Change management involves all the measures that are taken by the administrators or managers of an institution to ensure that the organization’s activities are up to date with the current trends. Change management is a very vital and key factor for every organization, department or institution that wants to remain competitive in the field of its operations. Retention of nurses is a move that I consider being an example of change management strategy within the health sector. Retention of nurses is important because it will help advancing their skills at work and ensure safety for all the patients. The retention exercise will also give nurses job satisfaction, act as reinforcement for their profession, in the long run, the health sector will have accomplished their goal of implementing or managing change in the services offered by nurses (Bernreuter 1993).
Nursing models stipulate the structure and setting to ensure that the delivery of care and medical attention to a patient is of the best quality possible. In this paper, I focus on shared governance as a model of the nursing sector. The model aims to integrate the beliefs and the core values those professionals in the field practice. In this paper, I will try to examine whether the shared governance model is working as it was promised when the model was established. I will consider the theory part of it and the evidence to measure the outcomes of the model. (Anthony 2004)
The theoretical factors of the shared governance model are drawn from a variety of areas including the management. The initial concept of the shared governance was a contribution of the human resource era. The theory argues that employees are the most important asset of any institution; therefore, all the organizations should focus on improving the skills their nurses have. Ensuring they remain in the institution for long, offering continues training sessions to update them on the arising changes. This will be a perfect way of fulfilling the principles of the shared governance theory. (Bernreuter 1993)
The evidence that supports the application of the shared governance model includes; the case studies which is a record of what has been done and research-based practices. The earlier works are used to improve the current status of the performance, for example, retention of nurses will give them an opportunity to analyze what they were doing some years back and enable them to improve that to achieve better results. As witnessed in the nursing sector adoption of this model involves switching from a hierarchical to counselor structure which allows decisions to be made on all the employees, especially the nurses in this case (Anthony 2004)
My critiques towards this change management through retention of nurses: it is very critical in all the health departments. It helps improve the quality of service and care for the patients. Also, those health departments that do not embrace retention of nurses will always lag behind. Their manpower or nurses will never have that opportunity to perfect their skills and competence. Therefore, retention of nurses is a good move because it gives them time to feel satisfied at their places of work, improve their experience and expertise in taking care of patients. They also get a chance to learn and be part of the organization culture which is usually paramount to improving the output level of the employees or the nurses. The shared governance model has greatly improved the performance of the nurses; the model was developed in the human resource department, therefore, am sure it will positively impact the performance of the nurses.
- Anthony, M. (2004) Shared Governance Models: The Theory, Practice, and Evidence. Online Journal of Issues in Nursing
- Bernreuter, M. (1993) The other side of shared governance. Journal of Nursing Administration