Final answer:
The nurse manager should discuss defensive behavior, explain the reasons for change, and assist the staff during the acceptance of new changes.
Step-by-step explanation:
The nurse manager should Discuss with the staff how to deal with any defensive behavior during the 'unfreezing' phase of change, which is the first phase of the change process. This phase involves preparing the staff for the upcoming changes and addressing any resistance or defensive behavior that may arise. By facilitating open communication and providing support, the nurse manager can help the staff understand the need for change and work through any concerns or fears they may have.
In addition to discussing defensive behavior, the nurse manager should also Explain to the unit staff why change is necessary. This involves clearly communicating the reasons behind the downsizing and illustrating how it will benefit the hospital and the community in the long run. By providing a clear rationale for the change, the nurse manager can help staff members understand the purpose and urgency of the downsizing.
Lastly, the nurse manager should Assist the staff during the acceptance of the new changes. This involves providing guidance, resources, and support to help staff members adapt to the new ways of working and embrace the changes. By being present and available to address any concerns or difficulties that arise during the transition, the nurse manager can facilitate the staff's acceptance and integration of the downsizing.