Please reply to student’s post below:
Lewin’s Change Theory
Nursing theories are essential in the health care system. Kurt Lewin’s change theory was used to explain the shift that happened in my clinical area. It’s commonly utilized in the healthcare system due to its high effect when it comes to implementing an idea that will substantially impact the organization’s system. During the implementation of the theory, three major concepts are explored, and these are the driving forces, who are the people who want the change to happen and who influence the clients to go on the right path. The factors that counter the driving force are known as restraining forces. They are also a barrier to change since they try to persuade the client to change in the other direction. The equilibrium occurs when the driving, as well as restraining forces are equal. The balance shifts based on the actions of these forces. The hypothesis has three stages: unfreezing, which entails getting the persons affected to renounce their old habits and adopt new ones. The other stage is a change, which is the actual difference and transition; finally, the refreezing stage, which is the development of the transformation as a new method of working (Burnes, 2020).
The introduction of electronic health records in every department of the healthcare setting is the transformation that occurred in my practice area. The technology was supposed to take the place of old-fashioned paperwork to speed up the process of getting patient data. Nurses, who complained about spending much time accessing data, were the driving reason for the adjustment. Employees at the health records department, who feared losing their jobs if the technology was used, acted as the restraining forces. According to Kurt Lewin’s theory, the shift happens in four stages.
The process of unfreezing was completed. The facility’s administration hired professionals who began transferring hard copy material to computers while also beginning to record fresh data in the computers, all at the same time. The nurses adapted to the shift, and their conduct significantly changed due to the technology’s implementation. The management also introduced the computers where data was sent during the change stage. The idea went through a refreezing stage as well. The electronic health record was launched, and each department of a healthcare facility started to use it. The electronic recording was introduced to the patients at each stage of their stay in the health care institution.
Although the shift was eventually effective, it was not without its difficulties. Many delays occurred during the unfreezing step, as patients were presented to a new system on which they had not been informed. The prior employees in the health records department were also under-trained, which extended the time it took for the change to take effect at the health care facility.
The procedure could be enhanced by providing training on the new technology to the health records employees to ensure a smooth transfer. As a result, they will be more knowledgeable about technology, making it easier to transition to the health care facility. Another thing that might be done to enhance is to educate patients about the new technology. It is essential to ensure they are knowledgeable on the process in record-keeping and what they are expected to do on arrival at the health care facility, particularly the major persons who will be affected as the institution implements the new technology.
Burns, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32-59. https://doi.org/10.11770021886319892685
Please reply to student’s post below: