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Change is a feature of modern life; discuss and critically analyse how a nurse can manage change in order to deliver effective patient care - Essay Example

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More specifically, change is considered today as connected with all aspects of human life from the personal to the professional life and for…
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Change is a feature of modern life; discuss and critically analyse how a nurse can manage change in order to deliver effective patient care
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Extract of sample "Change is a feature of modern life; discuss and critically analyse how a nurse can manage change in order to deliver effective patient care"

Download file to see previous pages The presentation of current conditions regarding the above issue is also followed with views of literature on the specific subject with an effort to choose and evaluate the most appropriate model for the presentation of the nurse-patient relationship as been formulated under the influence of change in the internal and the external organizational environment.
Change management is the process [1] of developing ‘a planned approach to change in an organization’. In this context it can be assumed that its main objective is ‘to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change’. For the above reasons, it has been found that the discipline of change management ‘deals primarily with the human aspect of change, and is therefore related to pure and industrial psychology’.
There are several theories referring to the role and the structure of change management, the most known of which is that of Lewin. Lewin’s theory of force field analysis (Lewin 1951) is widely used in change management and can be used to help understand most change processes in organisations.
In force field analysis change, is characterised as ‘a state of imbalance between driving forces (e.g. new personnel, changing markets, new technology) and restraining forces (e.g. individuals fear of failure, organisational inertia)’. Moreover, in order to achieve change ‘towards a goal or vision three steps are required:
Third, once the change is complete the forces are brought back into quasi-equilibrium and re-frozen’. The above theory although explains the role of secondary forces in an organizational environment does not offer an adequate explanation regarding the criteria on which the ‘frozen, de-frozen’ procedures are going to be based.
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