Provides rationale for each change for why these changes are necessary
Uses Lewins change model to explain the process of preparing the organization for the changes
Describes 2 courses of action used to develop momentum for changes.
Explains how organization will reinforce changes
Introduction
In a healthcare institution it is patent that the ultimate goal of change is to aid in provision of holistic and comprehensive care to patients. Since change is a common incident there is need for the development of strategies that will help nurses move frontward with the contemporary transition. This paper presents a change plan using Lewins change model with a special focus on strategies supporting followership and empowerment.
The Plan
The Lewins change model has three processes specifically unfreeze change and refreeze that helps in planning the required change strategies (McKee Kemp & Spence 2012); the three processes involve creation of motivation to change since peoples attitude towards change is important empowering the concerned people to adopt the new strategies and enhancing stability after change has been realized respectively.
Unfreeze
In this stage the need for change must be realized via identification of the problem (Lanning 2014). In the scenario provided there is need for change because the patient is not getting quality care. The identified problem is communication barrier regarding the plan of care for the patient and lack of team work (AHRQ 2014) as evidenced by the fact that the nurse was not aware of the patients plan and the patient transfer to the operating room without preoperative nursing care. The patient is susceptible to complications associated with diverticular perforation since surgery was delayed. In light of the foregoing there is need for team work among the health care providers and effective communication strategies.
Change
This stage is also known as moving and is where the change become real as selected strategies are implemented (McKee et al. 2012). In this case the strategies to be implemented include team training and instituting computerized health information systems. Lanning (2014) asserts that employees need to be empowered with information regarding the reasons for change. Team training will help health care providers appreciate the need of working collaboratively while providing care to the patient and computerized health information system will ensure that all the people involved in the patients care are aware of the patients plans of actions. In this stage nurses are encouraged to maintain effective communication and participate in team work activities. Besides communication situation monitoring is highly significant (AHRQ 2014) as it helps evaluate the level of adoption of the implemented strategies. The nurse manager needs to be supportive by providing resources to facilitate team training and sufficient computers for online dissemination of patient information.
Refreeze
The refreeze phase involves reinforcement of the implemented strategies via support policy development and adjustments of some organizational norms (McKee et al. 2012). There is need for the development of policy regarding the dissemination of patient information via the computer and verbally. Organizational norms such as those involving preparation of a patient for an operation with subsequent transfer to the operating room can be reviewed and each health care provider informed about the anticipated role. The nurse manager play a fundamental role of ongoing monitoring to ensure that patients plan of care is known to all the concerned health care providers and that collaborative efforts is apparent.
Conclusion
It is evident that change need not to be a complicated process. The Lewins change model is a simple framework but valid and reliable as it helps in smooth transition from the past erratic practices to new beneficial strategies. It is evident that the application of the Lewins change model is not only beneficial to the patients but also the health care providers as the aforesaid parties benefit from quality services and collaborative efforts respectively.
References
AHRQ (Agency for Health Care Research and Quality). (2014). TeamsSTEPPSInstructor Guide: Specilaity Scenario Med-Surg. Retrieved from https://www.ahrg.gov/teamsteppstools/instructor/scenarios/medsurg/.htm
Lanning H. (2014). Planning and implementing change in organisations. London: GRIN Verlag.
McKee A. Kemp T. & Spence G. (2012). Management: A Focus on Leaders. New York: Pearson Higher Education AU.
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