Planned Change Theory Planned Change Theory: By: Mary Angelica Cuevas, R.N

PLANNED CHANGE
THEORY
By: Mary Angelica Cuevas, R.N.

ADZU Graduate School MAN
Change is the law of life
and those who look only
to the past or the present
are certain to miss the
-future.
John F. Kennedy
Change
Change is inevitable
Organizational change can be driven by many
forces
Change is seldom easy
Leadership skills
To make sure that the change we are going thru isnt
sabotoged
Re-energizing and empowering a workforce.
Who better to ask how to change things for the better
than the people actually working, doing the job
Historically change has been viewed as coming
from the top down, but new research shows that
this kind of change doesnt work well.
Change
Planned change intended, purposeful
attempt or proactive plan by an individual
(change agent) or group to create
something new
Well thought out, deliberate, initiated and
coordinated, require well developed
leadership. Require visions and expert
planning skills. Vision is your future goal, the
painting of what you want it to be. An
organization will never be better than the
vision that guides it, different than a mission.
Unplanned change or change by drift
occurs without any control or effort
Change
Covert occurs without awareness,
we dont know theyre happening
Overt occurs with awareness, we
know theyre happening
Developmental or maturational a
result of physical or psychosocial
changes during the life cycle, not
only us, but also the organization
Change
Change agent a person skilled in the theory
and implementation of planned change,
synonymous with the phrase change
facilitator, usually an outsider (because
theyre not biased and the organization wont
have as much resentment for the outsider)
Champion to support, coordinate, and
market the change at all levels of the
organization. May or may not be outsiders,
taken aside and taught all the stuff about the
change in advance, and sent back out to us
to explain it and gather support. Like
cheerleaders
Who is Kurt Lewin?
Jewish psychologist born in
Germany (Miner, 2006).
Earned Doctorates degree in
Psychology from The
University of Berlin in 1914
(Miner, 2006).
Moved to US in 1933 prior to
Hitler movement after
impressive visit with Lewis
Terman (founder of Stanford-
Binet tests) at Stanford
University.
Study of groups and action
research after his move to
the United States led to his
development of Change
Theory; his major
contribution to nursing.
Path to Change Theory
Studied Lewin studied

Research on
Lewin leadership and group dynamics
group decisions
theorized that leadership and field theory
and democratic
behavior is a climates which which led to the
processes led to
functional led to the
development of
the development
development of
Action Research
Change
interaction of of theories
person and
the field of
Organizational
focusing on the
and eventually
change theory
Theory
environment motivation of
Behavior and (Suc, Prokosch &
(Miner, 2006). change (Miner,
Change Theory Ganslandt,
2006).
(Miner, 2006). 2009).
Lewins Change Theory
UNFREE
Z
MOVEMENT
REFREEZ
E
UNFREEZING
Finding a method of making it
possible for people to let go of an old
pattern that was counterproductive.
The stage where the desire to
change occurs.
The more transparent and inclusive
the process is, the more readily
people move through this stage.
CHANGE/MOVEMENT
Change in thoughts, feelings, behavior, or all
three that is more productive in some way.
New structures and processes are put in
place to achieve the desired improvements
Change agent identifies, plans, and
implements appropriate strategies, ensuring
that driving forces exceed restraining forces.
This is the most time-consuming, costly, yet
productive stage.
REFREEZING
Establishing the change as a new habit or
process.
Rewards, support, and champion leadership
is important through this stage.
The changes are frozen in place to ensure
that they become part of normal working
procedures.
Establish supportive mechanisms such as
policies, rewards, ongoing support, and a
solid orientation for new employees.
HOW THE CHANGE KURT LEWIN THEORY
THEORY
MOTIVATES
NURSING
UNFREEZI
The theory involves an CHANGE
action of planning and NG ADAPTATION
fact gathering before INITIATION
proceeding on to the
next phase of action. REFREEZI
It ensures that all NG
DRIVI
participants are ACCEPTANC RESTRAIN
NG
comprehending what is FORC E ING
FORCES
expected of them ES USE
correctly. INCORPORATI
Keeps a strong focal ON
point in the area of
communication.
EQUILIBRIUM
Driving / Restraining Forces
Restraining
Driving Forces

Forces
Economic gain
Need for security
improve situation
Lack of time or energy
Challenge
Failure to see the big
Future impact
picture
Growth, Perceived loss of
recognition,
freedom
achievement, and /
Negative past
or improved
experience
relationships
Action Research and the Successful
application of Change Theory to Nursing
(Suc, Prokosch and Ganslandt, 2009)
This is very similar to the Successful application of

five step nursing process: Change Theory requires the
Assessment use of Action Research
Analysis after a problem is
identified(Suc, Prokosch
Planning
and Ganslandt, 2009) :
Implementation
Evaluation Reflection about what you
know
Assessment Analysis Planning a strategy for
change
Acting based upon the
planned strategy
Evaluatio
planning
n Observation of the group
and the environment after
Implementa the action has taken place
tion
Is Change Theory unique to
Nursing ?
Change Theory can

be applied to any field
of practice where
implementation of
change is needed.
Change theory and the Four Global
Concepts
Human being- There is always a force of resistance to change. The
human factor must be taken into account to achieve acceptance and
commitment of all participants (Suc, Prokosch & Ganslandt, 2009).
Environment- The environment can be manipulated to encourage
human beings to move towards a change goal. The environment
must be evaluated for appropriate change interventions (Suc,
Prokosch & Ganslandt, 2009).
Health- Unhealthy behaviors and unhealthy environments can be
changed if this theory is applied correctly (Suc, Prokosch &
Ganslandt, 2009).
Nursing When working with large groups to implement change,
this model is ideal when used in conjunction with action research. It
has proven useful to nurse managers in the implementation of
change and applicable to conflict situations in the nursing
environment (Suc, Prokosch & Ganslandt, 2009).
What Practice Settings Have Used
Change Theory
Information Technology- changing to a new
data collection system
- Management- changing processes to
improve efficiency and patient care
- Conflict Resolution- changing attitudes and

behaviors
- Group Processes Replacing older,

familiar products with new products and technology
(Suc, Prokosch & Ganslandt, 2009).
Strategies for Unfreezing
Workshops
Informational bulletins
Active participation in the
formulation of plan.
Continuous feedback from
participants in all phases of change.
Accountability without fear of
punishment for results.
(Suc, Prokosch & Ganslandt, 2009).
Conclusion
Kurt Lewins Change Theory has been an effective
tool in organizational behavior modification.
Change Theory has been instrumental in
implementing change in many difficult groups.
Reflect on the needed change and what you
already know about it. Collect data about the
population, their attitudes and concerns.
Plan a course of implementation and Act upon it.
Observe the results of implementation and modify
the plan based on your results as needed.

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PLANNED CHANGE

By: Mary Angelica Cuevas, R.N.

Studied Lewin studied

This is very similar to the Successful application of

Change Theory can

- Conflict Resolution- changing attitudes and

- Group Processes Replacing older,

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