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Q3. What are the 3 obstacles she should anticipate and how should she address them?1.Lack of training to new staffIt is evident from the case that GSU lacks training programs. In absence of any standardised training, patient care depends on interpersonal skills of staff which varies from person to person. In addition to this new joiners will take longer time to come up to speed that’s why experienced staff has to shoulder more responsibilities which creates frustration.2.Lack of rewards for good performance (No credible performance review system) which result into lack of motivation amongst nurses.Since there is no credible performance review system, everybody gets same salary hike irrespective of how much work they have done. That’s why nurses are not willing to put their best efforts. They are not willing to take ownership of the tasks. Barbara can’t do much about annual hikes but she could publically acknowledge excellent performers that will improve the morale of staff. 3.Lack of communication: In the feedback most of the nurses have complained that they spend more time on admin work rather than patient care. It means that procedures are not communicated to them properly. Higher management should let staff know why we are following certain procedures, what’s the importance of a process which might look mundane to nurse. They should also take suggestions from senior employees about how these procedures canbe improved. In this way senior will feel more integrated with GSU.