Resistance to Change

Resistance to Change

Resistanceto Change

Resistanceto Change

Section1: Introduction

Changeis inevitable. Today, the transformation is happening everywhere,from the ever-evolving technology to the evidence-based research.Therefore, the question is, how prepared are we for the change? Arewe ready for the change? In nursing, changes are happening now andthen. Although nurses are working hard to develop their careers,there is still noticeable resistance to accepting transitions amongsome of the nurses (Huber,2013).For instance, some have failed to embrace paperless healthcareenvironment, new evidence-based practises, and transition to new caremodel, among others.

Section2: Significance of the Topic

Inthe nursing world today, change has become more prevalent. Tyler,Lepore,Shield,Looze, and Miller (2014)states that there many benefits associated with nursing culturechange. Unfortunately, nursing administrators are not aware on how toimplement these changes.

Section3: Literature Review

Resistanceto change in nursing originates from nurses themselves, patients, aswell as their families. Meaney(2012) urges that education, training, and communication are some ofthe remedies to resistance. Some of the forces that resist changeinclude fear about IT competencies, fear of losing information, lackof IT skills, drop in performance, and increased anxiety.

Section4: Application to Nursing

Justlike any other workplace, change in nursing is crucial. Daviesand Mannion(2013) believes that change create emotional responses amongemployees. There are varieties of benefits of nursing culturalchange:

  1. Staffing benefits: reduces workers’ compensation claims and employee turnover, eliminates overtimes and temporary agency staffing.

  2. Resident benefits: improve physical and mental health, reduce helplessness, loneliness, and boredom, reduce mortality, as well as reduce anticipated weight loss.

  3. Other benefits: increases outside commonalty involvement and improves resident and family satisfaction.

Section5: Conclusion

Thereare diverse ways to implement changes in nursing. However,implementing changes is challenging, and it calls for practicalstrategies to deal with the barriers (Joffeand Misiorski, 2012).Some of these strategies include consistent team assignment,personalised care plan, family engagement, and collaborativeleadership style.

References

Davies,H. T. O., &amp Mannion, R. (2013). Will prescriptions for culturalchange improve the NHS?.&nbspBMJ,&nbsp346.

Huber,D. (2013).&nbspLeadershipand nursing care management.Elsevier Health Sciences.

Joffe,S., &amp Misiorski, S. (2012). Overcoming resistance to change.Retrieved October 1, 2015, fromhttp://www.ltlmagazine.com/blogs/susan-misiorski/overcoming-resistance-change

Meaney,G. (2012).&nbspGender,Ireland and Cultural Change: Race, Sex and Nation.Routledge.

Tyler,D. A., Lepore, M., Shield, R. R., Looze, J., &amp Miller, S. C.(2014). Overcoming resistance to culture change: Nursing homeadministrators’ use of education, training, andcommunication.&nbspGerontology&amp geriatrics education,35(4),321-336.