Executive Summary
According to the data provided in my previous paper, it is evident that our organization is facing substantial problems regarding workplace civility and professional autonomy. It is necessary to promptly introduce conflict resolution training programs in our organization. It is essential to tackle the culture of fear and reprisal and to equip healthcare personnel with the requisite expertise to adeptly navigate challenging discussions and manage conflicts with courtesy. Fostering a healthier and more respectful work atmosphere would not only enhance the quality of patient treatment but also boost staff satisfaction (Mabona et al., 2022).
Proposed Change
Implementing conflict resolution training is proposed. This program will teach our staff how to settle workplace problems through workshops, seminars, and Internet tools. Conflict resolution training will address communication, active listening, de-escalation, and problem-solving methods adapted to the healthcare business and our working circumstances. This training program has many benefits.
Teaching employees how to resolve issues properly will promote workplace civility and make it more pleasant (Saleem et al., 2022). Better communication will help personnel communicate and reduce conflict. The training program will also eliminate fear and reprisal by offering methods to avoid and de-escalate incivility, making it safer for staff to speak up. Providing our personnel with dispute-resolution skills will boost their professional autonomy and confidence. A respectful and collaborative workplace improves patient care quality and safety, so expect a positive influence.
Justifications for Change
To comprehend why addressing workplace civility matters and why it is in keeping with our organizational vision and values, it is imperative to understand the rationale for the proposed change. Above all, this modification is a wonderful fit with our organization’s objectives. Our goal is to deliver excellent patient care while looking out for the welfare of our staff. These objectives are directly supported by a courteous and civil workplace, which raises employee happiness and improves the standard of patient care. In line with our goals and principles, we are fostering a culture of civility.
Second, it is impossible to overstate the beneficial effects on staff satisfaction and patient care. Research has consistently demonstrated that improved patient outcomes are greatly influenced by workplace civility and open communication (Ota et al., 2022). Workers who are engaged in their roles and report better job satisfaction are those who operate in a courteous and collaborative environment. Improving workplace decorum will lead to better patient care and happier staff members.
Lastly, our suggested modification is backed by a strong body of research and industry best practices from prosperous healthcare institutions rather than being only theoretical. The relationship between patient care quality, staff happiness, and workplace civility has been demonstrated by a number of research studies and findings. For instance, Hossny and Sabra (2020) assert that workplace civility leads to better collaboration among healthcare teams, enhances staff satisfaction, and improves the safety and quality of services provided. Conflict resolution training is a proven way to deal with these problems and get the results our organization and its stakeholders need.
Type and Scope of Proposed Change
We suggest implementing a pilot program to assess the viability and efficacy of our conflict resolution training effort. This methodology enables us to meticulously assess the influence of the training on several facets of our work environment. The pilot program will be specifically tailored to encompass a wide range of people, encompassing various positions and departments within our organization. The incorporation of inclusivity will facilitate a thorough comprehension of the impact of conflict resolution training on our staff.
The program’s duration will range from 1 to 3 months, encompassing phases of planning, execution, data gathering, and assessment. Throughout this duration, we will diligently observe and evaluate the impact of the training on the dynamics of the workplace, interactions among employees, and, of utmost significance, the quality of patient care. The satisfactory assessment of the pilot program will act as an authorization for subsequent deployment. By adopting this strategy, we may enhance our training program and acquire useful feedback prior to implementing it across the entire firm, thereby guaranteeing its effectiveness.
Stakeholders
Employees: The employees are our main stakeholders. The individuals will
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