NRS 433V Introduction To Nursing Research

Plans clinical practice activities that integrate professional nursing standards in accordance with the nursing code of ethics and American Nurses’ Association (ANA) standards of practice.

 

Change can be difficult to implement. Now that you are almost finished with your change project, if you were to implement your project in your clinical practice, what type of resistance do you expect from staff?

 

List at least three ways that you can lessen the resistance you may encounter to help ensure the success of your project.

Answer

Change can be difficult to implement. Now that you are almost finished with your change project, if you were to implement your project in your clinical practice, what type of resistance do you expect from staff?

Resistance to change in the clinical practice can be experienced by the impact of the size and the complexity of the change which is being brought in the institution (Gupta, Boland & Aron, 2017). The types of resistance expected from staff are psychological resistance, sociological resistance along with rational or logical resistance. Psychological resistance is behavioral along with emotional resistance of the team (Huy, Corley & Kraatz, 2014). These are the feelings of fear of insecurity, misunderstanding of the management, unknown change, leadership roles and loss of self-esteem. Some staff members may resist change since they do not want to change the behaviors they are accustomed to. They feel more comfortable doing things as they have been doing and are fearful of increased workloads (Huy, Corley & Kraatz, 2014).

On the other hand, sociological resistance occurs because of challenges of group norms and values (Dello Russo, Miraglia & Borgogni, 2017). This resistance is due to politics among the peers, narrow-minded of the staff, opposing group values along with withdrawal from the group work. Individuals like to know that they have some kind of input in the processes more so when it affects them and their workflow (Dello Russo, Miraglia & Borgogni, 2017). Finally, rational or logical resistance is as a result of valid reasons like the time required adjusting to the new change, the extra effort necessary to the new implement, technical development to meet the change, economic fluctuation along with the fear of less desirable condition.

List at least three ways that you can lessen the resistance you may encounter to help ensure the success of your project.

The ways in which resistance can be lessened among the clinical staff is through participation and involvement, manipulation and cooperation together with education and communication (Hornstein, 2015). Under participation and involvement, adequate measures should be taken to make sure that staff members are engaged in the implementation process of the new project to participate and give ideas concerning the change. Also, project managers should be engaged at every level of care to reduce the lack of support and interests from the staff, and the IT support team in the clinical setting be involved in the innovation (Hornstein, 2015). Furthermore, the clinical management should participate in helping in active learning and providing clear directions through transparent communication.

In manipulation and cooperation, a workshop of the new project should be arranged, and technical training provided and necessary adjustment be made to the staff based on the condition so that they can cooperate (Dello Russo, Miraglia & Borgogni, 2017). Moreover, cooperation along with coordination among healthcare providers should be made and reluctance to change be avoided. Errors and issues of the new project should be considered, and the necessary changes be made (Dello Russo, Miraglia & Borgogni, 2017).

Under education and communication, communication between the staff and the technology developers should be developed and the staff be educated on the advantages and disadvantages that the new change will bring (Matos Marques Simoes & Esposito, 2014).  Furthermore, information should be provided concerning the change that is, the institution need to establish the facts that they are trying to achieve from the change being implemented. Cultural differences and resistance among the clinical staff should be avoided, and interactions amidst distinct groups be created. Also, language barriers among the various professionals involved in healthcare which might bring resistance need to be eliminated (Matos Marques Simoes & Esposito, 2014).

References

Dello Russo, S., Miraglia, M., & Borgogni, L. (2017). Reducing Organizational Politics in Performance Appraisal: The Role of Coaching Leaders for Age?Diverse Employees. Human Resource Management, 56(5), 769-783.

Gupta, D. M., Boland, R. J., & Aron, D. C. (2017). The physician’s experience of changing clinical practice: a struggle to unlearn. Implementation Science, 12(1), 28.

Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity — International Journal of Project Management, 33(2), 291-298.

Huy, Q. N., Corley, K. G., & Kraatz, M. S. (2014). From support to mutiny: Shifting legitimacy judgments and emotional reactions impacting the implementation of radical change. Academy of Management Journal, 57(6), 1650-1680.

Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.