The Needed Change
In order to improve the quality and effectiveness of medical care, it is necessary to increase legal knowledge and regulatory documentation, record keeping, and computerization of the activities of the nursing supervisor by mastering basic economic knowledge. It is required to study the actual and proper needs of average medical personnel, considering the approximation to the optimal doctor-nurse ratio (Patterson, 2020). Increasing the role, independence, and prestige of the work of a nurse is possible by creating standards of professional activity of secondary medical workers in various fields and improving the existing organizational forms of their work (Tancioco, 2021). It should correspondingly provide for the assignment of a class (qualification, competence) at the end of each successive stage of education of secondary medical workers following a particular principle. This will manifest itself in an appropriate differentiated payment already at the end of the training, stimulating primary and postgraduate education quality.
The Implementation of the Change
The importance of identifying the right group of stakeholders is that this allows for the best way of implementing the needed change. The first group, of course, is various managers and administrators of organizations associated with the provision of medical services. In this case, it is necessary to consider that they are the primary source of any transformations in the work of medical institutions (Yoder-Wise, 2018). This is reflected in the fact that grounds will be provided that will help improve the indications of the clinic or hospital. Thus, this will significantly improve the perception of receiving treatment from patients. In addition, there will be opportunities to improve the entire system of work, which will allow for faster treatment and overall work process.
Moreover, medical professionals who will be able to improve their knowledge in this field are one of the leading players in this process. They are the main goal of change, so assessing their interests and needs is essential. Other equally important stakeholders are direct patients and their families. It is crucial to consider their position regarding the intentions to make changes in the work of the entire system (Patterson, 2020). This is important since it is necessary to take into account the perception of the situation from the outside, collecting the necessary information directly from those who direct medical activities.
Barriers
Society is aware of the low social security of medical workers and the imperfection of the legal framework of healthcare. This manifests itself in the absence of occupational risk insurance, which should include professional distress and maladaptation of nurses. This contributes to the manifestation of trends such as an increase in a nurse’s average age and an outflow of specialists from the industry after ten years of nursing practice. The inverse relationship between the levels of education, social protection, and material provision of healthcare workers adversely affects their lifestyle (Tancioco, 2021). Thus, there are many social and legislative barriers, and they manifest themselves in the fact that it is difficult to rethink the importance of the professional development of nurses (Yoder-Wise, 2018). Medical institutions are partly interested in having a permanent staff of employees who perform several duties to maintain their work. However, it is vital to raise awareness that nurses should have more opportunities and alternatives for career growth.
Key Takeaways
Referring to the article by Parsons and Cornett, it is necessary to consider the factor of interaction with all levels of the organization. The traditional method to change is first to identify the need and then enlist the help of chosen employees in change initiatives (Parsons & Cornett, 2011). Staff participation entails more than simply a few representatives and stakeholders in redesigning focus groups for long-term success. If sustainability becomes a reality, several employees and stakeholders at the meso and micro levels must be involved in the whole cycle of design, redesign, implementation, monitoring outcomes, altering actions, and further monitoring (Parsons & Cornett, 2011). It is in this way that points of contact with various stakeholders can be determined.
References
Parsons, M. L., & Cornett, P. A. (2011). Leading change for sustainability. Nurse Leader, 36–40.
Patterson, B. J. (2020). A time of transition for nursing education perspectives.Nursing Education Perspectives, 41(2), 75–76.
Tancioco, C. (2021). Reforming nursing education to support nursing leadership.The Organizational Improvement Plan at Western University, 246.
Yoder-Wise, P. S. (2018). Leading and managing in nursing (7th Edition). Elsevier Health Sciences (US). Web.