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LeadershipandManagementinNursing
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LeadershipandManagementinNursing
KeySteps
Lewin's model involves unfreezing, moving, and refreezing. The unfreezing process involves
changing the current way of doing things by invoking a new thought process. The change phase
involves moving towards the new way of thinking and doing things, and the refreezing stamps
the new change as the current phase (Burnes, 2019). On the other hand, Quinn's model involves a
choice between death and change. Death comes when an individual or organization refuses to
adapt to a new way of life, making the organization irrelevant. Change comes when there is the
adaption to new change; thus, relevance is maintained (Winn, 2018). The world around us is
changing; hence adaption is necessary from within and without. Organizations change when
people make new adaptations and become obsolete (die) when employees refuse to change.
DecisionTreeProcesstoEachModel
The status quo has to be challenged at the organization for unfreezing to occur.
Unfreezing must involve employees in the potential change process through motivation and
involvement in the decision-making process. The change or movement process involves
knowledge sharing from the management to facilitate acceptance of the new way of doing things.
The acquired processes must be reinforced to become the new norm hence the refreezing stage.
Reinforcement is not a one-time responsibility but a continuous process that makes the change
the new status quo. Quinn's model involves adaption to new processes that promote
organizational life and longevity. Awareness is necessary and is created from the management
level to other levels. It is impossible to adapt to change without knowing what the new trends are
or the impact on the organization. The management must put efforts in place to identify such
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trends and look at ways of adapting if the organization is to stay relevant. New trends and
customer requirements chart the direction an organization takes, and the management assigns
responsibilities to employees in the evaluation process to ascertain the best way of adaptation.
StrategiestoOvercomeResistancetoChange
Resistance to change is likely when the change is not well communicated to organization
employees. People are resistant to change since it requires functioning out of the comfort zone.
Organizations are not different, and resistance is likely, thus requiring measures to overcome the
opposition. Effective communication is necessary for a change process, and the management is
tasked with creating and communicating awareness of the intended change. Effective
communication requires making employees understand the need for the change, and engagement
is paramount in the communication process. Implementation must also be rolled out in stages to
make the process more fluid.
OrganizationalStructureandProcess
Different organizations have different structures and processes which determine how
change is implemented. For example, larger organizations have more hierarchies than smaller
organizations. The change process is thus more challenging for a larger organization with more
hierarchies than the latter. A functional structure groups employees based on similar functions,
whereas a matrix structure combines a functional and divisional structure (Sullivan, 2019). There
is more autonomy in the matrix structure, and it is more likely to be used in large organizations.
The change implementation process would differ based on the structure in place. A flat
organizational structure is less formal and does not have a top-down decision-making process.
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Change is easier in this model since hierarchies are not involved in the decision-making process,
which means that change is easier to implement than in a hierarchical matrix structure.
HealthcareFinanceattheMicroLevel
Financing involves budget processes that change depending on new trends and needs. For
example, technological trends dictate revised budgets which equate to adaptation to change. The
management must implement the change for it to reflect in the budget. Productivity is
determined by relevance, and new trends and customer needs may result in some employee
services being irrelevant, thus affecting productivity. Cost containment goes in hand with
productivity, and the less productive employees and processes are likely to be cut off to save
costs. Nursing is directly impacted by financing as it determines the quality of service provided.
Finance impacts healthcare and nursing hence the need for relevance occasioned by adaptation to
new ways of doing things. Trends and customer needs impact financing at the organizational
level.
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References
Burnes, B. (2019). The origins of Lewin’s Three-Step Model of Change. The Journal of Applied
Behavioral Science, 56(1). https://doi.org/10.1177/0021886319892685
Sullivan, J. (2019). Four Basic Elements of Organizational Structure. Small Business –
Chron.com. Retrieved 1 April 2021, from https://smallbusiness.chron.com/four-basic-
elements-organizational-structure-288.html.
Winn, B. (2018). Leadership and deep change: The business case for organizational
virtuousness. People & Strategy, 41(4). Retrieved 1 April 2021, from
https://go.gale.com/ps/anonymous?id=GALE
%7CA558672898&sid=googleScholar&v=2.1&it=r&linkaccess=abs&issn=19464606&p
=AONE&sw=w#:~:text=Quinn%20proposes%20that%20as%20the,environment%20and
%20within%20our%20organizations.
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