Exam 2 change Flashcards
(44 cards)
Type of change
Personal change
voluntary(willing) change with the goal of self-improvement
you making the choice of making nursing your profession
Type of change
Professional change
deliberate change with the goal of improving professional ability/status
Examples:
You making the decision to go back to school and further your education
Getting critical care certification
Type of change
Organizational change
Mandated change with the goal of improving the oganization’s efficiency
Unfreezing
Believe to need to change
Guilt, anxiety, or concern can be elicited(obtain)
leader must identify clear priorities and a clear plan/purpose
What are we going to do in this stage?
Unthaw the current or old way of doing something
Disrupt old status quo(existing condition)
Gather data
Accurately diagnose problem
Decide if change needed
Make others aware of the need for change
Which would be a normal and expected behavioral response during the unfreezing phase of change?
A) Anger
B) Withdrawal and acceptance
C) Open acceptance
D) Active collaboration
Ans: A
Feedback:
During the unfreezing stage, people become discontented, and even angry, with the
status quo.(circumstances existing condition)
Ironically, they may also become angry that change is needed, because of the resistance that is a normal and expected part of the change process.
Which activity associated with the unfreezing state of change will have the greatest impact on the success of the movement stage of the change process?
A) Accurate identification of the problem requiring change
B) Effective information gathering concerning the problem
C) Key personnel voicing their opinions regarding the need for change
D) The need for change is perceived by all those affected by the problem
Ans: D
Feedback:
The change agent should not proceed to the movement stage until the status quo has been disrupted and the need for change is perceived by the others.
While the other options will affect the process, perception of the need to change by all affected by the change is the most impactful of the options provided.
Moving to a New Level of Behavior
Changing stage
Intervention or change is introduced, explained & implemented
What are we doing in this stage?
Develop plan
Implementing new status quo
Change must take gradually (3-6ms)
Identify support and resistance
Develop strategies, implement change
Evaluate change, modify if necessary
Which activity is associated with the movement stage of the development of a plan?
A) Gather data
B) Accurately diagnose the problem
C) Decide if change is needed
D) Develop a plan
Ans: D
Feedback:
A responsibility of the movement stage is to develop a plan.
Ufreezing stage are as follows: Gather data, accurately diagnose the problem, and decide if change is needed.
Refreezing
What are we doing in this stage?
When does acceptance occur?
How can you help with acceptance of the change?
change integrated into status quo
Form to routine and habits
Acceptance occurs when staff integrate change into work processes
Reinforce behavior essential
Support others so change remains
Which statement is true concerning the refreezing phase of the change process? SATA
A) The focus of this phase is to integrate the change into the status quo
B) Stabilization of change requires a 6- to 9-month period of time
C) If refreezing is incomplete, prechange behavior will be resumed
D) The change agent must remain involved until the refreeze stage is complete
Ans: A, C, D
Feedback:
During the refreezing phase, the change agent assists in stabilizing the system change so
that it becomes integrated into the status quo.
If refreezing is incomplete, the change will be ineffective and the prechange behaviors will be resumed.
For refreezing to occur, the change agent must be supportive and reinforce the individual adaptive efforts of those affected by the change.
Because change needs at least 3 to 6 months before it will be accepted as part of the system, the change agent must be sure that he or she will
remain involved until the change is completed. The successfulness of the refreezing
stage is dependent about the acceptance of change by all staff.
What is important to identify in this model?
Identify barriers
Restraining forces: elements that hinder the change
Identify facilitators/driving forces
Driving forces: elements that support the change
Effective change = driving forces > restraining forces
Lippit’s phase of change
What did lippitt do?
What is his theory?
7 steps theory
focues more on the role and responsibility
key perspnnel and change agent partcipate in desinging, planning change
Communication essential
Havelock’s 6-step change model
Emphasizes planning stage
EXTREMELY CLOSE ATTENTION TO THE PROCESS OF MOVING!
Resistance to change can be overcome with careful planning & staff inclusion
Roger’s diffusion of innovations theory
the passage of a new idea through stages of adoption by different people who participate
-innovation
-communication channels
-time required
-social system
Chaos theory
(butterfly effect)
based on the chaos
small differences can be drastically
leaders can act quickly+ flexible
Chaos theory requires finding underlying order in apparent random data.
Learning organization theory
continuous learning
Organizations respond to changes using learning approach
Quick response to chaos
Focus on communication, education, and cooperation among all parts of organization
Driving forces/E
make you want to change
Examples:
Complete staff turnover
Need new solution; old not working
to get a pay raise
Restraining forces/E
decrease the driving force
Examples:
conformity to norms(usual) 規範への適合
unwillingness to take risks
fear of the unknown
THE CHANGE PROCESS
Assessment
Identify the problem for change
Collect and analyze data
➢ Structural
➢ Technological
➢ People
PLANNING
Identify the who, how, and when of change
Identify the target date
Goals and outcomes clearly determined and stated in measurable terms
IMPLEMENTATION
Plan goes live
Provide information
Competency-based education
The benefits stated as positive outcomes actually begin to materialize
EVALUATION
The effectiveness of the change is evaluated according to the outcomes identified
during the planning and implementation steps
The most overlooked step (it is a very reflective time for leadership)
