Change Theory
Physicist and social scientist Kurt Lewin developed the theories of change model in the 1940’s known as Unfreeze-Change-Refreeze model. This is a three-stage process of change development. By recognizing that people are resistant to change, this theory’s first step is to Unfreeze or meet people where the hurt is to accept the desire to change. https://www.mindtools.com/pages/article/newPPM_94.htm
Through the data obtaining in through the RCA and PDSA it is evident that there is a problem in the emergency room that requires a change. This assists staff to become involved and invested in this process. Step two is to make the change by initiating new ways of doing things. Proactive participation helps people with that transition. …show more content…
Additional skill training, continued education and daily use of the skill builds this step into every day practice, resulting in a successful change.
In the scenario of Mr. B in the emergency room, the entire emergency room staff needs to be committed and invested in the goal of improved patient safety and outcomes when the moderate sedation protocol is initiated. The death of Mr. B. resulted in harm to the patient, his family as well as the hospital and staff involved. These factors make this time a perfect time to implement a change to the moderate sedation protocol policy and procedure. Some steps of change that could be implemented in this situation could include support to staff with one on one communication with a manager if they have concerns or questions that have developed since this incident, this would primarily help is removing barriers or resentments that may be present from not understanding why the protocol was not followed. Training modules regarding the conscious sedation policy and procedure are stated to be in place for employee training, a review of this training would …show more content…
A state of transition can occur if changes are not anchored into the functioning culture with support and identified barriers. The change must be sustained with leadership support, rewarded for success and include a feedback system. Through communication, information, training and support, staff can see the result of the change and feel the success of the change, cementing it into practice.
Physicist and social scientist Kurt Lewin developed the theories of change model in the 1940’s known as Unfreeze-Change-Refreeze model. This is a three-stage process of change development. By recognizing that people are resistant to change, this theory’s first step is to Unfreeze or meet people where the hurt is to accept the desire to change. https://www.mindtools.com/pages/article/newPPM_94.htm
Through the data obtaining in through the RCA and PDSA it is evident that there is a problem in the emergency room that requires a change. This assists staff to become involved and invested in this process. Step two is to make the change by initiating new ways of doing things. Proactive participation helps people with that transition. …show more content…
Additional skill training, continued education and daily use of the skill builds this step into every day practice, resulting in a successful change.
In the scenario of Mr. B in the emergency room, the entire emergency room staff needs to be committed and invested in the goal of improved patient safety and outcomes when the moderate sedation protocol is initiated. The death of Mr. B. resulted in harm to the patient, his family as well as the hospital and staff involved. These factors make this time a perfect time to implement a change to the moderate sedation protocol policy and procedure. Some steps of change that could be implemented in this situation could include support to staff with one on one communication with a manager if they have concerns or questions that have developed since this incident, this would primarily help is removing barriers or resentments that may be present from not understanding why the protocol was not followed. Training modules regarding the conscious sedation policy and procedure are stated to be in place for employee training, a review of this training would …show more content…
A state of transition can occur if changes are not anchored into the functioning culture with support and identified barriers. The change must be sustained with leadership support, rewarded for success and include a feedback system. Through communication, information, training and support, staff can see the result of the change and feel the success of the change, cementing it into practice.