Change Theory In Nursing

Change theory is a systematic method of implementing change. It gives a framework, or roadmap, for change to occur. “Understanding and using a change theory framework can help managers or other change agents to increase the likelihood of success” (Mitchell, 2013, p. 32). The theories are useful to reduce or minimize challenges that arise during the change process. Change “theory can lead to a better understanding of how change affects the organization, identify barriers for successful implementation and is useful for identifying opposing forces that act on human behavior during change, therefore overcoming resistance and leading to acceptance of new technologies by nurses” (Sutherland, 2013, p. 1)
There are many stakeholders that have concerns both within, and outside, the health care facility. These include administrators, nurse/facility educators; direct patient care staff representatives (from nursing [CNA, RN], therapy [OT, PT], radiology, and other patient care areas); staff from employee health, safety, and contracting/purchasing departments; risk manager; engineers/designers; nursing; and
It includes a consideration of aspects of the innovation (or new technology), style of communication, steps in decision making, and the social context. Introducing the change slowly, without pushing the new behaviors allows time for staff to assess its compatibility with the work environment. “Gradual, incremental change occurs slowly, almost imperceptibly, within existing cultures, contexts, value systems, or organizational structures” (Gilley, Godek, & Gilley, 2011, p. 1). By applying this change theory, some stakeholders may adopt the new innovations. They will be a model for those who are uncertain in trying a new clinical behavior. “The objective data may be less important than the clinician’s perception of whether the innovation will be advantageous” (Sanson-Fisher, 2004, para.