Lewin's Change Model

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The RN’s in the scenario displayed behaviour that was disrespectful and was in no way ethical or professional (NCNZ, 2010). From the scenario the three changes I would make will be review of nursing competencies, effective handover strategies and a stronger staff management. Primarily the aim of these three changes is to improve and ensure the best possible care for patient (NCNZ, 2010).
A change model that could be utilised to implement these adjustments is the Lewin’s model of change developed by Kurt Lewin (McGarry, Cashin, & Fowler, 2012). This change model involves three key steps. They are unfreezing, change and refreezing (McGarry, Cashin, & Fowler, 2012). The process of the change models involves forming awareness that change
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This step basically supports the change that has been implemented and the new changes have now been accepted and have been refrozen as the new way of doing things (Manchester et al., 2014). This particular stage is very crucial as it prevent helps people reverting back to how they did things before this change model was implemented (McGarry, Cashin, & Fowler, 2012).
According to Arnold and Boggs (2015) to implement this change in the workplace I would be to eliminate confusion by educating every RN of the change. Also incorporating changes to the procedures and policies of the workplace (McGarry, Cashin, & Fowler, 2012). Then again the role of an RN is always changing with more improved practices that are constantly emerging (Herlehy, 2011). I would also implement an open door policy where RN’s can have their say about any of the changes if they feel they need to (Herlehy, 2011).
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According to MCDHB (2014) the PDRP’s is a programme for an RN’s practice that is based around the nursing competencies and acknowledges an RN’s level or practice and assists them with ongoing professional development.
By involving my-self in the PDRP I will be continuously applying the competencies of an RN to my professional practice. As a result I will provide care that is considered culturally competent. Also another important component of PDRP is receiving peer reviews and continuous self-reflection (NCNZ, 2011). A peer is someone of the same rank (Marder,

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