the key to controlling change.