One of the major concepts of Lewin’s change theory is the force field which is the psychological forces in a person’s life space or environment during a given period of time in which the behavior takes place (Burnes & Cooke, 2012). Lewin stated that behavior is a function of the group environment, field, or life space that can be explained by the sub-concepts of force field which are driving or helping forces, restraining or hindering forces and status quo (Shirey, 2013). Lewin defined driving forces such as past, present and future elements, hopes, aspirations and emotional investments as psychological events that are considered a function of the life space which effect a social event in a positive way causing change. Restraining forces was defined by Lewin as forces that propose change and effect a social event in a negative direction preventing successful implementation of the change process. Status quo is a dynamic equilibrium composed of a balance between the driving and restraining forces (Zeigler, 2005).
Motivators are another major concept of Lewin’s theory which he defined as the initial stimuli that convinces individuals of a need for change. The three categories of motivators are confirmation of non-accomplishment which involves information that confirms the fact that the desired job is not being accomplished (Zeigler, 2005). Confirmation of lack of obtainment is information that confirms that what is wanted, needed, or expected, is not obtained and confirmation of lack of growth is information that confirms that growth or maturation is not being achieved (Zeigler, 2005).
Lewin stated that planned change occurs in three stages which are unfreezing, moving and refreezing. Unfreezing is the process that involves pres...
... middle of paper ...
...-8.
Knowles, B. (2013). Reexamining theories of adult learning and adult development through the lenses of public pedagogy. Adult Education Quaterly, 63(1), 3-23. doi:10.1177/0741713611415836.
Lesk, M. (2013). Electronic medical records: Confidentiality, care, and epidemiology. Institute of Electrical and Electronics Engineers, 11(6), 19-24. doi: 10.1109/MSP.2013.78.
McGuire, J.M., Noronha, G., Samal, L., Yeh, H., Crocetti, S., & Kravet, S. (2012). Patient safety perceptions of primary care providers after implementation of an electronic medical record system. Journal of General Internal Medicine, 28(2), 184-192. doi: 10.1007/s11606-012-2153-y.
Shirey, R.M. (2013). Lewin’s theory of planned change as a strategic resource. Journal of Nursing Administration, 18(2), 69-72.
Zeigler, S.M. (2005). Theory-driven nursing practice. (2nd Ed.). New York. NY: Springer.
Most recent theories on motivation conclude that people will start certain behaviors under the belief that this behavior will accomplish desired goals or outcomes. With Lewin (1936) and Tolman (1932) leading the charge, the goal-oriented behavior led researchers to want to understand more on the psychological value people attribute to goals, people’s expectations on reaching these goals, and the structures which keep people striving to achieve these goals. After some recent findings on goal-oriented behavior, researchers were able to differentiate different types of goals, whereas before researchers assumed that goals that were valued the same, with the same expectations of achievement, would need the same amount
Jha, A. K., Burke, M. F., DesRoches, C., Joshi M. S., Kralovec P. D., Campbell E. G., & Buntin M. B. (2011). Progress Toward Meaningful Use: Hospitals’ Adoption of Electronic Health Records. The American Journal of Managed Care, 17, 117-123
Change initiatives are time intensive and exorbitant, which portentously influence an organization’s push toward success. And almost fifty percent of these initiatives are unsuccessful. Given that the certainty of change is inevitable, organizations will be required to determine how to effectively acclimate and endure change. Each tactical change in plans organizations are produced via programs and developments, and thriving organizations manage change by managing their developments and programs effectively.
Abstract: Electronic medical databases and the ability to store medical files in them have made our lives easier in many ways and riskier in others. The main risk they pose is the safety of our personal data if put on an insecure an insecure medium. What if someone gets their hands on your information and uses it in ways you don't approve of? Can you stop them? To keep your information safe and to preserve faith in this invaluable technology, the issue of access must be addressed. Guidelines are needed to establish who has access and how they may get it. This is necessary for the security of the information a, to preserve privacy, and to maintain existing benefits.
With today's use of electronic medical records software, information discussed in confidence with your doctor(s) will be recorded into electronic data files. The obvious concern is the potential for your records to be seen by hundreds of strangers who work in health care, the insurance industry, and a host of businesses associated with medical organizations. Fortunately, this catastrophic scenario will likely be avoided. Congress addressed growing public concern about privacy and security of personal health data, and in 1996 passed “The Health Insurance Portability and Accountability Act” (HIPAA). HIPAA sets the national standard for electronic transfers of health data.
Freudenheim, M. (2010, December 13). Panel set to study safety of electronic patient data. The New York Times. Retrieved from Http://www.nytimes.com/2010/12/14/business/14records.html?_r=1&sq=healthcare informatics patient records&st=nyt&adxnnl=1&scp=1&adxnnlx=1299414338-50ipQCu8c0TGV6j+8bTQUA
Lohr, Steve. “Most Doctors Aren’t Using Electronic Health Records.” New York Times. New York Times, 19 June 2008. Web. 13 Nov. 2011.
Adults are self-motivated. They learn best by building on what they already know and when they are actively engaged (Lindeman, 2010). The approach of adult education revolves around non-vocational ideals and is based on experience rather than subjects (Lindeman, 2010). It helps adults gain knowledge about their powers, capacities, and limitations (Funnell et al, 2012).
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Boaden, R., & Joyce, P. (2006). Developing the electronic health record: What about patient safety? Health Services Management Research, 19 (2), 94-104. Retrieved from http://search.proquest.com/docview/236465771?accountid=32521
One of the change models of Organizational Development was created by Kurt Lewin. It includes three phases: unfreeze, move or change, and refreeze (Lewin, 1951, 1958). Lewin’s model recognizes the impormance of changing the people in organization and the role of top management involvement to overcome the resistance of change.
Hiemstra, R., & Sisco, B. (1990). Moving from pedagogy to andragogy. Foundations of Adult Education: Critical and Contemporary Issues, Retrieved from http://www-distance.syr.edu/literature.html
One theorist that is relevant to this study is Malcolm Knowles’s theory of adult learning. Though Malcom Knowles may not be the first one to introduce adult learning, he was the one that introduced andragogy in North America. (McEwen and Wills 2014). Andragogy means adult learning. The core concept of Knowles’s Adult learning theory is to create a learning environment or awareness for adults to understand why they learn .Knowles developed six main assumptions of adult learners. Those assumptions are the need to know, self- concept, experience, readiness to learn, orientation to learning and motivation. (McEwen and Wills, 2014)
In recent years, electronic health records have become a forefront to quality health care. However, prior to this time medical records were stored in paper charts. Furthermore, even with electronic health records, much patient information is still printed and transmitted along the continuum of care. This continues to allow vulnerability in access to protected patient information and potential for data breaches. Breaches can occur due to human error, improper disposal, hacking of information, and numerous other reasons. One breach occurred due to both human error and improper disposal in a regional hospital located in Pennsylvania.
Oakland, S.J. and S.J. Tanner. A new framework for managing change . 2007. http://www.emeraldinsight.com/Insight/ViewContentServlet?Filename=Published/EmeraldFullTextArticle/Articles/1060190604.html. 04 March 2014.