1. 第78組課堂作業
組員： 運管08 陳葦雁
運管08 駱俊霖

2. Overview: Current organizational structure
Distinct teams (ER nurses and floor nurses)
Distinct responsibilities
Changing process
Cross-training
Desired organizational structure
Cross-trained nursing teams
Varied responsibilities (nurses in both teams can handle different tasks)

3. What is cross-training?
Cross-training involves teaching an employee who was hired to perform one job function the skills required to perform other job functions.

4. Pros and cons of cross-training employees
Stability: Cross-trained employees can take on some of the responsibilities until the position is refilled.
Flexibility: When you need all hands on deck in dire situations, organizations that cross-train will have a better chance of bouncing back quickly from major disruptions.
Efficiency: Cross-training employees can improve the way things are done because team members must understand the process before teaching the new hire the ropes.
Value: Cross-training not only adds value to the business, but also to the employee.
Advantages
Employee Morale: Taking responsibilities away from one employee and passing them onto another employee can break a person’s confidence. Employees might feel as if they aren’t good enough for the job they were hired for.
Competition: Unhealthy competition can create major conflicts within a company. If employees feel as if their jobs are being threatened, they might go to unethical extremes to make sure they keep their position.
Dissatisfaction: If one person gets a raise while no one else does and word spreads around the office about it, the other employees might feel unfairly treated. They might begin to feel resentment towards their tasks.
Loss of Focus: Cross-training teaches employees a little bit about a lot of things ,so they will lose specialized knowledge.
Disadvantages

5. Question:
Why both team leaders reject the proposal of the nursing supervisor?
Possible reasons:
The ambiguity and uncertainty that change introduces
The comfort of old habits(inertia)
A concern over personal loss

6. Corresponding solutions
Uncertainty
Unable to master skills needed for both nursing teams simultaneously
Inertia
Difficulties in adapting to different working environment
Personal loss
Time (to participate in the training program)
Personal convenience
Corresponding solutions
Education and communication
Encourage nurses participate in the FREE training program on a VOLUNTARY basis.
Consistent intensive training
Participation and involvement
Ensure the employees fully understand the concept of the cross-training program
Facilitation and support
The participants will get extra leave and overtime cost (if they work in the other unit)

7. Approaches to reduce resistance to change
Informing employees beforehand that they will be involved in the change process to prevent misunderstandings
Convince the team leaders
Education and communication
Bringing employees that are directly affected by the proposed change into the decision-making process
Plan and organize the cross-training program
Participation and involvement
Recognize their efforts for participating in the cross-training program
Compensate the employees who involved in the cross-training program
Facilitation and support

8. Sequential steps: CONVINCE the team leaders
convey the needs for change of the organizational structure and convince the team leaders
offer assistance to the team leaders to enact the change when necessary
PLAN and ORGANIZE the cross-training program
Decide who will be eligible for training (in this case, we suggest by voluntary basis)
Have both ER and floor nursing teams draw up a list of functions and tasks necessary to its day-to-day operations
Compensate the employees who involved in the cross-training program
Instituting pay-for-skill/pay-for-knowledge program
Promote employees who learn new skills to a new grade in a graded-pay system

9. Cross-training employees is not the best tactic for every business
Cross-training employees is not the best tactic for every business. It can have positive effects as well as negative effects.
Carefully developing a cross-training program, utilizing technology and keeping the organizational culture in mind can aid in reaping the benefits of this strategy.
In a nutshell, as a nursing supervisor, we will implement this program as the advantages outweigh the disadvantages. The overall operating cost of the hospital
will reduce significantly. Besides, the workforce flexibility will increase drastically as the employees can multi-task and handle any situations they faced. The hospital will eventually develop into a larger scale entity.
Conclusion: