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Leadership Concept Analysis: Resistance to Change

Introduction

Change in a medical organization can support the health needs of different patients. Organizational change can encounter different obstacles from different employees. For instance, the procedures, cultures, and policies existing in a health institution can affect the success of every proposed change. Medical experts must be ready to deal with every kind of resistance. This paper analyzes the issue of “Resistance to Change” in medical institutions.

Significance of the Topic

The topic “Resistance to Change” encourages leaders to deal with various obstacles that make it impossible for their employees to support every targeted change. Some factors can result in resistance to change. Some examples include “threats to power or influence of various individuals within an organization” (Watson, 2008, p. 55). Some “obstacles such as lack of time, competent leaders, and financial resources might result in resistance” (Tyler, Lepore, Shield, Looze, & Miller, 2014, p. 324). A positive approach to these obstacles will encourage more individuals to support the proposed change. A detailed understanding of this topic will make it easier for hospitals to realize their health goals.

Literature Review: Overcoming Resistance to Change

Mangers must support their workers before implementing the targeted change. This approach will inform every worker about the issues surrounding the targeted change. Managers must collaborate with their employees in order to identify the possible sources of resistance. Many obstacles also make it impossible to have effective changes in different nursing homes. According to Tyler et al. (2014, p. 327), “residents, members of staff, and families can resist different changes”.

Such individuals fail to cooperate thus making it hard to achieve the best goals. Effective “communication and training programs can overcome this kind of resistance” (Tyler et al., 2014, p. 332). Continued education will equip more people with appropriate strategies towards dealing with various challenges (Stonehouse, 2012, 2013). The strategy will ensure every change succeeds.

Clark (2013, p. 72) supports “the use of a Trans-Disciplinary Inquiry Approach (TIA) towards supporting different changes”. This approach produces “a new paradigm that supports better practices such as healing and caring” (Clark, 2013, p. 74). The strategy uses reflective techniques to analyze the nature of every identified obstacle. This method produces positive ideas that improve the level of collaboration. A new idea emerges thus making it easier to support the targeted change.

Application to Nursing

The above topic means a lot to every nursing leader. Many nursing institutions cannot achieve their goals within implementing new changes. This discussion explains why leaders should empower their nurses in order to support every new change. According to Stonehouse (2012, 2013), such managers should deal with various obstacles to change. The practice will also encourage more nurses and clinicians to work as teams and deal with every challenge affecting their working environments. This approach will promote new changes that can improve the level of patient care. This topic is applicable in every nursing organization. The topic encourages individuals to support every proposed change. Such institutional changes will produce better strategies towards addressing the health needs of different patients (Clark, 2013). Nursing leaders must embrace the above strategies in order to implement their changes successfully.

Conclusion

Resistance to change makes it impossible for an organization to achieve its goals. Managers must identify the best strategies and approaches towards dealing with such obstacles. Communication “is an effective tool towards implementing the targeted change” (Watson, 2008, p. 57). Managers must embrace the above concepts and ideas in order to implement their organizational changes successfully. Every clinician should support the proposed change in order to offer quality medical care to his or her patient.

Reference List

Clark, C. (2013). Resistance to Change in the Nursing Profession: Creative Trans-disciplinary Solutions. Creative Nursing, 19(2), 70-76.

Stonehouse, D. (2012). Resistance to Change: the Human Dimension. British Journal of Healthcare Assistants, 6(9), 456-457.

Stonehouse, D. (2013). Resistance to Change: The Organization Dimension. British Journal of Healthcare Assistants, 7(3), 150-151.

Tyler, D., Lepore, M., Shield, R., Looze, J., & Miller, S. (2014). Overcoming Resistance to Culture Change: Nursing Home Administrators’ Use of Education, Training, and Communication. Gerontology & Geriatrics Education, 35(1), 321-336.

Watson, J. (2008). Social Justice and Human Caring: A Model of Caring Science as a Hopeful Paradigm for Moral Justice for Humanity. Creative Nursing, 14(2), 54-61.