Introduction Implementing the proposed change (wound care education for healthcare provider) requires an across-the-board involvement by different members in a hospital setting. The change squarely touches on all organizational units, including clinical and non-clinical, accentuating the need to attract stakeholders from all these areas as a way of fostering an overall change mood. These stakeholders will play a leading role as change leaders and champions within their respective areas of specialization. As such, choice of stakeholders is quite influential in determining the overall success of the project.
Stakeholders
Human resource manager-Education for the healthcare providers is part of human resource development and as such, …show more content…
While some members may warmly welcome the change, others may equally disregard the change. Personal and attitudinal issues can be addressed through education on the need for the change in terms of benefits and investing more change leadership (Fullan, 2014).
Kurt Lewin’s change theory
The Kurt Lewin’s theory is one of the effective change models, particularly in the medical field. The model typically involves three stages; unfreezing, transition and refreezing (Shirey, 2013). Unfreezing is creating the need for change through fine-tuning the organizational mood towards the desired change. During this stage is necessary to identify an issue or a destabilized condition? In my project, the poor knowledge of our nurses in the correct management of the wound care. The transition phase or movement involves implementation of the change. The participants of my project accepted the plan, and implementations the projects, the nurse accepted to participate in the educational program. Finally, refreezing is making the change permanent and sustainable (Shirey, 2013). “Change should be implemented gradually and addressing resistance may be a long process” (Schriner, Deckelman, Kunat, Lenkay, Nims, & Sullican, 2010, p.
Stakeholders
Human resource manager-Education for the healthcare providers is part of human resource development and as such, …show more content…
While some members may warmly welcome the change, others may equally disregard the change. Personal and attitudinal issues can be addressed through education on the need for the change in terms of benefits and investing more change leadership (Fullan, 2014).
Kurt Lewin’s change theory
The Kurt Lewin’s theory is one of the effective change models, particularly in the medical field. The model typically involves three stages; unfreezing, transition and refreezing (Shirey, 2013). Unfreezing is creating the need for change through fine-tuning the organizational mood towards the desired change. During this stage is necessary to identify an issue or a destabilized condition? In my project, the poor knowledge of our nurses in the correct management of the wound care. The transition phase or movement involves implementation of the change. The participants of my project accepted the plan, and implementations the projects, the nurse accepted to participate in the educational program. Finally, refreezing is making the change permanent and sustainable (Shirey, 2013). “Change should be implemented gradually and addressing resistance may be a long process” (Schriner, Deckelman, Kunat, Lenkay, Nims, & Sullican, 2010, p.