Planned Change: Leadership of Reduction in Workforce

Purpose
The purpose of this experiential learning activity is to apply nursing leadership knowledge and skills to plan for organizational change with system-wide impact. (COs 2, 3, 5)

Requirements
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

Preparing the Assignment
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:

a. APA format, using the most current edition, is required for citations and references in this assignment

i. 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 pages maximum, excluding reference page and title page

b. Scholarly sources

i. Minimum of four (4) scholarly resources no older than 5 years (See: What is a Scholarly Source under APA resources)

c. Proof-reading

i. Use spell check and grammar check and correct all errors

ii. Compare final draft to detailed outline directions to ensure all required elements included

iii. Submitting the paper

DIRECTIONS AND ASSIGNMENT CRITERIA

You will use the following headings for your paper:

I. Approach to the organizational mandate

a. Purpose of the paper

b. Overview of the tasks, potential challenges, and implications of a reduction in workforce

II. Part II: Reduction in Workforce-Deciding

a. Using Human Resources (HR) metrics Table 1

i. Approach, choices, rationale

ii. Challenges presented (including role of ethics)

b. Using HR metrics with Relative Information Table 2

i. Approach, choices, rational

ii. Challenges presented

iii. Conflicts raised

iv. Negotiation used

III. Part III: Reduction in Workforce-Planning the Change

a. Overview of reorganization plan including timeline

b. Plan for change and application of Kotter’s or Rogers’ change model

c. Anticipated conflict (three areas) and the benefits of using a change model

IV. Healthy work environment

a. Describe department and system-wide implications, impact, and conflict

b. Strategies for addressing morale and motivation of remaining workforce

V. Summary/Conclusions

a. Restatement of purpose

b. Overview of tasks

c. What was learned

Part I: Approach to the Organizational Mandate

In this section, provide a statement of purpose for the paper and an overview of what will be covered in the paper, including an overview of tasks, potential challenges, and implications of a reduction in workforce in general.

Part II: Reduction in Workforce-Deciding

This section deals with the initial task of determining which employees will be let go during the reduction in workforce. I n Section A, you are to select the 10 positions based solely on the information in Table 1. The questions following the table address the content that should be included in your paper. Once completed, move to Section B, Table 2, and again address the content being asked in your paper.

Scenario

Roxboro Medical Center is a 200-bed inpatient facility located in a sprawling suburban area in the rural south. Until two years ago, it was the only medical facility within a 75-mile radius when The Jonas Center, a 100-bed day hospital and ambulatory care center, opened 25 miles away. Over the past two years, Roxboro has lost approximately 25% of its market share. The 10% drop last year was adjusted for through re-organization of the workforce, reduction in hours, attrition of employees through early retirement and changing jobs to the new facility. However, this year there has been an additional 15% decline in market share resulting in a dire need to reduce the workforce. Since Roxboro is restricted by mandatory staffing ratios, and last year they lost the maximum number of staff possible and still remain within regulatory compliance. The board of directors, CEO, and CFO have determined a 30% reduction in the management workforce across the hospital will be needed. The timeline for this to occur is over the next six (6) months. It will be up to the department heads to determine how they will reduce the positions and re-organize job duties.

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