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31 Cards in this Set

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  • Back
Change Agent Is One Who Works to Bring About a Change
Change Agent
Nurses Must Be Proactive in Shaping the Future of Health Care
Nursing Role in Change
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
Change Theories :Lewin’s Force-Field Model
Dynamic balance of forces (driving and restraining)Driving forces facilitate change because they push participants in the desired direction
Dynamic balance of forces
Driving Forces
Restraining forces impede change because they push participants in the opposite direction.
Dynamic balance of forces
Restraining Forces
To achieve change, first an imbalance must occur between the driving and restraining forces, which unfreezes the present patterned of behavior.
Unfreeze the present patterned behaviors
Behavior moves to a new level, at which the opposing forces are brought into a new state of equilibrium
New State of Equilibrium
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.
Refreezing
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.
THREE STEP PROCESS OF LEWIN’S CHANGE STRATEGY
UNFREEZE
Move the target system to a new level of equilibrium- Encourage participants to view the problem from a new perspective
THREE STEP PROCESS OF LEWIN’S CHANGE STRATEGY
new level of equilibrium
Refreeze the system at the new level of equilibrium-reinforce the new patterns of behavior
THREE STEP PROCESS OF LEWIN’S CHANGE STRATEGY
Refreezing
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
Change Agent Strategies
Power-Coercive Strategies
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.
Change Agent Strategies
Empirical-Rational Model
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.
Change Agent Strategies
Normative-Reeducative Strategies
1 Innovators love change and thrive on it
Rogers Identified 6 Responses to Change
2 Less radical, early adopters are receptive to change
Rogers Identified 6 Responses to Change
3 The early majority prefers the status quo, but eventually accepts the change
Rogers Identified 6 Responses to Change
4 The late majority is resistive, accepting change after most others have
Rogers Identified 6 Responses to Change
5 Laggards dislike change and are openly antagonistic
Rogers Identified 6 Responses to Change
6 Rejectors actively oppose and may even sabotage the change
Rogers Identified 6 Responses to Change
1 Ability to combine ideas from unconnected sources
Characteristics of Successful Change Agents
2 Ability to energize others
Characteristics of Successful Change Agents
3 Skill in human relations
Characteristics of Successful Change Agents
4 Integrative thinking
Characteristics of Successful Change Agents
5 Flexibility
Characteristics of Successful Change Agents
6 Confidence and not easily distracted
Characteristics of Successful Change Agents
7 Realistic thinking
Characteristics of Successful Change Agents
8 Trustworthiness
Characteristics of Successful Change Agents
9 Ability to articulate vision and versatile thinking
Characteristics of Successful Change Agents
10 Ability to handle resistance
Characteristics of Successful Change Agents
11 Using Power to Create Change
Characteristics of Successful Change Agents