Stage Two: Move/Action
Training/focus groups on cultural awareness among staff nurses
Ongoing ethics training classes in cultural diversity (benefits patients as well through nursing action)
CNL takes charge through implementing ethical standards of conduct:
Breaks up cliques through job rotations
Job performance evaluations include issues personal conduct toward other staff, including appropriate sanctions.
Rewards (recognition, praise) for incentives to promote cultural diversity in the workplace by nurses.
Relocate/terminate those nurses who continue to be forces of resistance to positive change.
Change action efficacy measured by ongoing anonymous nurse surveys on issues of nurse unity/disunity in the workplace, with suggestions for tweaking change.
On-going emphasis on professional standards of nursing creates unity among nurses.
Stage Three: Re-Freeze
Identify those action steps that resulted in change; standardize those practices that have an evolutionary...
However, change is a necessary process as social, spatial, and temporal characteristics are dynamic and subject to multiple forces at any given instance. When a problem is clearly identified as being a disruptive element for a professional setting such as the work environment of a nurse, there are several change model options for getting from problem to solution.
References
Dellasega, C. (2009). Bullying Among Nurses. American Journal of Nursing, 52-58.
Kritsonis, A. (2005). Comparison of Change Theories. International Journal of Scholarly Academic Intellectual Diversity, 1-7.
Krugman, M. (2009). Barriers to successful journal club outcomes. Journal for Nurses in Staff Development, 100-101.
Leasure, A., Stirlen, J., & Thompson, G. (2008). Barriers and facilitators to the use of evidence-based practice. Dimensions of Critical Care Nursing, 27(2), 74-84.
