1
Planned Change: Leadership of Reduction in Workforce
XXXX
Chamberlain College of Nursing
NUR 534: Healthcare Systems Management
This study source was downloaded by 100000801755870 from CourseHero.com on 03-28-2022 15:52:14 GMT -05:00
https://www.coursehero.com/file/78783412/NUR534-week-6-planned-changedocx/
, 2
Planned Change: Leadership of Reduction in Workforce
It has been decided that a reduction in force (RIF) is required at Roxboro Medical Center
(RMC) due to a substantial market share loss over the past 24 months. The alternative attempts
to adjust for the loss were not enough to ensure financial balance, and according to Palazzo
(2015), when other attempts have failed, RIF is the correct next strategy.
Approach to the Organizational Mandate
The purpose of this assignment is to apply leadership knowledge and skills to an
organizational change that will impact the entire system. As the CNO, I oversee 33 management
positions that include house supervisors (HS), unit managers (UM), and charge nurses (CN). Ten
positions must be eliminated to meet the expectations of the board, CEO, & CFO. This paper
will discuss the decision-making process involved with a RIF and the information used to make
the informed selection. It will address challenges and conflicts of a RIF, the reorganizational
plan, a proposed change model to aid in the restructuring, along with anticipated benefits and
conflicts of that model, and two strategies for addressing the system wide implications of morale
and motivation. It will conclude with a summary of what was learned. Making tough decisions
during tough economic times is a responsibility of senior leadership and the process of RIF must
be carefully planned and executed to avoid wrongful termination lawsuits (Siegal, 2020).
Involving the proper stakeholders is essential to ensure the most appropriate choices are made in
helping the organization meet their goals. I have six months to complete this process.
Reduction in Workforce-Section A
Human resources provided a table of the 16 employees with tenure under 15 years and
listed their performance ratings. Decisions must be made solely on this information. Ten
employees are to be dismissed to meet the expectation of my superiors. I would first reduce the
This study source was downloaded by 100000801755870 from CourseHero.com on 03-28-2022 15:52:14 GMT -05:00
https://www.coursehero.com/file/78783412/NUR534-week-6-planned-changedocx/
Planned Change: Leadership of Reduction in Workforce
XXXX
Chamberlain College of Nursing
NUR 534: Healthcare Systems Management
This study source was downloaded by 100000801755870 from CourseHero.com on 03-28-2022 15:52:14 GMT -05:00
https://www.coursehero.com/file/78783412/NUR534-week-6-planned-changedocx/
, 2
Planned Change: Leadership of Reduction in Workforce
It has been decided that a reduction in force (RIF) is required at Roxboro Medical Center
(RMC) due to a substantial market share loss over the past 24 months. The alternative attempts
to adjust for the loss were not enough to ensure financial balance, and according to Palazzo
(2015), when other attempts have failed, RIF is the correct next strategy.
Approach to the Organizational Mandate
The purpose of this assignment is to apply leadership knowledge and skills to an
organizational change that will impact the entire system. As the CNO, I oversee 33 management
positions that include house supervisors (HS), unit managers (UM), and charge nurses (CN). Ten
positions must be eliminated to meet the expectations of the board, CEO, & CFO. This paper
will discuss the decision-making process involved with a RIF and the information used to make
the informed selection. It will address challenges and conflicts of a RIF, the reorganizational
plan, a proposed change model to aid in the restructuring, along with anticipated benefits and
conflicts of that model, and two strategies for addressing the system wide implications of morale
and motivation. It will conclude with a summary of what was learned. Making tough decisions
during tough economic times is a responsibility of senior leadership and the process of RIF must
be carefully planned and executed to avoid wrongful termination lawsuits (Siegal, 2020).
Involving the proper stakeholders is essential to ensure the most appropriate choices are made in
helping the organization meet their goals. I have six months to complete this process.
Reduction in Workforce-Section A
Human resources provided a table of the 16 employees with tenure under 15 years and
listed their performance ratings. Decisions must be made solely on this information. Ten
employees are to be dismissed to meet the expectation of my superiors. I would first reduce the
This study source was downloaded by 100000801755870 from CourseHero.com on 03-28-2022 15:52:14 GMT -05:00
https://www.coursehero.com/file/78783412/NUR534-week-6-planned-changedocx/
