Change Models in Nursing Administration

Transcultural Nursing Theory

Developer: Madeleine Leininger.

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Description of the theoretical perspectives

The theory emphasizes the importance of examining such factors as culture-related values, beliefs, and other relevant characteristics of individuals for providing effective healthcare. The author of this theory believes that a deep understanding of the patient’s cultural roots is likely to assist in providing essential emotional support and establishing a healthy environment. This theory might be applied to preparing patients for negative health conditions (McFarland, Mixer, Webhe-Alamah, & Burk, 2012).

Pros and cons concerning organizational change

The key benefit of the theory is that it targets to extend the scope of nursing practice. Hence, nurses are supposed to study their patients from a new perspective enhancing their professionalism considerably (McFarland et al., 2012). Also, the theory is based upon the real practice – the author bases her recommendations on the personal experience of working in hospitals and clinics.

In the meantime, the appearance of the theory dates back to the 90s; therefore, it fails to consider the changes of the modern environment, i.e. the globalization impact according to which the socio-cultural differences are gradually leveling out.

Theory of Human Caring and Human Science

Developer: Jean Watson.

Description of the theoretical perspectives

The theory focuses on the promotion of caring interpersonal attitude (Lukose, 2012). The author emphasizes the importance of care that is expressed in the way of love, support, belief, commitment, etc. One of the pivot aspects of the described theory is meditation practices that are supposed to help patients get tuned in the positive reinforcement. The theory likewise implies the need for self-care and self-appreciation.

Pros and cons concerning organizational change

The emphasis on self-care is a positive aspect that might assist nurses in promoting effective post-recovery in patients. Also, the theory offers generally positive attitudes towards people and events that are likely to assist in establishing healthy doctor-patient relations (Lukose, 2012).

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Meanwhile, some of the theories theses lack the rationale. Hence, for instance, the author refers to various metaphysical and spiritual concepts that are doubtful from the scientific perspective.

Change Theory

Developer: Kurt Lewin.

Description of the theoretical perspectives

The theory suggests a step-by-step guideline for effective change implementation. In the context of this theoretical model, three key stages of change are distinguished: unfreezing, movement, and refreezing (Burnes & Cooke, 2013). Thus, to ensure successful change implementation, it is essential to determine the drivers that motivate people to change something or the restraining forces that cause social resistance to change.

Pros and cons concerning organizational change

The theory offers a concise change plan that is logically constructed and simple to implement. Also, the examination of drivers and restraining forces are an effective independent tool for the assessment of change prospects. Nevertheless, the author does not offer relevant evaluation tools to determine the completion of the target stages. Hence, it might be rather problematic to assess the movement phase, for example (Shirey, 2013).

Theory of Health Behavior Change

Developer: Polly Ryan.

Description of the theoretical perspectives

The theory puts a particular emphasis on the important role of the behavior change that determines the relevant health-related outcomes. It is proposed that to achieve the target treatment results, it is essential to enhance the patients’ social integration and foster their self-regulation skills. The engagement in the behavior patterns is supposed to result in improved health status (Lustria et al., 2013).

Pros and cons concerning organizational change

From the positive perspective, the theory implies the increase in the intrinsic motivation – the patients receive additional drivers, develop the sense of competitiveness, and seek to enhance the progress. From a negative standpoint, the impossibility of achieving quick recovery results might lead to general frustration and the return to negative behavior patterns (Lustria et al., 2013).

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Reference List

Burnes, B., & Cooke, B. (2013). Lewin’s Theory of Planned Change as a strategic resource. International Journal of Management Reviews, 14(4), 408-425.

Lukose, A. (2012). Developing a practice model for Watson’s theory of caring. Nursing Science Quarterly, 24(1), 27-30.

Lustria, M. L. A., Noar, S. M., Cortese, J., Van Stee, S., K., Glueckauf, R. L., & Lee, J. (2013). A meta-analysis of web-delivered tailored health behavior change interventions. Journal of Health Communication, 18(1), 1039-1069.

McFarland, M. R., Mixer, S. J., Webhe-Alamah, H., & Burk, R. (2012). Ethnonursing: a qualitative research method for studying culturally competent care across disciplines. International Journal of Qualitative Methods, 11(3), 259-279.

Shirey, M. R. (2013). Lewin’s Theory of Planned Change as a strategic resource. Journal of Nursing Administration, 43(2), 69-72.

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StudyCorgi. (2020, November 25). Change Models in Nursing Administration. Retrieved from https://studycorgi.com/change-models-in-nursing-administration/

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"Change Models in Nursing Administration." StudyCorgi, 25 Nov. 2020, studycorgi.com/change-models-in-nursing-administration/.

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StudyCorgi. "Change Models in Nursing Administration." November 25, 2020. https://studycorgi.com/change-models-in-nursing-administration/.

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StudyCorgi. 2020. "Change Models in Nursing Administration." November 25, 2020. https://studycorgi.com/change-models-in-nursing-administration/.

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StudyCorgi. (2020) 'Change Models in Nursing Administration'. 25 November.

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