Management of change through force field analysis.
Today's NHS is rapidly changing, placing more emphasis on the managerial responsibilities of ward managers. Managing change is seen as being skilled at creating, acquiring and transferring knowledge to reflect new knowledge and insights. Defining core concepts is often difficult and requires the drawing on models/theories of change for guidance. Guidance from Lewin's (1951) force field analysis demonstrates the complexities of the change process and how driving and resisting forces were incorporated within the planning and implementation phases. Findings outline the benefits of a small scale change for staff, patients and the organization when successfully used to introduce a change of shift pattern within a progressively busy haematology day unit, in order to meet service demands without additional funding. Conclusions have been drawn in relation to the process and recommendations for practice made to further enhance care delivery within the unit.
Baulcomb
Jean Sandra
JS
East Sussex Hospitals NHS Trust, Eastbourne District General Hospital, Kings Drive, Eastbourne, East Sussex, UK. Jean.Baulcomb@esht.nhs.uk
D001291:Attitude of Health Personnel; D003631:Day Care, Medical / Q000458:organization & administration*; D004739:England; D006754:Hospital Restructuring / Q000458:organization & administration*; D006757:Hospital Units / Q000458:organization & administration*; D006801:Humans; D017146:Models, Organizational; D008960:Models, Psychological; D009741:Nursing Staff, Hospital / Q000458:organization & administration* / Q000523:psychology; D009745:Nursing, Supervisory / Q000458:organization & administration*; D009859:Oncology Nursing / Q000458:organization & administration*; D015279:Organizational Culture; D009936:Organizational Innovation; D010561:Personnel Staffing and Scheduling / Q000458:organization & administration; D010934:Planning Techniques; D013222:State Medicine / Q000458:organization & administration