Introduction
In the modern world, changes are occurring rapidly, and the healthcare industry must continually adapt to meet the evolving needs and requirements of its patients. Thus, organizations are required to adapt to industry demands, train new staff, and use new technological devices to treat patients. Meanwhile, in the context of a residential care facility (RACF), it is essential to adapt to the needs of people and provide them with the best care and treatment. Accordingly, the organization needs to assess the challenges of the recent expansion and personnel structure changes (Abubakar et al., 2019).
Additionally, RACF should consider increasing its staffing profile by hiring more registered nurses and certified medical assistants. However, these staffing changes may cause disruptions in team dynamics, communication, and productivity. Hence, it is essential to address the issue of disruption to team dynamics, communication, and productivity that may result from a significant increase in new staff, apply a decision-making strategy, and discuss leadership styles for change.
Overview of the Challenge
Best Living Care, a midsize nonprofit RACF agency with more than 35 locations throughout the state, has been operating in an industry marked by considerable population growth and demographic transformation over the past decade. In response to these changes and new regulatory guidelines, the organization has initiated an expansion effort that includes hiring more registered nurses and RNs for all shifts. While this extension is necessary to ensure the institution can meet the growing demand for elderly care services, it has caused several key problems (Abubakar et al., 2019).
Firstly, the team dynamics were affected, making it impossible for the nurses to perform their duties effectively. The introduction of new employees influenced the prevailing team dynamics at RACF. The existing employees started to feel insecure in their roles, which led to opposition and team conflicts (Hodgkinson & Sadler-Smith, 2018). Consequently, the collaborative dynamics among the workers declined, resulting in efforts that were unsynchronized.
Secondly, communication problems in the workplace were encountered due to the resistance of new employees. Effective communication is crucial in healthcare facilities to guarantee patient safety and improve the quality of care. With the influx of new employees entering the workforce, challenges related to communication disruption, misunderstandings, and a decline in communication flow need to be addressed (Ferrell & Fraedrich, 2021).
Finally, RACF’s performance is compromised as new staff members take time to get used to their roles. This results in a temporary decline in service quality and patient satisfaction. Therefore, it was decided to expand the organization’s staff to enhance the productivity of the nurses; however, this led to a reduction in the dynamics of their work.
Decision-Making Strategy
A structured decision-making strategy is crucial for addressing the complexities of employee expansion and turnover. In this case, it is necessary to employ the ADKAR model, which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, to guide the change process (Kaul et al., 2020). Accordingly, the first step is to help all employees recognize the need for change and the causes underlying it.
Effective communication is crucial for conveying messages about demographic shifts, regulatory compliance, and the opportunities that expansion presents (Kaul et al., 2020). If this information is provided to new and existing workers, it will help to obtain their commitment to reform. Accordingly, developing a willingness to implement change among the team members is essential. Leaders should emphasize that change will not only benefit the organization but also contribute to personal and professional growth (Kinicki & Fugate, 2021). Furthermore, empowering each employee to contribute and participate in problem-solving can reinforce their motivation to work dynamically and collaboratively.
The next step is to equip staff with the necessary knowledge and experience to fulfill their responsibilities. This requires the implementation of comprehensive guidance programs, ongoing training, and resources that enable staff to perform their responsibilities effectively. This includes providing all employees with support and free access to the courses they need (Kinicki & Fugate, 2021).
Support is also available to help employees implement their learning in the workplace. Therefore, open communication, interaction, and exchange of experience among team leaders should be fostered to strengthen trust and improve self-confidence. Moreover, continuous confirmation is vital to maintain the changes (Collins et al., 2019). This means recognizing and celebrating the successes of each team member. This can be achieved by providing consistent feedback and addressing any concerns promptly (Hodgkinson & Sadler-Smith, 2018). It helps to bring about the desired organizational culture shifts and improvement in the team’s climate, which will have a positive impact on their performance.
Leadership Styles and Facilitating Staff Engagement
Leaders play a crucial role in facilitating employee ownership of the change process. Several different leadership strategies and attributes can be utilized to effectively address the issues (Al-Malki & Juan, 2018). Initially, transformational leadership is a strategy to enhance the dynamics of the nursing team through the use of soft power. They inspire and encourage their teams by developing a shared vision. They encourage innovation, creativity, and devotion to organizational purpose (Al-Malki & Juan, 2018). In the context of RACFs, transformational leaders can inspire the workforce to embrace expansion as an opportunity for growth and improved patient care.
The next leadership style that can be used in an elderly care organization is servant leadership. These leaders prioritize the needs of their team members. It ensures that members have the resources, support, and instruction they need to succeed in their roles (Specchia et al., 2021). Servant leaders can create a sense of security and assurance in the face of change, resolving issues and facilitating a more peaceful and smoother implementation of change.
Meanwhile, they have an essential role to fulfill in establishing team communications. Effective managers are exceptional communicators, clearly and consistently transmitting the vision, purpose, and rationale for change (Huertas-Valdivia et al., 2020). Moreover, by following basic leadership principles, they can encourage open dialogue and actively listen to the concerns and suggestions of their team members.
Leaders also need to be adaptable in the face of resistance or unforeseen challenges. They serve as innovators and should support new strategies and approaches as needed to achieve desired outcomes, ensuring that patient care remains the top priority (Giddens, 2018). It is worth noting that leaders also play a crucial role in adopting a strategic mindset to plan for the long-term success of the organization. They should guide the team to achieve the RACF’s goals while focusing on quality care and ongoing development.
Conclusion
In summary, the expansion and staffing changes at Best Living Care RACF create both challenges and opportunities. With a structured decision-making strategy and the application of different leadership styles and behaviors, organizational managers can successfully address disrupted team dynamics, organizational challenges, and productivity gaps. Ultimately, these steps will lead to a more connected and equipped team that can adapt to the evolving healthcare industry landscape while delivering high-quality care to residents.
References
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