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Good work DF 2
The breakdown of your mark is:
Poster appearance 13/20
Poster Content 50/60
Nicely set out, giving a balanced appearance but a little too wordy which would not inspire someone to spend time reading the entire content. The volume of content made it difficult to read the reference list. Linkage to Lewin’s theory was good. There were a few grammatical errors that also tended to detract. We liked the graphics especially the elephant.
In regard to marks for peer review, those who scored higher on peer review did so because their peer review comments made a scholarly contribution to the poster content and was relevant to leadership issues within a health care environment. Students with higher marks on peer review tended to write comments that were designed to support the improvement of the other group’s work (scholarly contribution) rather than provide general commentary on what they liked about the poster.  Commentary that was brief without strong evidence of constructive feedback did not attract high marks.
Katya and Sue 031017

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Well done DF2. You guys have added lot of eye catching stuff to enhance the poster, which is really good .It was well explained in the poster  about the change process, including the resistance of change, which is often stressful to handle. Really good job done.

Regards,
Biby John
02/10/2017

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Post post by Veronika Allen,

Well done Group 2 on a very informative poster regarding quite an interesting planned organizational change. Changing an often slower paced medical ward to one which incorporated a much faster paced DSU would definitely have required some serious planning and adjustment to implement such a change..  There would have been many aspects for management to consider particularly for front line level staff where no doubt staff were feeling anxious about incorporating a more acute setting into their ward, whether they would have the necessary skills and so on.  Ethically, you highlighted the need for management and all individuals to respect one another and the contribution each person makes during any imposed change.  From a leadership perspective you also identified two important components necessary for change, those of open and clear communication and the sharing of information. Another key element you included was that management were open to feedback on how the change was received, whether it was perceived as successful and that they were open to suggestions on how it could be made even more effective.
Thank you for sharing.

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Congratulations on your completed poster. It is eye catching and clear to read.

Being a Nurse Educator I am interested in what strategies were employed to engage the staff in the education to gain the required clinical competencies. The poster made reference to them being unsuccessful in engaging enough staff to ensure coverage of the unit. Why was that? I note the quote on the poster stating that "people support what they help create", was that what was learned from the process? It questions if the staff were motivated by the desire to treat unwell patients quickly in day procedures and move away from the traditional admission & bed based care? It does sound like the change was implemented relatively quickly which makes me wonder if the nursing staff had enough time to see the vision of the leadership team and believe it enough to want to sincerely upskill so that they could work in that unit.

The ethical implication that stands out for me is in the summary of the planned change where it was identified that the intent was clear to treat an increased number of patients to financially benefit the organisation. There is a significant amount of literature that addresses the moral conflict nurses experience when competing with the inherent desire to care for people and the limitations that are forced on them in regards to resources (time, staffing etc). Maybe this was a contributing factor as to why staff did not engage in the education required. If they did not share the vision of the leadership team there may well have been resistance.

Thank you for sharing.
Bec.

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I loved the poster! Well done everyone. I definitely was intrigued by the work and case study. Interestingly, I was able to relate with the resistance to change postings. In my reflection, leaders and Psychiatrists were the professionals who struggle to adapt to change or even accept it. Curtis and White (2012) have suggested that, leaders are afraid to carry the discretion to make a change and not executing it effectively. Therefore, it is easier for employees to accept change, rather than leaders because they hold accountability of the change.

Curtis, E., & White, P. (2012). Resistance to change: causes and solutions. Nursing Management - UK, 8(10), 15-20.

Vasiliki (Vicky) Kassiotes 1/10/7

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I liked the reference to ethical leadership and your discussion about the navigation of power differentials in driving change within an organisation, in a “top down” direction. Research has suggested that an ethical approach to management has a direct effect on bottom line performance (Mayer, Aquino, Greenbaum & Juenzi, 2012 as cited in Lussier & Achua, 2016). Employees had greater trust in managers, and were more willing to participate in change. Your poster is very well formatted, with some very eye catching colour work. Well done! Cheers Mick G

Reference

Lussier, R., Achua, C. (2016). Leadership: Theory, application and skill development. Cengage Learning: Australia~

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The poster looks excellent especially using the image of elephant and the vibrant colours is very creative.
Your work is well organised and relevant to the topic. I enjoyed going through it. I personally believe that any planned change requires a good leadership strategy, not only to guide the team to the target but also to maintain cohesion among the team members  and your work reflects the same.

Great work.
Shakiba Das
(S00217109)
1/10/2017.

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Good work DF2 and some great peer review comments. Sue G 300917 

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Good work DF2 and some great peer review comments. Sue G 300917 

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I like the Learning section and particularly how you linked theory to practice.
With the ethical implications, I thought that there was a little bit of inconsistency in that you moved from mutual respect through autonomy and back again to mutual respect - and that was fine for the poster. In writing your final papers remember that each paragraph has a central theme or focus and that your thought processes should demonstrate a logical, consistent flow of ideas. You alluded to other ethical implications such as the financial benefit to everyone - but who are everyone? Also, the the consultation process seems to have been conducted in an ethical manner - perhaps some analysis around that in your final papers. Some other questions I had that might help shape your final analysis were: how was the need for staff education identified? Why was the initial staff education restricted to fewer staff? How was the need for to expand the staff education identified? How were decisions around delegation made?

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You did a great group work. I like your idea of selecting pictures specially the elephant.
I also go through all portion of your poster. You have presented your plan change strategies in a interesting way. All contents are relevant and giving clear view of main points.

Good on you
Sifat Sultana Huq
30/09/17

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I love this catch phrase! I have also found that when people are involved in the change or planning phases, engagement in the implementation and ongoing commitment is enhanced. Sounds like a great initiative, well done.

Thank you for the learning
Janelle Martin
29/9/17

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Hi everyone Your image illustrations are excellent. I appreciate the effort you have put into this poster. It is very eye catching and draws ones attention easily. The colour combinations are also effective.  The writing is easy to understand. Your poster is well organised and informative. You have clearly identified the issues that arise in your work situation and have explained the learning outcome from the issue. Well done group.Kind regards29/09/2017Asha Vincent

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Hi everyone Your image illustrations are excellent. I appreciate the effort you have put into this poster. It is very eye catching and draws ones attention easily. The colour combinations are also effective.  The writing is easy to understand. Your poster is well organised and informative. You have clearly identified the issues that arise in your work situation and have explained the learning outcome from the issue. Well done group.Kind regards29/09/2017Asha Vincent

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Your poster looks great and I think it was a great idea to put in the elephant and the other captions which really give it a light feel. The message comes across great. Good on you. Alan

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Peer review post 2

Hi DF 2 thank you for producing a great poster that draws the attention through the use of colour. I enjoyed reading your poster and thought it was particularly clear thanks to having such a defined and specific aim in your 'planned change' sub heading. Although the colours are eye catching I found that these distracted me from some of the key points, maybe a more cohesive colour scheme would be less distracting for the reader. I also found the final sub heading about the 'learnings' beneficial and was a nice way to conclude and summarise the information that was collated.

Kind regards,

Katie O'Byrne
28/9/17

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Hi guys, well done with your presentation. The layout and pictures that you have included are quite striking and eye-catching.

I thought that your analysis and subsequent description of the planned change within your organisation were well outlined. Your description of re-training of skills in IV cannulation and fluid preparation are great skills to highlight in the environment that you describe.

I belive that the methods that you describe in relation to good leadership are essential to any planned change, in particular the need for good communication. You described the importance of “mutual respect, encourage engagement and eliminate uncertainty.” I believe that these leadership skills are essential to the broader term of good communication when detailing the planned change (more training) in the workplace.

The effectiveness of the strategies that the leadership team implemented to facilitate the change were well documented and described in a scholarly manner (well referenced in-text and in your reference list).

Overall the presentation was well presented and delivered and in reference to the learning matrix in the unit outline, met the assessment criteria well.

Tim Jones S00203215
27/9/17

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Well done on your poster Tahani, Michelle, Sarah, Fiona and Xu.

I was instantly drawn to the vibrant colours used in this poster.

I was also interested in reading the strategies content box of your poster and how the examples used for facilitating the planned change, mirrored the steps of the Plan-Do-Study-Act Cycle, widely known as a systemic process for continuous improvement (W. Edwards Deming Institute, 2017).

Although education was planned and implemented to minimise the staff skill shortage in the new medical day unit, reflecting the plan and do stages of the cycle, it was essential to ‘study’ that education did not reach enough people to sustain effective change. To ‘act’ on a communication strategy and to involve others, are strategies also supported by Northouse (2016) and the Australian Council on Healthcare Standards (2013), where communicating strategic direction and vision, and involving those affected by the change, can minimise resistance to change.

Rebekah Anderson 27/09/17

References:
Australian Council on Healthcare Standards. (2013). Risk management and quality improvement handbook. Sydney: Author.

Northouse, P. (2016). Leadership theory and practice (7th Ed.). Los Angeles, London: Sage.

W. Edwards Deming Institute (2017). PDSA cycle. Retrieved from https://deming.org/explore/p-d-s-a

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Dear DF 2 A key statement in your poster is ‘change is smoother when planned and inclusive’. How true especially when there is resistance to change. Looking at enablers to engage staff in the smoothness of change needs to be considered. I have not had the opportunity to ride on an elephant though the elephant I consider has a steady smooth gait. So I have linked my learning of smooth change with the gait of an elephant.  Not to rush but to plan.The poster had a rainbow of colour which is eye catching.Kind Regards        Mary Jane     26/09/2017

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Dear DF 2 A key statement in your poster is ‘change is smoother when planned and inclusive’. How true especially when there is resistance to change. Looking at enablers to engage staff in the smoothness of change needs to be considered. I have not had the opportunity to ride on an elephant though the elephant I consider has a steady smooth gait. So I have linked my learning of smooth change with the gait of an elephant.  Not to rush but to plan.The poster had a rainbow of colour which is eye catching.Kind Regards        Mary Jane     26/09/2017

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Thank you for an engaging poster. The layout was well balanced and the content relevant to the topic, also I feel your images helped highlight the key points of planned organisational change.

You identified the importance of connecting the team to the organisational goal.  Bendaly (2012) describes ‘teamness’ as the cohesiveness, like-mindedness and synergy that generates action.

Uniting a team or keeping the team focused and progressing can be a challenge for any leadership. Your group identified the value in communicating the vision, providing a plan and strategies for achievement. This is supported by Denison, Hooijberg, Leif and Lane (2012) who also acknowledge the importance of leaders motivating and empowering team members individually and collectively to become involved and committed to the planned change.

The analogy of the elephant is very apt, in reading through Foley, Couturier and Kline (2012), I envisaged the leader(s) ‘shaping the path’, whilst steering both the individual and team throughout the processes of change.

Thank you,
Juanita Webb

26/09/2017

References

Bendaly, L. & Bendaly, N. (2012). Improving Healthcare Team Performance. Retrieved from https://ebookcentral-proquest-com

Denison, d., Hooijberg, R., Leif, C. & Lane, N. (2012). Leading culture change in global organisations: Aligning culture and strategy. Retrieved from https://ebookcentral-proquest-com

Foley, J., Couturier, L. & Kline, N. (2012). Switch-Making Change Happen. Journal of Physical Education, Recreation & Dance, 83(7), 8-9. doi: 10.1080/07303084.2012.10598804

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Very well-articulated poster. Elephant and the mahout in the poster gives a strong message-Whatever the size of the change, an effective, ethical leader could manage it if he follows the strategies mentioned like staff education, delegation, right direction, plan of action and continuous monitoring of the efficiency of the program. The only way to discover the strength of your strategies in change management is through feedback analysis (Kouzes & Posner, 2014).

I completely agree with you on this point that even though how small the change is, the power of planning cannot be underestimated in its successful implementation.

Good job Group 2!

References:

Kouzes, J., & Posner, B. (2014). To get honest feedback, leaders need to ask. Harvard Business Review. Retrieved from https://hbr.org/2014/02/to-get-honest-feedback-leaders-need-to-ask

Chanchal Kurup -Group 7

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Good work. The elephant is a good balance for the text 

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Good work. The elephant is a good balance for the text 

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Sue G 260917

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Group 2 Poster for Planned for Organisational change

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Hi everyone, looks pretty quiet here. Any thought? 

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Hi everyone, looks pretty quiet here. Any thought? 

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Xu Chen