Organizational Change Leadership in Nursing

Taking a different route to class can be described as a small change. However, the change will be characterized by new sights, experiences, and encounters. When taking a different route, it will be appropriate to leave earlier in order to be in class on time. It is undeniable that I will see different objects and meet new people. However, it would be impossible to change my route to class on the day of my final exam.

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This is the case because the move can interfere with my schedule or affect my level of concentration. The change also presents both negative and positive aspects (Batras, Duff, & Smith, 2014). For instance, the change can affect both my schedule and class performance. The positive thing is that I will learn new ideas, meet different people, and encounter various challenges that can strengthen my goals.

The above scenario can be used to describe the issues surrounding a ‘minor’ change from a nurse administrator’s perspective. For instance, the members of staff will be against the new change since it affects their daily schedules. However, nurses who embrace the change will acquire new competencies that can be used to deliver positive results and improve patient outcomes (Wong, 2015). The minor change will guide the administrator to introduce new concepts and norms in the workplace. The change should be introduced at the right time to minimize resistance. The administrator should tackle the problem of resistance and offer the right support to ensure the new change is implemented successfully.

Human beings encounter new changes throughout their lives. The outstanding change that occurred in my life was the loss of one of my relatives. The sudden death affected me because I was unable to cope with the situation. The change made it hard for me to focus on my studies. It was also quite troubling to associate with different family members. Within the first three weeks after the loss, I was disturbed and incapable of accepting the situation (Batras et al., 2014). I felt a sense of hopelessness after the death.

Fortunately, I was able to cope with the situation after several months. I believe that I would have reacted differently if I had adequate information. With a proper understanding of coping strategies, I would have found it easier to deal with the loss (Wong, 2015). This scenario explains why individuals should embrace new information in order to deal with troubling situations and address the changes affecting them.

The use of Kurt Lewin’s model made it easier for me to accept the change. The model begins with the unfreezing stage. During the phase, I allowed myself to mourn and cry. I took some time alone in order to reflect and find the meaning of life. The second stage is known as changing (Wong, 2015). During the phase, I accepted the reality and communicated with more people in order to feel empowered. I kept myself busy and chose to focus on my future goals.

It was easier for me to accept the reality and move on with my life. The final stage is refreezing and made it easier for me to reinforce the new change and accept the reality. I kept myself busy and found it easier to focus on my future objectives and goals. Although it took several months to cope, I eventually managed to come up with a new meaning for my life using Lewin’s model.

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Batras, D., Duff, C., & Smith, B. (2014). Organizational change theory: Implications for health promotion practice. Health Promotion International, 31(1), 231-241. Web.

Wong, C. (2015). Connecting nursing leadership and patient outcomes: State of the science. Journal of Nursing Management, 23(1), 275-278. Web.

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