Theoretical Foundation of Nursing PDF

THEORETICAL FOUNDATION OF NURSING OTHER NON-NURSING THEORIES (SYSTEM & CHANGE THEORY) within an organizations. Department, work groups, business units, f...

THEORETICAL FOUNDATION OF NURSING OTHER NON-NURSING THEORIES (SYSTEM & CHANGE THEORY) within an organizations. Department, work groups, business units, facilities and individual SYSTEM THEORY employees can also be considered component subsystems of an organization first introduced in the 1940’s by biologist Ludwig Von Berta Lanffy Important Point of View of an reminds us with the value of integration of parts of a problem Organization problems cannot be solve as well if they are a system is commonly defined as a group of interacting considered in isolation from interrelated units or elements that have a common goal components ❖ open systems - a system that has external system theory is a conceptual framework interactions based on the principle that the component such interactions can take in the form of parts of a system can best be understood in information, energy, or materials transfers the context of the relationships with each into or out of the system boundary depending other and with other systems rather than in on the discipline which defines the concept isolation ❖ closed system - completely isolated from its a management methodology as it is a way of environment analyzing and thinking about organizations a closed system, perspective used and also an alternative approach organization as relatively independent a theory that sees an organization as a set of environmenta influences interrelated and interdependent parts ❖ subsystem - a unit that is part of the larger the system theory focuses on understanding system the organization as an open system that another term super system - a system transforms inputs into outputs compose of two or more systems which is system theory began to have a strong impact called as the “ super system” on a management on 1960’s as a way of ❖ synergy - is a process in which individuals or thinking about managing techniques that would companies combine their resources and efforts allow managers to related different specialties to achieve more productivity, efficacy, and and parts of a company to one another as well performance than they could do when they are as to external environmental factors alone system theory focuses on the organization as ❖ entropy - the measurement of degree of a whole, its interaction with the environment randomness and its need to achieve balance increase in the disorganization within a system PREMISES OF A SYSTEM THEORY organizations, like living organisms, are made up POINT OF VIEW of numerous component subsystems that must Goal seeking - a system is goal-seeking by definition work together in harmony for the greater system when the definition of a system says that a to succeed system components work together to achieve a organizational success relies on synergy, common objective that means only that the interrelations and interdependence between systems seeks to complete a goal different subsystems Input - additional, something that is added the most valuable component of a company, in every system has definitely an input employees make up various vital subsystems ALLIAH FRANCINE M. RECIO 1 THEORETICAL FOUNDATION OF NURSING OTHER NON-NURSING THEORIES (SYSTEM & CHANGE THEORY) System - is a set of related components which work KURT LEWIN CHANGE MODEL together in a particular environment to perform Driving Forces – push us in certain whatever functions are required to achieve the systems direction that causes change to occur. objective They facilitate change because they Output - the result push the patient in desired direction. every system has output, it is fair to say that a They cause a shift in the equilibrium system may be evaluated by determining its towards change. output if the result is what actually the objective Restraining Forces Feedback - mechanism that can ascertain whether the Equilibrium outputs of the system are what they should be if not, a system should have the ability to adjust Three Stages in this Nursing Theory its inputs or processes to improve the outputs. UNFREEZING – process in which finding a The ideal system is self-regulating, the feedback method in making it possible for people to let mechanism is an information system that maybe go of an old pattern that is somehow counter automated or may be manua. productive. It is necessary to overcome the strange in individual resistance and group FRAMEWORK OF SYSTEM conformity. INPUT There are three methods that can lead in the Physical achievement of UNFREEZING Human Increase driving forces – which Financial direct behavior away from the Information existing situation or what we call System - called the “transformation”, system helps us status qou to achieve the output Decrease the restraining forces that TRANSFORMATION negatively affect the movement Workers from the existing balance or Activity equilibrium Technology Finding a combination of the first Administration System two methods that change state which Control System also called moving to the new level OUTPUT or movement involves a process of Product & Services change, thoughts, feelings, behavior Financial or all of this three that is in some Human Results way more liberating or productive CHANGE - The concept of change management CHANGE THEORY is a familiar one in most of the institutions, organizations, or businesses that we see today, but how businesses manage change and how “change” is a common thread that trans to all successful they are, varies enormously businesses regardless of size, industry, and how depending on the nature of the business. The long they are in an industry. The world is change and the people involved and a key part changing fast and as such organizations much of this depending on how far people within it change quickly also. understand and accept the change process Organizations that handle changes, they can REFREEZING – establishing the change as a thrive. While those who do not, may struggle to new habbit so that it is now will become the survive. ALLIAH FRANCINE M. RECIO 2 THEORETICAL FOUNDATION OF NURSING OTHER NON-NURSING THEORIES (SYSTEM & CHANGE THEORY) new standard operating procedure, without this foundations as they might not be able to support ad ons, final stage it can be easy for the patient to go unless this is done, the whole building may be at risk of back to old habbit collapsing CHANGE (OLD WAY GOING TO THE NEW WAY) PROCESS The first part of change processs usually the UNFREEZE most difficult and most stressful, when you TRANSITION start cutting down the way things are done FREEZE before, you put everyone and everything off balance. UNDERSTANDING LEWINS CHANGE MODEL You may evoke a strong reaction in people and If you have a large cube of ice, but realize that that’s exactly what you need to be doing, by what you want is a cone of ice, what do you do? forcing the organization to re-examined its First you must melt the ice to make it core, you effectively create a controlled crisis, amenable to change (unfreeze). Then you which in turned can build a strong motivation must mold the iced water into the shape you to seek out a new balance or a new equilibrium, want (change). Finally, you must solidify the without this motivation, you will not be able to new shape (refreeze) get the participation necessary to effect any meaningful change. After the uncertainty To begin any successful change process you must created in the unfreezes stage, the change first start by understanding why the change must stage is where people begin to resolved their take place. As Lewin put it, motivation for change uncertainty and look for new ways to do must be generated before any changes will occur. things. People start to believe that an act in One must be held to re-examine many cherish ways that support the new direction. assumptions about oneself and one relations to the The transition from the unfreeze to change others. does not happen overnight. It is not easy. People take time to embrace new direction and participate proactively in the change. UNFREEZING (CHANGE WILL BEGIN) A related change model; a change carb focuses The first stage of change involves preparing the on the specific issue of personal transitions in organization to accept that is change is a changing environment and it is useful for necessary which involves breakdown the understanding this specific aspect in more existing status qou before you can build up a detail. new way of operating. In order to accept the change and contribute Key to this is developing a compelling message in making the change successful, people need showing why existing doing things can no longer to understand how the changes will benefit continue. This is easiest to frame when you can them. Not everone will fall in the line just point to the clining performance and to because the change is necessary and will introduce your new processes. This will show benefit the company, this is a common that things have to change in a way that assumption and pitfall that should be avoided. everyone can understand and to prepare the Unfortunately, some people will genuinely be organization or group successfully, you need to harmed by change, particularly those who start at its core. You need to challenge the benefits strongly from the status qou. beliefs, values, attitudes and behviors that Others may take a long time to recognize the currently defines it. change brings and you need to foresee and Using the analogy of a building, you must manage this situations. examine and be prepared to change the existing ALLIAH FRANCINE M. RECIO 3 THEORETICAL FOUNDATION OF NURSING OTHER NON-NURSING THEORIES (SYSTEM & CHANGE THEORY) REFREEZE in terms of change required and then When the changes are taking shaped and emphasize the ‘why’ ‘why is the need for change’ MANAGE AND UNDERSTAND – Manage and people have embraced the new ways or understand the doubts and concerns. Remain working, the organization now is ready to open to everyone and address in terms of need refreeze. If the organization already have to change. stable organizational chart, consistent job descriptions, then we can say that the organization is finally ready to refreeze. PRACTICAL STEPS IN USING FRAMEWORKS The refreeze stages also needs to help people (CHANGE) and the organization internalize or 1. Communicate often institutionalize the changes, this means Do so through the planning and implementation making sure that the changes are use all the of changes. OPEN COMMUNICATION. Describes time and that they are incorporated into the benefits. Explain how the changes benefits everyday activity or business. everyone and Prepare everyone for what is With a new sense of stability, employees much coming feel confident and comfortable with the new 2. Dispel rumors ways of working and as part of refreezing Answer questions openly and honestly. Deal process, we have to make sure that we with the problems immediately and relate the celebrate the success of change. This helps need for change back to the operational people to find closure, thank them for necessity enduring a painful time and help them believe 3. Empower Action that future change will be successful. Provides lots of opportunity for employee involvement and have line managers provide day to day direction until they become used to UNFREEZE – ensure that employees are ready it. for change 4. Involve people in the process CHANGE - execute the intended change Generate shorter means to reinforce the REFREEZE – ensures that the change becomes change, negotiate with external stakeholder as permanent necessary such as employees organization. PRACTICAL STEPS IN USING FRAMEWORK PRACTICAL STEPS IN USING FRAMEWORK (UNFREEZE) (REFREEZE) DETERMINE – Determine what needs to be 1. Anchor the changes into the culture – Identify what change. We do survey, survey the organization supports the change and we identify barriers to understand current condition or state and to sustain change understand why change must take place 2. Develop ways to sustain the change – Ensure leadership ENSURE – Ensure there is a strong support sport, we create reward system and from upper management. Uses stakeholder establish feedback system and adapt organizational analysis and stakeholder management to structures as necessary identify and win the support of key people 3. Provide support and training – keep everyone informed within organizations and supported all throughout CREATE – Create the need for change. Create a 4. Celebrate success compelling message as to why change has to occur. Use you vision and strategy as Lewins Change Model is simple and easy to supporting evidence. Communicate the vision understand framework for managing change. ALLIAH FRANCINE M. RECIO 4 THEORETICAL FOUNDATION OF NURSING OTHER NON-NURSING THEORIES (SYSTEM & CHANGE THEORY) By recognizing these three distinct stages of change, we can plan to implement the required changes. We can start by creating the motivation to change or unfreeze and move through the change process by promoting effective communication and empowering people to embrace new ways to working (change) and process ends when you return the organization to a sense of stability (refreeze) which is necessary in creating confidence from which to impart on the next inevitable change. Stage 1 – During the status qou. Peoples reaction will be shock and there will be denial Stage 2 – There will be disruption. People will have the feeling of anger and fear at the same time Stage 3 – Exploration stage. People started to accept the change Stage 4 – Rebuilding which we get the commitment of people from our organization ALLIAH FRANCINE M. RECIO 5