Lewins Three-Step Model
The approach I would use is Lewins Three-Step Model. The status quo seems obvious; the ER checks and the floor nurses are comfortable doing what they know how to do best. apply Lewins approach this status quo needs must change. Education and dialogue would help unfreeze each conference. A combination of directional the behavior away from the behavior and remove the restraining forces (those who oppose the change). trend would begin with participation and negotiation would begin to refreeze the impending changes as a take of comfort is achieved.
Education and Communication
some(prenominal) teams seem to believe that (1) what they do is more important than the separate group and, (2) rotating to the other group will not benefit them. The solution to these two issues is change magnitude communication, as well as, education. Nursing teams are tightly lace groups which engender trust between each other and their single supervisors. Robbins states, Does it work? It does, provided that the source of resistance is inadequate communication and that management-employee dealing are characterized by mutual trust and credibility (2005, pp. 552). Both supervisors should meet with each team of nurses and express the reasoning croup the change, as well as, address any concerns or questions. Since the level of trust is high within each group a group meeting seems appropriate.
It is imperative that the nurses understand that this is not a permanent change and may become a hospital policy in the future.
Nurses are required to acquire a certain amount of CEUs (Continued Education Units) per year. The supervisors could explain that this will better each team and provide them with a wider variety of tools. much importantly this rotation will afford each nurse with their needed CEUs.
Participation
Since nurses are very involved with each other and...
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