the patient and their family. In the beginning stages of the improvement plan, this team should probably meet once a week. Once the plan is put together, the team could possibly meet once a month. System or Change Theory (C1a) After researching both the systems theory and change theories, it was decided that a change theory would be the best option to address the chosen weakness. The change theory chosen to aid the team in developing a strategy to address the weakness is Lewin’s unfreezing, moving, and refreezing model. According to Sullivan (2012),this model is also known as a force-field model because it facilitates change from driving forces who steer participants in the direction of the change that needs to be made. Forces who may be resistant to the change could impede the process because they tend to push participants in the opposite direction (p.57-58). In applying this change theory to a successful change in the identified weakness the team will analyze and identify both the driving forces moving in the direction of change and the forces restricting/impeding that change. The team’s goal/strategy for affecting change should be focused on increasing driving forces towards the change goal while working to decrease restraining forces.
ORGANIZATIONAL LEADERSHIP C158 11 The strategy developed to address this weakness would begin with unfreezing the policy and/or thought processes behind not allowing family members to be present during rounds and shift hand-off reports. The team would evaluate and listen to the concerns of staff members regarding the issues surrounding families participating in rounds and shift hand-off reports and begin to come up with a plan that would include solutions and/or ideas regarding their concerns. This would be done in order to thaw restraining attitudes/issues and begin to move in the direction of attempting to affect change. The next step in the process would be moving forward towards the change by implementing the plan established in the first step. During this step, the team would continue to evaluate the process and make changes in the plan as issues/concerns arise continuing to move forward towards the proposed change. In this phase, the team must continue to be cognizant of the restraining forces and their attitudes/concerns with the process, and finding solutions to these issues in order to keep moving forward. The final step in this change theory model is refreezing. After the thawing out of the restraining forces and the driving forces, continuing to move in the direction of change the refreezing process can begin. The team, with input from staff members would develop a new policy/procedure for family participation in rounds and shift hand-off report. The team/staff members involved in the planning, implementation and testing of the new policy would be tasked with rolling out the new policy/procedure to the remainder of the organization.
- Winter '20