EMILY SWARTZ High Nurse Turnover Due to Staff Dissatisfaction

Nurse Burnout Related to Emotion and Agitation

Kurt Lewin’s Change Theory Three Stages:  Unfreezing  Movement  Refreezing Increase in Staff Retention

Barriers to Change Management resisting change Management refusing to adopt a new form of leadership Staff may not see instant results  staff turnover Management not seeing instant staff satisfaction  reject change

Risks Leadership adopting new traits may not prove beneficial  Despite changes in leadership styles, staff turnover may still increase Risk the chances of continued staff turnover until change effectively takes place

Encouraging Leaders to Change Evidence-based research  Facilitate unfreezing and movement stage Collaboration with financial team  better budgeting skills = staff satisfaction Staff wants  Communication  Motivation  Approachable  Fairness  Collaboration

Benefits Staff satisfaction = collaboration with leadership Allow time for change to occur  staff satisfaction and retention Management understands reason change needs to occur  more inept to want to change

References Contino, D. S. (2004, June). Leadership competencies: Knowledge, skills, and aptitudes nurses need to lead organizations effectively. Critical Care Nurse, 24(3), Kritsonis A. Comparison of Change Theories. International Journal of Scholarly Academic Intellectual Diversity; 8:1, Sherman, R., Pross, E., (Jan. 31, 2010) "Growing Future Nurse Leaders to Build and Sustain Healthy Work Environments at the Unit Level" OJIN: The Online Journal of Issues in Nursing Vol. 15, No. 1, Manuscript 1