Leadership and organizational change in healthcare using Lewin's theory

Organizational Change in DNP

Organizations gain a lot from leadership management teams. Employees need motivation, the organization needs planning and someone to take control of the general and specific activities for them to thrive. These roles are carried out by the managers. Employees, often perform poorly due to poor management strategies (Johnson, 2016).

Building Capacity

Educating and training employees helps to become more innovative and productive. Learning is a continuous process while testing must be a continuous process throughout their work life. Educated and well trained employees take control of process within their work areas (Smith, 2016).

Communication Engagement

Communication must ensure that people are updated on happenings and also understand those happenings.

Internalizing

Finally, those it is intended to help must internalize change. In other words, change can only be sustainable and beneficial if it is internalized (Brusse, 2014).

Elements of the Complex Science in Operation

Structural complexity includes a range of system elements. There is the number of variables at play and how these variables interplay (Schneider, Zec, & Matthes, 2014).

The theory of change to apply

Many health care institutions have applied the principles of Kurt Lewis theory to understand human behavior and the way it correlates with change and resistance to the same. The approach entails a three-level process, i.e. unfreezing, moving and freezing. In the unfreezing stage in the theory, the difficult aspects of the challenge are established. Methods of strengthening the forces driving the process as well as reducing restraint energies are developed (Bozak, 2003, p. 81). This process requires that all those that change is bound to affect are informed of the ideas and a list of the forces driving change and the static ones that will affect the task at hand provided. It is about ensuring that everyone understands that there will be change and why it is needed. The moving stage relates to the actual implementation of change after equalizing the antagonistic forces and subsequently allowing driving forces to take control of the process of change. The desired change is obtained from implementation of the project. The nursing staff must therefore be continuously updated and contacted. When the change has finally succeeded, there is need for evaluating the stability of such change (the freezing stage) and the net effectiveness in practice (Sutherland, 2013)..

The need for a transition management plan

Resistance: This is a central aspect in organizational change. This aspect may affect the unifying organizational force factor that provides a neutralizing effect on the tension that often arises from conflicts within an organization as an effect of the organizational change at hand.

Identifying The Main Staff for Transition: success in planned major change within organizations is dependent on how the key staff members support it at various levels of operation.

Considering The Logistics: Some elements must, firstly, be instituted for a project to stand a chance of successful implementation. This may entail acquiring new hardware, software, getting into contracts and seeking and acquiring more staff.