An electronic record system is the best way of having communication between healthcare providers and many aspects of providing patient care. It helps in recording critical incidents where communication is an essential part of root cause analysis. In this case scenario, the Local Health District’s executive team including a senior nurse leader who reviewed information on the state’s quality improvement website (Bakari, Hunjra & Niazi, 2017). To do this, the nurse leader of two hundred bed hospitals called nurse unit managers for advice and meeting of trending communication errors. The nurse leader advised that computer hardware and systems will be available for installation (Bianchi, Bagnasco & Bressan et al., 2018). The nurse unit manager will lead this change to address the issue of patient safety. In this essay, change management will be discussed with the application of the Lewin model of change and the critical evaluation between transformational and authentic leadership.
There are many reasons for adopting electronic health records system as it is implemented in the healthcare organizations to have interaction with all groups such as innovation and organization. Electronic health records are the ability to exchange health information electronically to provide higher quality and safer care for patients by creating tangible enhancements for the organization (Lv & Zhang, 2017). Electronic health records provide good management to patients and healthcare service providers by providing accurate, complete, and up-to-date information. It enables coordinated and efficient care for quick access to patient records (Wojciechowski, Pearsall & Murphy et al., 2016). Healthcare convenience is improved with patient and provider communication and interaction. Electronic health records provide a reduction in medical error, diagnosis of the patient, and safer care. This helps in the reduction of costs through decreased paperwork, reduced duplication of testing, improved patient safety, and thus leading to improved health (Davis, 2018). Electronic health records also help in maintaining the security of patient’s electronic information with clinicians and patients. They help in promoting accuracy, a complete documentation system, and legibility. Hence, there is a great need for electronic health records to maintain all the levels of quality patient care. This needs to change the management of healthcare providers with the use of the Lewin model.
Change is necessary for nursing practice to accept the challenges aiming at complexities and challenges in the healthcare environment for providing quality patient care. Here, comes the role of nursing leader to evolve the change among healthcare professionals with guidance and various frameworks and theories to effectively support the change process in shaping a healthy work environment (Hidayat, Hariyati & Muhaeriwati, 2020).
The changes are being made in the healthcare organizations to refine and advance management and leadership skills for change. The forces change initiatives are taken for implementing a good change with the context of advancing institutional objectives and goals (Rocha, Munari & Ribeio et al., 2017). This family and patient-centered model help in providing reliable and safe care. The nursing leaders ensure day-to-day operations in units to make changes in the healthcare system. The nursing leaders continue to struggle for the frequency of leading change.
Kurt Lewin proposed the unfreezing-change-refreezing model for organizational development. This is the three-step model that is used to examine and identify the factors that influence the situation. The theory requires leaders to reject prior knowledge and replace that with a new one. The idea of doing this relates to the potency of forces, the need to diminish, and strengthening to bring about change (Lumbers, 2018). Lewin describes this process as a dynamic balance that has to be maintained between the forces working in the opposite direction. The important step of this model that will be included is unfreezing that involves a process of finding a method to assist an individual to drop down the old behavior and facilitating individuals to overcome resistance and group conformity. This is the stage of disequilibrium that occurs disruption into the system (Bender, 2016). The successful change strengthens driving forces and weaknesses in the system. Three methods can be used such as an increase in driving forces that directly influence existing situations, a combination of different methods, and a decrease in restraining forces that negatively affect the movement from status.
The second stage involves moving and change with the use of thoughts, behavior, and feelings. The staff should be involved to make changes so that they are encouraged to view a problem with a new perspective, work and find relevant information, and connect with powerful leaders to support the change (Lee & Lee, 2015). This is the most difficult stage for the leaders to make changes in the system because there is a lot of uncertainty and fear with the change. Hence, her support team is required to have clear communication and reach the desired change.
The last stage will cover refreezing that includes forming and adopting a new habit. This stage is referred to make a change to have a good implementation process so that it could be stuck for a time. Success at this stage refers to creating a new stare and its performance is set to high levels of expectations. This model is accepted widely in healthcare settings and needs the efforts of an effective leader to be aware of change models (Salinas, Johnson & Conrardy et al., 2019). The change in an organization can be developed with the help of building a relationship, diagnosing a problem, acquire resources for change, establishing and accepting a change, selecting a pathway for the solution, and maintenance and preparation.
This will be the model that will help the nursing managers to adopt new methods of maintaining health records and helping the patients in the quality of healthcare services. The change will highly affect the organization in stabilizing and maintaining the process (Harris & Mayo, 2018). Effective communication strategies, education, support system, and staff responses are all included during implementation. The change could be successfully implemented with strong and effective leadership (Pryby, 2016). As an example, supervision committee wants to review the report of medical errors in the hospital. Then, the nursing head asked the nurse unit managers to follow electronic reporting system and involved herself in the mechanism also. The nursing head encouraged all the members by motivating and convincing them. It was found that transformational leadership was the best method to encourage the teammates and step ahead for patient quality in healthcare. The leadership theory help to enhance the positive attitudes and positive psychological abilities of both followers and leaders to contribute to the development of the training program.
Transformational leadership is defined as the generation of enthusiasm with consideration, vision, opportunities for employees, trust, role modeling, and trust of employees. Transformational leadership allows the person to have a positive relationship between followers and leadership behavior and attitudes. The transformational leadership style helps in strengthening individuals to enhance their full potential, skills, efficacy, abilities, and self-esteem (Rocha et al., 2017). This helps in boosting intrinsic motivation that provides enjoyment of continued and focused engagement. This style of leadership has positive effects on motivating subordinates with an evidence-based approach. However, on the other hand, authentic leadership is used to draw a positive psychological capacity with the result of high development in an organizational context (Davis, 2018). Authentic leaders have importance towards moral and ethical values so that one can behave inconsistently by creating a reliable and ethical culture within the organization. Only the leaders that are expected to have long-term efficiency are expected to have success in the organizations. This means that honesty, integrity, reliability, ethics, and moral values are based on strong principles. Transformational in this sense is more suitable it helps in motivating the individuals and engaging them to do certain types of work so that nursing leaders of the organization can do, what they are supposed to (Bakari et al., 2017). This leadership after comparison is reflected as it helps the followers to experience commitment and motivation to recognize issues. Whereas authentic leadership has a great sense of self so that they stand on important values, beliefs, and issues. Transformational leadership helps in transforming the sense of transforming organizations and others by representing ethics and values. The leaders by using this form become powerful in focusing on positive vision, attention to uplift needs of followers, stimulation of ideas with a great purpose (Hidayat et al., 2020). Though, there are some similarities between transformational and authentic leadership regarding self-confidence, high moral standards, resilience, and hopefulness. The authentic leaders in the settings are only considered as role models to make change and transformation. However, authentic leaders don't need to be having qualities such as the charisma of transformational leaders (Davis, 2018).
Hence, as discussed in the essay Lewin's model of change will help in bringing out the change among the nursing staff so that successful implementation by staff could be done with the help of an electronic record system. This will help in improving communication and analyzing the root cause of the problem. The transformational leadership style will help in focusing on positive vision, stimulation of ideas, and attention to uplift the needs of followers. The Local Health district’s executive team will help senior nurse leaders to review the quality improvement of the state. Leadership can be followed and responded to the behavior positively. Engagement, health, indeed, and wellbeing of the nursing team. The leadership theory will help to enhance the positive attitudes and positive psychological abilities of both followers and leaders to contribute to the development of the training program. The three stages of the Lewin model will be considered to protect the health and wellbeing of the patients. Staff and patient safety are of great importance in strengthening the value of employees and systems.
Bakari, H., Hunjra, A. I., & Niazi, G. S. K. (2017). How does authentic leadership influence plan organizational change? The role of employees' perceptions: Integration of theory of planned behavior and Lewin's three-step model. Journal of Change Management, 17(2), 155-187. https://doi.org/10.1080/14697017.2017.1299370
Bender, M. (2016). Conceptualizing clinical nurse leader practice: An interpretive synthesis. Journal of Nursing Management, 24(1), E23-E31. https://doi.org/10.1111/jonm.12285
Bianchi, M., Bagnasco, A., Bressan, V., Barisone, M., Timmins, F., Rossi, S., ... & Sasso, L. (2018). A review of the role of nurse leadership in promoting and sustaining evidence‐based practice. Journal of Nursing Management, 26(8), 918-932. https://doi.org/10.1111/jonm.12638
Davis, C. R. (2018). Administrator leadership styles and their impact on school nursing. NASN School Nurse, 33(1), 36-39. https://doi.org/10.1177%2F1942602X17714202
Harris, J., & Mayo, P. (2018). Taking a case study approach to assessing alternative leadership models in health care. British Journal of Nursing, 27(11), 608-613. https://doi.org/10.12968/bjon.2018.27.11.608
Hidayat, A. T., Hariyati, R. T. S. H. S., & Muhaeriwati, T. M. (2020). Applicability of Lewin’s change management model for optimization management function in nursing delegation between head nurse and team leader: A Mini Project in Jakarta Military Hospital. International Journal of Nursing and Health Services (IJNHS), 3(4), 471-478. https://doi.org/10.35654/ijnhs.v3i4.68
Lee, L. Y. K., & Lee, J. K. L. (2015). Leading and managing change in education: Putting transformational leadership into practice. Studies and Practices for Advancement in Open and Distance Education, 1. https://www.stou.ac.th/lcm2016/Uploadfile/Studies-and-Practices-for-Advancement-in-ODE.pdf#page=10
Lumbers, M. (2018). Approaches to leadership and managing change in the NHS. British Journal of Nursing, 27(10), 554-558. https://doi.org/10.12968/bjon.2018.27.10.554
Lv, C. M., & Zhang, L. (2017). How can collective leadership influence the implementation of change in health care?. Chinese Nursing Research, 4(4), 182-185. https://doi.org/10.1016/j.cnre.2017.10.005
Pryby, F. K. (2016). Improving the charge nurse's leadership role: A Collaborative Learning Forum. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?referer=https://scholar.google.com/&httpsredir=1&article=3560&context=dissertations
Rocha, B. S., Munari, D. B., Ribeiro, L. C. M., & Rego, L. G. (2017). Evidence in nursing leadership development through action research: An integrative review. People Management, 1, 4. http://dx.doi.org/10.5216/ree.v19.46827
Salinas, D., Johnson, S. C., Conrardy, J. A., Adams, T. L., & Brown, J. D. (2019). Sustaining nursing grand rounds through interdisciplinary teamwork and inter-organizational partnership. AJN The American Journal of Nursing, 119(4), 41-48. 10.1097/01.NAJ.0000554547.03020.a2
Wojciechowski, E., Pearsall, T., Murphy, P., & French, E. (2016). A case review: Integrating Lewin’s theory with lean’s system approach for change. Online Journal of Issues in Nursing, 21(2). 10.3912/OJIN.Vol21No02Man04
Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Nursing Assignment Help
Proofreading and Editing$9.00Per Page
Consultation with Expert$35.00Per Hour
Live Session 1-on-1$40.00Per 30 min.
Doing your Assignment with our resources is simple, take Expert assistance to ensure HD Grades. Here you Go....