Kotter's Change Process Analysis

The first step in Kotter’s change process is establishing the sense of urgency (Gaudine & Lamb,2015). In this stage, a leader informs the group or employees about the need for the change in an organization. To address the issue of workplace bullying, a transformational leader should be able to envision the effect of bullying in the workplace. The nurse leader should identify the current work environment, the relationship among the employees, and should communicate the existing issues and the negative consequence of workplace bullying (Mbamalu & Whiteman, 2014). The nurse leaders can spread awareness about the consequences of the bullying by providing the research evidence (Small, et al., 2016). They can set up a meeting to discuss the ongoing

The vision helps to direct the collation group to work towards the achievement of the goal (Mbamalu & Whiteman, 2014). Transformational leaders positively influence the group by leading the vision and setting the strategies (Smith, 2011). To address the issue of workplace bullying, the leader can create the vision that leads to zero tolerance to the workplace bullying. The nurse leaders can plan the various strategies such as educating the staffs about bullying behaviours, professional communication technique, rewarding the staffs for role modeling (Stagg & Sheridan, 2010). Nurse leaders can also establish antibullying codes and conduct to ensure professional behaviour at workplace (Jonhson et al.,

In this stage, leaders make improvements in the strategies, and collation group can support people to adapt to the change (Small, et al., 2016). The leaders should make sufficient arrangement to continue the change process because people tends to go back to old ways of practice until the new change becomes the organizational culture (Mbamalu & Whiteman, 2014). If the desired change is not achieved, revision of plan might require meeting the goal. To create the zero tolerance to workplace bullying, the nurse leader can continually support staffs for open communication, the copies of antibullying policies can be made available in the unit. The leader should role model the positive behaviour with staffs which may influence the behaviour of the staffs in the unit.
The final and the important step of Kotter’s change process is to institutionalize the new approach, and establish the new change as an organizational culture (Gaudine & Lamb,2015). The change is communicated to everyone in the organization. The leader can incorporate the new change in the training, orientation, and in-service education (Small, et al., 2016). The nurse leader should include the change in the policy and standard to make it permanent and available to everyone in the