Change is the key to moving towards better future. The activities and processes, which do not undergo appropriate changes, face certain risks related to becoming uncompetitive and inefficient. The change theory, used to provide effective changes, possesses certain drawbacks, which create obstacles on the way to achieving the goals set by the change agents.
Change theory presents a group of methods aimed at efficient planning of activities required to provide a certain change. The most widely used change theories are those developed by Reddin, Lewin, Rogers, Havelock, and Lippitt (Swansburg & Swansburg, 2002, p. 271). Lewin’s theory is considered one of the most popular ones. It involves three stages. The unfreezing stage occurs when the change agent is motivated “by the need to create change” (Swansburg & Swansburg, 2002, p. 271). The moving stage occurs when the powerful person influences the change agent while gathering information and making a plan. On the refreezing stage, the change is established and integrated into the value system. Lippitt’s theory comprises four stages: assessment, planning, implementation, and evaluation.
Change theory may benefit modern nursing a lot. Lewin’s change theory is used in administrative and clinical nursing situations, as nurses can use the theory to identify and solve problems (Ziegler, 2005, p. 220). Modern nurses can be compatible in the world of healthcare by being the change agents. For example, Lewin’s change theory can be used by nurse managers for providing better management aimed at creating the best conditions for effective work of nurses. Before implementing the change, the nurse manager analyzes the driving and restraining forces, which should not be equal. Otherwise, such equilibrium will make the changes impossible. It will cause serious difficulties faced by the change agents while planning and maintaining the changes. Lipitt’s theory is also regarded as suitable for being used in nursing, as it uses the notions that are similar to the ones used in the nursing process (Mitchell, 2013, p. 33). On the stage of assessment, the nurse makes a detailed assessment of the patient for determining his/her needs (Mitchell, 2013, p. 33). On the stage of planning, the nurse cooperates with people who can help to define the actions needed to be taken to address the identified needs. The implementation includes the process of maintaining the change. Evaluation occurs while terminating the helping relationship (Mitchell, 2013, p. 33).
The inherent weakness in change theory that affects real life situations and gives rise to difficulties in the process of applying this theory is related to its inability to create an effective strategy for confronting resistance to change. Resistance to change is a common response to attempts to provide a change, as change evokes stress. Even if the change agent follows all stages described in different change theories, the resistance to change among the participants involved in the process of providing it can still be too high. It results in inefficiency of all actions taken to move in the direction of desired change. Therefore, the existing change theories should be further investigated and tested to encourage the process of creation of successful strategies for overcoming difficulties faced by change agents.
Though application of change theory brings certain results related to providing necessary changes, the inherent weakness of this theory presents certain risks that affect the effectiveness of the activity of change agents.
References
Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management, 20(1), 32-37.
Swansburg, R. C., & Swansburg, J. S. (2002). Introduction to management and leadership for nurse managers (3rd ed.). Sudbury, Massachusetts: Jones & Bartlett Learning, Inc.
Ziegler, S. M. (2005). Theory-directed nursing practice (2nd ed.). New York: Springer Publishing Company.