Lewin??s Change Theory And Roger's Person-Centered Theory

The transtheoretical model of change (TTM) consists of several stages associated with change (Calderwood, 2011). The first stage is described as the precontemplation stage; this stage is characterized with the client expressing shock or denial to the change

In my opinion I believe that both theories have their own advantages and disadvantages and every business has to follow a theory that complies with its goal, when in my case I would rather follow the theory of Freeman in one extend.

Despite Clifford Wilson’s negative aspects, his theory remains the most reasonable compared to the other two arguments.

There quite a few similarities and differences between each of the two theories that I’ve introduced above. The main similarities include:

Although there is, at present, a great body of literature on the theories and empirical studies that

I believe that both theories have valid points and also contain ideas that I do not particularly agree with. I believe the fact that they are both based on scripture leaves out

Theory analysis offers a systematic method for identifying the strengths and weaknesses of a theory that ultimately helps validate its usefulness in directing and influencing clinical practice (Linder, 2010). Using the seven-step process outlined by Walker and Avant (2011), this paper will provide a theory analysis of the self-determination theory (SDT) to examine its meaningfulness and contribution to the nursing discipline with special attention to work engagement among nurses. Self-determination theory is a motivational and personality theory that explores the socioenvironmental causes that influence a person’s tendency toward psychological health and wellbeing, enhanced performance, and self-motivated behavior (Podlog & Brown, 2016). SDT analyzes intrinsic and extrinsic motivations to explain why people behave the way they do; specifically, when the basic psychological needs of autonomy, relatedness, and competence are met, self-motivated behaviors and effective performance will be actualized (Podlog & Brown, 2016).

Change is a process of transitioning from one approach to another (Parsley & Corrigan, 1994) and can be involved because of people’s attitudes and behavior (Goodwyn, 1996). Change is difficult to conceive and

Since Roger’s person-centered theory lacks specific techniques, another recent trend has been to integrate cognitive-behavioral techniques

Lewin’s change theory involved applied behavioral science, action research and planned change each of which is necessary to examine during the implementation of change programs (Burnes & Cooke, 2012). Lewin’s field theory involves a number of concepts that can be used as a guide to help understand the forces that comprise group dynamics within their life space or environment. Lewin’s framework also explains the totality and complexity of people’s behavior within a social setting that can be modified to bring about successful change.

Haley House uses a lot of individual level theories of change in a wide range of ways. Because of this variation there is often a lot of overlap between theories that they are using in their work. For the sake of clarity, I am going to take some of the amazing things that Haley House is doing and explain them in terms of individual theories of change rather than trying to explain the complex overlaps that are very apparent in each aspect of the organization.

The second step in the change theory is the transition stage. Once people are unfrozen, the problem now shifts to how to keep them going. This is now the actual change process a stage that is characterized by confusion as people try to change from the old to new ways. This stage is further characterized by fear because people tend to be unsure and is the hardest step in the whole process (Schein, 1995). During transition, new behaviors are developed, values and attitudes. It is achieved through development techniques and change in existing organizational structures. People undergoing this stage need to be given ample time to adapt to new ways. Of uttermost importance during this stage is support. Support is offered in terms of coaching and training as well as acceptance that mistakes will be part of the transition process (Smith, 2001).

The purpose of this paper is to provide an introduction, purpose, and rational for selecting a nursing theory. I will describe the theory by identifying the purpose, concepts/definitions, relationships/structure, and assumptions. I will use the Chinn & Kramer evaluation criteria to critique this chosen theory. Finally I will describe a plan for implementing the theory into my practice setting, identifying any barriers and challenges.

My professional development plan is to grow as a nurse by obtaining knowledge through school and daily life and work experiences. In five to 10 years, I will be able care for patients and their families as a nurse practitioner. Setting short-term and long-term goals will help guide through the journey to transition into the role of professional nursing and provide new opportunities for the future. Beliefs and values influence the decisions or choices people make in their personal and professional lives. My philosophy of nursing incorporates my beliefs and values, which includes being an advocate for patients and

actually is, if such a large body of literature by theory creators and their commentators can be said