B1 Change Theory There are three stages of organizational change according to

B1 change theory there are three stages of

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B1. Change Theory There are three stages of organizational change according to Kurt Lewin. They include unfreezing, changing, and refreezing. To begin implementing the recommended changes identified through the RCA, the initial step of unfreezing would need to happen. People are naturally resistant to change; they are used to doing things “the old way”. The act of unfreezing involves illustrating how “the old way” no longer is of benefit to the staff or the facility. Employees need to be informed, and kept informed, about the change – the what, the why, the when – so communication becomes imperative. This is, basically, the selling point. Once employees understand how they will benefit from the change, they will become more willing and motivated to agree to it. Most of the recommended changes work in favor of the staff. Clearly written protocols are easier to follow. Adding an additional skilled worker to the ED lightens the load for the staff. Prohibiting the addition of duties to an RN recovering a sedated patient or
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ORGANIZATIONAL SYSTEMS TASK 2 trying to care for one that is critically ill allows him or her to focus attention in one direction. The only recommended change that may require a little extra “thawing” is the proposal to increase training. The staff can be motivated by offering CEUs for the training and by showing how the training strengthens both them and their resume. The second stage, changing, is the transition stage. This stage may offer some struggles as people attempt to adapt to the “new reality” [Lewnd]. The staff has to adopt new behaviors, new ways to think. During this stage, communication becomes very important as does education and support. Staff should be reminded why the changes are being made and how they, as well as the facility, will benefit. Small competitions could be held with prizes offered to apply motivation to the staff. A scavenger hunt with photos labeled “what’s wrong with this picture?” would reinforce the changes and the logic behind them. The final stage of Lewin’s change model is labeled “refreezing”. This is the stage when staff has adopted the changes and they become the new normal. This stage is critical to ensure that staff does not revert to the “old way”. Rewards or positive reinforcement should be used to reinforce the “new reality” [Lewnd]. C. General Purpose of FMEA Failure Modes and Effects Analysis (FMEA) is a tool to reduce or eliminate system failures. A team which consists of individuals representing each department or area that will be affected by the failure is created to look at the various aspects and determine, by priority of severity, where and how the systems may fail. In essence, they review all of the steps in a process and ask three questions: what could go wrong; why could it go wrong; and what would be the consequence [Fai17].
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ORGANIZATIONAL SYSTEMS TASK 2 C1. Steps of FMEA Process There are seven steps in the FMEA process.
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  • Fall '18
  • Nursing, TASK 2, Causality, Root cause analysis

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