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    Nurs 442 Change Assignment

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    This document is a change assignment that discusses implementing a change in employee attitudes towards patients using Lewin's Force-Field Model of Change. The student identifies a nurse with negative attitudes towards certain patients. To address this, the student proposes using anonymous surveys to identify issues, holding a staff meeting to discuss problems, and asking for staff input on strategies. The student would then encourage staff to implement the strategies and monitor progress to prevent reverting to old behaviors. Resistance would be addressed by offering patient survey incentives and anonymously submitting staff concerns to help resolve issues.

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    Nurs 442 Change Assignment

    Uploaded by

    api-338133673
    183 views4 pages
    This document is a change assignment that discusses implementing a change in employee attitudes towards patients using Lewin's Force-Field Model of Change. The student identifies a nurse with negative attitudes towards certain patients. To address this, the student proposes using anonymous surveys to identify issues, holding a staff meeting to discuss problems, and asking for staff input on strategies. The student would then encourage staff to implement the strategies and monitor progress to prevent reverting to old behaviors. Resistance would be addressed by offering patient survey incentives and anonymously submitting staff concerns to help resolve issues.

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    This document is a change assignment that discusses implementing a change in employee attitudes towards patients using Lewin's Force-Field Model of Change. The student identifies a nurse with negative attitudes towards certain patients. To address this, the student proposes using anonymous surveys to identify issues, holding a staff meeting to discuss problems, and asking for staff input on strategies. The student would then encourage staff to implement the strategies and monitor progress to prevent reverting to old behaviors. Resistance would be addressed by offering patient survey incentives and anonymously submitting staff concerns to help resolve issues.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    183 views4 pages

    Nurs 442 Change Assignment

    Uploaded by

    api-338133673
    This document is a change assignment that discusses implementing a change in employee attitudes towards patients using Lewin's Force-Field Model of Change. The student identifies a nurse with negative attitudes towards certain patients. To address this, the student proposes using anonymous surveys to identify issues, holding a staff meeting to discuss problems, and asking for staff input on strategies. The student would then encourage staff to implement the strategies and monitor progress to prevent reverting to old behaviors. Resistance would be addressed by offering patient survey incentives and anonymously submitting staff concerns to help resolve issues.

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    Change Assignment

    Enjoli L. Wasden

    School of Nursing, Nevada State College

    NURS 442: Nursing Leadership, Management and Health Policy

    Evette Wilson, DNP, RN, COI

    June 6, 2021
    Change Assignment

    One significant problem that I have identified in the clinical setting is employee attitudes

    towards patients. I have seen a nurse who negatively identified certain patients as medication

    seekers. This automatically put them at the bottom of her to do list. When she was interacting

    with these patients her demeanor was negative. This nurse seemed annoyed when these patients

    were explaining their situation and was short with her replies to them. Her tone was not one of

    caring, and she spent as little time with these patients as possible. I feel that these patients did not

    deserve the treatment that they received even if they were there to get pain medication. At the

    end of the day, it was that patient’s decision and they will change when they are ready.

    In order to implement a change in attitude towards patients, I would use Lewin’s Force-

    Field Model of Change and Force-Field Analysis. This change model has three main components

    that guide implementing change. The first step, “Unfreezing Stage” is basically about bringing

    recognition to a perceived problem. In order for others to recognize that there was a problem I

    would send out anonymous self-assessment surveys, that would ask staff how they feel about

    their personal attitudes, how often they analyze their personal biases, how they like to be treated,

    how do they think their demeanors impact others, and how they handle situations that they don’t

    like. After the survey was completed, I would hold a meeting and go over the surveys

    highlighting the most selected answers and then ask staff if they thought there was a problem.

    The second step, “Moving Stage” involves a clearly identifiable problem and

    implementation of strategies to resolve said issue. Once the meeting was over and staff came to

    agreeance that there was an issue, I would ask them for their input on how they think we could

    all implement the change. After input from staff about strategies they think are useful and

    realistically able to be implemented I would encourage all staff to begin using them.
    The third step, “Refreezing Stage” is a longer stage and involves the implemented

    changes being used in the setting and may require careful monitoring as not to return to previous

    ways. I anticipate that this type of change would meet a lot of resistance with staff. I especially

    liked how our textbook mentioned that the resistance to change should not simply be ignored, but

    embraced to better understand why it’s being resisted (Finkelman, 2020, p.86). To deal with

    resistant staff, I would offer incentives for surveys that patient’s fill out about the care they

    received during their stay. Another way to help with resistance would be to ask the staff to

    anonymously submit their concerns about changing their attitudes and behaviors towards

    patients. After getting the results, I would ask for their help to figure out how to change the items

    that they were most concerned about. I think this strategy would work really well with this

    scenario because staff would not feel singled out and could recognize that it was a whole

    company issue and not just a staff issue, which I think would motivate them to embrace the

    change.
    References

    Finkelman, A.W. (2020). Leadership and Management for Nurses: Core Competencies for

    Quality Care (4th ed., p. 86). Pearson.

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