Table of ContentsIntroductionIntroductionBullying in Healthcare Work EnvironmentsLeadership and Change to Solve the Workplace ProblemAnalysis of Specific Change StrategiesDesired Outcome of the Health Care Initiative changeConclusionReferencesIntroductionEvery workplace has a different culture in which people in that environment may have unconsciously developed a norm. There are many unresolved issues in workplaces, such as the healthcare system, that need to be addressed. Measures must 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 a recurring problem that occurs and influences many work environments in the healthcare sector. Second, a theory of leadership and change will be identified to explore ways to address the workplace problem. Third, specific change strategies will be identified in relation to leadership and change theory 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 Should Not Be Banned”? Get the original essay Bullying in Healthcare Work Environments Many problems occur in the work environment of healthcare settings. One of the main concerns is harassment. This issue has a strong influence on the work environment, particularly affecting nurses. Many nurses who are bullied suffer psychological and physical effects such as anxiety and frequent headaches, which will also impact their level of job satisfaction (Lee, Berstein, Lee, & Nokes, 2014). Bullying has detrimental effects on the victims who experience it, but can also harm the organizational environment (Lee et al., 2014). Bullying is an issue that the public would not think would also arise in workplace settings such as healthcare settings, but it is a significant underlying situation that some employees still experience. Since the effects of bullying can harm our health and disrupt our quality of life, appropriate measures must be taken to draw attention and focus on solving this recurring problem. Bullying between employees affects the workplace culture, there will be more marginalization instead of collaboration and communication between all members of the interdisciplinary team, which will then affect the image of the organization (Sauer et McCoy, 2018). If a nurse is mentally stressed and is not in good health to effectively care for patients, they may make unintentional errors or simply not be fully able to meet the needs of patients, which will overall lead to a decrease in patient safety (Hubbard, 2014). The effects of bullying can lead to a decrease in the economic health of the organization due to employees' refusal to be present at work and an increase in turnover, which will have a negative impact on the economy of the organization. organization (Sauer and McCoy, 2018). Bullying affects not only employees but also patients, and organizations can be negatively impacted, which is why this problem requires immediate, lasting action. Leadership and change to solvethe Workplace Problem Transformational Leadership Theory and Change Theory Kotter's Eight Steps of Change These two processes can be applied to solve this problem in the workplace. Transformational leadership concerns a leader possessing personality qualities of being courageous and enthusiastic, with an ability to engage followers to achieve goals toward a shared vision and 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 building the capabilities of others, and individualized consideration, such as being authentically present to the concerns of others (Fischer, 2017; Guadine and Lamb, 2015). A leader's ability to demonstrate these characteristics can help promote the need for an 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 includes 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 short-term achievements, commitment. to change and reinforce change (Jones-Schenk, 2017; Guadine & Lamb, 2015). A leader's ability to create an environment conducive to change by encouraging and engaging others to work together to achieve a common goal can establish opportunity for improvement in the current work environment. Transformational leadership theory and Kotter's eight-step change process can both be appropriate. be applied to address the ongoing problem of workplace bullying that occurs in healthcare settings. Having a leader who exhibits the qualities of a transformational leader can help everyone achieve their goals within an organization. When there is collaboration and identification among many people around a common vision to improve the work environment, it may be possible to establish a coalition to strengthen change. In order to promote organizational goals, the leader must be receptive to information from subordinates, have the ability to establish trust, create relationships, and empower others so that the identified common goal can be achieved (Crowne et al., 2017). This leadership style can help solve the problem of workplace bullying by encouraging everyone to have a vision of the need for change and actively participating in the process leading to success. Building a team and sharing feedback during the decision-making process between the leader and followers is essential to achieving organizational goals (Fardellone, Musil, Smith, & Click, 2014). The need for change must be brought to attention and followers must be encouraged to think critically and innovatively to create strategies (Fischer, 2017; Guadine & Lamb, 2015) and to feel empowered to implement them. Having a change agent can help facilitate and draw attention to the need to challenge the status quo of the work environment. Where there is a systematic approach to achieving an outcome, it will be helpful if the leader can have a guideline or framework for tracking progress and identifying areas during the process ofchange that may require reassessment and adjustment. Creating an environment for change, forming a coalition, involving and enabling the entire organization to create a new vision, recognizing small achievements and supporting these changes can enable the organization to achieve positive results. This theory of change can help solve the problem of workplace bullying by getting people out of their norms and making them aware that change needs to be initiated. In order to see the results of change in an organization, everyone involved must feel empowered and take an active role during the process to sustain the results permanently (Jones-Schenk, 2017). Analysis of specific change strategies Some change strategies may be useful. to address the issue of workplace bullying while applying transformational leadership theory and Kotter's eight-step change process. First, change cannot happen without the help of supporters or without a coalition to support and strengthen a goal toward its achievement. There is no hierarchy involved in the change process, it must be inclusive and maintain a collaborative effort between each member of the organization in which everyone brings their own personal qualities (Anderson, 2018). To combat bullying in the workplace, he must be a change agent who can motivate and empower others to have a vision of what could be done to make a difference in a work environment that will benefit to everyone equally and improve what is currently happening. Employees need to be educated about harassment and be aware of its different types and all the harmful effects it can cause. Staff meetings initiated by management can be held regularly in the unit where staff can report any incidents. The created staff meetings can then inspire other units to hold meetings about harassment until the topic gets the attention of the entire organization. Policies can be created, for example if you see someone saying something, with policies in place employees can feel comfortable speaking up since we all have a responsibility to embed change. There may be mentoring programs so that those who bully can receive support and become aware of the effects of their inappropriate behavior on 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 insight with them to raise awareness and to receive different perspectives. Once a team is formed, everyone should collaborate, share a vision, and feel empowered to help end workplace bullying. When no instances of bullying are reported for at least several months, it can mark a small victory, such as consistent employee attendance at work, increased patient satisfaction, and job satisfaction. Once everyone can see these positive changes, they can adapt to this new change and feel comfortable making it a permanent success. Desired Outcome of Change Initiative The desired outcome of ending workplace bullying is that nurses, patients, and organizations will no longer suffer. harmful effects. In a work environment free of bullying, workers will be=15182