24743 Business case study essay
Introduction Generally, nursing home industry has been facing problems with the quality of work conditions and the quality of care. Initiatives from both within and outside the nursing home industry have been implemented with the aim improving this situation. Organizational change at specific facility level has been approved as a way of enhancing performance in this industry. This paper aims discussing questions from role of organizational change in a case study of Harpeth Gardens, a non-profit nursing home. In addition, it provides a detailed discussion on how Appreciative Inquiry can be applied in an effort to move Harpeth Gardens forward. In conclusion, the paper provides a vision speech prepared by the organization’s Director and presented to the employees, the speech shows the changes to be executed in the organization
Method of instilling a sense of urgency within employees Coming up with a strong sense of urgency starts by looking past what ought to change to nurture an understanding as to why the change has to occur. Change researchers opine that in order to have a successful change process, 75 percent of an organization’s management have to be convinced that the usual way of doing business is no longer a feasible plan. This requires directors to be aware of the difference of how things are and how they are supposed to be. This difference can be enlightened by a process which involves the whole Harpeth Garden’s community in an honest and open dialogue concerning urgent issues which are important from various perspectives. Such a process is important given that urgent issues expressed by the directors may differ from those put across by patients, certified nursing assistants (CNAs) and non-nursing staff members. The expansion of the metrics of performance repertoire to include the patients, certified nursing assistants (CNAs) and non-nursing staff members satisfaction, absenteeism, staff turnover, overtime, quality indicators and agency use usually
Method of instilling a sense of urgency within employees Coming up with a strong sense of urgency starts by looking past what ought to change to nurture an understanding as to why the change has to occur. Change researchers opine that in order to have a successful change process, 75 percent of an organization’s management have to be convinced that the usual way of doing business is no longer a feasible plan. This requires directors to be aware of the difference of how things are and how they are supposed to be. This difference can be enlightened by a process which involves the whole Harpeth Garden’s community in an honest and open dialogue concerning urgent issues which are important from various perspectives. Such a process is important given that urgent issues expressed by the directors may differ from those put across by patients, certified nursing assistants (CNAs) and non-nursing staff members. The expansion of the metrics of performance repertoire to include the patients, certified nursing assistants (CNAs) and non-nursing staff members satisfaction, absenteeism, staff turnover, overtime, quality indicators and agency use usually