Change Models
In business, change is something that is inevitable for all firms. Those who are able to effectively adapt can make adjustments with transformations in consumer tastes and the economic cycle. To fully understand the most effective strategies requires comparing and discussing the Lewins Change model with the Bullock & Battens approach. During this process, there will be a focus on why these models were chosen and how they can be used effectively inside an organization. Together, these elements will highlight the benefits of each one and the way they can allow firms to evolve with the challenges they are facing over the long-term. (Taylor, 2012)

Comparing, Contrasting and Discussing the Lewins Change Model with the Bullock & Battens Philosophy

The Lewins Change model is focused on a three step process. The most notable include: challenging the status quo, creating transformations and implementing lasting shifts. Challenging the status quo is when executives…...

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References

Taylor, V. (2012). Leading for Health and Wellbeing. New York, NY: Springer.

Change Model and Addiction
In our society physicians fill the roles of diagnostician and healer but another role equally important is that of aiding patients to understand and take ownership of their own health and guide them in making decisions and any necessary changes to improve that health. Dietary restrictions, stress management, and exercise programs are common interventions prescribed by physicians but none of these will be successful without a change in the patient's behavior. Without that relapses are common and consistent, life-long behavioral changes are difficult to implement.

We need only to look at the rows of books in stores or the numerous resolutions made at the beginning of every year to know that change is a popular topic, but it is often easier said than done. Physicians can promise a patient improvement in health and back it with scientific evidence but that does not guarantee patients will be motivated to…...

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References

Arkowitz, H, & Lilienfeld, S 2007, 'Why Don't People Change?', Scientific American Mind, 18, 3, pp. 82-83, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

Arkowitz, H, & Westra, H 2009, 'Introduction to the special series on motivational interviewing and psychotherapy', Journal of Clinical Psychology, 65, 11, pp. 1149-1155, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

Feldstein, S, & Forcehimes, A 2007, 'Motivational Interviewing with Underage College Drinkers: A Preliminary Look at the Role of Empathy and Alliance', American Journal of Drug & Alcohol Abuse, 33, 5, pp. 737-746, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

Heather, N 2005, 'Motivational interviewing: Is it all our clients need?', Addiction Research & Theory, 13, 1, pp. 1-18, Psychology and Behavioral Sciences Collection, EBSCOhost, viewed 26 December 2010.

At this stage, the patient plans to make positive changes within one month. The staff needs to reinforce the ideal that the patient has what it will take to succeed (Walker, Greene, & Mansell, 2006). ewarding small initial steps is an important part of helping patients in this stage of development.
The next stage is the action phase, which usually lasts for 3-6 months (Prochaska & DeClemente, 1982). During this time, the patient is actually practicing the new behavior on a daily basis. They are in the process of restructuring old cues, relying on social support, realizing their self-efficacy in achieving the changes. During this stage, the patient may feel as sense of loss of things that they used to enjoy. The patient needs encouragement to continue on their path to healthy behavior. They need a support network upon which they can rely to help encourage them in their new…...

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References

Buckworth, J., Lee, R., & Regan, et al. (2007). Decomposing intrinsic and extrinsic motivation for exercise: Application to stages of motivational readiness. Psychology of Sport and Exercise. 8 (4), 441-461.

Ciccomascolo, L. & Riebe, D. (2006). Setting the Stage for Physical Activity for Secondary

Students: Want to Get Students Moving? Try the Stages of Change Model. JOPERD

The Journal of Physical Education, Recreation & Dance. 77 (9), 34.

Change Model Overview
The first step in assessing the need for change is the collection of internal data. Surveys will be used to question the hospital staff regarding not only their practice of hand washing on a daily and hourly basis, but also their knowledge about the importance of hand hygiene in general. Thus, the survey will include three major components: hand washing, knowledge of health codes and understanding of concepts behind the need for proper hand washing. This survey will be based on a Liekert scale, rated 1 to 5, with 1 being strongly disagree and 5 being strongly agree. Results can then be compared to different hospital facilities.

Within the context of this research, the primary problem is the fact that a lack of proper hand hygiene can result in increased risks of spreading hospital based infections. When nursing staff fails to adhere to proper compliance codes ultimately risks…...

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Prior research has already shown that enhanced scrutiny over hand hygiene can help keep risks of spreading bacteria to a minimum. Jones (2014) illustrated the correlation between hand hygiene and reducing risks of spreading infections within hospitals. Brooks (2013) illustrated the need for external regulators to step in to healthcare settings in order to increase adherence to health and safety codes. This intervention is successful, however, it must be followed up with proper staff education and training (Schub & Caple, 2014). Staff should also understand how to handle hand hygiene when working with various equipment as well (Wyeth, 2013). Using stricter adherence to regulations followed by staff certification is thus a successful intervention for the primary problem.

This intervention could come in the form of a training and certification process that is tailored to each department within the hospital setting. Different aspects of staff activity can dictate what type of training would be needed for what positions in the facility. Certification classes can be held for all levels of hospital staff in order to ensure that everyone within the healthcare facility has an in-depth knowledge of hand hygiene practices as well as reasons for proper adherence to reduce the risk of spreading infections. A two hour course would help provide hospital staff with tools they can actually use in the field.

This would ultimately provide a model for healthcare facilities to follow in regards to how to increase levels of hand hygiene to fight future risks of bacteria spreading to patients. Certification allows for education to be dispersed to hospital staff, thus ultimately increasing their accountability as well. With the certification, no staff can claim they did not understand the importance of hand hygiene. Such a model can then be translated into international health practices, as developing nations can emulate the combination of regulations and certification to help reduce risks worldwide. Healthcare facilities all over the globe could adopt similar certification practices, thus reducing risks of infection for patients all over the world.

Lewin's Three Step Model
eview of the Existing esearch Findings in This Domain

Lewin's 3 Step Model to Counter esistance to Change

Application of Lewin's Change Model in a Manufacturing Industry

The Change Process Implementation Using Lewin's 3 Stage Model

The process of change in any organization involves the process that enables a company to take control over the implementation of improvement mechanisms. Such improvement and change entails the transition of individuals, teams and organizations from a present state of existence within the organization to a predefined and desired condition for the future. This change thus involves change in roles and responsibilities of employees of the organization. However people tend to oppose any change in an existing system. This means that employees of an organization would want the present state of affairs to continue. This opposition to change stems primarily from the fear of losses due to a proposed change and the shifting of the…...

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References

Burke, W. Organization change.

Cameron, E., & Green, M. (2004). Making sense of change management. London: Kogan Page.

Demers, C. (2007). Organizational change theories. Los Angeles, CA: SAGE Publications.

Green, M. (2007). Change management masterclass. London: Kogan Page.

Lewin Change Model
Week 5 Discussion 1: Lewin Change Model

Stage 1: Unfreeze

The first stage of the Lewin Change Model entails convincing the relevant parties that change is necessary and possible. Without a sense of an urgent need for change, people will seldom be motivated to take the first, painful steps in the right direction. For example, in my school district there has been a great deal of talk about improving the nutritional content of school lunches. This has become a hot-button political issue nation-wide and there are concerns expressed by parents and teachers alike about the poor nutrition students receive at lunchtime. After lunch, concentration is poor and the children do not have enough time to burn off their sugar highs during recess.

To create change, the entire school district must be convinced of the change. First, administrators need to be presented with evidence that children who eat more healthfully perform better…...

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Reference

Kurt Lewin Change Model. (2012). Change Management Coach. Retrieved:

 http://www.change-management-coach.com/kurt_lewin.html

ABC/123 Version X
Change Model Worksheet

HSN/565 Version

Change Model

Identify four Theoretical perspectives (such as models or methods) for change processes and complete the table below. Identify the developer/originator of the perspective, describe each of the identified theoretical perspectives, explains the opros and cons of each theoretical perspectives with regard to organizational change.

Develop a change model table using the changes identified in Week 1.

Theoretical perspective

Developer

Description of the theoretical perspectives

Pros and Cons of each theoretical perspectives with regard to organizational change.

Phase/Stage change theory

Kurt Lewin

Involves the unfreeze, transition and freeze stages. Unfreeze involves introduction of the problem to the concerned parties. Transition stage involves evaluation of alternatives to solving the problem and introducing new measures. The freeze stage involves the implementation of the positive changes agreed upon.

The cons are that it takes a long time to come up with the desired changes due to lengthy consultations hence not applicable where immediate change and decisions are…...

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References

Kritsonis A., (2005). Comparison of Change Theories. Retrieved March 11, 2016 from http://qiroadmap.org/download/Phase%201%20Resources/Kritsonis,%20Alicia%20Comparison%20of%20Change%20theories.pdf

Tata Consultancy Services, (2015). Change management: Theories and Methodologies. Retrieved March 11, 2016 from  http://www.tcs.com/SiteCollectionDocuments/White%20Papers/EntSol-Whitepaper-Change-Management-Theories-Methodologies-0213-1.pdf 

Copyright © XXXX by University of Phoenix. All rights reserved.

Copyright © 2015 by University of Phoenix. All rights reserved.

DESIGN FOR CHANGE PROPOSAL Re-hospitalization of older adults has become prevalent in most of the health facilities in Canada, posing financial challenges for the health system as well as the older adults. Besides the rise in healthcare expenses that emanate from this problem, readmissions lead to other health-related challenges. The health issues that are related to readmissions include functional disintegration and increased mortality cases. Concerning the cost of readmission, the Canadian health system spends more than $1.8 billion annually due to readmissions. This has reached an alarming level, and prompt measures need to be taken to elevate the problem. Apparently, in the past decade, the Canadian population has increased by roughly 16%, but the number of Canadian hospital beds has not increased in significant percentages. Therefore, with constant hospital readmissions, the quality of care reduces significantly. In fact, one of the indicators of an institution’s inability to offer quality care is…...

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References

Futoma, J., Morris, J., & Lucas, J. (2015). A comparison of models for predicting early hospital readmissions. Journal of Biomedical Informatics, 56, 229-238.

Kripalani, S., Theobald, C., Anctil, B., & Vasilevskis, E. (2014). Reducing Hospital Readmission Rates: Current Strategies and Future Directions. Annual Review of Medicine, 65(1), 471-485. http://dx.doi.org/10.1146/annurev-med-022613-090415

Philp, I., Mills, K., Long, J., Thanvi, B., & Ghosh, K. (2013). Reducing hospital bed use by frail older people: results from a systematic review of the literature. International Journal of Integrated Care, 13(4). http://dx.doi.org/10.5334/ijic.1148

Shrader, R. (2014). Predictive analytics drive down hospital readmissions. Healthcare IT News. Retrieved 14 November 2017, from http://www.healthcareitnews.com /predictive-analytics-drive-down-hospital-readmissions

 

http://dx.doi.org/10.1016/j.jbi.2015.05.016

Change Model The best change model for this particular scenario would be Lewin’s Change Model, which has three important stages to it that can help any organization implement an effective change (Shirey, 2013). The three steps in Lewin’s Change Model are: 1) unfreeze, 2) change, and 3) refreeze. The process begins first by creating in the minds of stakeholders (including employees) the idea that a change is needed. Then the workers can be moved to embrace the new, desired behavior. Next, the desired behavior is solidified, and finally the solidified behavior is the new norm. Lewin’s Change Model has been utilized by many professionals in many different fields, from business to nursing (Manchester, Gray-Miceli, Metcalf et al., 2014), and it would certainly work for Sea Treasures as the company attempts to shift its business to the Web.
The basic idea behind Lewin’s Change Model is that before a transformational change can be…...

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References

Manchester, J., Gray-Miceli, D. L., Metcalf, J. A., Paolini, C. A., Napier, A. H., Coogle, C. L., & Owens, M. G. (2014). Facilitating Lewin’s change model with collaborative evaluation in promoting evidence based practices of health professionals. Eval Program Planning, 47, 82-90.

Shirey, M. R. (2013). Lewin’s theory of planned change as a strategic resource. Journal of Nursing Administration, 43(2), 69-72.

Sutherland, K. (2013). Applying Lewin\\\\'s change management theory to the implementation of bar-coded medication administration. Canadian Journal of Nursing Informatics, 8(1-2).

Self-esteem is defined as a person's overall sense of self-worth or personal value (Cherry, 2016). Self-esteem has been established to have a connection with well-being, happiness, and even stress. Higher self-esteem, and this relationship is a two-way street. Higher levels of self-esteem help individuals to deflect stress in their lives. They manage stress better when self-esteem is higher, and minor stressors are less likely to become major ones. However, there is also evidence that stress can influence one's level of self-esteem. Stress factors can challenge a person, and in doing that can even challenge their sense of self. When things start to go wrong, self-esteem can be reduced. There is evidence from college students that stress has a negative influence on self-esteem (Hudd et al., 2000).
Stress affects many other facets of our lives as well. Because stress activates particular responses in our brain, especially the "fight or flight" response, it…...

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References

Cherry, K. (2016). What is self-esteem? About.com. Retrieved April 17, 2016 from  http://psychology.about.com/od/sindex/f/what-is-self-esteem.htm 

Hudd, S., Dumlao, J., Sager, D., Murray, D., Phan, E. & Soukas, N. (2000). Stress at college: Effects on health habits, health status and self-esteem. College Student Journal. Vol. 34 (2) 217.

Step Up Program (2016). Prochaska and DiClemente's Stages of Change Model. StepUpProgram.org. Retrieved April 17, 2016 from  http://stepupprogram.org/docs/handouts/STEPUP_Stages_of_Change.pdf

Transtheoretical Therapy
"Delving deep into the process of change, I want to expose you to the Transtheoretical Approach. Once you have an understanding of this approach we will begin to dig deeper into the stages of change. After all, our clients usually seek our help hoping that we can help them change. Read the article Transtheoretical Therapy - toward a more integrative model of change.pdf. Discuss your thoughts regarding this article. hat information stood out to you as a counselor and how might you apply this in your personal practice?"

Transtheoretical therapy approach was based on a composition of a multitude of different therapy systems in the attempt to integrate them into one comprehensive model that could more holistically allow therapy alternatives based on various conditions. The original model included four primary variables including:

Preconditions for therapy

Processes of change

Content to be changed

Therapeutic relationship

Despite the original variables, researchers used evidence that was collected from…...

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Works Cited

Boston University. (N.d.). The Transtheoretical Model (Stages of Change). Retrieved from Behavioral Change Models:  http://sphweb.bumc.bu.edu/otlt/MPH-Modules/SB/BehavioralChangeTheories/BehavioralChangeTheories6.html

Cycle of Change Model to the Caterpillar Case Study Introduction
The process by which Caterpillar determined the nature and scope of the change needed began with understanding a very simple principle: the building blocks of an organization have to be aligned with “the overall strategy and performance objectives of the company” and its decision-making (Neilson & Pasternack, 2005). After nearly going bankrupt in the 1980s, Caterpillar reshaped its decision making process, its pathway to information, its approach to motivating, and its organizational structure. To complete this transformation it engaged in a cycle of change, which this paper will describe.
Direct the Change
To effect a change, certain ingredients are needed. These include: trustworthy leadership, systems thinking, capable champions (supporters and facilitators), followers who trust their leaders, and involved and engaged middle management (Judge, n.d.). One of the biggest of these factors is systems thinking, as it is what allows for an organizational change in…...

UnitedHealthcare: eadiness Assessment and Strategic PlanIntroductionUnitedHealthcare is one of the largest health insurers in the United States. It serves millions of people across all 50 states as well as populations within the international marketplace. UnitedHealthcare is a division of UnitedHealth Group, a health and well-being company with a mission to help people live healthier lives and to help make the health system more accessible and beneficial to all (UnitedHealth Group, 2022). This paper discusses the readiness of the organization as well as a strategic plan to facilitate its ability to meet challenges it may be likely to face in the coming future.eadiness of the OrganizationUnitedHealthcare\\\'s readiness for the future health care needs of people in the next decade appears to be solid: the organization is in a good position as a leader in the industry; however, there are some potential challenges ahead. For instance, UnitedHealthcare has a strong financial position…...

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ReferencesAppelbaum, S. H., Habashy, S., Malo, J. L., & Shafiq, H. (2012). Back to the future: revisiting Kotter\\\\\\\\\\\\\\\'s 1996 change model. Journal of Management development, 31(8), 764-782.Atella, V., Piano Mortari, A., Kopinska, J., Belotti, F., Lapi, F., Cricelli, C., & Fontana, L. (2019). Trends in age?related disease burden and healthcare utilization. Aging cell, 18(1), e12861.Cole, B., Pickard, K., & Stredler-Brown, A. (2019). Report on the use of telehealth in early intervention in Colorado: Strengths and challenges with telehealth as a service delivery method. International Journal of Telerehabilitation, 11(1), 33.Lee, S. M., & Lee, D. (2021). Opportunities and challenges for contactless healthcare services in the post-COVID-19 Era. Technological Forecasting and Social Change, 167, 120712.Saks, M. (2023). The evolution of the medical and health professions in the National Health Services. National Health Services of Western Europe: Challenges, Reforms and Future Perspectives.UnitedHealth Group. (2022). UnitedHealth Group - About Us. Retrieved from www.unitedhealthgroup.com

Change Project
A variety of technical and management issues arise during the implementation and operation of any change process. Change management in technology projects is essential to implement and monitor mechanisms to support and control users, business, and technology (Yarberry, 2007). There are different change project modules used at any stage of a project development. These include the change curve, Lewin's change management model, and Beckhard and Harris change model used in the understanding phase. The project-planning phase uses the impact analysis, Burke-Litwin, McKinsey 7s framework, Leavitt's diamond, organization design, and SIPOC diagrams. The implementation stage uses Kotter's 8-step change model, training needs assessment, while the communication change uses stakeholder analysis, stakeholder management, mission statement, and vision statements. In this analysis, the Leavitt's Diamond, the Kotter's 8-step change model, and Leavitt's model for organizational change is concerned with the interdependence of four main factors, including structure, people, technology, and task. The…...

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References

Aladwani, A.M. (2001). Change Management Strategies for Successful ERP Implementation. Business Process Management Journal 7, 266.

Bruckman, J.C. (2008) Overcoming Resistance to change: Casual Factors, Interventions, and Critical Values. The Psychologist-Manager Journal, Psychology Press 11, 211-219.

Cameron, E. & Green, M. (2012). Making Sense of Change Management: A Complete Guide to the Models Tools and Techniques of Organizational Change. Philadelphia, PA: Kogan Page

Davison, R. (2002) Cultural Complications of ERP. Association for Computing Machinery. Communications of the ACM 45, 109.

Yes, the merger may have been a good idea in the beginning and would have allowed both companies to form a considerable economy of scale, but only if they could work out their differences and be able to make the changes necessary. According to Lewin's model they never even got past the first age, therefore they were never able to make the changes in the first place. A merger requires that both companies "unfreeze" of their business model and other elements of their company. Unless they can get past the first age, they will not be able to get to the second and third stage of the change model. This one the key lessons that is learned by the failed merger of Daimler-Chrysler.

In 2007, the failed restructuring attempt led to the decision by Daimler AG to sell Chrysler to Cerberus Capital Management (Szczesny, 2007). One of the key reasons for…...

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References

Daimler. (2006). DaimlerChrysler Creates New Management Model. January 24, 20006. Retrieved February 22, 2011 from  http://www.daimler.com/dccom/0-5-7171-1-583502-1-0-0-0-0-0-9296-7164-0-0-0-0-0-0-0.html 

Kadapa, S. (2008). Change Management Analysis of Daimler-Chrysler Merger. Retrieved February 22, 20110 from  http://www.associatedcontent.com/article/1306208/change_management_analysis_of_daimler.html?cat=27 

Knowledge@ Wharton (2000). Has DaimlerChrysler Hit the Breakdown Lane or Just Stopped to Fill Up? Retrieved February 22, 2011 from  http://knowledge.wharton.upenn.edu/article.cfm?articleid=290 

Mindtools (n.d.) Lewin's Change Management model. Retrieved February 22, 2011 from  http://www.mindtools.com/pages/article/newPPM_94.htm