Upon reviewing the literature surrounding change in the nursing profession, the Lippitt’s model for change should be used to implement this type of change. It appears to coincide with the nursing process. (Mitchell, 2013). Using this theory, allows the individual involved in the change process, to diagnose the problem of incorrect staffing ratios, assess the motivation and willingness of leadership and nurses for change within the institution, assess the needed resource for change, provide a reasonable timeframe for change with a clear objective, and choosing roles of those involved. This process will effectively maintain the change and provide better outcomes, if implemented. (Mitchell, 2013). Although, this change is specifically meant…show more content… These include: the CEO, CNO, CFO, Performance Improvement (PI) committee, unit directors and managers, shared governance council, and practice council, as well as, staff nurses. Leadership styles should be assessed within each of these, to ensure congruency and adaptation to change. It is suggested that a democratic style of leadership and the use of Lippitt’s change theory can go hand in hand to promote the easiest transition to change (Mitchell, 2013). It is during this time of change, that leadership can make or break the change process. It is the sub-ordinates reaction to a leadership style that can promote difficulty, or enhance acceptance of the proposition (Sellgren, Ekvall, & Tomson, 2006).
According to Lippitt’s model the capacity for change should be addressed. The capacity for change should be addressed with all parties involved. Cost effectiveness should be evaluated. Risk and benefits of proposed change should be discussed. It should be of note, that all change is not directed from the top-down, but can be from the bottom-up. The flexibility of leadership can be helpful in the capacity for change (Lipley, 2016). It has already been established that this institution wants to have effective change, to meet the goals they outwardly show the…show more content… Evidence-based practice is important in the magnet status application and shows that the facility is using current available research to treatment, manage, and guide patients during the hospital stay. To be Magnet status, transformation leadership, structural empowerment, exemplary professional practice, and new knowledge through innovations and improvement are needed (Ingersoll, Witzell, Berry, & Qualls, 2010). With correct staffing ratios in place, magnet status is easier to achieve for this institution. Evidence-based practices are the standard by which the nursing profession is viewed and focused . Should not the institution in which they work have the same values? For this hospital to achieve the goals of being the premier hospital for all they serve and adhere to the values they project, correct staffing ratios are imperative in reaching their
