Evidence-Based Practice
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Institutional Affiliation
Evidence-Based Practice
Organizational change model is a valuable framework for enabling the effective as well as sustainable change for responsible healthcare individuals. Change management within healthcare can be said to be a long process that helps in improving medical issues.
Roger’s diffusion is an innovation theory, particularly good within the theoretical framework. Various models can significantly help in understanding the concept of PICOT question (Kaminski, 2011). For instance, the Roger’s diffusion of innovative theory is among the oldest theories of social sciences.
In this case, the “Change Theory” has been utilized as a way for enhancing three major concepts, including restraining forces, driving forces, in addition to equilibrium. The change theory has often been a good way for guaranteeing healthcare improvement. With reference to the PICOT question, it is essential that change is implemented especially when evidence based research recommends for change of practice to improve quality of care.
Rogers’ diffusion of innovation theory is a significant example as well as theory seeking for explaining why, how, as well as what new ideas are rated. In simple terms, the “diffusion of Innovation” was initially discussed in 1903 as a way of influencing innovation at all levels (Vardaman, Rogers & Marler, 2020). The “Change theory model is very developed besides being considered as an influential story.
Roger’s diffusion of innovation theory is mostly comprised of influential theory. According to this theory, it is very imperative in facilitating change since patient’s needs is the key. Besides, the Lewin’s Change Theory is the most influential theory that has theorized a three-stage model of change management. This change model is considered as a dynamic model that focuses on balancing individuals. (Sasaki, 2018). This change theory is composed of the restraining forces, driving forces, and the equilibrium, which are very good at facilitating change and ensuring safety.
Change management in healthcare is a way of offering framework to guide individuals through change. There are steps involved in change management. The first step is involved with preparing the hospital organization with the needed change. In this case, the manager has the obligation of assisting employees in recognizing and understanding the reasons and need for change. The second step is the crafting of a vision and plan for change (Mohammadi, Poursaberi & Salahshoor, 2018). This plan should be capable of accounting for any roadblocks or unknowns that might emerge during the process of implementing change.
The third stage is involved with implementing the required changes. It is mostly involved with the organization’s strategy, structure, systems, processes, employee behaviors, as well as other aspects depending on specific needs. During this implementation stage, change managers should always ensure that they are capable of taking the necessary steps of achieving the initiative’s goals.
Another significant change is concerned with embedding change within an organization’s culture and practices. In this case, it is the obligation of change managers in preventing a reversion towards status quo or even the prior state. This is especially crucial for the organizational change that are associated with processes, culture, workflows, as well as strategies (Masri, Vashu, Ahmad, Azfar, Abdul & Rahman, 2018). Besides, without an adequate healthcare plan, nurses might consider backsliding into the customary ways of protecting patients, especially during the transition period.
The final step of change model is involved with reviewing the progress and analyzing results. During this stage, change managers take the responsibility of conducting analysis as well as reviewing how a business leader can be capable of understanding of whether a change initiative is successful. This process is also a way of offering valuable insights as well as lessons that can easily be leveraged within future change efforts.
From a personal perspective, I can apply the implementation process since it is the only way of executing and implementing change, therefore, I would considerably refer to evidence-based research to analyze the best option between using soap water and hand sanitizers. The implementation stage would be applied by ensuring that there is an effective implementation that likely achieves the goals of a healthcare project of implementing the best practice so as to improve patient satisfaction. Besides, “preparing the organizing for change is also a crucial step that should be utilized by managers to focus on assisting employees on recognizing and understanding why change is