and continuous training will be done periodically during the patient’s hospital stay. This strategy will help increase patient-centered care because it will allow the family to get involved with the communication between the patient and the staff members. During the planning, the family and patient can advocate for their plan of care and voice any concerns they may have. The facility can implement more education and resources to improve their weaknessesso that the staff member and the patients will have a better understanding of the plan. System or Change TheoryThe change theory will be applied to address the weaknesses of MD Anderson not allowing family members to activate the rapid response team in a life-threatening emergency. This strategy will improve patient-centeredness at the facility by allowing the collaboration and team effort between the family and the staff. Kurt Lewin’s change theory will be used to make improvements. Lewin’s theorized a three-stage model of change that is known as the “unfreezing-change-refreeze model” that requires prior learning to be rejected and replaced. It states behavior
ORGANIZATIONAL LEADERSHIP 9as “a dynamic balance of forces working in opposing directions”. The three concepts identified in Lewin’s Change Theory are driving forces, restraining forces, and equilibrium (Petiprin, 2016). The first stage, the unfreezing stage, has to do with finding new methods that people could use to let go of the doing things the old way and to be receptive of changes. In this stage, the organization will assign a team and this team will develop a strategy and collaborate with oneanother so that the change can be successful. After hearing the whole vision of the strategy, the staff will be acceptable to the change and be willing to work with the patient and their families. Change is the second stage in Lewin’s theory. This stage will require the staff members tochange their way of thinking or their actions about who should be allowed to activate the rapid response system. The second stage is the implementation stage where the staff will act and provide the education and training to the patient and the family on when and how to activate the system. This stage focuses on teamwork and empowerment between the staff members and the patient/families. Allowing time for all individuals to get adjusted to the new change is very important during this stage. The final stage, the refreezing stage, is when the staff will have practiced with the new change in place consistently, and they begin to embrace the new change and realize the importance of it. The staff are supportive of the change and know that the change was set for the safety of the patients. The organization will continue to provide the training and education about the change, while reassess and monitoring for necessary modifications. The refreezing step of Lewin’s Change Theory involves developing new policy guidelines and procedures into the organization’s committees and advisories.
ORGANIZATIONAL LEADERSHIP 10Financial Implications
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