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kotter's 8-step change model essay
application ofJohn Kotter's theory to deal with changes
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Lewin’s theory of change involves three stages: unfreezing, moving and refreezing. Unfreezing involves preparing people for the change, moving involves acceptance of the need for change and then engaging in the implementation of the change and refreezing involves integrating the change and making it a part of the culture. (Grossman & Valgia, 2013, p. 142) John Kotter took the framework developed by Lewin and went one step farther, well really eight steps. He took those three stages and devised eight steps to complete the change process. The eight steps of Kotter’s Model of Change include create a sense of urgency, form a coalition or team, create a vision for change and develop strategies to implement the change, communicate the vision and …show more content…
It is important to start with little goals. While one hundred percent participation is the ultimate goal, it would be appropriate to start with small percentages and increasing that amount every few months until one hundred percent compliance occurs most often. Circumstances will occur that will keep nursing staff from taking meal breaks, but this should become the exception not the norm. For that that did not routinely take their meal break, this change may be seen as a negative because they are losing money. Keeping this in mind, rewarding those making the change is important to keep momentum going. Drawings for meal tickets or movie passes, thank you notes and surprise treats are all ways to reward staff. As taking meal breaks become routine, nursing staff will notice the improvement in their day. The mental and physical break will decrease fatigue and leave them feeling refreshed. (Witkoski & Dickson, 2010) Routine evaluation of how the change process is progressing is necessary to determine what is working and what needs improvement. Evaluation should occur at the unit level through discussions at staff meetings and unit council meetings. It is also important to have a real time discussion when a break is missed to determine why and what could have been …show more content…
Talking about the change, reinforcing success and education upon hire are all part of creating a new culture. Continue to discuss ways to improve the meal break process and communication that occurs at that time. Communication and teamwork are necessary to ensure meal breaks occur; they are necessary in nursing practice to ensure patient and nurse safety. Units should talk about the difference meal breaks have made in their day. Patient satisfaction and patient safety such as fall occurrences should be trended to determine the effect of staff taking uninterrupted meal breaks. Ideally, patient satisfaction and patient safety trends should improve with nursing staff taking actual uninterrupted meal breaks. Trends should improve with the increased teamwork and communication resulting in answered call lights during breaks and awareness of where their nurse is when they do not see them or another nurse comes in to meet their needs. Upon hire, a routine of taking meal breaks should start from the very beginning and the expectation communicated with both the hire and their preceptor. Developing the routine during orientation should make it easier to keep the routine when practicing
Step 1 in Kotter’s 8-step process has to do with the reason or sense of urgency for why a company is making the change (The 8-Step Process). In Target's case, there was no urgent need for change but they had good rea...
Benson, E., Rippin-Sisler, C., Jabusch, K., & Keast, S. (2007). Improving nursing shift-to-shift report. Journal Of Nursing Care Quality, 22(1), 80-84.
To make a change initiative organic, employees must be engaged within the process. The Kotter change model emphasizes the use of teambuilding, which is a key element in making change organic. Step one of establishing a sense of urgency requires leadership to engage the employees in a way that creates
The theory I would like to discuss this week is Lewin’s Theory of Change. This theory supports my PICO change clinical question and project in two ways. Change will have to take place in the parents when it comes to the way they nourish their children and change will have to take place in the organization that I will implement my project.
John Kotter’s 8-step theory, is a theory all businesses should strive to follow, as it clearly is essential in a business’s improvements. This theory gives businesses an insight into how to handle change and not let change overcome your business. It is recommended that this theory is used in all aspects of a business when come face to face with change.
During this semester, I went to many different clinical sites for clinical experience, and I had the opportunity to with the nurse leader and observed what he/she does during a shift. This paper will focus on the strength of a nurse leader, and on my self-evaluation as a potential nurse leader.
In his book, Leading Change, Dr. John P. Kotter communicates why organizations fail or succeed based on ten years of conducting research on more than 100 companies to see what contributed to their successful transformations and what hindered those transformations. “In October 2001 Business Week magazine reported a survey they conducted of 504 enterprises that rated Professor Kotter the number one “leading guru” in America.” The two significant aspects I took from this book were the reasons why change initiatives fail and an eight-stage process to lead the organization through a successful transformation.
The 7 Levels of Change provides a different way of thinking to enhance behaviors and processes. The author demonstrates throughout the book a seven process of change that builds upon the next. He believes that by thinking differently, being creative and stepping out of the norm is the catalyst to solutions and results beyond one’s expectations. Although the author uses the analogy of a new work environment to expound on the level of changes, the fundamentals can be used in both your personal and professional life.
Leaders, managers, and employees must realize the advantage and value of organizational change efforts or resistance to change will be difficult. John Kotter, a Harvard professor, developed an eight-step planning method that is vital in effectively implementing these organizational changes. For the Smithfield Foods Monmouth Illinois location to effectively implement needed organizational changes, the leaders need to follow Kotter’s eight-step approach.
The first step outlined by Kotter is creating a sense of urgency within the organization. This is also the fourth commandment for executing change. Igor and Ludmilla knew they had to institute some form of change and choice to grow the organization. By doing this they hired a COO; however, during the process they never instituted a since of urgency to him or to their workers. Their vision was different from the typically business, they choice they bread locations because they would not interfer...
Their change management models were easy and in step by step form. The models provided a clear understanding and guidance in the process. Lewin was more focused on data, goals, and plans, but Kotter was focused on the leader getting the employees to buy into change with a sense of urgency that would contribute to the success of the organization. The steps should be followed in both methods; however both methods should be used separately to eliminate confusion and understand the steps are different. Kotter’s method seems to be better because it is easier to follow. His methods don’t just focus on change, but it prepares people for the changes before they occur. Both methods can be useful depending on the leaders and the organization. Leaders have to do what’s best for the people overall and the next paragraph put emphases on how Christians view these
Step by step planning, education and training is necessary to encourage nurses to embrace the concept of NKE at the bedside. Nurses need to realize NKE at the bedside enhance quality care, nurses’ accountability and patient satisfaction. It may be helpful to implement this strategy initially on small scale like single unit first. This will help to identifying what worked well and what did not. This will give feed back then able to look for refine the approach as necessary and then spread the strategy to more units with wide scale. Nurses should be educating on how to conduct NKE at the
Change theory is directed at improvement processes and helps to identify the strategies for process change and it allows the use of theory for the incorporation of strategies, plans, and evaluation. Furthermore, it supports and reinforces the individual efforts of colleagues during the change process. It also allows for risk taking in assuming the role of change agent.
However, Lewin’s central model centres on unfreezing, effecting change and then refreezing, starting from the status quo, then moving things and then continuing with the new status quo (Green, 2007). Kotter’s change model focuses on establishing urgency, guiding coalition, developing strategy, communication, empowerment, short-term wins, consolidation of gains to produce and anchor new changes (Sabri et al, 2007). Kotter does not engage with the complexity of organisational systems and potential clashing, he sees change being systematic, architectural, political and doesn’t engage strongly with the less deterministic metaphors in the latter steps (Smith et al, 2015). However, Kotter does highlight the importance of communicating the vision and keeping the communication high throughout the process although this starts with a burst of energy and in later stages its followed by delegation and distance (Cameron and green, 2009). Lewin’s change model focuses on people with the collaboration, contribution creating a force field approach to change including the power holders socially, culturally and behaviourally to drive change (Smith et al, 2015). However, Lewin’s approach ignores the metaphor of groups of people only willing to change if there is a need to do so, the model is more of a planning tool rather than an organisational development process (Cameron and green,
A theoretical framework provides guidance as a project evolves. The end results will determine whether the knowledge learned from implementing a project should create a change in practice (Sinclair, 2007). In this project is relied on the Kurt Lewin’s Change Theory. Burnes (2004) states that despite the fact that Lewin built up this three-step model more than 60 years prior, it keeps on being a commonly referred framework to support effective change projects. The three steps are unfreezing, moving and refreezing. Lewin decided in Step 1, unfreezing, that human conduct is held in balance by driving and limiting powers. He trusted this equilibrium should be disrupted with the end goal for change to happen (Burnes, 2004). Step 2 or moving, includes learning. Learning incorporates knowledge of what the conceivable alternatives are and proceeding onward from past practices to new practices which will...