The Proposed Change
In the current workplace, the most appropriate change would be the increase in the awareness of nurses regarding the methods of dealing with patients with ADHD. It is conditional upon the fact that there are many misconceptions in this area leading to the lack of seriousness when approaching this issue. As a result, the practitioners do not provide the required assistance to people with this condition. Therefore, it is vital to develop a project targeting their understanding and actions deriving from the corresponding needs to improve the mental health of the population.
Steps to Facilitate the Change
In this case, a unit manager would be responsible for facilitating the change as per Lewin’s theory. First, they should demonstrate the statistics of adverse outcomes of untreated ADHD to nursing personnel to convince them of the necessity of a change (“Lewin’s change theory,” n.d.). Second, this task should be followed by an explanation of their benefits in the situation if they help implement the project, including the effectiveness of their work and the decrease in stress. These ideas will be combined at the stage of unfreezing and help make a change in the long run for the benefit of both hospital employees and their patients.
Force Field Analysis: Facilitators and Barriers
The potential facilitators associated with a Force Field Analysis of the proposed change include the agreement of all participants on the necessity of implementing the project after its presentation and the subsequent discussion. These two factors will be beneficial for underpinning the willingness of the personnel to act on factual information and ensuring the inclusion of all nurses in the process (“Lewin’s change theory,” n.d.). In turn, the barriers would be the loss of time by staff and the need to develop new techniques without prior experience. Thus, this information will be utilized for providing direction for the work.
Reference
Lewin’s change theory. (n.d.). Nursing Theory. Web.