Clinical Report on Lewin's Field Change Theory

No matter how easy is may seem on the surface, the unfreezing, moving and refreezing stages of Lewin’s 3-Step model must be taken (Lewin, 1946). These stages are difficult and persistence by the organization in sticking to its objectives for growth and improvement must remain a top priority. In reality no matter how many positives a new idea is there will always be resistance when it is introduced. Change management is therefore central to the process of making the transition from the old system to the new and change management practices should be employed throughout the transition (ITIL,

Every profession embraces change. Whether it is small, like a simple word addition to the important Patient Information document, or large, like a staff shift, the medical field is constantly changing. To fully understand the scope of what it means to change, I have been challenged to ask “Why?” The answers have helped me grow at Eastside Medical Center.

One of the original strengths in authoritative change administration is Kurt Lewin, who conjectured that change includes a progression of unmistakable, organized procedures went for engaging people to acknowledge that change is required and to grasp and look after it. He planned a three-stage structure, calling it the 'Unfreeze Move-Refreeze Model ' (Nayahangan et al., 2011).

In the 3-step model for successful organizational change, Kurt Lewin argues that successful change in organizations follows 3 steps:

The model represents a very simple and practical model for understanding the change process. For Lewin, the process of change entails creating the perception that a change is needed, then moving toward the new, desired level of behavior and finally, solidifying that new behavior as the norm. The model is still widely used and serves as the basis for many modern change models.

The significance of Lewin’s change theory lay not in the formality of the theory itself but rather on his ability to conceptualize real situations and as a result come up with models that reflect ideal situations. Kurt Lewin cut a niche for himself as one of the pioneers of the applied, organizational and social psychology. Born Kurt Zadek Lewin in September 9 1890, he is acknowledged as the founder of social psychology and among the first people to study organizational development and group dynamics. He lays claim to the term action research which he coined in 1944 to try and explain the effect of social action and the factors that lead to the same. A spiral circle

The organization change management readiness guide developed by the state government of California is a guidelines aimed at assessing organization’s readiness for change. The guide is aimed at providing state departments with a practical overview of change management thereby helping them prepare for the challenges and difficulties that typically accompany change processes within organizations (Adams et al., 2014). Even though the guideline is optimized for change processes in the business aspects such as cash management and budgeting, the principles entailed in the guide cut across a plethora of change initiatives. The five pillars of change covered in the guide are applicable to all significant change processes within healthcare organizations. The readiness assessment guide allows for the evaluation of readiness, which informs organizations on the areas they may need to improve on for successful change. After completing the readiness assessment, the changing organization should review its scores and recommendations. The recommendations may then form the basis for readiness planning.

Change theories. Kurt Lewin’s three step change process can be used to promote change within the units that will be affected by this DNP project. Lewin’s theory states that for change to be successful, three steps need to occur: unfreezing from the

Lewin’s Change Management Model developed in the 1950s is simple and effective and can be implemented into virtually any healthcare setting (North West Leadership Academy, n.d.). The model includes three important essentials that include unfreezing, change, and re-freezing (North West Leadership, n.d.). The first stage is aimed at problem identification, obtaining data, and preparing for communicating the problem (North West Leadership, n.d.). The second step to the model is change and this is where implementation occurs, obtaining important data, diagnosing a problem, action planning, and also assessment of consequences (North West Leadership, n.d.). The first step is needed to analyze the situation and recognize the need for change while

Effective communication with healthcare remains integral in the success of providing care, being receptive to care needs of the ever changing population and remaining relevant with fluid standards. Conversely, Lewin’s Change Theory understands the valued in shared vision by placing emphasis on the role of Change Agent within the three step paradigm. Also important to note Lewin’s paradigm provides opportunity to evaluate and re-evaluate should variance (interference of internal and external factors)within change occur, gather all available information in effort problem solving and most importantly developing a structural plan detailing innovation and outcome which is favorable to obtaining compliance from investors (Marquis and Huston 2008).

With the innovation in technology in the health care system, electronic documentation is here to stay and nurses need to adapt to these new technologies. In addition, to help nurses adapt to the changes from paper documentation to computerized documentation, you could incorporated Lewin’s change theory into your training process. According to Mitchell (2013), change theory is the investigation of progress in people or authoritative society. Understanding change theory gives a structure to successfully arranging and actualizing change inside associations. Case in point, the structure and capacity of a health care delivery system are fundamentally impact by its health care data structure. Moreover, Mitchell stated that the way to deal with dealing

The major issue with the implementation of the electronic health records (EHRs) is redundant documentation of information. This issue needs to be resolved so that care givers can spend more quality time caring for the patient instead of documenting some of the same information over and over. In resolving redundant documentation, McGonigle and Mastrian (2015) stated that nursing theories such as informatics theory, change theory, systems theory, chaos theory, and cognitive theory are vital to understanding and managing the challenges faced by health informatics specialist. Furthermore, by conducting a literature search, evidence-based research may lead to data on how to get rid of redundant documentation in the EHRs. The purpose of this paper is to conduct a comprehensive review of current evidence-based literature, discuss application of evidence-based literature, and an analysis of the evidence-based literature.

The IOM (Institute of Medicine) report discloses the fundamental reasons as to why nurses’ responsibilities, education, and roles should change to respond effectively to the health needs presented by aging populations. It draws attention as well as responding to the evolving complex health care system (Nickitas et al., 2010). The IOM report urges nurses to take a higher leadership role within the nursing practice to prompt important changes in the health care system so that they may be in a position to attend to the dynamic health care system. Relating the IOM structure and guidelines to the topic at hand, there is a need to motivate change within the nursing practice to advance to greater heights of the health care delivery system. Based on the current practice, clinical documentation nurse, their primary duties are analyzing medical records for accuracy along with quality to maintain charts, medical records, plus reports and solve issues involving the documentation. They also manage clinical trial in addition to service documents. The change required in this particular practice is digitizing of the documentation processes so that the whole process may gain speed, minimize records misrepresentation as well as deletions. For that reason, there is an urgent need for this digital transition, change in the documentation role so that patients’ medical records might be

Many health care organizations have used Lewin’s theory to recognize human behavior as it relates to change and patterns of resistance to change, the model encompasses three distinct phases known as unfreezing, moving and freezing or refreezing (Bozak, 2003). The purpose of the model is to distinguish factors that can impede change from happening; forces that are in opposition to change often called restraining or ‘static forces’ and forces that promote change, referred to as ‘driving forces’. When health care organizations fully understand what behaviors drive or oppose change, then work to reinforce the positive driving forces, change can happen successfully (Bozak, 2003).

Lewin’s model discussed three phases that are necessary for the change agent to utilize so before the intended change get adopted into the system. The first phase is unfreezing and it involves finding the best ways for motivating individuals or groups into changing their old habits. For unfreezing to be accomplished, driving forces for eradicating the old habits must be increased as well as the restraining forces that inhibit new change must be eliminated. In the second phase of moving, people’s habits, beliefs, and ways of thinking are liberated as they transition into the new change. The third phase is the refreezing where stability is established and the new adopted practices become the operational practices. It is very crucial to achieve the final stage to make sure that people are not tempted to revert back into their old habits (Petiprin,