Geriatric Change

A professional change that the author is passionate about changing is to moving back to working with the geriatric population. This author has not been working in a healthcare facility and performing patient care for approximately 12 years. After obtaining my master’s degree in Healthcare Operations Management, I would like to find a position of directing a geriatric facility. I really enjoy working with the geriatric population and I find that as individuals are living longer there is a greater need for geriatric health care and geriatric facilities. I want to provide this population a safe environment for them to live in during the last years of their life.

Any type of large change will involve individuals to believe in that change, there can be numerous barriers to creating this change. The change this author is proposing is a large significant change both in the aspect of moving positions and creating a significant change within a geriatric facility. …show more content…
According to Kotter (2012) organizations need to eliminate barriers by inspiring and encouraging the employees to see the vision of change. One barrier that organizations are prone to is inadequate training. According to Kotter (2012) we require employees to change their behavior with providing minimal training. This may also be a large barrier to changing the culture of a geriatric facility, employees will need to learn and improve social skills and improve attitudes as well as making sure they are qualified to provide care to the residents. Another barrier is that most individuals are resistant to change, according to Chapman (n.d.) individual who like change typically are not reliable or dependable, while individuals who do not like change are reliable and dependable. Chapman (n.d.) describes most health care providers fall under the category or being reliable, dependable and resistant to change. This may be a large barrier for my new concept and vision that the author has. Kotter (2012) discusses several actions that can help avoid running into barriers when wanting to create change. One of those actions is to communicate a reasonable vision that the employees can share, include the employees so they can feel the same commitment. Another action Kotter (2012) reveals is the appropriate training of employees, these individuals need to have the right skills, the right mindset, and the right approach to feel invested and encouraged so they will be able to make that change successfully. One change I feel that had common errors in making change was when my department made a reorganization. The medical director I reported retired and they replaced him with a physician who was hired externally. In the reorganization, they decided to add a layer in-between me and the medical director. This was a difficult transition, because the one person who I really needed to connect with was the medical director and it was a very different atmosphere working with her. The guiding coalition process was weak, according to Chapman (n.d.) you need to have the right people, in the right place, with the right responsibility. …show more content…
According to Kotter (2012) the eight processes need to occur for change to become successful, you need a continued level of urgency, you need a power-driven partnership, you need an influencing vision, you need strong communication, you need to remove the barriers, you need to work in smaller tasks to achieve one big task, and you need to change the culture so change is the