CHANGE THEORIES

Change TheoriesNameInstitutionInstructorCourseDate Change TheoriesOrganizational leaders need to understand diverse change theories and their application to ensure a successful change process. Based on the intended changes, different change theories can be applied to facilitate a smooth transition. Two change theories that can be used include the Lewin’s change theory and Rogers change theory (Radin, 2018). Due to the benefits associated with this change, a successful achievement of the change objectives will improve the achievement of healthcare goals. These change theories aim at understanding people’s perceptions within organizations as they strive to achieve the desired objectives (Radin, 2018). The two theories perceive change as a process that is highly dependable on individuals and their readiness to adapt the new changes. The Lewin’s theory has three phases while the Roger’s change theory has five phases. Lewin’s first phase is unfreezing from the normal operations to accommodate the new changes (Radin, 2018). The second phase is moving to the new level where individuals transit to new behaviors. The last phase is unfreezing where the new changes are integrated into every day actions. All members go through the three stages to achieve desired results regardless their personality and other factors that may affect the change process (Dimitri, Cameron, & Ben, 2016). On the other hand, the Roger’s change theory focuses on why some individuals are willing to accept change than others and has five stages of change that include the awareness stage, persuasion, decision, implementation, and continuation (Dimitri, Cameron, & Ben, 2016). This theory categorizes participants of a change process into innovators or change implementers, early adapters who quickly adopt to change, early majority who are cautious about change, late majority who are change skeptics, and the laggards who stick to tried and true methods (Dimitri, Cameron, & Ben, 2016).The most effective change theory to apply in the EBP project is Roger’s change theory as it puts emphasis on understanding personality traits to determine how and what level members are able to adapt to change or how to deal with resistance to change (Moller et al., 2017). By analyzing the members of an organization, a nurse leader is able to determine where each member fall on the Roger’s stages of change theory. Since the innovators and early adopters are comfortable in adopting the new change, they can participate in the early phases of implementing the change as well as influence other employees to adopt the new changes (Moller et al., 2017). My mentor has previously used the Lewin’s change theory where some of the desired targets were not achieved. This theory does not involve all participants in the innovation stage where some members are resistant to the new changes (Moller et al., 2017).ReferencesDimitri, B., Cameron, D., & Ben, J. (2016). Organizational change theory: implications for health promotion practice, Health Promotion International, 31(1), 231–241,Moller, A. C., Merchant, G., Conroy, D. E., West, R., Hekler, E., Kugler, K. C., & Michie, S. (2017). Applying and advancing behavior change theories and techniques in the context of a digital health revolution: proposals for more effectively realizing untapped potential. Journal of behavioral medicine, 40(1), 85–98. Radin, A. (2018). The change maker’s playbook: How to seek, seed, and scale innovation in any company. Stratford: City Point Press.

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