Summary: Transtheoretical Model

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.

There are numerous change theories that nurse leaders can use to help make a change. According to our textbook, one of the most useful theories is Lewin’s change theory. This theory of change is described in three stages, (a) Unfreezing, (b) Moving, and (c) Refreezing (Grossman & Valiga, 2012). First, in the unfreezing stage, a problem is identified, analyzed and the start for change begins. Second, in the moving stage, this is where you make the change, new policies are developed and implemented. Last, in the refreezing stage, the change has been made and this is the new way of doing things now. Lewin’s change theory also mentions the driving forces, restraining forces and equilibrium, in order for organizations to remain in balance.

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).

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.

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

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

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.

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

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.

In the article entitled “Lewin’s Theory of Planned Change as a Strategic Resource”, the author, Shirey (2013) stated that Lewin’s approach to change involves looking at the forces that are needed to diminished or strengthened in order to bring about change within an organization. Burnes and Cooke (2012) added to Shirey’s point by noting that it is important to understand the psychological forces influencing peoples’ behavior at a given point in time before change can be made. Both authors main point of agreement is that there are a number of forces that drive, restrain or balance peoples’ behavior. These authors stated that organizational change is necessary to meet consumer needs. Also, as technology changes, such as the change from the paper medical record to the EMR, health care organizations have to adopt these changes to improve patient safety. In addition, change provides a learning opportunity for employees and allows

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

Lippitt’s Phases of Change Theory Lippitt, Watson, and Westley (1958) extend Lewin’s Three-Step Change Theory. Lippitt, Watson, and Westley created a seven-step theory that focuses more on the role and responsibility of the change agent than on the evolution of the change itself. Information is continuously exchanged throughout the process. The seven steps are:

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.

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

In Ac 1, 1.1 the three most popular change management models were outlined and discussed i.e. Lewin’s Change Management Model, McKinsey 7- S Model and Kotters 8 Step Change Model. Almost any model, once understood and applied properly can yield some amount of results however, for the use of this case surrounding The S&M Life Insurance Company; Kurt Lewin’s Change Management Model will be used to develop a model for change in the organization. Lewin’s model, established by Kurt Lewin during the 1950’s, is seen as foundation for understanding organizational change and still holds strong in the 21st century, today. The model consists of three (3) stages consisting of unfreezing, change, and refreezing using the analogy of a block of ice (Thompson, Mind Tools n.d):