The selected tenet of the nursing organizational change theory is unfreezing from Lewin’s theory of change. There are three stages of change according to the model, which includes unfreezing, change, and refreezing (Petiprin, 2020). The tenet of unfreezing is critical because it “is the process which involves finding a method of making it possible for people to let go of an old pattern that was somehow counterproductive” (Petiprin, 2020, para. 5). In other words, it holds meaning for me as a nurse since “it is necessary to overcome the strains of individual resistance and group conformity” (Petiprin, 2020, para. 5). I believe that growth or continuous improvement is congruent or harmonious with the tenet. In my day-to-day practice, I constantly seek more knowledge, find ways to develop better skills, and ask for help from experienced professionals.
There were times when I was challenged to be able to practice in a manner where professional growth and improvement are vital. For example, I worked in an environment where cooperation was non-existent and experienced nurses were not willing to assist me, which severely stagnated my progression. Under such a condition, I lost motivation to be a nurse, but I was able to quickly re-center myself by improving individually through my own mistakes. In order to develop my philosophical, theoretical, and/or operational/practice knowledge around the tenet selected, I will focus on three approaches. These include the need to “increase the driving forces that direct behavior away … decrease the restraining forces that negatively affect the movement from the existing equilibrium … finding a combination of the first two methods” (Petiprin, 2020, para. 5). In other words, I can become more proactive about my improvement rather than being dependent on others, and I plan to learn more about overcoming the growth-preventing barriers.
Reference
Petiprin, A. (2020). Lewin’s change theory. Nursing Theory. Web.