Change is an unavoidable part of life. According to Timmins (2011), very often people feel safe in their routine, they do not like changes, and they do not want to leave their comfort zones. Increasing knowledge and involving in decision making process can decrease fear, anger, and resistance to changes. People plan to changes can use different change theory and they can find one the best for them. They can chose from Levin’s, Rogers’, or Lippitt’s change process. Each change theory have a few elements of a success. The Rogers change theory can be implement in healthcare effective.
Change Theory According to Huber (2014), Rogers describes five phases of innovation-decision process: knowledge, persuasion, decision, implementation, and
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One of updated police was: Acceptance and admission of dialysis patients to outpatient’s settings. These changes was recommended by Department of Health (DOH) and action had to be taken immediately. The Medical director and the senior director of hemodialysis, and infection control staff had 24 hours to develop new policies and update others policies. They researched The Centers for disease control and prevention (CDC) recommendations, hospital policies, and infection control DOH recommendations. When new procedures were developed, the manager and director of the hemodialysis units started to educate the nursing staff and nephrologist. In with two days all staff had to be informed about the new changes. Educators explained the importance of a new protocols, and why we have to fallow new rules immediately. One of the new protocol was gain knowledge of patients Hepatitis B status before dialysis treatment and to document with date and time of blood work results. The manager made a new binder with a special sheet for nurses to log all information about new patients. The nurse manager and director of hemodialysis frequently check, if staff is compliant with new …show more content…
During the change process on my unit not all parts of that theory were fallow. First phase of process knowledge of problem was definitely recognize. The problem was pointed by DOH and research of topics were done. Next part – persuasion was not done due to very short period of time. The directors had only 24 hours to present a new polices to DOH and they did not have time to make any consultation or ask employees if change will be good. These changes had to be done. Third part of process - decision to adopt change into practice or reject. In that phase was no question if these changes can be reject. All these changes were recommended by DOH and had to be done immediately, so everything was adopted. Next phase implementation had to be done in two days, all staff involved with care of dialysis patients had to be educated in 48 hours. Last phase of process – confirmation to reinforce of innovation. Everybody understand how important was to follow up all new policies, first patient safety, second all changes was required by DOH, third - infection control. Nobody question necessity of these
Phase 2: Decision and Engagement In the second phase, thought is required of inside limit and capacities of the hospital, neighbourhood responsibility for the issue, and probability of creating 'do-capable' arrangements. Phase 3: Environmental scan and identification of strategic issues This stage includes a point by point examination of the present circumstance. Firstly, suppliers (private, open and non-government hospitals), neighbourhood government, industry and other important hospitals to workshop the issue and main drivers, recognize a procedure or procedure to advance, characterize parts and obligations of organizations to advance critical thinking, and create more extensive correspondence technique.
Implementation will need to increase by medical staff to decrease disadvantages
Mrs. Augustin Doreus stressed the importance that all VHATAM staff are retrained and learn to adhere to the new proposed policy HPM 11-78 that has been approved and signed by the Hospital Director, and is posted on the DMC Share Point site under the Chief of Staff
For optimal external dissemination, a great start could include presentations to professional healthcare organizations, like the American Nurses Association or the American Association of Acute Care Nurses. Additionally, presentation can be conducted at conferences, research events and industry seminars. By presenting the proposed project to these professional organizations, key contacts and connections to other potential stakeholders can open doors to gain more acceptance, resources and commitment to implementing the change proposal on a larger scale. The more health care professionals that are exposed to the change proposal and potential benefits, the greater the possibility of having better outcomes for every patient, and preventing the prevalence of HAPUs in the acute care
Hi Anna, great post this week! I totally agree with you that change can be either too slow or too fast that the healthcare team becomes frustrated and stressed. Change is "repatternings" old practice to new practice and people must adopt a new way of doing things they are not used to doing. Bridges transition model is a very good model to use to end old practice and begins new practice,
If so, how would your patient care change? ` The performing of a higher quality in the treatment of Rashid Ahmed’s case will require the presence of less errors. As priority, I will wash my hand as soon enter the patient room and put gloves while measuring the patient output. In addition, I will assess the IV site for any redness, swelling, infiltration or drainage before the medication administration. The performance of all this nursing skill will prevent patient complications such as hospital-acquired infections.
Phase 4 is the planning stage. During this phase, the change is fully identified, and the final draft of the plan is developed. Each member of the change process has been assigned their responsibilities. During phase 5, the role of the change agent is identified. Communication, feedback on progress, teamwork and motivation is emphasized in phase 6.
This information is used to appropriately implement prevention and treatment for patients. The second outcome integrates analysis of information gathered by healthcare personnel to identify trends and inconsistencies within the healthcare population. Through this the origin of problems can be ascertained, and preventive measures can be instituted. Subsequently prevention will decrease incidences and ultimately the cost to
“The secret of change is to focus all of your energy, not on fighting the old, but on building the new” (Socrates) . Everyone encounters change; it is not an if, rather than a when. People believe that they can change their path or what is happening around them. But, most of the time one cannot. So, they end up with a realization of what is truly important; what they should be doing or how they should be acting..
Change is inevitable. It is the only thing that is constant in life. Resistance to change is a natural reaction, rooted in our past experiences, cultural norms, and innate psychological needs for certainty and control. The concept of change is very challenging for many individuals. Hesitation about accepting change reduces the possibilities and opportunities for development and limits opportunities.
Change is something we go through everyday throughout our lifetime; your life doesn’t get better by chance, it gets better by change. Often when change occurs, individuals will resist it because the change will threaten their established way of life. However, once people see the other benefits change brings, they will often learn to accept and even embrace it. Pleasantville suggests that everyone need change in their life, or else things would just keep repeating like if you’re acting as a role for a movie. In Pleasantville, everything is perfect because everyone has a role, and always know what to do and what will happen in the future.
Introduction In this report I will outline factors that drive change, such as political, legal, social economical and technical. l will discuss ways of working in partnership with departments, agencies, medical practitioners and local authorities I will then discuss strategies for dealing with change, I will continue by discussing some change models and the impact change has on health and social care organisation in the NHS. 1.1 Explain the key factors that drive change in health and social care services Change is about making modification for adjusting to situations that influence change and may be described as a cognitive restructuring and adaptation to organisation change and as a series of steps that changes the practice. Nesterkin,2013.
Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.
The older I get, the more I realize how difficult it has become for me to deal with change. I understanding that change can be a significant thing. I am used to doing things my way. So when the time comes for a change, I do not accept it well. I have a difficult time trying to adjust to change at home and I the workplace.
There is a need to educate hospital staff in order to improve care outcomes of these patients (Minne,