Strategies for a successful organizational transition. Identifying staff roles and fulfilling their needs during changing times.
For a successful reorganization of the laboratory, there is a role for each staff member to play during the transition. The role of those in laboratory administration is that of leading change agent. Corporate support staff, such as those in a human resources department, can advise the laboratory director in their areas of expertise. The role of the medical and technical supervisory staff is that of chief implementers of the plan. General laboratory staff has a confusing dual role--not only must they continue to provide laboratory services during the transition, but they also may have to change what they are doing and how they are doing it. Success also depends on meeting the individual personal needs of staff. Laboratory directors and administrators want to make a meaningful contribution to health care. Corporate support staff need to feel that they are a part of the change process. Supervisors' needs vary--coping with the loss of identity, position, or territory will be difficult for some; others will want to be involved in all stages of planning and implementation. The major need of the general laboratory staff is stability. Strategies are listed for each staff grouping to help the laboratory director coordinate staff roles and satisfy staff needs during the transition period.
Herbst
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British Columbia's Children's Hospital and British Columbia's Women's Hospital and Health Centre Society, Canada.
Dimmick
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D001291:Attitude of Health Personnel; D001955:British Columbia; D003659:Decision Making, Organizational; D006754:Hospital Restructuring; D006771:Hospitals, Maternity; D006776:Hospitals, Pediatric; D006801:Humans; D007588:Job Satisfaction; D007755:Laboratories, Hospital / Q000458:organization & administration*; D017056:Medical Laboratory Personnel / Q000523:psychology; D009936:Organizational Innovation; D010934:Planning Techniques; D011590:Psychology, Industrial