Change and Conflict Management in Nursing

qualify and participation Management in NursingJon Teegardin falsify and negateChange and passage of arms occur in all aspects of our society. In nursing, it is important to site and embrace transmit, address and resolve remainder, and do so in an hard-hitting and efficient manner. This paper leave present descriptions of intensify theories, engagement theories, and how a nursemaids ability to handle both fag end upgrade or hinder effective leadership. Additionally, the leader as a reposition over agent will be discussed.Change TheoriesWhile thither argon numerous theories of transfigure that exist, in the profession of nursing there ar tether main theories that ar consistently seen through unwrap the healthcargon industry. These theories atomic number 18 Lewins system of change, Rogers change opening, and Spradleys change possibleness.Lewins change theory plausibly the most recognizable theory of change is that presented by Kurt Lewin. His theory involves thr ee stages to change unfreezing, moving, and refreezing (Stolley, 2005). Two shoves are present in this theory, the driving force, or those pushing for a particular change, and the immune force, those who are resistant to the change. For change to occur the driving force or agents for change, must be stronger than the resistant force. In the unfreezing stage, the driving force develops a method that allows pile to permit go of the current, unproductive flair of doing something. By finding this method, individual underground to the change is beat. In the moving phase, individuals are encouraged to change their way of thinking, feeling, or behavior to the new method. Finally, in the refreezing stage, this change becomes the new garments and ultimately the standard operating procedure.Lewins theory is also referred to as the force field theory that states an judicature attempts to take a state of counterw cardinal between change forces and restraining forces (Swanson, Creed, 2014). Change agents are the forces for change and must overcome the restraining forces to make the change successful.Rogers change theoryEverette Rogerss theory is a modification of Lewins change theory and involves five stages. The stages are awareness, interest, evaluation, implementation and betrothal (Boston University crop of Health, 2013). Rogers theory is typically applied to long terminal figure projects. In the awareness stage, individuals are exposed to the new idea or abut but lack all of the information ab bulge out it. In the interest stage, the individual is interested in the new idea and seeks out additional information. The next stage is the evaluation stage where the individual determines how to moderate the idea or process to their situation and decides whether or not they emergency to try it. The implementation stage occurs when the individual decides to make full intent of the idea or process. Finally, in the adoption stage, the individual decides to co ntinue to occasion the new idea or process.Rogers theory is an example of affable cognitive theory. Change does not occur immediately among all those presented with the change. there are actually five groups of people that implement the change over time. These groups are innovators who are leaders that embrace the change immediately, early adopters who are also leaders but will follow innovators, the early legal age who are the bulk of the followers, the late majority who include skeptics of the change, and finally laggards who are resistant to change (Kaminski, 2011).Spradleys change theorySpradleys change theory is also a derivative of Lewins theory of change that involves an eight step process. The difference in Spradleys theory is that it provides for ceaseless evaluation of the change during implementation to ensure it is successful. The eight steps are credit of a need for change, diagnosis of the problem, analysis of alternative solutions, selection of the change to be i mplemented, plan the change, implement the change, evaluate the implementation, and stabilize the change (Stolley, 2005). Spradleys theory also allows for the investigation of multiple alternatives to the problem. The change agent initiates the process by recognizing a problem, defining the problem, and create different solutions to the problem. Throughout the process, there is the constant evaluation that improves the chances for implementing a relevant, and effective solution. Spradleys theory can be an instrument of societal change (change from the bottom up) or corporal change (from the top down).Conflict theoriesThe constant change that nurses encounter in the healthcare industry causes fighting. There are four main conflict theories organizational conflict theory, social conflict theory, social cognitive theory, and social exchange theory.Organizational conflict theoryOrganizational conflict theory identifies conflict on several levels. Interpersonal conflict is between wo rkers in an organization. Conflict can also occur between departments within an organization. Finally, conflict can occur between organizations. Some conflict is considered healthy for the organization as it promotes creativity and ultimately, productivity (Deutsch, 2000). The key to management of this type of conflict is communication to manage the conflict and develop cooperative solutions. loving Conflict TheoryThis theory contends that conflict exists between people because individuals are motility to act based on their own desires rather than the desires of others. This can be applied to classes of people. For example, social conflict theory says that the wealthy act to maintain their wealth, while the poor act to increase their wealth. Karl Marx is often cited as developing social conflict theory through his writings where he discussed the constant struggle between factory owners and factory workers during the industrial revolution in Europe (Segal, Smith, 2015).Social cogn itive TheorySocial cognitive theory states that accomplishment occurs in a social context and most learning is based on observations (Denler, Wolters, Benzon, 2014). It is also applied to classroom motivation and achievement. It states that people have an ability to influence their behavior and their environment in a manner that is in alignment with their goals.Social convert TheorySocial exchange theory states that affinitys have give and take, but the balance of these exchanges arent always equal (Changing Minds, 2014). This theory explains how we feel about a relationship based on our perception of what we put into the relationship versus what we get out of it, what kind of relationship we think we deserve, and whether we can have a best(p) relationship with someone else.Handling ConflictIt is important as a healthcare leader to quickly identify conflict and respond to it in a positive manner. The first step to solvent conflict is to spot that conflict arises out of differe nces between individuals, departments, or organizations (Segal, Smith, 2015). Whether these differences are real or perceived, they are equally important to both parties. How a leader responds to conflict can either lead to a resolution, or create more than conflict.Examples of unhealthy responses to conflict include failure to recognize the importance of the flesh out of the conflict, explosive, angry, or resentful reactions, inability to compromise, and fear or avoidance of conflict. These responses will erode the respect your subordinates have for you and hinder your ability to be a leader (Deutsch, 2000).Examples of healthy responses to conflict include calm and respectful reactions, a readiness to forgive and forget animosity related to the conflict and move forward without harboring feelings of resentment or anger, courage to face conflict steer on, and seeking compromise while avoiding punishing.Leader as a change agentThe nurse leader uses their power sources to act as a change agent. They must use their image of power to promote intimacy of staff in the project to gain keep and commitment (Daly, Speedy, Jackson, 2015). The nurse leader must demonstrate their knowledge and competency through their technological power. They must also use their connection power to communicate with others to communicate the elements of change as well as receive feedback of opinions and doubts of others (Daly, Speedy, Jackson). Their use of referent power to gain the respect of others helps the nurse leader to persuade and travel others to accept change as well. By approaching change in a positive manner, the nurse leader has the ability to gain support for the change among subordinates throughout the department and organization.ConclusionConflict and change are ever present in the healthcare environment, due to the dynamic disposition of the industry. The ability of the nurse leader to effectively promote change, while recognizing and resolving conflict among staff are critical skills that the successful leader must have. Recognizing that conflict and change are necessary to improve care and foam creativity is the important first step towards effectively managing both.ReferencesBoston University School of Health. (2013). Diffusion of Innovation Theory. Retrieved March 31, 2015, from http//sphweb.bumc.bu.edu/otlt/MPH-Modules/SB/SB721-Models/SB721-Models4.htmlChanging Minds. (2014). Social Exchange Theory. Retrieved March 31, 2015, from http//changingminds.org/explanations/theories/social_exchange.htmDaly, J., Speedy, S., Jackson, D. (2015). Leadership nursing Contemporary perspectives (2nd ed.). Elsevier Health Sciences.Denler, H., Wolters, C., Benzon, M. (2014). Social Cognitive Theory. Retrieved March 31, 2015, from http//www.education.com/reference/article/social-cognitive-theory/Deutsch, M. (2000). The handbook of conflict resolution theory and practice. San Francisco, Calif. Jossey-Bass.Kaminski, RN MSN PhD(c), J. (2011). Diffusi on of Innovation Theory. Retrieved March 31, 2015, from http//cjni.net/journal/?p=1444Segal, Ph.D., J., Smith, M.A., M. (2015). Conflict Resolution Skills. Retrieved March 31, 2015, from http//www.helpguide.org/articles/relationships/conflict-resolution-skills.htmStolley, K. (2005). The basics of sociology. Westport, Conn. Greenwood Press.Swanson, D., Creed, A. (2014). Sharpening the Focus of Force Field Analysis. diary of Change Management, 14(1), 28-47.