title: Readiness of organizations for change, motivation and conflict-handling intentions: senior nursing students' perceptions.
abstract: This study examined the perceptions of 62 senior nursing students of the readiness of Jordanian organizations for change, students' motivators and their conflict-handling intentions. Such concepts should be taught at Schools of Nursing in order to prepare the students as nurses in the near future. It is found that the course of "Nursing Leadership and Management" has positive influence on students' understanding of the studied concepts. This descriptive study was conducted in seven hospitals. Grossman and Valiga's (2000) [Grossman, S., Valiga, T.M., 2000. The New Leadership Challenge: Creating the Future of Nursing. F.A. Davis, Philadelphia, pp. 147-148.] instrument was used to measure the readiness of organizations for change. As they progress in the course, the students' perceptions about the organizational readiness to change increased; the students "somehow" perceived that the Jordanian organizations were ready to change. The students were asked what motivates and they were asked about their conflict-handling techniques. Senior nursing students reported that private hospitals were better than governmental hospitals in their readiness for change. In general, male students perceived the readiness of organizations for change more positively than female students. The students were mainly motivated by "achievement" and used "collaboration" as a primary conflict-handling technique. Further studies are needed to explore in-depth the concept of the readiness of organizations for change. Achievement is a strong motivator that should be encouraged among students. Conflict-handling techniques in general and collaboration in particular should be taught for nursing students as these techniques will influence their future professional lives.
authors.affiliation: Faculty of Nursing, The Hashemite University, P.O. Box 150459, Zarqa 13115, Jordan. mmrayyan@hu.edu.jo
authors.forename: Majd T
authors.initials: MT
authors.lastname: Mrayyan
authors.forename: Rola
authors.initials: R
authors.lastname: Modallal
authors.forename: Khitam
authors.initials: K
authors.lastname: Awamreh
authors.forename: Maysoun
authors.initials: M
authors.lastname: Atoum
authors.forename: Muna
authors.initials: M
authors.lastname: Abdullah
authors.forename: Samah
authors.initials: S
authors.lastname: Suliman
mesh_terms: D003220:Conflict, Psychological; D003362:Cost-Benefit Analysis; D005260:Female; D006739:Hospital Administration / Q000193:education; D006801:Humans; D007597:Jordan; D007857:Leadership; D008297:Male; D009042:Motivation; D017008:Negotiating; D009718:Nurse Administrators / Q000193:education / Q000523:psychology; D015402:Nursing Education Research; D009741:Nursing Staff, Hospital / Q000193:education* / Q000458:organization & administration / Q000523:psychology; D009745:Nursing, Supervisory; D015279:Organizational Culture; D009936:Organizational Innovation; D009937:Organizational Objectives; D013338:Students, Nursing / Q000523:psychology*