Change and Organizations Essay

counter flip in presidential terms is an ongoing process. Change stub either be plan or an unexpected go out of a decision or different event (Grossman & Valiga, 2009). The purpose of this paper is to identify and discuss a change that has been implemented within the validation.Identity of the Instituted ChangeThe changes necessitated by healthc be iron out and consequences of the economy are challenging hospital administrators to decide how they will nail and respond. A change instituted by the Chief Nursing Officer (CNO) at the hospital where I am employed is the discontinuation of finical bear practices. The limited pay practices involved are compensation for 40 hours per workweek when actual worked hours are 36 and compensation for at least a 4 hour minimum. This change has a positive financial doctor which allows for growth of the organization. However, if non managed doively, this change could have a negative effect on staff morale.Decisions by LeaderBefore impl ementing the discontinuation of particular(prenominal) pay practices, the CNO communicated the goal to the directors and managers of the organization. A plan for roll out to the organization was developed. By building upon and partnering with attractors of the organization, successful shaping of the future can occur (Grossman & Valiga, 2009). While this change created turmoil within the organization, the leaders were arm with the necessary information to positively respond to employees. The CNO clearly defined the pot for the future of the organization. Pointing out with the disappearance of modified pay practices, the decision was do to increase certification pay and tuition reimbursement. This change gives way to dominance of self and aids in achieving personal and professional goals. According to Grossman and Valiga (2009), the leader can help staff rise to their highest level of competency.Connection to the formationInter connected plot of grounds of the organization tha t can be effected by the CNOs decisions are structural, political, human resource, and organizational culture (Grossman & Valiga, 2009). The structural piece is connected by effecting nursing departments throughout the organization. While those departments with 8 hour shifts are minimally effected, those with 12 hour shifts are significantly impacted. The political piece has ramifications of a positive nature for the organization. Funds that are saved from the special pay practices change can be utilized to augment other programs for growth. The human resource piece has a significant impact by the decision to delete the special pay practices.Employees are affected by a decrease in pay resulting in employee dissatisfaction if the change is not accepted or understood. Organizational culture is affected by removing special pay practices as an option, going forward the culture will sharpen on certification pay and tuition reimbursement. The new way or new leaders will adjust to form r elationships and connect others to argufy old, bureaucratic organizational structures and old ways of doing things (Grossman & Valiga, 2009).SummaryThe discontinuation of special pay practices is a change that has been implemented within the organization. Leaders of the organization were given the necessary information to respond to employees as a result of the change. Decisions made effect the structural, political, human resource, and culture of an organization.ReferenceGrossman, S.C., & Valiga, T.M., (2009). The new leadership challenge Creating the future of nursing (3rd ed.). Philadelphia, PA