Summary: Transtheoretical Model

This new outlook will also alter your views on the nature of change. I wrote earlier that your current view of change is that an expert facilitates the change in client functioning. What you will come to realize is that the client himself or herself is the expert. The client knows himself or herself the best and it’s that person’s perception of reality that holds truth for that person. I realize this is a radical shift from your current perspective. Do not fear, your new understanding will develop as you move through the course modules.

Your research Course Project should focus on organizational change management and use the following format:

Generally speaking, each theory or model uses a variety of techniques used to help the client battle addiction. From a sociological standpoint understanding the client’s cultural values is the best way to understand addiction (Lamberson, 2017, p. 171). Firstly, the counselor will attempt to teach social norms and preventive measures (Lamberson, 2017, p. 171). The counselor should remember to check their own personal values and value the adaptive qualities within the client (Lamberson, 2017, p. 171). Likewise, the transtheoretical model relies on the client’s values and beliefs to determine what stage of change (Gutierrez & Czerny, 2017, p. 208). The counselor and client attempt to create a plan based on the client ability to change (Gutierrez

The change process that was implemented using the Kurt Lewin Change theory. The Kurt Lewin change theory implements the three-step method of unfreeze, change, and freeze. A summary of the change theory allows the manager or change agent an idea of what implementing change means when dealing with people. The model provides guidance on how to go about getting people to change: a manager will implement new processes and re-assign tasks, but change will only be effective if the people involved embrace it and help putting it into practice it. Prior to implementing the change process at the Medical Quality Hospital had 1,000 medical errors and 100 deaths related to medical errors which cost the hospital $1.2 million dollars.

Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.

Choose a change model. Discuss whether the change agent in your setting is using appropriate strategies to effect change. Discuss any resistance to the change that you see and what the change agent is doing (or can do) to decrease it.

1. Diagnose the problem. 2. Assess the motivation and capacity for change. 3. Assess the resources and motivation of the change agent. This includes the change agent’s commitment to change, power, and stamina. 4. Choose progressive change objects. In this step, action plans are developed and strategies are established. 5. The role of the change agents should be selected and clearly understood by all parties so that expectations are clear. Examples of roles are: cheerleader, facilitator, and expert. 6. Maintain the change. Communication, feedback, and group coordination are essential elements in this step

Kurt Lewis developed this theory. It consists of three significant concepts to enforce change. The three concepts are made up of three stages which are unfreeze, change, and freeze stage. The first stage, which is the unfreeze stage is a method of making it possible for people to let go of an old pattern to adapt to a new one. The second stage; change stage is when people are adapting to the change, and this is when new behaviors and attitudes are developed. The change is being implemented at this stage. The final stage, which is the freeze change is when people adapt to this change as a new habit so that it becomes the new norm. If this final change did not take place, it could be easy for the healthcare staff to go back to old

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.

For my evidence based intervention I understand the importance of scientific research to inform my practice, however, I believe that the consideration of individual characteristics is just as important. I must consider the issues of lack of confidence, purpose and effort for each of my students and use research to develop strategies that may work for my students. I have developed a range of data on the students’ academic results, attitudes in classes, students learning style, teachers’ comments on these students in a range of classes, students’ self-belief as well as their belief about education and where their goals for education and where they see themselves going after school. Evidence based intervention allows for a targeted group of students

The model represents a very simple and practical model for understanding the change process. For Lewin, the process of change entails creating the perception that a change is needed, then moving toward the new, desired level of behavior and finally, solidifying that new behavior as the norm. The model is still widely used and serves as the basis for many modern change models.

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

The Change Theory was developed by Kurt Lewin. He identified three stages in change: unfreezing, changing, and freezing. According to Lewin, in order to be successful in implementing a change, people must go through all three steps. The first step is understanding that a change is necessary. In the scenario, the staff may have been comfortable with their routine and disregarded the moderate sedation policy because no sentinel events had occurred previously. To unfreeze this behavior the staff must acknowledge their behavior and realize a change is needed. A thorough review of the findings that lead to the death of Mr. B will may assist the staff in recognizing the need for change. The second step is the “change”. In this stage the staff would update the moderate sedation policy and implement the recommended changes. Such as, one on one nursing monitoring, vital sign monitoring, and completing or updating required education. The third is “Freezing”. In this step the staff has implemented and performed the desired changes until they have become the standard practice. This will reduce the likelihood

Kurt Lewin developed a model of the change process that has stood the test of time and continues to influence the way organizations manage planned change. Lewin’s change model is a three-step process. The process begins with unfreezing, which is a critical first obstacle in the change process. Unfreezing involves encouraging individuals to shed old behaviors by changing the status quo. The second step in the change process is moving. In the moving stage, new attitudes, values, and behaviors are substituted for old ones. Organizations accomplish moving by initiating new options and explaining the rationale for the change, as well as by providing training to help employees develop the new skills they need. The last step in the change process is Refreezing. In this step, new attitudes, values, and behaviors are established as the new normal. The new ways of operating are concrete and reinforced. Managers should ensure

Kurt Lewin had a good contribution in regard to setting certain model related to management changes. This model has three main stages, starting from unfreezing, moving to changing with refreezing and finally refreezing. This model represents a very easy and practical model to comprehend the change processes, Lewin did clarify that an organization would go through change due an importance which reflects on the organization’s level of proficiency and efficiency of work; all of which goes through three stages and ends at the point of adapting the new behaviour after the enhancement process. Lewin’s model is still very popular and utilized in many modern models (Morrison, 2014).