Lewin’s theory of organizational change
Change is essential for growth in any organization. Lewin’s theory of organizational change is suitable for this project. This theory consists of three steps, namely unfreezing, change, and refreezing (Hussain et al., 2018). The unfreezing stage will help leaders examine the current needs for an interdisciplinary approach and initiate a new direction. As Hussain et al. (2018) argue, leaders may have to compel change from the management level or encourage teamwork behaviors that will promote interdisciplinary coordination. The change stage emphasizes employee involvement in the organizational transformation process. In this stage, leaders will need to create a new vision that prioritizes interdisciplinary solutions during patient treatment. Conversely, the refreezing stage encourages the leaders to cultivate the new status quo. Some of the essential leadership strategies in this stage include creating a reward system for those who consistently apply interdisciplinary coordination in patient treatment (Hussain et al., 2018). Moreover, gradually implementing feedback from employees will increase the efficiency of the interdisciplinary system.
One of the collaborative approaches suitable for this project is the creation of multifunctional teams, which will operate under the nurse managers. As Morley and Cashell (2017) argue, multifaceted teams are innovative, effective, efficient, and better at managing risk than purely functional groups. Moreover, multifunctional teams promote a sense of shared responsibility in improving patient safety and care. Such teams may also create shared goals and collaborative interdependence in patient care. Research also indicates that multifunctional teams improve patient engagement and ensure consistency in communication (Morley & Cashell, 2017). Indeed, learning needs differ from one patient to another, and physicians of an interdisciplinary team can efficiently work together to customize instructions for each patient. Besides, staff retention and satisfaction is higher in collaborative teams since the employees feel more empowered and recognized for their expertise (Morley & Cashell, 2017). Consequently, physician absenteeism will significantly decrease. Thus, creating a multifunctional team