A new director decides to reorganize the department you work in. This reorganization

comes about without input from the employees and many of the nurses that you oversee

are feeling resentful of the change. As a nurse leader, identify factors that may lead to

conflict and ways you can manage them.

Implementing change is often met with resistance because most people do not like

adopting new ways of acting and thinking. Change causes uncertainty and anxiety and failure to

inform the nurses and include their input in the changes can cause resentment and resistance.

Conflicts during change implementation can arise if the nurses do not understand the reason for

reorganization and this leads to suspicion and anxiety. Furthermore, a conflict will arise when

employees do not see the importance of implementing the change (Ford, Ford & D’Amelio,

2008). Failure to involve them during planning also increases resistance and resentment

(Agboola & Salawu, 2010). Moreover, failure to communicate the change clearly and advocate

the change gives them the impression that some leaders do not support the change. Changes that

lead to major changes in their roles such as loss of autonomy will face resistance (Ford et al.,

2008). Employees will also be resentful and resistant to changes if organizational goals are

incompatible with their personal goals as the achievement of personal ambitions is restricted.

Conflicts during change can be managed in various ways. Communicating the change

clearly to the nurses will reduce resistance (Fernandez & Rainey, 2006). Moreover, it is

important to allow them to give their views regarding the change and if any modifications should

be made before it is implemented. This will make them feel valued and reduce their resistance to

change. It is also necessary to communicate clearly why the change is needed in the

organization. Moreover, it is important to explain to them the benefits that they will gain from

the change (Fernandez & Rainey, 2006).

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