EBP Intervention for Staffing Shortages in Long Term Acute Care Hospital
Compare and contrast two change theories, and determine which theory makes the most sense for implementing your specific EBP intervention. Why? Has your preceptor used either theory, and to what result? EBV intervention for Staffing Shortages in Long term acute care hospital
Sample Paper
EBP Intervention for Staffing Shortages in Long Term Acute Care Hospital
The two change theories that can be applied during the evidence-based practice intervention for staffing shortages in long-term acute care units are Kotter’s and Lewin’s change theories. Kotter’s eight steps of establishing change include establishing urgency, creating a guiding coalition, developing a strategy and vision, involvement of all stakeholders and enlisting volunteers, removal and reduction of barriers, the generation and focus on short-term wins, the keeping of momentum and the anchoring of new approaches in the culture (Pollack & Pollack, 2017). On the other hand, Lewin’s change management model includes three main stages of implementing changes include unfreezing, changing, and refreezing. The unfreezing stage includes introducing change and educating involved parties, while the changing stage includes implementing the change, the refreezing stage includes making the introduced changes part of normal operations (Hussain et al., 2018).
Kotter’s eight steps change management theory is the most effective in the implementation of an EBP intervention for staffing shortages in the long-term acute care hospital. Relying on Kotter’s 8 step process, a sense of urgency would be created in the healthcare facility to address staffing shortages. The establishment of a coalition of different stakeholders would be developed with a clear vision and strategy on how to address the staffing shortages. All the stakeholders would also be enlisted while the removal and reduction of barriers related to addressing staffing shortage challenges will be considered. Finally, the focus would shift on generating and focusing on short-term wins related to addressing the challenge of staffing shortages, keeping the momentum, and anchoring new approaches in the organizational culture of a long-term care unit.
Yes, my preceptor confirmed to have consistently relied on Kotter’s eight-step plan to introduce various interventions in the long-term care unit.
References
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123–127. https://doi.org/10.1016/j.jik.2016.07.002
Pollack, J., & Pollack, R. (2017). Using Kotter’s Eight Stage Process to Manage an Organisational Change Program: Presentation and Practice. Systemic Practice and Action Research, 28(1), 51–66. https://doi.org/10.1007/s11213-014-9317-0
