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Discusses Lewin’s perspective on change
What work of kurt lewins contains his theory on change
Discusses Lewin’s perspective on change
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Incorporating Theory
Introduction
The purpose of this paper is to discuss how Lewin’s Change theory can be used to effect a change on nurse burnout and its effect on patient safety. Burnout was defined “as a response to chronic work-related stress comprising three components or dimension. Emotional exhaustion, depersonalization, and personal accomplishment” (Maslach & Jackson, 1981, as cited by Canadas-Dela Fuente, 2015). If not addressed, compromises patient care outcome. Lewis theorized that “the forces that push the system toward change are driving forces, whereas the forces that pull the system away from change are called restraining forces” (Marquis & Huston, 2011, p. 166).
Identification and Main Components of Theory The theorist proposed for the change is Change theory by Kurt Lewin. This theory works well with its compatibility with the nursing philosophy and it promotes change much
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Hence, this theory was chosen because it is a gradual process and if necessary communication tools are utilized, it will promote the better group interaction and much collaboration amongst the nurses and effect the change.
How Theory works to support proposed solution 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.
How Plan will be incorporated into project
- Developing a plan
- Set goals and objectives
- Identify areas of support and
Lippit’s theory begins with diagnosing the problem followed by determining the level of acceptance and the degree of motivation from the stakeholders. Next, the method evaluates the likelihood that the change agent will be able to do the job. A plan then must be developed to institute the change that will outline the process of how that difference is to be initiated including timelines, and goals. Once all of the steps of the model have been completed the final process, just as in Lewin's change theory Lippitt’s model ends with terminating any helping relationship, the external change agent is released, and the change is made permanent by creating rules and policies that have to be followed, and the change is frozen into place. This project is based on the premise that a change in practice on how nurses provide patient education will influence the outcome of their patients for the betterment through improved
This requires a structured approach to execute such plans. Mitchell (2013) identifies different types of change theories that can be utilized in an organization to affect changes. Such as (1) Levin change theory (1951) this comprise of unfreezing, moving and refreezing, (2) Roger change theory involves awareness, interest evaluation trial and Adoption, and (3) Lippitt’s theories. This theory is mostly used by nursing, it has four distinct stages; the assessment, planning, implementation and evaluation. The use of any of these theories is dependent of the type of leadership style and leaders, and the leaders have to evaluate their skill strengths and weaknesses prior to initiating changes in the organization. This is because skills are required aspects that have a great consequence on the change project outcome (Mitchell,
Sieloff, C. L., & Raph, S. W. (2011). Nursing theory and management. Journal of Nursing Management, 19(8), 979-980. doi:10.1111/j.1365-2834.2011.01334.x
A study conducted by the Centers for Disease Control and Prevention shows that “annually approximately 1.7 million hospitalized patients acquire infections while being treated for other medical conditions, and more than 98,000 of these patients will die as a result of their acquired infection” (Cimiotti et al., 2012, p. 486). It was suggested that nursing burnout has been linked to suboptimal patient care and patient dissatisfaction. Also, the study shows that if the percentage of nurses with high burnout could be reduced to 10% from an average of 30%, approximately five thousand infections would be prevented (Cimiotti et al., 2012). In summary, increasing nursing staffing and reduction burnout in RNs is a promising strategy to help control urinary and surgical infections in acute care facilities (Cimiotti et al.,
The article examined many studies conducted to measure stress and burnout in nurses and found that the environment and conditions in the workplace have a great deal to do with the perceived stress levels. In the article, it speaks of the definition of stress as being a negative factor that is perceived to pose a threat to the perceiver. This definition goes on to state that one person may see an event as stressful, while another may view the same situation as exhilarating. The important part of this “new definition” is that we can choose, by manipulation of our attitudes, to view our lives as stress filled or an enjoyable ride. One’s perception is a big factor in workplace stress.
Burnout is termed as the exhaustion of an individual’s overall well-being. To put it simply, it is experienced when there is too much stress, generally in the work environment. This leads to emotional, mental, and physical strain, making it difficult for one to perform his or her job proficiently (Ericksen, 2015). Adriaenssens (2015) indicates, that burnout impacts emotional aspect the most. In correlation with nursing, negative effects of this ordeal include poor patient outcomes, and compromised safety for both patient and nurse. Evidently, these are precipitating factors that contribute to the deterioration of the healthcare system stemming from the direct and indirect damage that
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.
In our daily nursing practice, we see many problems. We hardly say anything to the upper management about the problem. Sometimes we are scared, sometimes we don’t want to stir any drama in the workplace and sometimes we are just too busy. After reading Lewin’s change theory, maybe we can do something good. Speak up about short staff problems and how it affects nurses’ health, or ICU delirium or drug withdrawal in the unit patient. No matter what the problem is, it is not going to be easy to make a change, but the end result will be very
Burnout is a highly unusual type of stress disorder that is essentially characterized by emotional exhaustion, lack of empathy with patients, depersonalization, and a reduced sense of personal accomplishments. The nature of the work that healthcare practitioners perform predisposes them to emotional exhaustion. On the other hand, the lack of empathy towards patients is caused by the nurses feeling that they are underpaid and unappreciated. Numerous researches have associated burnout with the increasing rate of nurse turnover. This paper explores the causes of burnouts in nurses as well as what can be done to prevent the them.
One of the most serious issues in nursing, that can affect a nurses career is nursing burn- out. According to the article “Where have all the nurses gone”, current nurses that are practicing, report high rates of job dissatisfaction (which is part of burn out) and 1 of 5 nurses may quit nursing in the next 5 years (Dworkin, 2002). Burnout is associated with nurses not coming in to work, not feeling satisfied when doing their job, high turnover rates and a lack of commitment to the work (Katisfaraki, 2013). If a nurse becomes burned- out, they may not take care of their patients as well and could make mistakes with medication administration. A study performed in the United States by Dr. Jeannie Cimiottti, shows that hospitals with high burn-out rates among nurses have higher levels UTI’s, and surgical infections (World, 2012). Nursing burnout not only affects the nurse, but it also affects the patient, the nurses’ colleagues, and the nurses’ family; nursing burn out often leads to emotional exhaustion and depression, that can effect relations and communication between the nurse effected and the person they are communicating with. This paper will cover what burn-out is, who is susceptible to burn out, and treatment and prevent nursing burn out.
The nursing profession is one of the most physically, emotionally, and mentally taxing career fields. Working long shifts, placing other’s needs before your own, dealing with sickness and death on a regular basis, and working in a high stress environment are all precursors to developing occupational burnout in the nursing profession. Burnout refers to physical, emotional and mental exhaustion, which can lead to an emotionally detached nurse, who feels hopeless, apathetic, and unmotivated. Burnout extends beyond the affected nurse and begins to affect the care patients receive. Researchers have found that hospitals with high burnout rates have lower patient satisfaction scores (Aiken et al 2013). There are various measures that nurses can take
Recent literature reports that there is a nursing shortage and it is continually increasing. Data released by the American Association of Colleges of Nursing (2011) projects that the shortage, would increase to 260,000 by the year 2025. AACN (2011) also reported that 13% of newly registered nurses changed jobs and 37% were ready to change within a year. A study conducted reports that there is a correlation between higher nursing workloads and nurse burnout, retention rates, job dissatisfaction and adverse patient outcomes (Vahey & Aiken, 2004). Among the nurses surveyed in the study, over 40% stated that they were suffering from burnout while 1 in 5 nurses intended
Poghosyan, Clarke, Finlayson, and Aiken (2010) in a cross-national comparative research explored the relationship between nurses’ burnout and the quality of care in 53,846 nurses from six countries. Their researched confirmed that nurses around the world experience burnout due to increase workload. Burnout was manifested as fatigue, irritability, insomnia, headaches, back pain, weight gain, high blood pressure, and depression. Burnout influenced nurses’ job performance, lowered patient satisfaction, and it was significantly associated with poor quality of care. Patient safety decreased as nurses’ job demands
Happell, Martin, and Pinikahana (2007) also argue in their research that “despite the strength of discourse and debate in relation to stress and burnout in psychiatric nursing, limited research has been conducted in this area” (p. 40). Although a handful of studies (Cañadas et al., 2013, Dickinson and Wright, 2008; Happell, Martin, and Pinikahana, 2007, Ewers et al., 2001) agree that burnout reduces employee effectiveness which can compromise quality of care provided for the patient, there is still little research and support in this
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used