Change Theory

Question 1

What is a “change agent”?

Answer 1

individuals with formal or informal power who copes with change and assisting others in coping with and adapting to change
EX: CNE who introduces change is responsible to teach nurses and enforce the change

Question 2

What’s the difference between change and transition?

Answer 2

change is a brief, self-limiting event made up of the actual event itself
transition is the passage or process of change from one state to another involving an alteration in identity.

Question 3

What are the 5 characteristics of change?

Answer 3

1. Type
2. Source
3. Intensity
4. Pattern
5. Pace

Question 4

Define “type” as a characteristic of change

Answer 4

Planned: deliberate, collaborative
Unplanned: accidental

Question 5

Explain the difference between internal and external change

Answer 5

INTERNAL refers to change within the organization, for example, changing charting, or how nurses report to each other
EXTERNAL refers to changes made outside the organization that affects those inside it, for example, government cuts funds to nursing

Question 6

What 4 things define the “intensity” of change?

Answer 6

1. STATUS QUO- no apparent change
2. EXPANSION/CONTRACTION- structure and purpose stays the same but the operation changes
3. TRANSITION- changes are made to existing framework
4. TRANSFORMATIONAL-structure and function change

Question 7

Explain “pattern” as a characteristic of change

Answer 7

PREDICTABLE, allows planning time

SUDDEN difficult to respond and adapt

Question 8

Why is “pace” an important characteristic of change?

Answer 8

refers to the rate at which the change occurs, whether or not people have time to accept the changes that will be happening or if they happen too quickly so people feel overwhelmed

Question 9

What are the 4 emerging theories of change?

Answer 9

1. Lewin- Force Field model
2. Lippitt- Phases of change
3. Havelock- 6 step change model
4. Rogers-Diffusion of innovations theory

Question 10

Explain Lewin’s theory of change

Answer 10

*facilitators must exceed the barriers
UNFREEZING-awareness of an opportunity/demand for change, for example, ineffective reporting between nurses
EXPERIENCING THE CHANGE- begin to incorporate changes into daily practice, which starts to change the way you think
REFREEZING- once the changes have been accepted and adopted, and confirmed as successful by observation and analysis

Question 11

What is the purpose of the change process?

Answer 11

• solve a problem
• improve efficiency
• reduce unnecessary workload

Question 12

List the 6 steps in the change process

Answer 12

1. Planning
2. Organizing
3. Implementing
4. Evaluating
5. Seeking feedback
6. Communicating

Question 13

How can “change agents” decrease the level of resistance to change?

Answer 13

• active listening
• legitimize feelings
• remain rationale
• maintain atmosphere of trust and support
• emphasize positive consequences

Question 14

What does the rational-empirical change strategy believe?

Answer 14

• we are rational people who use KNOWLEDGE as a power base to embrace change
• aimed at educating people about available options, assuming that the individuals will change their behaviour as the the new behaviour is more desirable
• Leaders who embrace this strategy expect little resistance to their idea

Question 15

If my ‘change agent’ has embraced the normative-re-educative strategy for promoting change, what does this look like to me?

Answer 15

• focusses on the INTERPERSONAL RELATIONSHIPS within the group
• assumes that socio-cultural norms are fundamental to a person’s behaviour, and that people act in accordance with values and norms
• Some resistance is expected here

Question 16

What are some advantages to the normative-re-educative strategy for promoting change? Disadvantages?

Answer 16

ADVANTAGES
-democratic/flexible
-promotes creativity
-works well for problem-solving
DISADVANTAGES
-detrimental with conflicting values/beliefs or if people aren't willing to compromise
-time-consuming

Question 17

Define driving forces of change

Answer 17

positive, indicate the likelihood of moving toward a goal

Question 18

Define restraining forces of change

Answer 18

obstacles that decrease the likelihood of reaching a goal

Question 19

Define status quo in the process of change

Answer 19

this means that the driving forces are about the same as the restraining forces

Question 20

Explain the “power-coercive” strategy for promoting change

Answer 20

“Do it, or get out”

• using power by a legitimate authority to force compliance with change.
• high level of resistance to change because people don’t like just being told what to do.

Question 21

Explain the paradox-reframing strategy for promoting change

Answer 21

• new ways to think about old problems
• destroys the logic of opponents arguments
• Requires highly motivated leader
• difficult to communicate to large group
• requires creativity and imagination

Question 22

What are the 4 factors affecting change?

Answer 22

1. Change itself- type and scope
2. Target system- past experiences with change, anxiety, loss of control
3. Environment- level of trust, culture and values
4. Potential responses to change- how much resistance do you expect?

Question 23

What are some strategies that can be used to facilitate change?

Answer 23

1. commitment, personal interest in the problem
2. Communication
3. Participation
4. Facilitation
5. Negotiation-give and take
6. Co-optation and manipulation
7. Coercion-power

Question 24

What does co-optation mean?

Answer 24

manipulating a defiant individual to become involved in the change process by assigning them to a change task force

Question 25

What are 3 things a nurse could do to be a good change agent?

Answer 25

1. use decision-making process
2. Think critically
3. work in the system