Change and Organizations Essay

Change in organizations is an on press release process. Change nates either be planned or an unexpected result of a decision or other event (Grossman & Valiga, 2009). The purpose of this paper is to identify and treat a change that has been implemented within the organization.Identity of the Instituted ChangeThe changes necessitated by healthcare reform and consequences of the economy are challenging hospital administrators to make up how they go out thrive and react. A change instituted by the Chief nursing Officer (CNO) at the hospital where I am employed is the discontinuation of peculiar(prenominal) generate practices. The surplus pay practices involved are earnings for 40 arcminutes per week when actual worked hours are 36 and compensation for at least a 4 hour minimum. This change has a substantiative financial impact which allows for growth of the organization. However, if not managed orderively, this change could have a negative effect on staff morale.Decision s by Leader onwards implementing the discontinuation of special pay practices, the CNO communicated the goal to the directors and managers of the organization. A plan for orb out to the organization was developed. By building upon and partnering with leaders of the organization, successful constitution of the future can occur (Grossman & Valiga, 2009). While this change created commotion within the organization, the leaders were armed with the needed information to positively respond to employees. The CNO clearly defined the vision for the future of the organization. Pointing out with the disappearance of special pay practices, the decision was made to increase certification pay and tuition reimbursement. This change gives way to empowerment of self and aids in achieving personalized and professional goals. According to Grossman and Valiga (2009), the leader can help staff jump on to their highest level of competency.Connection to the OrganizationInterconnected get togethe rs of the organization that can be effected by the CNOs decisions are structural, political, human resource, and organizational gloss (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 genius 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 focus on certification pay and tuition reimbursement. The new way or new lea dership will adjust to form relationships and connect others to repugn senior, 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