1. Nova Southeastern University Nursing Program October 19, 2010 Miami Florida Solutions Performance Through Culture Change Management Organizational Stress Conflict Resolution

2. Th e Ag e nda Introduction Part A: Organizational Stress Part B: Change Management Part C: Conflict Resolution Part D: Fun Exercises Q&A, Conclusions and Feedback Solutions Performance Through Culture

3. Before we begin…… Years 1 2

4. 1 2 4 (3) (7) 7 1000 1000 1000 30 10 20 1000 40 5000 Brain Power! B rain P ower

5. And the correct answer is…..? 1000 1000 1000 30 10 20 1000 40 4000 100 4100

8. Stress Management Zone!

9. Source: Organizational Behavior , Schermerborn, Hunt, Osborn & Uhl_Bien 11e edition Chapter 3: Emotions and Moods in Organization pp. 69, Fig. 3.3

10. The Vital Signs of Stress

11. Personality Attitude Mood Temperament Character

13. R i g h t Brain Left Brain

14. Emotional Intelligence Competencies Self Awareness Understanding our emotions and their impact on ourselves and other Social Awareness Empathy; understanding the emotions of others and their impact on relationships Self Management Self-regulation; thinking before acting and staying in control of our emotions Relationship Management Rapport; making use of emotions to build and maintain good relationships

15. Work Related Stress in Nursing Controlling the Risk to Health http://www.opas.org.br/gentequefazsaude/bvsde/bvsast/i/fulltext/nurse/nurse.pdf Source: http://positivesharing.com/2006/11/top-5-myths-about-workplace-stress/ Source: http:// www.mrfatloss.com /tag/stress-management Further Reading

16. Source: Organizational Behavior , Schermerborn, Hunt, Osborn & Uhl_Bien 11e edition Chapter 14: leadership Challenges and Organizational Change, pp. 355, Fig. 14.7 The Need to Change

17. Don’t expect everyone to agree to your change initiative!

18. Sense of Sense of Urgency Relevancy

22. Source: Organizational Behavior , Schermerborn, Hunt, Osborn & Uhl_Bien 11e edition Chapter 14: leadership Challenges and Organizational Change, pp. 359, Fig. 14.9 Resistance to Change Part A Disadvantages Education and Communication Advantages Use When Method Participation and involvement Facilitation and support People lack information or have inaccurate information Creates willingness to help the change Can be very time consuming Other people have important information and/or power to resist Adds information to change planning; builds commitment to the change Can be very time consuming Resistance traces to resource or adjustment problems Satisfies directly specific resources or adjustment needs Can be very time consuming and expensive

23. Source: Organizational Behavior , Schermerborn, Hunt, Osborn & Uhl_Bien 11e edition Chapter 14: leadership Challenges and Organizational Change, pp. 359, Fig. 14.9 Disadvantages Advantages Use When Method Negotiation and agreement Manipulation and cooperation A person or a group will “lose” something because of the change Helps avoid major resistance Can be Expensive; can cause other to seek similar “deals” Other methods don’t work or are too expensive Can be quick and inexpensive Can create future problems if people sense manipulation Explicit and implicit coercion Speed is important and change agent has power Quick; overpowers resistance Risky if people get “mad” Resistance to Change Part B

24. Fr o m T o

25. The Kosher Pig

27. Source: Organizational Behavior , Schermerborn, Hunt, Osborn & Uhl_Bien 11e edition Chapter 10: Conflicts and Negotiations pp. 240, Fig. 10.4 How?

29. Exercise: Part 2 Conflict Resolution: Misalignment of Opinions Book Smarts Versus Street Smarts Blending Experience, Culture and Performance

30. Exercise: Part 3 Change Management: Misalignment of Attitude: Attitude With Latitude The implementation of the Act for Electronic Records

31. questio n s? A n y Solutions Performance Through Culture

32. is I am Listening! Your Fee db ack valuable!