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Theoretical Matrix

Matrix of Theoretical Models

Theoretical Model Description of Theoretical Model Type of health care change situation where model best applies
Kurt Lewin’s Change model. Lewin’s model allows viewing change as a series of forces working in different directions. According to Lewin (1947), change may be achieved in one or two ways: increasing the force for change in the desired direction or reducing the strength of opposing forces (Spector, 2010).
Lewin provides to agents with a three –steps process for implementing planned changes:
1. Unfreeze: The forces and workers associated in keeping resistance acquire an understanding of variances that exist between current practice and behavior and desired activities and behavior. One of the critical elements of unfreezing is to break the group inertia, to change the status quo.
2. Moving or changing is the second stage for this theory. In this step, the group alters its performance or habits. Depending on the new objectives, subsequent revised policies, procedures, and operating practices are introduced.
3. Refreezing: Third and last stage in this theory: Change is assumed and new status quo is established. At this point, changes are already executed and monitored, and adjustments are conducted if necessary. Additional organizational goals are reinforced by subsequent changes in daily activities.
This theory hinges on the presence of a driving and a resistant force. The driving forces are the change agents, who are pushing employees in the direction of change. They are the facilitators of change and the. On the other side, the resistant forces are the employees confronting the proposed change. For this theory to be efficacious, the driving force has to control the resistant force. In nursing, Lewin’s change theory can be used to bring about planned change.
Applying the unfreezing stage.

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