Shock: The new change came as a shock to the employees as they were not expecting a sudden change from what they had been doing for long time. At the beginning they perceived the change as a blow to their confidence and morale, as they thought they had been doing thing wrong.
Denial: The employees’ put forward their views on why they do not need a change like this and also they tried to convince the management …show more content…
Acceptance: finally they gave up their negative views on the change realising the need for change. In this phase they are not aware of the future however they were willing to give up their old documentation style
Testing: On testing stage the new documentation is put to test like a trial and error programme and is evaluated for effectiveness. This helps in professional and development of the employees and the firm as it gives a lot of information on a single page for evaluation and audit. This makes sure the new change is refreshed further.
Search: This phase is followed by the testing phase. Here they understand why some methods work and some don’t. The more successful methods are adopted while others are discarded in this phase. That is some changes were made to the documentation chart.
Integration: The new documentation process is adapted to the facility as it proved to be a great tool to evaluate and assess the care given to the clients at Ranfurly.
When my facility St Andrews adapted the same methodology to document patient care we went through the above stages as it happened in Ranfurly