Recent Orders

Our Reviews

Sample Papers

How It Works

Get First 2 Pages Of Your Homework Absolutely Free!

Messages

Welcome to TutorsOnSpot.Com!

World's No. 1 Assignment Writing Market

Post Your Homework

Proposals

Post your homework and get free proposals here!

Post Your Homework

Stuck in your homework and missing deadline? Get urgent help in $10/Page with 24 hours deadline

Get Urgent Writing Help In Your Essays, Assignments, Homeworks, Dissertation, Thesis Or Coursework & Achieve A+ Grades.

Privacy Guaranteed - 100% Plagiarism Free Writing - Free Turnitin Report - Professional And Experienced Writers - 24/7 Online Support

Get Free Quotes Post Your Requirements

Kotter and cohen's model of change

11/11/2021 Client: muhammad11 Deadline: 2 Day

Chapter 14

Creating a Vision and Motivating a Change to Evidence-Based Practice in Individuals, Teams, and Organizations
*

Implementing EBP

Among the most important elements that need to be present for change to be accomplished successfully are:

1. Vision: Developing a clear and exciting vision of what is to be accomplished can unify stakeholders

2. Belief: Belief that the change to EBP is beneficial can lead to behavior change and foster the ability to successfully make the change

Implementing EBP—(cont.)

3. Strategic planning: Goals are established with deadline dates; a well-defined strategic plan is written. Use of a SCOT (Strengths, Challenges, Opportunities, and Threats) analysis will assist in the planning process:

Assess and identify system Strengths that will facilitate the success of a new project
Assess and identify Challenges that may hinder the initiative
Outline the Opportunities for success
Delineate the Threats to project completion, with strategies to overcome them
*

Implementing EBP—(cont.)

4. Action: Putting the strategic plan with its actionable objectives into motion

5. Persistence: Continuing to move forward despite of unforeseen barriers; being nimble and open to revising approaches to allow continued progress

6. Patience: Allows for continued progress even when results of actions are not yet seen

Organizational Change Models: Basic Assumptions of the Change Curve Model

Changing an organization is a highly emotional process
Group change requires individual change
No fundamental change takes place without strong leadership
The leader must be willing to change before others are expected to change
The larger and more drastic the change, the more difficult the change
The greater the number of individuals involved, the tougher the change will be to make (Duck, 2002)
*

Organizational Change Models: Stages of the Change Curve Model

Stage I: Stagnation: Characteristics include lack of effective leadership, failed initiatives, and too few resources; depression occurs and/or hyperactivity exists; individuals may feel stressed and exhausted
Stage II: Preparation: Emotional climate is anxiety mixed with hopefulness; possibly reduced productivity; buy-in is essential; opportunity exists of getting people excited, but may fail if preparation is too long or too short
*

Organizational Change Models: Stages of the Change Curve Model—(cont.)

Stage III: Implementation: Individuals must see “what is in it for me?”; it is essential to assess readiness for change and increase confidence in making the change
Stage IV: Determination: The highest chance of failure is in this stage; if results are not as expected, change fatigue may set in if determination to see the change through is not firm; highlighting small successes is crucial
Stage V: Fruition: Positive outcomes are seen; reward and celebration for effort is important; danger in this stage is that organization reverts back to complacency and begins stagnation
*

Organizational Change Models: Kotter and Cohen’s Model of Change

Step 1: Create a sense of urgency: Create the emotional feeling that “we need to move NOW,” which is especially important when individuals are complacent
Step 2: Form a team: Select members who possess the needed knowledge and skills, the respect and trust of others, and enthusiasm and commitment; opinion leaders are particularly important
Step 3: Vision and strategy: Create a clear vision and workable strategy with reasonable timeline
*

Organizational Change Models: Kotter and Cohen’s Model of Change—(cont.)

Step 4: Communicating the vision: Communicate the vision and strategies with “heartfelt messages” that appeal to the emotions, which will motivate change; repeating the message will make the strategies clearer
Step 5: Empowerment: Remove barriers that inhibit successful change
Step 6: Interim successes: Establish short-term successes to celebrate
*

Organizational Change Models: Kotter and Cohen’s Model of Change—(cont.)

Step 7: Ongoing persistence: Cultivate ongoing persistence; giving up too early will doom the project
Step 8: Nourishment: Encourage and feed the new culture to make the change permanent through celebration and planting meaningful infrastructures
*

Organizational Change Models: Roger’s Theory of Diffusion of Innovations

Organizational Change Models: The Transtheoretical Model of Health Behavior Change

Originally conceptualized to explain the process of changes in health behaviors, but also is applicable to organizational change

Stages:

Precontemplation: The individual is not intending to take action in the next 6 months (40% of an organization)
Contemplation: The individual is intending to take action within the next 6 months (40% of an organization)
Preparation: The individual plans to take action in the next 30 days (20% of organization)
*

Organizational Change Models: The Transtheoretical Model of Health Behavior Change—(cont.)

Stages—(cont.):

Action: Overt changes were made less than 6 months ago
Maintenance: Overt changes were made more than 6 months ago
By matching intervention strategies to the stage in which individuals are currently engaged, the model proposes that resistance, stress, and the time needed to implement the change will diminish

Strategies to Overcome Barriers to Implementing EBP

Allow individuals to express their skepticism, fears, and anxieties in order to clarify misconceptions
Educate clinicians about EBP in a way that appeals to their emotions; this enhances their beliefs about their ability to implement it
Know the personality types of the individuals involved
Produce a written strategic plan
Develop SMART (i.e., Specific, Measurable, Attainable, Relevant, and Time bound) goals to be achieved
*

Strategies to Overcome Barriers to Implementing EBP—(cont.)

Communicate the plan clearly and often; use several media modes (e.g., written, visual/graphic, and video) if possible
Acknowledge that the team-building process is dynamic and requires creativity and flexibility
Match organizational resources and administrative support closely to the diffusion of EBP
Enlist leaders and managers early in the change
Create a critical mass of EBP adopters within leadership and individual clinicians to sustain the change
*

“Knowing and Working with Personality Types”: Rohm’s Taxonomy (the DISC Model)

Type Characteristics Strategy
Drivers Like to take charge and are highly task oriented Give them opportunities to lead specific tasks
Inspired Are socially oriented and like to have fun Show them that the change can be fun and exciting; have them assist in celebrations of success
*

“Knowing and Working with Personality Types”: Rohm’s Taxonomy (the DISC Model)—(cont.)

Type Characteristics Strategy
Supportive and steady Typically reserved and like to be led Emphasize that they are important to the project, but do not have to lead
Contemplators Very analytical and detail oriented Show them all of the details; consider giving them a leadership role in tracking processes and outcomes
*

Stages of Team Formation

Stage Stage Characteristics
Forming Anxiety, excitement, testing, dependence, exploration, and trust
Storming Resistance to different approaches; competitiveness and defensiveness; tension and disunity
Norming Trust and respect develops; satisfaction increases; feedback is provided to others; responsibilities are shared; decisions are made
Performing Level of interaction is high; performance increases; team members are comfortable with one another; there is optimism and confidence
*

Question

According to Roger’s theory of diffusion of innovation, the minimum percentage (critical mass) of people who “adopt” to the change that would signal that a change has begun to take hold is:

a. 5%

b. 15%

c. 40%

d. 60%

Answer

b. 15%

Rationale: According to the theory, there needs to be a critical mass of 15% to 20% of a combination of innovators, early adopters, and early majority before it can be assumed that an innovative change really begins to take hold.

Question

What model of organizational change would be most likely to give priority to changing nurses’ feelings about EBP over presenting them with new information?

The transtheoretical model of health behavior change
The Change Curve model
Diffusion of innovations model
Kotter and Cohen’s model of change
*

Answer

d. Kotter and Cohen’s model of change

Rationale: Kotter and Cohen propose that the key to organizational change lies in helping people to feel differently (i.e., appealing to their emotions). They assert that individuals change their behavior less when they are given facts or analyses than when they are shown evidence that influences their feelings.

Question

According to Rohm’s taxonomy (the DISC model), individuals with which of the following personality styles are most likely to be comfortable in a leadership role?

Driver
Inspired
Supportive and steady
Contemplator
*

Answer

a. Driver

Individuals with “D” (Driver) personality styles like to take charge of projects and are highly task oriented, making them well suited to positions of leadership

Homework is Completed By:

Writer	Writer Name	Amount	Client Comments & Rating
ONLINE	Instant Homework Helper 4.8 4305 Orders Completed	$36	She helped me in last minute in a very reasonable price. She is a lifesaver, I got A+ grade in my homework, I will surely hire her again for my next assignments, Thumbs Up! 5.00
Answer.docx Turnitin Report.pdf Contact Writer For Solution Contact Writer For Solution

Order & Get This Solution Within 3 Hours in $25/Page

Custom Original Solution And Get A+ Grades

100% Plagiarism Free
Proper APA/MLA/Harvard Referencing
Delivery in 3 Hours After Placing Order
Free Turnitin Report
Unlimited Revisions
Privacy Guaranteed

Order Now

Order & Get This Solution Within 6 Hours in $20/Page

Custom Original Solution And Get A+ Grades

100% Plagiarism Free
Proper APA/MLA/Harvard Referencing
Delivery in 6 Hours After Placing Order
Free Turnitin Report
Unlimited Revisions
Privacy Guaranteed

Order Now

Order & Get This Solution Within 12 Hours in $15/Page

Custom Original Solution And Get A+ Grades

100% Plagiarism Free
Proper APA/MLA/Harvard Referencing
Delivery in 12 Hours After Placing Order
Free Turnitin Report
Unlimited Revisions
Privacy Guaranteed

Order Now

6 writers have sent their proposals to do this homework:

Writer	Writer Name	Offer	Chat
ONLINE	Assignments Hut I am an academic and research writer with having an MBA degree in business and finance. I have written many business reports on several topics and am well aware of all academic referencing styles. 4.9 1428 Orders Completed	$35	Chat With Writer
ONLINE	George M. As an experienced writer, I have extensive experience in business writing, report writing, business profile writing, writing business reports and business plans for my clients. 4.8 1344 Orders Completed	$31	Chat With Writer
ONLINE	Professor Smith I have read your project details and I can provide you QUALITY WORK within your given timeline and budget. 4.8 1827 Orders Completed	$27	Chat With Writer
ONLINE	Quality Homework Helper I am an elite class writer with more than 6 years of experience as an academic writer. I will provide you the 100 percent original and plagiarism-free content. 4.8 1449 Orders Completed	$34	Chat With Writer
ONLINE	Accounting & Finance Specialist As an experienced writer, I have extensive experience in business writing, report writing, business profile writing, writing business reports and business plans for my clients. 4.7 210 Orders Completed	$16	Chat With Writer
ONLINE	Top Quality Assignments I will be delighted to work on your project. As an experienced writer, I can provide you top quality, well researched, concise and error-free work within your provided deadline at very reasonable prices. 4.9 1071 Orders Completed	$40	Chat With Writer