1. Try taking a different route to class the next time it meets. Before you do this, think about how many changes, large and small, you will have to make to do this.
a-Will you have to leave earlier to be in class on time?
b-Will you meet different people on your way to class?
c-See different sights?
d-Would you change your route to class on the day of the final exam?
e-Why or why not? Summarize the positives and negatives of this small change. Relate your responses to this change to the way staff nurses feel when an administrator makes what he or she thinks is a “minor” change.
2. Think about a change that has occurred in your life. Some examples may be a change of role, a move, a marriage, a birth, a divorce, or a death.
a-How did you react to the change?
b-Would you have reacted differently if you had had more information?
c-Using Lewin’s model, describe the basic elements in the situation and how you eventually achieved a comfortable outcome.
Chapter 9
People and the Process
of Change
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Change
• A natural phenomenon
• Macro- and micro-change
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The Process of Change
• The comfort zone
– Unfreezing
– Change
– Refreezing
– Return to new comfort zone
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The Change Process
Unfreezing
Change
Refreezing
Comfort → Discomfort → New
zone
zone
zone
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Sources of Resistance to Change
• Technical concerns
• Psychosocial needs
• Position and power
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Receptivity to Change
• Recognize differences in preferences for certainty.
• Speak to people’s feelings.
• Stories and Drama vs. Statistics.
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Resistance
• Recognizing resistance
• Lowering resistance
– Information dissemination
– Disconfirmation of currently held beliefs
– Psychological safety
– Command
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Dictating Change
• Effective in many situations
• Communicates a sense of urgency
• Change may be rapid but without a lasting
commitment
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Active Resistance to Change
•
•
•
•
Attacking the idea
Refusal to change
Arguing against change
Organizing resistance of other people
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Passive Resistance to Change
•
•
•
•
Avoiding discussion
Ignoring the change
Refusing to commit to the change
Agreeing but not acting
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Strategies to Overcome Resistance
•
•
•
•
Point out similarities.
Express approval.
Recognize competence and skill.
Provide assurance.
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Strategies
• Suggest new opportunities.
• Express value of contributions.
• Ensure involvement.
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Strategies (cont’d)
• Provide opportunities for expression.
• Allow time for practice.
• Provide a climate of acceptance.
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Four Phases of Planned Change
Design the change
Plan the implementation
Implement the change
Integrate the change
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Design the Change
•
•
•
•
•
What is the purpose?
Is the change necessary?
Is the change technically correct?
Will this work?
Is there a better way?
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Plan the Implementation
• Why is there resistance?
• Is the resistance justified?
• What can be done to prevent or overcome
resistance?
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Implement the Change
•
•
•
•
What is the magnitude?
What is the complexity?
What is the pace?
What is the current stress level?
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Integrate the Change
• Is the change integrated into everyday operations?
• Are people comfortable with it?
• Is it well accepted?
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Conclusion
• Your leadership will influence how change
is handled.
• Change presents an opportunity for
professional growth and development.
• View change in a positive way.
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