Healthcare Questions and Responses, Research Paper Example

Resistance to change is a natural condition. What would you want to learn from an analysis of resistance that might be applied to a successful change product?

Resistance to change is a challenging process because it reflects the inability of individuals to effectively respond to what might turn out to be positive conditions. Unfortunately, acting on impulses to resist to change may have detrimental consequences for some individuals and groups; therefore, it is important to use these experiences as a learning curve to accept change in future settings (Prosci, 2012). Recognizing that being resistant to change may lead to unnecessary negative outcomes that could have been avoided if the change initiative had been accepted and embraced (Prosci, 2012). However, learning how to overcome resistance to change requires an effective approach that may be challenging to accept, yet may lead to great rewards (Ford and Ford, 2009).

Before making the decision to resist to change without hesitation, it is important to evaluate prior experiences in order to determine if change might benefit after all (Ford and Ford, 2009). Change should be explored for its potential advantages, in spite of the fear that may be evident during this practice (Ford and Ford, 2009). An environment that embraces change is likely to experience improved outcomes and lessons learned, particularly when there are other challenges to consider that will impact this group in different ways (Ford and Ford, 2009). Although some people might be resistant to change for their own personal reasons, it is nonetheless important that they reflect upon the different opportunities that are available that have yet to be explored and that could improve outcomes for individuals or for a group of people (Ford and Ford, 2009). It is necessary to refrain from selfish acts of resistance to change in favor of the potential rewards that could be achieved with the development of a successful change initiative (Ford and Ford, 2009).

Which do you feel would be the most difficult stage to accomplish in Kurt Lewin’s theory? Explain.

Kurt Lewin’s Field Theory represents a challenge to the status quo because it requires individuals to think outside the box and to have faith in a process that is not necessarily organized and is not static in nature (Current Nursing, 2011). In this context, it is observed that there are significant factors attributed to the dynamics of change that occur throughout many situations and experiences and that forces are constantly opposing each other and may lead to significant concerns (Current Nursing, 2011). Lewin’s theory is described in several stages and captures the essence of different stages that involve change and how it impacts an individual or an organization (Current Nursing, 2011).

Perhaps the most difficult change to encounter is change from one concept to another because it requires individuals to accept a set of circumstances that they might not be prepared for, and this may lead to resistance and possible negativity regarding these experiences (Current Nursing, 2011). These findings suggest that it is important and necessary to allow individuals and groups to be apprised of the change initiative in advance so that they are prepared to accept and manage the change more effectively (Current Nursing, 2011). Since change is very difficult to accept, it is important to recognize the forces that lead to resistance to change to begin with, including Lewin’s approach to chaos that seems to occur when resistance is likely to occur (Current Nursing, 2011). Under these circumstances, the change stage represents an opportunity to explore the different ideas and approaches so that individuals are better prepared to recognize why they resist to change in the first place and make the changes that are necessary to achieve the desired results (Current Nursing, 2011).

References

Current Nursing (2011). Change theory: Kurt Lewin. Retrieved from http://currentnursing.com/nursing_theory/change_theory.html

Ford, J.D., and Ford, L.W. (2009). Decoding resistance to change. Harvard Business Review, April 2009, 1-8.

Prosci (2012). Neutralizing change threats in the new year: resistance to change. Retrieved from http://www.change-management.com/tutorial-neutralizing-threats-mod3.htm