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31 Cards in this Set
- Front
- Back
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Change Agent Is One Who Works to Bring About a Change
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Change Agent
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Nurses Must Be Proactive in Shaping the Future of Health Care
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Nursing Role in Change
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Change Theories :Lewin’s Force-Field Model – provides a social-psychological view of the change process. Sees behavior as a dynamic balance of forces working in opposing directions within a field such as an organization
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Change Theories :Lewin’s Force-Field Model
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Dynamic balance of forces (driving and restraining)Driving forces facilitate change because they push participants in the desired direction
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Dynamic balance of forces
Driving Forces |
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Restraining forces impede change because they push participants in the opposite direction.
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Dynamic balance of forces
Restraining Forces |
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To achieve change, first an imbalance must occur between the driving and restraining forces, which unfreezes the present patterned of behavior.
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Unfreeze the present patterned behaviors
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Behavior moves to a new level, at which the opposing forces are brought into a new state of equilibrium
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New State of Equilibrium
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Once participants integrate new patterns of behavior into their personalities, and relationship with others, a refreezing takes place. The new level becomes institutionalized into formal and informal behavioral patterns.
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Refreezing
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Unfreeze the existing equilibrium-motivate participants by getting them ready for change; Build trust and recognition for the need to change; To thaw attitudes, actively participate in identifying problems and generate alternative solutions.
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THREE STEP PROCESS OF LEWIN’S CHANGE STRATEGY
UNFREEZE |
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Move the target system to a new level of equilibrium- Encourage participants to view the problem from a new perspective
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THREE STEP PROCESS OF LEWIN’S CHANGE STRATEGY
new level of equilibrium |
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Refreeze the system at the new level of equilibrium-reinforce the new patterns of behavior
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THREE STEP PROCESS OF LEWIN’S CHANGE STRATEGY
Refreezing |
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1 Power-Coercive Strategies=based on the application of power by legitimate authority, economic sanctions or political clout; e.g. changes are made through law, policy or financial appropriations .Power ingredient is authority
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Change Agent Strategies
Power-Coercive Strategies |
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2 Empirical-Rational Model=based on the assumption that people are rational and follow self-interest if that self interest is made clear; e.g. the power ingredient is knowledge; change agent with knowledge has expert power to persuade people to accept rationally justified change that will benefit them.
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Change Agent Strategies
Empirical-Rational Model |
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3 Normative-Reeducative Strategies = based on the assumption that people act in accordance with social norms and values; power ingredient is not authority or knowledge but skill in interpersonal relationships.
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Change Agent Strategies
Normative-Reeducative Strategies |
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1 Innovators love change and thrive on it
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Rogers Identified 6 Responses to Change
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2 Less radical, early adopters are receptive to change
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Rogers Identified 6 Responses to Change
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3 The early majority prefers the status quo, but eventually accepts the change
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Rogers Identified 6 Responses to Change
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4 The late majority is resistive, accepting change after most others have
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Rogers Identified 6 Responses to Change
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5 Laggards dislike change and are openly antagonistic
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Rogers Identified 6 Responses to Change
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6 Rejectors actively oppose and may even sabotage the change
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Rogers Identified 6 Responses to Change
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1 Ability to combine ideas from unconnected sources
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Characteristics of Successful Change Agents
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2 Ability to energize others
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Characteristics of Successful Change Agents
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3 Skill in human relations
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Characteristics of Successful Change Agents
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4 Integrative thinking
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Characteristics of Successful Change Agents
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5 Flexibility
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Characteristics of Successful Change Agents
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6 Confidence and not easily distracted
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Characteristics of Successful Change Agents
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7 Realistic thinking
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Characteristics of Successful Change Agents
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8 Trustworthiness
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Characteristics of Successful Change Agents
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9 Ability to articulate vision and versatile thinking
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Characteristics of Successful Change Agents
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10 Ability to handle resistance
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Characteristics of Successful Change Agents
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11 Using Power to Create Change
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Characteristics of Successful Change Agents
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