Workplace Leader and Change Agent which people in that environment may have unconsciously developed a norm. There are many unsolved problems in workplaces, such as the healthcare system, that need to be addressed. Actions should be taken to prevent and facilitate an improvement in the working environment. Having leadership and being able to create change can help improve the work environment for everyone involved. First, bullying is an ongoing problem that occurs and impacts many healthcare work environments. Secondly, a theory of leadership and change will be identified to explore ways to address the workplace issue. Third, specific change strategies related to leadership and change theory will be identified that will be used to address the problem. Finally, the desired outcome of the change initiative and why it is important will be discussed. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Bullying in healthcare work environments There are many problems that occur in the work environment of healthcare institutions. One of the main concerns is bullying. This problem has a strong influence in the work environment, especially affecting nurses. Many nurses who are victims of bullying suffer from psychological and physical effects such as anxiety and frequent headaches which also affect their level of job satisfaction (Lee, Berstein, Lee, & Nokes, 2014). Bullying has harmful effects on the victims who experience it, but it can also damage the organization's environment (Lee et al., 2014). Bullying is a problem that the public would not think could occur even in work settings such as healthcare institutions, but it is an important underlying situation that some employees are still experiencing. Since the effects of bullying can damage our health and affect the quality of life, it is necessary to take appropriate measures to draw attention and focus on solving this recurring problem. Bullying among employees affects the workplace culture, there will be more marginalization instead of collaboration and communication among all members of the interdisciplinary team which will then affect the image of the organization (Sauer & McCoy, 2018). If a nurse is mentally stressed and does not have adequate health conditions to effectively care for patients, inadvertent errors or simply not being fully able to meet patients' needs may occur, which overall will lead to a decrease in patient safety. patients (Hubbard, 2014). The effects of bullying can lead to a decrease in the economic health of the organization through the lack of attendance of employees at work and an increase in the turnover rate which will negatively affect the economics of the organization (Sauer & McCoy, 2018). Bullying not only affects employees but also patients and organizations can be negatively impacted, which is why this issue needs immediate sustainable action. Leadership and Change to Address Workplace Problem Transformational Leadership Theory and Theory of Change Kotter's Eight Step Change Process can both be applied to address this problem in the workplace. LeadershipTransformational concerns a leader with personality qualities consisting of being courageous and enthusiastic with the ability to engage followers to achieve goals towards a shared vision and to transform the thinking of others (Fischer, 2017). It consists of four main elements: idealized influence such as being a role model, inspirational motivation such as collaboratively creating a vision with others, intellectual stimulation such as enhancing the capabilities of others, and individualized consideration such as being authentically present with the concerns of others (Fischer , 2017; Guadine & Lamb, 2015). A leader's ability to demonstrate these characteristics can help promote the need for improved organizational culture. Kotter's eight-step change process is about a systematic process implemented to establish change in a work environment. This theory of change consists of eight steps that the leader must follow for change to be successful: developing a sense of crisis, forming partnerships, collaboratively developing a new vision, articulating the vision, empowering others to participate, creating results short-term, commitment to change, and reinforcing change (Jones-Schenk, 2017; Guadine & Lamb, 2015). A leader's ability to create an environment for change to occur by encouraging and engaging others to work together to achieve a common goal can establish the possibility of improving the current work environment. Transformational leadership theory and Kotter's eight-step change process can both be appropriately applied to address the persistent problem of workplace bullying that occurs in healthcare settings. Having a leader who exemplifies the qualities of a transformational leader can help make it easier for everyone to achieve goals within an organization. When there is collaboration and census among many people on a shared vision for improving a work environment, it may be possible to establish a coalition to enforce change. To advance organizational goals, the leader must be receptive to information from followers, have the ability to build trust, relationships, and empower others so that the identified common goal can be achieved (Crowne et al., 2017). This leadership style can help address the problem of workplace bullying by encouraging everyone to see a vision of the need for change and to actively be part of the process to achieve success. Building a team and sharing input during decision making between leaders and followers is essential to achieving organizational goals (Fardellone, Musil, Smith, & Click, 2014). The need for change must be brought to attention and followers should be stimulated to think critically and innovatively to create strategies (Fischer, 2017; Guadine & Lamb, 2015) and feel empowered to implement them. Having a change agent can help facilitate and draw attention to the need to question the status quo of the workplace. When there is a systematic approach to achieving an outcome, it will be helpful for the leader to be able to have a guideline or framework to monitor progress and identify areas during the change process that may need reevaluation and adjustment. Creating the environment for change, forming a coalition, engaging and enabling the entire organization to create a new vision, recognizing small achievements and supporting those changes can enable positive outcomes to be achieved in the organisation. This theory ofChange can help address the problem of workplace bullying by pushing people out of their norms and making them aware of the need to initiate change. To see the results of change in an organization, everyone involved must feel empowered and have an active role during the process to sustain the outcome permanently (Jones-Schenk, 2017). Analysis of specific change strategies There are some change strategies that can be useful in addressing the problem of workplace bullying by applying transformational leadership theory and Kotter's eight-step change process. First of all, change cannot be achieved without the help of followers or without a coalition that supports and strengthens a goal to be achieved. There is no hierarchy involved in the change process, it must be inclusive and maintain a collaborative effort between each member of the organization where everyone brings their own personal attributes (Anderson, 2018). To address the issue of workplace bullying, there must be a change agent who is competent in motivating and enabling others to see a vision of what could be done to make a difference in a work environment that will benefit everyone at the same time. same way and will improve what is currently happening. Employees must be educated on the topic of bullying and be aware of the different types and all the harmful effects it can cause. Management-initiated staff meetings may be held regularly at the unit where staff can report any incidents. The staff meetings created can then inspire other units to hold meetings about bullying until it gets the attention of the entire organization. You can create policies as if you see something say something, with policies in place employees can feel comfortable speaking up as we all have a responsibility to embed change. There can be mentoring programs so that those who are responsible for bullying can receive support and become aware of the effects of what their inappropriate behavior is causing to others. A team of nurses can create an anti-bullying group and reach out to other levels and disciplines within the organization to bring more people together and share their experiences or insights with them to spread awareness and receive different perspectives. Once a team is formed, everyone needs to collaborate, share a vision, and feel empowered to help end workplace bullying. When no incidents of bullying are reported for at least several months, this can mark a small victory, such as continued employee attendance at work, increased patient satisfaction, and job satisfaction. Once everyone can see these positive changes, they can adapt to that new change and feel comfortable making it a permanent success. Desired Outcome of the Change Initiative The desired outcome of ending workplace bullying is that nurses, patients and organizations will no longer suffer from the harmful effects. In a bullying-free work environment, workers will be supportive, respectful, and empowered to establish trusting relationships with each other, increasing teamwork and overall job satisfaction (Purpora & Blegen, 2015). There will be increased patient safety as nurses caring for patients will feel less stressed and pressured, and if they feel this way, they will be able to contact their colleagues for support or advice. There will be an improvement in psychological and physical well-being among nurses, a better=15182

Topic > Workplace Leader and Change Agent which people in that environment may have unconsciously developed a norm. There are many unsolved problems in workplaces, such as the healthcare system, that need to be addressed. Actions should be taken to prevent and facilitate an improvement in the working environment. Having leadership and being able to create change can help improve the work environment for everyone involved. First, bullying is an ongoing problem that occurs and impacts many healthcare work environments. Secondly, a theory of leadership and change will be identified to explore ways to address the workplace issue. Third, specific change strategies related to leadership and change theory will be identified that will be used to address the problem. Finally, the desired outcome of the change initiative and why it is important will be discussed. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Bullying in healthcare work environments There are many problems that occur in the work environment of healthcare institutions. One of the main concerns is bullying. This problem has a strong influence in the work environment, especially affecting nurses. Many nurses who are victims of bullying suffer from psychological and physical effects such as anxiety and frequent headaches which also affect their level of job satisfaction (Lee, Berstein, Lee, & Nokes, 2014). Bullying has harmful effects on the victims who experience it, but it can also damage the organization's environment (Lee et al., 2014). Bullying is a problem that the public would not think could occur even in work settings such as healthcare institutions, but it is an important underlying situation that some employees are still experiencing. Since the effects of bullying can damage our health and affect the quality of life, it is necessary to take appropriate measures to draw attention and focus on solving this recurring problem. Bullying among employees affects the workplace culture, there will be more marginalization instead of collaboration and communication among all members of the interdisciplinary team which will then affect the image of the organization (Sauer & McCoy, 2018). If a nurse is mentally stressed and does not have adequate health conditions to effectively care for patients, inadvertent errors or simply not being fully able to meet patients' needs may occur, which overall will lead to a decrease in patient safety. patients (Hubbard, 2014). The effects of bullying can lead to a decrease in the economic health of the organization through the lack of attendance of employees at work and an increase in the turnover rate which will negatively affect the economics of the organization (Sauer & McCoy, 2018). Bullying not only affects employees but also patients and organizations can be negatively impacted, which is why this issue needs immediate sustainable action. Leadership and Change to Address Workplace Problem Transformational Leadership Theory and Theory of Change Kotter's Eight Step Change Process can both be applied to address this problem in the workplace. LeadershipTransformational concerns a leader with personality qualities consisting of being courageous and enthusiastic with the ability to engage followers to achieve goals towards a shared vision and to transform the thinking of others (Fischer, 2017). It consists of four main elements: idealized influence such as being a role model, inspirational motivation such as collaboratively creating a vision with others, intellectual stimulation such as enhancing the capabilities of others, and individualized consideration such as being authentically present with the concerns of others (Fischer , 2017; Guadine & Lamb, 2015). A leader's ability to demonstrate these characteristics can help promote the need for improved organizational culture. Kotter's eight-step change process is about a systematic process implemented to establish change in a work environment. This theory of change consists of eight steps that the leader must follow for change to be successful: developing a sense of crisis, forming partnerships, collaboratively developing a new vision, articulating the vision, empowering others to participate, creating results short-term, commitment to change, and reinforcing change (Jones-Schenk, 2017; Guadine & Lamb, 2015). A leader's ability to create an environment for change to occur by encouraging and engaging others to work together to achieve a common goal can establish the possibility of improving the current work environment. Transformational leadership theory and Kotter's eight-step change process can both be appropriately applied to address the persistent problem of workplace bullying that occurs in healthcare settings. Having a leader who exemplifies the qualities of a transformational leader can help make it easier for everyone to achieve goals within an organization. When there is collaboration and census among many people on a shared vision for improving a work environment, it may be possible to establish a coalition to enforce change. To advance organizational goals, the leader must be receptive to information from followers, have the ability to build trust, relationships, and empower others so that the identified common goal can be achieved (Crowne et al., 2017). This leadership style can help address the problem of workplace bullying by encouraging everyone to see a vision of the need for change and to actively be part of the process to achieve success. Building a team and sharing input during decision making between leaders and followers is essential to achieving organizational goals (Fardellone, Musil, Smith, & Click, 2014). The need for change must be brought to attention and followers should be stimulated to think critically and innovatively to create strategies (Fischer, 2017; Guadine & Lamb, 2015) and feel empowered to implement them. Having a change agent can help facilitate and draw attention to the need to question the status quo of the workplace. When there is a systematic approach to achieving an outcome, it will be helpful for the leader to be able to have a guideline or framework to monitor progress and identify areas during the change process that may need reevaluation and adjustment. Creating the environment for change, forming a coalition, engaging and enabling the entire organization to create a new vision, recognizing small achievements and supporting those changes can enable positive outcomes to be achieved in the organisation. This theory ofChange can help address the problem of workplace bullying by pushing people out of their norms and making them aware of the need to initiate change. To see the results of change in an organization, everyone involved must feel empowered and have an active role during the process to sustain the outcome permanently (Jones-Schenk, 2017). Analysis of specific change strategies There are some change strategies that can be useful in addressing the problem of workplace bullying by applying transformational leadership theory and Kotter's eight-step change process. First of all, change cannot be achieved without the help of followers or without a coalition that supports and strengthens a goal to be achieved. There is no hierarchy involved in the change process, it must be inclusive and maintain a collaborative effort between each member of the organization where everyone brings their own personal attributes (Anderson, 2018). To address the issue of workplace bullying, there must be a change agent who is competent in motivating and enabling others to see a vision of what could be done to make a difference in a work environment that will benefit everyone at the same time. same way and will improve what is currently happening. Employees must be educated on the topic of bullying and be aware of the different types and all the harmful effects it can cause. Management-initiated staff meetings may be held regularly at the unit where staff can report any incidents. The staff meetings created can then inspire other units to hold meetings about bullying until it gets the attention of the entire organization. You can create policies as if you see something say something, with policies in place employees can feel comfortable speaking up as we all have a responsibility to embed change. There can be mentoring programs so that those who are responsible for bullying can receive support and become aware of the effects of what their inappropriate behavior is causing to others. A team of nurses can create an anti-bullying group and reach out to other levels and disciplines within the organization to bring more people together and share their experiences or insights with them to spread awareness and receive different perspectives. Once a team is formed, everyone needs to collaborate, share a vision, and feel empowered to help end workplace bullying. When no incidents of bullying are reported for at least several months, this can mark a small victory, such as continued employee attendance at work, increased patient satisfaction, and job satisfaction. Once everyone can see these positive changes, they can adapt to that new change and feel comfortable making it a permanent success. Desired Outcome of the Change Initiative The desired outcome of ending workplace bullying is that nurses, patients and organizations will no longer suffer from the harmful effects. In a bullying-free work environment, workers will be supportive, respectful, and empowered to establish trusting relationships with each other, increasing teamwork and overall job satisfaction (Purpora & Blegen, 2015). There will be increased patient safety as nurses caring for patients will feel less stressed and pressured, and if they feel this way, they will be able to contact their colleagues for support or advice. There will be an improvement in psychological and physical well-being among nurses, a better=15182