STUDY CASE
BARBARA NORRIS : LEADING CHANGE IN THE GENERAL SURGERY
UNIT
Introduction
Issues Facing The Organization
Recommendation
CONTENTS
Metric or Indicator of Success
Anticipated Outcomes
INTRODUCTION
INTRODUCTION
The case study discusses the General Surgery Unit at Eastern
Massachusetts Teaching Hospital (EMTH), a large academic
medical center in Boston. The General Surgery Unit is responsible
for providing surgical care to patients who require general surgery
procedures. Barbara Norris, a newly appointed nurse manager, is
facing several leadership challenges in the unit. The hospital
operates in a highly competitive environment and is facing
significant financial pressures due to changes in healthcare
policies.
ISSUES FACING THE
ORGANIZATION
ISSUES FACING THE
ORGANIZATION
Barbara Norris faces several leadership challenges in the General
Surgery Unit. The unit is facing several issues, including low staff
morale, high turnover rates, communication breakdown, and lack
of teamwork. The staff members are demotivated, and there is a
lack of trust between the staff and management. Additionally,
there is a lack of clarity in roles and responsibilities, which leads
to confusion and conflicts. The staff members are also dissatisfied
with the lack of support from the management, which is affecting
their job performance.
RECOMENDATION
To address the issues facing the General Surgery Unit, Barbara Norris should adopt the following recommendations:
Building trust and communication: Barbara should focus on building trust and open communication with the staff
members. She should organize regular meetings to discuss their concerns and ideas for improving the unit's
performance. Additionally, she should encourage staff members to communicate freely and openly with the
management team.
Team building: Barbara should organize team-building activities to promote teamwork and collaboration. She should
RECOMENDATION
also create a clear understanding of each staff member's role and responsibilities to avoid conflicts and confusion.
Training and development: Barbara should provide training and development opportunities to the staff members to
improve their skills and knowledge. This will also help to improve their job satisfaction and reduce turnover rates.
Employee recognition and appreciation: Barbara should recognize and appreciate the staff members' efforts and
contributions to the unit's success. This will help to boost their morale and motivation.
Improve the physical work environment: Barbara should work with the hospital administration to improve the
physical work environment in the unit. This can include upgrading equipment, improving lighting and ventilation, and
ensuring adequate space for staff and patients.
METRIC OR INDICATOR OF
SUCCESS
METRIC OR
INDICATOR OF
SUCCESS
The following metrics can be used to measure the success of the
recommendations:
1. Staff morale and job satisfaction
2. Staff turnover rates
3. Patient satisfaction scores
4. Quality of care provided
5. Financial performance of the unit
ANTICIPATED OUTCOMES
Implementing the above recommendations is likely to result in the
following outcomes:
1. Improved staff morale and job satisfaction, leading to increased
motivation and better performance.
ANTICIPATED
OUTCOMES
2. Reduced staff turnover rates, leading to lower recruitment and
training costs.
3. Improved communication and teamwork, leading to better
patient care outcomes.
4. Improved patient satisfaction scores, leading to better
reputation and increased referrals.
5. Improved financial performance of the unit due to increased
efficiency and reduced costs.
THANK YOU