Discuss common barriers to change and who is typically involved in blocking change.

Reference textbook: Sullivan, E.J. (2012). Effective leadership and management in nursing. (8th Ed.). Upper Saddle      River, NJ: Prentice-Hall. ISBN-10: 0132814544 | ISBN-13: 978-0132814546

Chapters: 5, 9, 11, 12

4.1 Module IV Overview

MODULE IV

Change, Conflict Management,

Team Building, Communication

Learning Objectives

Module IV concentrates on the following course outcomes—

• Critique communication processes encountered in practice seen in terms of client and organizational outcomes.
  • There will be discussion of change theories and successful implementation of change. Team building will be presented, including an analysis of team communication. Both management and followership roles will be discussed.

Reading Assignment

Sullivan: 5, 9, 11, 12

Overview

Change defines healthcare and organizations. Today’s organizations are driven by changes in technology, economics, demographics and the need to comply with government rules/regulations and consumer demands for quality affordable care. All of that and more in an environment struggling for financial viability. The professional nurse must understand the process of change, including driving forces of change, change theories and models, communication strategies to effect change and common barriers to change. One of the primary roles of the nurse manager is that of change agent. It is a responsibility of both managers and staff nurses within healthcare organizations to understand the costs and benefits of change. Resistance to change is evidenced in many ways, some common barriers include: fear of unknown, real or perceived stress, loss of status and power, increase in unmet needs. Lewin’s Change Model is a traditionally accepted change model. It incorporates steps for doe implementing planned change. Change is a systematic process and organizations use tools to monitor the process of change. The Havelock Model of Planned Change serves as an additional resource for systematically implementing change.

 

Conflict management, team building and the communication processes of the nursing team are integral in delivering quality patient outcomes. The nurse must understand the importance of cultural diversity in nursing management and how diversity affects care delivery. Finally, the concept of polarity management is introduced to assist nurses in being able to embrace ambiguity and balance mutually important but competing concepts.

1. Briefly explain one of the Change theories, including its steps; and how you have seen it used in the organization.  Was it effective or not and if not, why not.
2. Discuss common barriers to change and who is typically involved in blocking change.
3. Describe five common approaches to conflict resolution and their effectiveness. How is conflict resolution handled in your organization?
4. What factors do you think contribute to effective team building?