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Navigating the barrier reef: QEE to successful restructuring

M C Hansen1, J Jutting

  • 1Center for Health Issues, Drake University, Des Moines, IA, USA.

Seminars for Nurse Managers
|July 8, 1998
PubMed
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Management restructuring in a multidisciplinary department faced barriers like unclear roles and misaligned rewards. Overcoming these challenges required addressing urgency, fear, coaching, and performance management for successful change.

Area of Science:

  • Organizational Behavior
  • Healthcare Management
  • Change Management

Background:

  • Multidisciplinary departments often face complex challenges during management restructuring.
  • Previous attempts at organizational change have highlighted common barriers.
  • Effective leadership and clear communication are crucial for successful restructuring.

Purpose of the Study:

  • To identify and analyze the barriers encountered during a management restructuring initiative in a multidisciplinary department.
  • To provide insights and strategies for overcoming identified obstacles in organizational change.
  • To enhance the understanding of change management processes within healthcare settings.

Main Methods:

  • A qualitative approach was used to chronicle the barriers.

Related Experiment Videos

  • The study involved a multidisciplinary department undergoing management restructuring.
  • Barriers were identified through observation and analysis of the change process.

    • Main Results:

    • Key barriers included a lack of urgency, role confusion and fear among staff and managers, inadequate coaching skills, and misaligned performance appraisals, outcomes, and rewards.
    • These barriers significantly impeded the progress of the management restructuring.
    • The study highlights the interconnectedness of various factors in organizational change.

    Conclusions:

    • Addressing barriers related to urgency, role clarity, coaching, and performance alignment is critical for successful management restructuring.
    • Proactive strategies are needed to mitigate fear and confusion during organizational change.
    • Effective change management requires a holistic approach that considers all levels of the organization.