Text book- Leading and Managing in Nursing Author: Yoder-Wise, Patricia Publishe

Text book- Leading and Managing in Nursing Author: Yoder-Wise, Patricia Publisher: Elsevier Edition: 7th Availability: Campus Bookstore
Research Lewin’s Change Theory (presented in Chapter 18) for planned change and describe the change process and how each of the below can positively or negatively impact the change process.
* Resistance
* Attitudes and behaviors
* Change agents and communications
Be sure to apply concepts from the readings and research. For your initial post, you must have two references, one from your textbook and one peer-reviewed scholarly journal (no blogs, Wiki, or other schools of nursing websites) in the current APA Style. For each response post, you must have one peer-reviewed scholarly journal reference. Each reference must have a corresponding in-text citation.
ABOVE IS ORIGINAL TOPIC TO GIVE YOU A GENERAL IDEA OF WHAT is being talked about !! DO NOT RESPOND TO ORIGINAL TOPIC. ONLY RESPOND TO 2 PEERS LISTED BELOW WITH THEIR OWN IN TEXT CITATIONS AND REFERENCES. PLEASE USE FOLLOW UP QUESTIONS for each student IN APA FORMAT
Peer 1: Carolina
Lewin’s Change Theory, also referred to as the Three-Step Model or Unfreeze-Change-Refreeze Model, provides a framework for understanding and implementing planned change within organizations. This three-stage change process comprises unfreezing, changing and refreeze (Malik, 2023).
Kurt Lewin’s three-step change theory provides an effective model for initiating change within organizations. These steps include:
Unfreezing: This step involves creating a sense of discontent with the status quo by either emphasizing its flaws or proposing an improved future vision (Lewin’s change theory, 2020).
Change: At this stage, the organization undergoes actual changes that involve alteration to processes, structures, or behavioral elements of its operations (Lewin’s change theory, 2020)..
Refreezing: Refreezing involves solidifying changes made, and preventing them from returning back to their previous state. This may require providing training, support, and rewards for adopting new behaviors (Lewin’s change theory, 2020)..
Lewin’s change theory can be applied to all kinds of change, but is especially effective for planned change. Planned change refers to change that is intentional and deliberate – usually initiated by management but it could also come from employees or other stakeholders (Yoder-Wise & Sportsman, 2023).
Three areas that effect change are resistance, attitudes and behaviors, and change agents and communications. 1) Resistance. Opposition to change is a common reaction among individuals and groups facing organizational change, often brought on by fear of the unknown, loss of control or perceived negative consequences (Malik, 2023). Resistance can slow progress by creating barriers. But by actively engaging stakeholders in the change process and understanding individual concerns and motivations better as well as offering clear communication, resistance can become an ally and turn into positive force instead of becoming an obstacle. 2) Attitudes and Behaviors. Individual and group attitudes and behaviors play a vital role in the change process (Malik, 2023). Positive attitudes can foster engagement, collaboration and adaptation while negative attitudes may sabotage it; when individuals believe in its benefits and embrace new ways of thinking or working they increase its likelihood of success. Change agents must ensure positive engagement through communication, education and decision-making processes to bring about effective transformation efforts (Lewin’s change theory, 2020). 3) Change Agents and Communications. Change agents are individuals or groups responsible for initiating and implementing change, playing an essential part in helping facilitate its implementation (Malik, 2023). Effective agents play an essential role in making change possible. Leaders need strong leadership abilities, the capacity for effective communication, and the capacity to motivate and inspire others (Yoder-Wise & Sportsman, 2023). Positive and open communication are essential for effective change management. Clear and open communication helps all parties involved to understand the need for change, the vision behind it and anticipated results. Additionally, this provides opportunities for feedback, addressing concerns and offering support – while poor or insufficient communication or lack of involvement of change agents could result in miscommunication, resistance or lack of commitment, potentially derailing any efforts at change.
Lewin’s Change Theory emphasizes the significance of understanding and addressing factors that could impede change processes (Yoder-Wise & Sportsman, 2023). Resistance can be transformed into an effective force by addressing concerns and engaging stakeholders; positive attitudes and behaviors support change while negative ones hinder its progression; change agents are essential components to successful implementation, so recognizing and addressing such elements enables organizations to navigate change more successfully, increasing chances for successful results.
 
References:
Lewin’s change theory. Nursing Theory. (2020, July 19). https://nursing-theory.org/theories-and-models/lewin-change-theory.php
Malik, P. (2023, May 2). Lewin’s 3-stage model of change theory: Overview. The Whatfix Blog | Drive Digital Adoption. https://whatfix.com/blog/lewins-change-model/
Yoder-Wise, P. S., & Sportsman, S. (2023). 18. In Leading and managing in nursing. essay, Elsevier.
Peer 2: Melanie
According to Yoder-Wise (2018), Planned change, or first-order change, focuses on improving current practices and processes. Lewin’s emphasis on change was influenced by his broader social concerns, particularly in resolving social conflicts. Lewin believed that the essential component for resolving conflicts lay in learning (Mcgarry, Cashin, & Fowler, 2012). By acquiring new understandings, individuals could transform their perspectives, thereby facilitating resolution.
-Resistance
Resistance can impede progress as people feel threatened by proposed changes or have concerns about negative outcomes. Transparent communication, active participation, and addressing underlying concerns can reduce adverse effects and promote successful change (Yoder-Wise 2018).
-Attitudes and behaviors
Having a positive mindset and exhibiting behaviors, like being receptive to change, having a desire to learn, and being adaptable, can facilitate a more seamless transition. People who accept the change and actively engage in the process can serve as role models to others.
-Change agents and communications
Change agents play a crucial role in initiating and guiding the change process. The effectiveness of these agents and their communication strategies have a significant impact on the success of the change. Effective communication is vital as it builds trust, communicates the vision and purpose of the change, addresses concerns, and provides timely updates (Yoder-Wise 2018). Establishing clear, transparent, and two-way communication channels promotes understanding, minimizes resistance, and encourages active engagement throughout the change process.
Reference
Mcgarry, D., Cashin, A., & Fowler, C. (2012). Child and adolescent psychiatric nursing and the “plastic man”: Reflections on the implementation of change drawing insights from Lewin’s theory of planned change. Contemporary Nurse: A Journal for the Australian Nursing Profession, 41(2), 263–270.
Yoder-Wise, P. S. (2018). Leading and Managing in Nursing. Mosby.