Fdpr Leadership Roles

2722 Words11 Pages
This chapter will discuss leadership skills and roles enable a change to occur in practice, followed by changing management strategies to improve the quality of service regarding family presence during resuscitation (FPDR). Based on literature review findings, the change will be in developing a guideline to support the optional for FPDR.
Change and change agent
There is a vital need from the nurses to take a lead in to change a practice in order to improve the quality of service and maintain patients’ satisfaction (Kerridge 2012a). In order to make a change, it is crucial to from the nurse to take a strategy in which could make an effective change. Change is a value-neutral that defined as a pattern or a process to make alteration based on
…show more content…
These theories of change provide evidence that change can occur successfully. It could be detected and examined by many steps or stages. These theories have been hypothesized to answer the question, “How does successful change happen?” (Kritsonis2005 P: 1). Kurt Lewin’s theory (1947) cited in Wise (2007) is one of the most frequently used methods of change management. Comparing to other models of change, this model has been choosing in this dissertation as it provides a vigorous, theoretical sight of the change. It is also, one of the simplest models and easy to implement (Barr and Dowding 2008). It is important to highlight on that Lewin’s model is usually focuses on driving forces and resistance forces. The driving force is when the change agent attempts to initiate the change while resistance force is when the individual refused to follow to change (Kritsonis 2005). In this case, the driving force will potentially have to deal with resistance from those who do not want or like change. This can be described as barriers to change and the leader has to take a position toward the resistance force. This model has three stages which are mainly processes that lead to change: unfreezing, changing, and refreezing. These will now be discussed and the application to clinical practice demonstrated throughout each…show more content…
According to Barr and Dowding (2008), the change agent should monitor the outcome of the new change and measure the level of people’s adoption to it. This can be achieved by conducting a Survey to evaluate staff’s acceptance regarding the new policy regarding FPDR (Holzhauser and Finucan’s 2007). Also regular auditing within the institution to examine the accomplishment and highlighting on any problems or interference is recommended. In case change has not been adopted and implemented successfully, the change agent need to review the changing process again through unfreezing and changing stages and make a commitment to the change (Marquis and Huston
Open Document