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The grieving process in cultural change.

M F Sullivan¹, J Guntzelman

¹University of New Mexico School of Medicine, Albuquerque.

The Health Care Supervisor

|November 5, 1991

Summary

This summary is machine-generated.

Middle managers experience loss during organizational change. Allowing time for grieving the old culture facilitates smoother transitions and strengthens the organization, ultimately improving patient care.

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Area of Science:

Healthcare Management
Organizational Psychology

Background:

Hospitals are shifting towards participatory management styles.
This cultural evolution often leads to a sense of loss among middle managers.

Purpose of the Study:

To explore the impact of organizational change on middle managers' grieving process.
To highlight the importance of acknowledging and supporting this grief for successful change management.

Main Methods:

Qualitative analysis of middle managers' experiences during organizational transitions.
Exploration of the psychological impact of cultural shifts in healthcare settings.

Main Results:

Middle managers require time and resources to grieve the loss of old structures and practices.
Resistance to change can increase when grief is not acknowledged or supported.
Acknowledging and processing grief leads to smoother transitions and greater organizational commitment.

Conclusions:

Supporting the grieving process for middle managers is crucial for effective organizational change.
Investing time in processing loss yields positive returns, fostering adaptability and commitment.
Allowing for human emotional responses, including grief, enhances organizational strength and patient care.