Readiness of organizations for change, motivation and conflict-handling intentions: Senior nursing students’ perceptions
Section snippets
Background
Nothing remains constant. Organizations need to acknowledge that changes are happening and must adapt to them. Change in an organization is influenced by two opposing forces: driving forces and restraining forces. Change is more easily accepted by decreasing resisting forces rather than by increasing the driving forces. Once a change has been accepted and implemented by a group, the initiators of the change must keep working with the members and emphasize the positive effects of the change (
The readiness of organizations for change
It is important to mention that there is a paucity of research on this topic (Dalton and Gottlieb, 2003). Readiness is associated with introducing change. Readiness is based on a subjective feeling or a perceived ability. Readiness tends to be conceptualized as a state where a person [organization] is assessed as ready or not ready.
The concept of readiness is expanded to include the process of becoming ready and the outcomes associated with readiness for change. The process of readiness for
Ethical consideration
The participation in this small-scale study was voluntarily; the students were given the chance to withdraw from the participation if they were not interested; they were told that their withdrawal will not influence their grades in the course. The students were told that answering and returning back the questionnaire is their consent form to participate in this study. Also, the students were told not to write their names on the questionnaires which ensure the anonymity and confidentiality
Results
The readiness of organizations for change, as perceived by the senior nursing students, was assessed at the beginning and at the end of the course. The differences were reported as follows: the organization provides programs or forums for discussion of changes and trends in healthcare delivery ( versus ); the organization uses or plans to use advanced practice nurses ( versus ); the organization supports the staff’s continuing education, re-education, and advancement
Discussion
Based on the results of this study, it could be concluded the students “somehow” perceived that the Jordanian organizations were ready to change. Most of students’ responses about the readiness of organizations for change increased at the end of the course. This result was expected because the students’ engagement in the daily nursing and managerial activities with their nursing preceptors at the clinical settings increased with the advancement of the course; professional trust relationships
Implications
It is a reality that students could be influential while still learning. Students should be encouraged to be change agents. In current turbulent healthcare environment, nursing leaders should take seriously students’ opinions to adopt successfully any change.
Nursing educators should encourage their students to be achievement-oriented and collaborate with other healthcare professionals; these characters are important for successful future professionals. Unless the students are encouraged to live
Recommendations
Using a larger sample, the readiness of organizations for change should be studied in further research focusing on nurses rather than nursing students. Rather than being limited to private and governmental hospitals, other types of hospitals should be included in the sample. To detect any generational or trend differences, a longitudinal study should be considered to collect data from all students who will be enrolled in the “Nursing Leadership and Management” course. A prospective study could
Summary and conclusions
Students’ perceptions about the readiness of organizations for change, factors motivate the nursing students and their conflict-handling intentions varied according to the stage of the course, type of hospitals, and gender. The students’ perceptions about the organizational readiness to change increased; the students “somehow” perceived that the Jordanian organizations were ready to change. As perceived by the students, private hospitals were better than governmental hospitals in their
Acknowledgements
We, the authors, thank the students who participated in the current study; they provided us to the vision to study the readiness of organizations, motivation, and conflict-handling intentions of nurses.
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