Discussion Response Week 4 Research


Change is inevitable in the healthcare setting. There are both internal as well as external forces that drive these changes. All members of the healthcare team must be involved in the change to make the change effective. The increasing cost of treatments, staff shortages, and advances in technology, an aging population, regulatory issues, patient satisfaction and promotion of safety are some of the driving forces to change (Mitchell, G., 2013). According to Marquis & Huston, (2017) the leader-manager must be positive during the change process, to facilitate change. Leaders significantly impact the climate and the culture. McAlearney et al. (2014),  states that in healthcare settings an organizations culture may either support or create barriers to quality improvement and or change.  Discussion Response Week 4 Research

Strategies for planning and implementing change

When an organization decides to implement change, the nurse managers or person in charge of change should choose to appropriate change theory (Mitchell, G., 2013). Lippitt’s method of change is supportive of the nursing theory and the way nurse leaders are taught to address problems. According to Mitchell (2013), Lippitt’s stages implement those of other theorists like Lewin and Rogers. Lippitt’s theory of change is made up of 7 phases: Diagnosis, assessing motivation and capacity for change, assessment of change agent, and selection of a progressive change objective, choice of appropriate role for a change agent, maintaining the change and terminating the relationship. For an effective change, it is vital that the new process is well planned out and assessed by the correct people.

Specific Change

The organization I work for is continually implementing change. When they are looking at implementing a new healthcare model, technology or improvement in patient care, the nurses will trial the new model on two or three units to see if it will be useful. The hospital I work in implemented our computer system to EPIC.  There was a lot of preparation before the new computer system went live and Lippitt\'s model of change helped make this transition easier.

Management of Change

As stated in Lippitt’s theory the leaders and managers of our facility created a positive environment. Because of the forethought of the healthcare facility, the disruption was minimal because of all the planning that had conducted. The committees and workgroups were made up of our hospital\'s key stakeholders who made sure the necessary information was passed on to the staff, and a smooth implementation took place. There was a great deal of communication about the upcoming change. Nurses and Doctors were invited to computer classes to learn about the upgrade and look at the new system features. Discussion Response Week 4 Research

When our EPIC system went live, the hospital brought in staff from across the country, who were made up of clinical savvy people who helped with the needed changes. McAlearney et al. (2014) found that by embracing the culture and context of the organization, it may facilitate organizational improvement and change. For this change they assessed the impact on staff’s daily work and invested the necessary resources into making it a smooth transition.

Process Improvement

The implementation of EPIC was a significant change, but for the most part, it was accepted well. While program in-services were provided and EPIC personnel and super uses were available, some of the older nurses who are not computer savvy, found the process a bit daunting. We still note that a few of our physicians could use continual training.


Change is difficult in the best of situation. According to Marquis & Huston (2017), Lewin’s model finds that people like to be safe and secure in their environment, and I find this especially true for healthcare workers. Nurse leaders can make a positive impact on the acceptance of change through planning and collaboration. One must use their leadership skills to innovate and motivate ways to improve transition. Discussion Response Week 4 Research
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