Planned Change: Leadership of Reduction in Workforce
Assignment Guidelines with Scoring Rubric
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. In 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.
Section A: Table 1: Human Resource Manager Work Metrics
You are the Chief Nursing Officer and have the largest number of management positions because yours is the largest department in the hospital. With a total of 33 positions that include house supervisors, unit managers, and charge nurses, you are being asked to reduce the total number by 30%, or ten (10) positions. Further attrition through job changes or retirement is not anticipated. Human Resources has established two criteria for the reduction in workforce (RIF). These are last hired and low performance. Each department is sent a chart that includes this information on employees who have been with the hospital 15 years or less and the performance rating for each.
Your table has no identifiers and while you might have an idea of who the people are, you have only positions information available. Your table looks like this:
|
Roxboro Medical Human Resources Manager |
|||||
|
Position |
Years since Hire |
Time in Management |
Performance Rating Ave/Recent |
Unit Size/ number |
RIF or Stay Rationale |
|
HS.1 |
10 |
3 years |
High/High |
|
|
|
HS.2 |
12 |
8 |
High/High |
|
|
|
HS.3 |
15 |
12 |
High/Low |
|
|
|
UM.1 |
6 |
2 years |
High/High |
|
|
|
UM.2 |
5 |
18 months |
High/High |
|
|
|
UM.3 |
4 |
2 years |
High/Low |
|
|
|
UM.4 |
7 |
5 years |
High/Low |
|
|
|
UM.5 |
10 |
9 mths |
High/High |
|
|
|
UM.6 |
15 |
5 years |
High/Low |
|
|
|
CN.1 |
5 |
1 year |
High/High |
|
|
|
CN.2 |
8 |
4 years |
High/High |
|
|
|
CN.3 |
3 |
2 |
High/High |
|
|
|
CN.4 |
2 |
6 mths |
Too soon to |
|
|
|
CN.5 |
12 |
4 years |
High/Low |
|
|
|
CN.6 |
6 |
2 years |
High/Low |
|
|
|
CN.7 |
8 |
3 |
High/Low |
|
|
|
*Performance HS=House |
|||||
Based only on the Human Resources given you in this table include the following information in your paper:
Who will you choose? Rationale?
What was your approach to making the selection?
How easy or difficult was it to make your decisions with only this information?
What challenges were presented in making these choices?
Section B: Table 2: Human Resource Manager Work Metrics with Related Information
The word is out that the RIF is going to occur though no details of the process have been shared with the employees. You’re getting calls frequently from some of the staff who want to know if they are in danger of being dismissed or sharing reasons why they can’t be.
Since making your preliminary decision of who to let go, and before you’ve made any announcements, you record the information you received from some of the staff and placed it in your table. Now the table includes the size of the units where each of these positions is located which will be important in the reorganization, and some of the personal information gleaned from telephone calls you’ve received. Having these pieces of information causes you to question your original decisions. The shaded area contains the information now known to you and is not part of the table that came from HR.
|
Roxboro Medical Manager Work |
||||||
|
Position |
Years since Hire |
Time in Management |
Performance Rating Ave/Recent |
Unit Size/number of beds |
Relative information |
|
|
|
|
|||||
|
HS.1 |
10 |
3 years |
High/High |
200 |
|
|
|
HS.2 |
12 |
8 |
High/High |
200 |
|
|
|
HS.3 |
15 |
12 |
High/Low |
200 |
Finished nursing school together |
Single grandparent; has custody |
|
UM.1 |
6 |
2 years |
High/High |
20 |
Daughter of nurse in another |
|
|
UM.2 |
5 |
18 months |
High/High |
30 |
Transferred from another unit |
|
|
UM.3 |
4 |
2 years |
High/Low |
20 |
|
On FMLA for past 4 months; |
|
UM.4 |
7 |
5 years |
High/Low |
30 |
Father is major contributor to |
|
|
UM.5 |
10 |
9 mths |
High/High |
15 |
|
Husband is second shift |
|
UM.6 |
15 |
5 years |
High/Low |
30 |
Negative attitude; slow to |
Single parent; one middles |
|
CN.1 |
5 |
1 year |
High/High |
30 |
|
AONE Certified Nurse Manager |
|
CN.2 |
8 |
4 years |
High/High |
20 |
|
|
|
CN.3 |
3 |
2 |
High/High |
30 |
Mentors new graduate nurses |
|
|
CN.4 |
2 |
6 mths |
Too soon to |
20 |
|
|
|
CN.5 |
12 |
4 years |
High/Low |
20 |
has moved up leadership ladder |
|
|
CN.6 |
6 |
2 years |
High/Low |
30 |
|
Best friend was RIF last year |
|
CN.7 |
8 |
3 |
High/Low |
20 |
Serves on Shared Governance |
|
|
*Performance HS=House |
||||||
With the new information that is now in the table, how are your preliminary decisions changed?
Who will you choose? Rationale? What changes did you make to your original decision?
What was your approach to making the selection?
How easy or difficult was it to make your decisions with the additional information?
What challenges were presented in making these choices?
What role did ethics play in your choices?
Describe your internal conflict that occurred having this additional information.
How and with whom will you negotiate for your choices?
Part III: Reduction in Workforce-Planning the Change
The next part of your task is to reorganize/restructure the remaining workforce using the remaining employees. You were given a 6-month window of time to complete the RIF. This section deals with planning for the change.
Provide an overview of what the restructuring will look like, i.e. assuming you have 6 units and your workforce now consists of 23 management positions, how will you cover the units with the leadership and management needed.
Detail your plan for change using Kotter’s or Rogers’ change model that includes a timeline for implementation and a description of how decisions will be disseminated
Address three areas of anticipated conflict and how they can be mitigated through use of the change model
Part IV: Healthy work environment
This section addresses how a healthy work environment is maintained during a reduction in workforce. Describe the department and system-wide implications, impact, and potential conflicts that can occur with your RIF in general. Provide at two concrete strategies for addressing morale and motivation of remaining workforce.
Part V: Summary
The final section, summary should contain a restatement of purpose, and overview of what was accomplished, and what you learned from the process.