Resistance to change
Your research has to be current we need positive and negative impact on leadership or health care organizations Current best practices on dealing with resistance to change. How nurse leaders manage resistance to change. How does your literature relate to the interprofessional leadership
Write a 3- to 5 (page count does not include title and reference page) page paper that includes the following:
- Section 1: Introduction
- Section 2: Significance of the topic (based on literature that speaks to the relevancy of the concept selected in terms of interprofessional leadership)
- Section 3: Review of the literature related to the concept that the group selects (current best practices, positive or negative impact on leadership or health care organizations, etc.)
- Section 4: Application to nursing (e.g., implications or consequences for nursing leaders)
- Section 5: Conclusion
Clark, (2013) used the transdisciplinary approach to shift the paradigm in the nursing profession toward a caring, love, healing approach when dealing with the phenomenon of resistance of change (ROC). The author further referenced that the nursing profession has shift from emphasis on technological aspects such as medical/cure-based modalities to humanism, spiritual, healing and the lived experiences of the interconnection of beings. The transdisciplinary approach takes in to account our values, ethics, and the personified lived understanding within our area of concern.
Current Best Practice ROC
Creating a paradigm shift using the transdisciplinary process; nursing must scrutinize the problems and issues differently. The process is as follows:
· Create an enquiry concentration from punishment- specific to analysis driven.
· Question our definitive personal outlooks, stressing a meta-paradigmatic tactic to building understanding.
· Using personal knowledge and strive toward the bigger picture
· integrate the inquirer into the process of inquiry.
· As the questions of the inquiry process for the inquirers own experiences rather than preexisting agenda dictated by the discipline.
· Once information is gather, then the inquirer navigates across the disciplines in search of the knowledge
Application to Nursing
The transdisciplinary approach can be used in matters of resistance to change. Clark, (2013), further maintains that resistance to change in nursing academia is like resistance to change in personal life based on fear, doubt, frustration, mistrust, confusion, and anger. From Florence Nightingale envisioning nursing to be kindness, love, and heart centered, compassionate service to individuals, the author further advocates the experience of self -care and reflective process in assisting individuals through the change process (Clark, 2013).
Clark, C. S. (2013). Resistance to change in the nursing profession: Creative
Literary Review Article 2
Jones & Van de Ven, (2016), performed a study of the relationship between change resistance and the costs and advantages of the change resistance on the organizational change. The study reviewed forty health clinics undergoing a 3year period of significant organizational changes found that resistance to change has increasing negative relationships over time with two dire consequences employees commitment to the organization and perceptions of organizational effectiveness. The resistance to change became stronger rather than weaker over time. Change agents need to address employee resistance because if left unaddressed it can fester and inflict further damage.
Best Practice ROC
The quantitative study done by Jones and Van de Ven, (2016), maintain that not all employees react to ongoing changes within the organization. Some Employees react favorably and have a positive attitude and see change as an opportunity for leaning and growth while others resists the changes and feel frustrated, isolated and grieve the process Jones & Van de Ven, (2016).
Consequences of Change Resistance
Employees that are resistant to change negative experience emotions due to their personal feelings about change and fear negative consequences; these emotions contribute to decreased attachment and diminished identity to the organization. Leaders who are unable to cope successfully with change were less likely committed to the organization. Also, employees that are resistance to change are less likely to support others in future change efforts (Jones & Van de Ven, (2016).
Implications for Practice
· Nurse leaders must engage employees throughout the change process not just at the beginning and to handle resistance quickly to prevent issues festering hurting movement in a positive direction.
· Treat employees fairly and provide positive supportive leadership to counteract the effect of resistance to change.
Jones, S. L., & Van de Ven, A. H. (2016). The Changing Nature of Change Resistance.
Retrieved July 2, 2017, from http://journals.sagepub.com/doi/abs/10.1177/0021886316671409