Case #1.pdf - Case#1 Barbara Norris Leading Change in the General Surgery Unit Harvard Business School Camila Anderson Comas Hannah Campbell Kristen

Case #1.pdf - Case#1 Barbara Norris Leading Change in the...

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Case #1: Barbara Norris: Leading Change in the General Surgery Unit. Harvard Business School Camila Anderson Comas, Hannah Campbell, Kristen Cotter, and Joshua Rosen Arizona State University Management 320: Organizational Behavior Professor Eric Knott Sunday, January 21st, 2018
1 Like many organizations, Eastern Massachusetts University (EMU), is encountering issues within their General Surgery Unit (GSU) department. EMU is already withstanding a financial crisis and if action is not taken soon, EMU could face graver issues surrounding the success of their hospital as GSU is a large working piece in the overall financial and technical success of the hospital. Barbara Norris, a well-respected, and successful nurse at EMU, has just taken over the GSU as the nurse manager. She willingly accepted the role, despite the issues at hand, as she hopes to improve the current state of the unit. Norris is faced with a unit experiencing an array of issues that affects the overall productivity and satisfaction of her nurses. The biggest problems within the GSU unit are the lack of communication, cohesiveness of the team, improper staffing and functional support. Change is necessary. Change such as, hiring and increasing nurses on staff. The current staff is too small to adequately take care of all the patients in the hospital; forcing nurses to have to make decisions that negatively impact the type of care patients receive. GSU is further hindered by the lack of effective communication; constant complaints are voiced but left unacknowledged. If left unacknowledged, there is no way to improve the units low morale and tend to the nurse's needs. In addition to improving communication, there needs to be an established level of comfort, acceptance, and comradery within the unit. The current nurses at hand feel like they are not part of the team; they are talked poorly about and made to feel inadequate. Such behaviors make for an uncomfortable and hostile working environment. If left uncorrected, there will be no platform in which nurses will be comfortable enough to voice their complaints and suggestions; making change difficult to achieve. These changes are important as they are essential for achieving forward progress. Norris has the capability to improve the unit as long as she takes the time to implement the nurses concerns in an effective manner. Applying a detailed and specific action plan is the course of action Norris will need to take. First, immediately tackling the staffing issues before beginning to work on the remaining issues; providing the nurses with immediate support through relief of the stress induced from overworking, will allow Norris to tackle issues surrounding overall team morale. Ultimately allowing her to bring the entire team together into one cohesive unit; the necessary factor needed to elevate GSU into a well-regarded department at EMU.
2 Issues within the GSU UnitTaking an in depth look at GSU’s problems, one can see there is a variety of intertwining issues responsible for the dysfunction occurring within the department. The primary issues

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