plan for change.pptx @#nursing management
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MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
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plan for change.pptx in nursing management
Government College of Nursing Rajnandgaon Chhattisgarh MSc nursing 2 nd year
The management of change
The document discusses theories of organizational change including Lewin's three-stage theory of change (unfreezing, moving, refreezing) and Lippitt's seven stages of change. It also discusses principles of organizational change including the principle of self-creation and binary modes of existence. Resistance to change is discussed as being caused by the energy required to adapt or resist change and the uncertainty about outcomes of change initiatives. Planned change is described as occurring in three stages - unfreezing, moving, and refreezing.
Strategic Change
This document discusses different types of strategic organizational change. It defines strategic change as managing change in a structured way to meet goals and objectives. The document then classifies changes as revolutionary vs evolutionary, discontinuous vs continuous, episodic vs continuing flow, deliberate vs emergent, and punctuated equilibrium. Revolutionary, discontinuous, episodic and deliberate changes are abrupt, while evolutionary, continuous, continuing flow and emergent changes occur gradually. Punctuated equilibrium describes periods of stability punctuated by bursts of radical change. The document provides examples and definitions for each type of change.
Directing change
This document discusses various theories and models of change including:
- Lewin's 3-stage model of change involving unfreezing, changing, and refreezing.
- Roger's 5-stage model involving awareness, interest, evaluation, implementation, and adoption.
- Reddin's 7 techniques for accomplishing change including diagnosis, mutual goal setting, and resistance interpretation.
- Havlock's 6 aspects model involving establishing relationships, diagnosing needs, acquiring resources, selecting pathways, establishing changes, and maintaining changes.
The theories are applied to organizational change and examples are given of implementing changes in nursing practice.
Planning for chan and innavation
This document discusses planning for change and change management. It provides definitions for key terms like planned change and change agent. It also outlines several models for managing change, including Lewin's three-stage model of change involving unfreezing, moving to a new level, and refreezing. The document also discusses Lippitt's seven phases of change theory and different types of changes. Overall, the document emphasizes the importance of thoughtful planning, involvement of stakeholders, and making changes realistic and measurable when managing organizational change.
Change Process of Human Health behaviour
- The document discusses attitudes, the change process, and resistance to change in the context of health promotion and education.
- It defines attitude as a tendency to react in a particular way, and identifies three components: cognitive, feeling, and action tendency.
- Two models of the change process are described: Rogers' five stages of awareness, interest, evaluation, trial, and adoption. Lewin's three phases of unfreezing old attitudes, moving to new attitudes, and refreezing the change.
- Resistance to change is said to come from threats to social structures, vested interests, or individuals. Late adopters also resist change.
Change Management
This document provides an introduction to change management. It defines organizational change as the adoption of new ideas or behaviors by an organization. Successful change must make organizations responsive to developments like changing customer preferences and technology. There are internal and external forces for change, and individuals and organizations may resist change due to factors like fear of the unknown or threats to power structures. Several models of planned organizational change are described, including Lewin's three-step model of unfreezing, moving, and refreezing. Effective change management requires understanding employee reactions, managing resistance through communication and participation, and selecting strategies based on the nature and magnitude of the change.
Improvement and change ppt
Change refers to altering the current state or nature of something, while improvement means enhancing or bettering something without fundamentally changing its nature. Change is necessary for improvement, but change does not always lead to improvement. For change to result in improvement, it must be implemented through a well-managed process with a goal of adding value. There are three types of change: developmental change which improves an existing situation; transitional change which implements a new plan or process; and transformational change which is outside of one's control and must be adapted to.
Recommended
plan for change.pptx in nursing management
Government College of Nursing Rajnandgaon Chhattisgarh MSc nursing 2 nd year
The management of change
The document discusses theories of organizational change including Lewin's three-stage theory of change (unfreezing, moving, refreezing) and Lippitt's seven stages of change. It also discusses principles of organizational change including the principle of self-creation and binary modes of existence. Resistance to change is discussed as being caused by the energy required to adapt or resist change and the uncertainty about outcomes of change initiatives. Planned change is described as occurring in three stages - unfreezing, moving, and refreezing.
Strategic Change
This document discusses different types of strategic organizational change. It defines strategic change as managing change in a structured way to meet goals and objectives. The document then classifies changes as revolutionary vs evolutionary, discontinuous vs continuous, episodic vs continuing flow, deliberate vs emergent, and punctuated equilibrium. Revolutionary, discontinuous, episodic and deliberate changes are abrupt, while evolutionary, continuous, continuing flow and emergent changes occur gradually. Punctuated equilibrium describes periods of stability punctuated by bursts of radical change. The document provides examples and definitions for each type of change.
Directing change
This document discusses various theories and models of change including:
- Lewin's 3-stage model of change involving unfreezing, changing, and refreezing.
- Roger's 5-stage model involving awareness, interest, evaluation, implementation, and adoption.
- Reddin's 7 techniques for accomplishing change including diagnosis, mutual goal setting, and resistance interpretation.
- Havlock's 6 aspects model involving establishing relationships, diagnosing needs, acquiring resources, selecting pathways, establishing changes, and maintaining changes.
The theories are applied to organizational change and examples are given of implementing changes in nursing practice.
Planning for chan and innavation
This document discusses planning for change and change management. It provides definitions for key terms like planned change and change agent. It also outlines several models for managing change, including Lewin's three-stage model of change involving unfreezing, moving to a new level, and refreezing. The document also discusses Lippitt's seven phases of change theory and different types of changes. Overall, the document emphasizes the importance of thoughtful planning, involvement of stakeholders, and making changes realistic and measurable when managing organizational change.
Change Process of Human Health behaviour
- The document discusses attitudes, the change process, and resistance to change in the context of health promotion and education.
- It defines attitude as a tendency to react in a particular way, and identifies three components: cognitive, feeling, and action tendency.
- Two models of the change process are described: Rogers' five stages of awareness, interest, evaluation, trial, and adoption. Lewin's three phases of unfreezing old attitudes, moving to new attitudes, and refreezing the change.
- Resistance to change is said to come from threats to social structures, vested interests, or individuals. Late adopters also resist change.
Change Management
This document provides an introduction to change management. It defines organizational change as the adoption of new ideas or behaviors by an organization. Successful change must make organizations responsive to developments like changing customer preferences and technology. There are internal and external forces for change, and individuals and organizations may resist change due to factors like fear of the unknown or threats to power structures. Several models of planned organizational change are described, including Lewin's three-step model of unfreezing, moving, and refreezing. Effective change management requires understanding employee reactions, managing resistance through communication and participation, and selecting strategies based on the nature and magnitude of the change.
Improvement and change ppt
Change refers to altering the current state or nature of something, while improvement means enhancing or bettering something without fundamentally changing its nature. Change is necessary for improvement, but change does not always lead to improvement. For change to result in improvement, it must be implemented through a well-managed process with a goal of adding value. There are three types of change: developmental change which improves an existing situation; transitional change which implements a new plan or process; and transformational change which is outside of one's control and must be adapted to.
Change manage dr. r. shivappa
This document provides an overview of change management concepts. It discusses what change is, types of change, forces of change, and what change management is. It describes Lewin's three-stage model of change - unfreezing, changing, and refreezing. It also discusses the systems approach to change management, which views change through inputs, target elements, and outputs in an organizational system. The key models and concepts around understanding and managing organizational change are presented.
transtheoritical model ppt.pptx
The Transtheoretical Model (TTM) posits that health behavior change involves progressing through six stages: precontemplation, contemplation, preparation, action, maintenance, and relapse prevention. It assumes that people move through these stages of change and that different processes of change are involved at each stage. The ten processes of change include consciousness raising, dramatic relief, self-reevaluation, environmental reevaluation, social liberation, self-liberation, helping relationships, counter conditioning, reinforcement management, and stimulus control. The TTM aims to understand intentional behavioral changes like quitting smoking and recognizes that falling back to earlier stages is part of the process of change.
Organizational Change – Concept & Need, Change Process, Reasons for Resistanc...
Organizational Change – Concept & Need, Change Process,
Reasons for Resistance to Change, Measures to Overcome
Resistance to Change
Organizational culture
What is organisational culture and what are the importance of organisational culture.
Characteristics of organisational culture.
What is Organisation Change and types of organisation change.
What is the characteristics of Organisation Change.
What is the Lewin's Theree-Step Model.
What is Stress and different types of stress.
what is the way to overcome the stress.
Transtheoretical Model (Stages of Change Model)
The Transtheoretical Model (TTM) speaks on suggested strategies for public health interventions to address people at various stages of the decision-making process. Acknowledgements of this and other behavioural change models will resulting in social marketing campaigns being implemented as they're tailored to suit the target audience.
Behavior Mod Presentation (PH)
This document provides an overview of behavior modification and applied behavior analysis (ABA). It defines behavior modification as a therapeutic approach that uses positive and negative consequences to change undesirable behaviors. ABA is described as a process that systematically applies interventions based on learning theory principles to improve socially significant behaviors. The document outlines how ABA works by analyzing antecedents and consequences to behaviors and developing replacement behaviors. It also discusses how motivation, co-occurring disorders, staff training, and definitions are important aspects of using behavior modification and ABA to change behaviors.
1 transisiton definition and factors
Transitions are defined as changes from one situation or state to another that occur over time. There are developmental transitions such as becoming a parent or graduating college, situational transitions like career changes or divorces, and organizational transitions involving changes in leadership. Transitions can be classified as either reactive, in response to external changes, or developmental, triggered by internal shifts in perspective that result in new understandings and potential changes. It is important to understand transitions from the perspective of the person experiencing them as the meaning and impact may be positive, negative, or neutral, depending on whether the transition was desired or undesirable and expectations about the process.
episodic and continuous change
This document discusses different types and levels of organizational change. It describes episodic change as infrequent, discontinuous and intentional periods of change triggered by external forces. Continuous change is described as ongoing, incremental modifications driven internally. The ideal organization is capable of adapting continuously through both types of change. Different metaphors and frameworks are provided for analyzing episodic versus continuous change processes, along with the role of change agents in redirecting organizational change.
REPLY1Widely used nursing theories include Lewin’s 3 stage model.docx
REPLY1
Widely used nursing theories include Lewin’s 3 stage model and Lippits phase theory. The Lewin’s change theory consist of three stages including unfreezing, moving and refreezing stages. Unfreezing stage is when you recognize a change is needed, then you move to the phase when the change occurs and refreezing stage happens after equilibrium is established leading to satisfactory results and the cycles goes on and on. A distinct feature of Lewin theory is that it contains both driving forces and resisting forces and for the theory to be successful then the driving must overcome resistant forces. Lippits, Watson and Westley seven phase theory, first phase entails diagnosing the problem, assessing motivation, and capacity for change, evaluating change agent’s motivation and resource, choosing the appropriate role of the change agent, maintaining difference and last phase is termination of the help relationship (Tappen, 2016).
Lippits theory expands on Lewin’s model of change into the seven steps mentioned above as well it is more comparable to nursing process hence there is no significance difference between the two (Alageel, Gulliford, McDermott & Wright, 2018). However, Lewin’s is built on three fundamental steps thereby facing a lot of criticism since nursing is more complicated than the three levels. Similarly, both theories are widely used in nursing and both requires nurses who are willing and want to make change. The mentor has applied Lewin’s change theory because she has successfully introduced a new paper work despite the hospital having several rounds every hour. In the unfreezing period she has describe to nurses of the importance of the sheet and how to sign, in the moving stage she let the nurses give their opinions on the system and lastly in the refreezing stage she went round and made sure nurses make this a daily habit. In my own opinion, I believe that Lewin’s theory is more appropriate for my project since most nurses’ push for change receiving less resist from people.
Reference
Tappen, R. M. (2016). Advanced nursing research: From theory to practice. Jones & Bartlett
Publishers.
Alageel, S., Gulliford, M. C., McDermott, L., & Wright, A. J. (2018). Implementing multiple health behaviour change interventions for cardiovascular risk reduction in primary care: a qualitative study.
BMC family practice
,
19
(1), 171.
REPLY2
There are several change theories that would be good to use for the implementation of my capstone change project. After discussing these theories with my preceptor and listening to her stories of success as well as failures, we decided Lewin’s change theory will work best in implementing my change project at the acute care hospital, because there will need to be a strong push for this to be accepted into practice. She had successfully used this theory in the hospital when implementing changes in the past, but she supports the idea that depending on the theory or approach, the outcome can be ve.
Motivational Interviewing with Adolescents
This document provides an overview of enhancing motivation to change among substance-using adolescents. It discusses the challenges adolescents face at home that could contribute to drug use. Motivation is presented as fluid rather than a fixed trait. Motivational interviewing is outlined as an effective approach that minimizes resistance by accepting different stages of change. The stages of change are defined as precontemplation, contemplation, preparation, action, maintenance, and relapse. Clinical strategies are suggested for each stage, such as raising doubts in precontemplation and helping resolve ambivalence in contemplation.
Obesity- Tipping Back the Scales of the Nation 19th April, 2017
Dr. Rebecca Beeken presented on inspiring behavioral change through various techniques. She discussed traditional approaches focusing on information alone are often ineffective for behavior change. The COM-B model identifies capability, motivation, and opportunity as necessary conditions for behavior. Successful interventions incorporate self-monitoring and other self-regulation techniques. Commercial weight loss programs that emphasize lifestyle changes over dieting and use behavior change techniques and cognitive behavioral therapy have shown promising results. Habit formation through repetition can help establish healthy behaviors long-term. Health professionals, teachable moments, and nudging in appropriate settings can also influence behavior change. A multifaceted approach is needed to inspire lasting behavior change.
Theories in health promotion and health behavior
This document discusses several theories related to health promotion and health behavior. It describes the stages of change model, which outlines stages individuals move through when adopting a new healthy behavior, from precontemplation to maintenance. It proposes this model can help understand the process of overcoming heroin and opioid addiction. The document also discusses using the health belief model to convince states to provide Medicaid coverage for addiction treatment, arguing it will reduce healthcare costs by preventing illnesses.
2013 03-03 - large scale change for integrated care - r varnam (slideshare)
This document discusses leading large scale change for integrated care. It begins by looking at the story so far, noting that change efforts have often focused on structures and provider-led changes, making more improvements than transformations. It then discusses change in complexity, explaining that systems behave like complex social organisms rather than machines. It emphasizes the importance of creating shared purpose through identifying shared values and vision. The document outlines tips for sequencing change, including engaging stakeholders and making pragmatic changes across multiple areas. Finally, it provides top tips for leading large scale change, such as moving toward a new vision and enabling distributed leadership across boundaries.
Kotkin MI 12-11-14
This document provides an introduction to motivational interviewing and the stages of change model. It discusses that motivation is something a person does, not something they have, and involves recognizing a problem and searching for solutions. Motivational interviewing aims to minimize resistance and resolve ambivalence. Readiness levels are accepted as starting points rather than reasons for exclusion from treatment. The stages of change are precontemplation, contemplation, preparation, action, and maintenance, with the goal of treatment matching the strategies used to the individual's current stage of change.
Lewin’s Force Field Analysis.Components and steps of Lewin’s For.docx
Lewin’s Force Field Analysis.
Components and steps of Lewin’s Force Field Analysis:
Kurt Lewin was social psychologist that practiced in the 1930’s and 1940’s. When we hear about three changes: unfreezing- change – refreezing. Kurt Lewin suggests that there are influences that affect change. Lewin’s change in general means that an individual or organizations to see that they need a change and want to make a change that will work and stay implemented.
Lewin’s three-step model of change theory:
#1 Unfreezing this where we acknowledge there is a challenging issue. We know that we want to make a change.
#2 Changing: This is the stage that we plan for the change. This is where we bring the stakeholders for training and education of how the change with affect and benefit the organization. This phase is also where we do education to the frontline staff and implement the new plan.
#3 Refreezing: In this phase we have already implemented the change. The entire organization or group is onboard. This phase is especially important because this is where we monitor how we are doing with change. We have created performance indicators and they are continuously monitored.
Does the model or theory contain a component for appraising the evidence?
After review of the theory, I do not feel that there is any evidence of a component for appraising the evidence. There is no evidence of what needs to be done to in between the phases.
Does the model or theory contain a component for networking with the stakeholders during all phases of practice change?
For Lewin’s theory the stakeholders fall into each phase. When there is an issue that this identified for change, the stakeholders are aware and need to be onboard and support the need for change. When we move onto the next phase of change the stakeholders are involved the most in this phase. The stakeholders informed of the benefits of the change and give input of the changes. In the final stage the stakeholders can review the performance indicators and are able to help reinforce education and compliance in the refreezing change.
Does the model contain components for identifying barriers and addressing barriers to implementation?
I do not feel that there are specific components that identify barriers and barriers to implementation. If you look at the whole theory, you can see #1 We identify the problem. #2 Create the plan and implement it. #3 Monitor the plan and keep it going. We can see the “general” plan. I do not feel that this gives us the specifics of how to dissolve the process and create a new process. We need to have the specifics of how to get the buy in from the stakeholders and the frontline staff. How do we gather the information for the buy in of everyone involved? I also feel that there is a time frame issue with this process. We are not educated on how long or in general should each phase take. How ling does it take to get all people “onboard”?
As .
Change theories
This document discusses change theories and the change process. It defines key terms like change, change agent, and reasons for change. It outlines several traditional change theories, including Lewin's three-step model of unfreezing, moving, and refreezing. Emerging theories discussed include chaos theory and the learning organization theory. The document also covers resistance to change, strategies to overcome resistance, and different responses to change. Overall it provides an overview of perspectives on planned and unplanned change at the individual, group, and organizational levels.
Change managment
This document provides an outline for a presentation on change management. It begins with an introduction to change management, defining it and discussing change agents and types of change. It then covers aims and targets of change management, principles of change management, and Kotter's eight steps for successful change. Finally, it discusses change processes and theories, the change management process, and managing resistance to change. The objectives are to define change management and discuss frameworks for managing organizational and personal change.
Understanding Change
The document discusses the Transtheoretical Model of Behavior Change, also known as the Stages of Change Model. It describes the five stages of change that individuals progress through when making behavioral changes: pre-contemplation, contemplation, preparation, action, and maintenance. The stages are not always linear, as people may relapse and recycle through the stages before reaching sustained change. Understanding that change is a process involving different tasks at each stage allows helpers to meet people where they are and provide the most effective support.
Organizational change
The document discusses various aspects of organizational change including defining organizational change, change management, forms of change (planned, unplanned, radical, transformational), forces for change (external and internal), resistance to change and strategies for managing resistance. It also summarizes approaches to managing organizational change including Lewin's three step model, Kotter's eight step model, action research and organizational development. Finally, it discusses creating a culture for change and innovation in organizations.
status asthmaticus.pptx respiratory problems
MSc nursing 2 nd year Government college of nursing Rajnandgaon Chhattisgarh
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Change manage dr. r. shivappa
This document provides an overview of change management concepts. It discusses what change is, types of change, forces of change, and what change management is. It describes Lewin's three-stage model of change - unfreezing, changing, and refreezing. It also discusses the systems approach to change management, which views change through inputs, target elements, and outputs in an organizational system. The key models and concepts around understanding and managing organizational change are presented.
transtheoritical model ppt.pptx
The Transtheoretical Model (TTM) posits that health behavior change involves progressing through six stages: precontemplation, contemplation, preparation, action, maintenance, and relapse prevention. It assumes that people move through these stages of change and that different processes of change are involved at each stage. The ten processes of change include consciousness raising, dramatic relief, self-reevaluation, environmental reevaluation, social liberation, self-liberation, helping relationships, counter conditioning, reinforcement management, and stimulus control. The TTM aims to understand intentional behavioral changes like quitting smoking and recognizes that falling back to earlier stages is part of the process of change.
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Organizational culture
What is organisational culture and what are the importance of organisational culture.
Characteristics of organisational culture.
What is Organisation Change and types of organisation change.
What is the characteristics of Organisation Change.
What is the Lewin's Theree-Step Model.
What is Stress and different types of stress.
what is the way to overcome the stress.
Transtheoretical Model (Stages of Change Model)
The Transtheoretical Model (TTM) speaks on suggested strategies for public health interventions to address people at various stages of the decision-making process. Acknowledgements of this and other behavioural change models will resulting in social marketing campaigns being implemented as they're tailored to suit the target audience.
Behavior Mod Presentation (PH)
This document provides an overview of behavior modification and applied behavior analysis (ABA). It defines behavior modification as a therapeutic approach that uses positive and negative consequences to change undesirable behaviors. ABA is described as a process that systematically applies interventions based on learning theory principles to improve socially significant behaviors. The document outlines how ABA works by analyzing antecedents and consequences to behaviors and developing replacement behaviors. It also discusses how motivation, co-occurring disorders, staff training, and definitions are important aspects of using behavior modification and ABA to change behaviors.
1 transisiton definition and factors
Transitions are defined as changes from one situation or state to another that occur over time. There are developmental transitions such as becoming a parent or graduating college, situational transitions like career changes or divorces, and organizational transitions involving changes in leadership. Transitions can be classified as either reactive, in response to external changes, or developmental, triggered by internal shifts in perspective that result in new understandings and potential changes. It is important to understand transitions from the perspective of the person experiencing them as the meaning and impact may be positive, negative, or neutral, depending on whether the transition was desired or undesirable and expectations about the process.
episodic and continuous change
This document discusses different types and levels of organizational change. It describes episodic change as infrequent, discontinuous and intentional periods of change triggered by external forces. Continuous change is described as ongoing, incremental modifications driven internally. The ideal organization is capable of adapting continuously through both types of change. Different metaphors and frameworks are provided for analyzing episodic versus continuous change processes, along with the role of change agents in redirecting organizational change.
REPLY1Widely used nursing theories include Lewin’s 3 stage model.docx
REPLY1
Widely used nursing theories include Lewin’s 3 stage model and Lippits phase theory. The Lewin’s change theory consist of three stages including unfreezing, moving and refreezing stages. Unfreezing stage is when you recognize a change is needed, then you move to the phase when the change occurs and refreezing stage happens after equilibrium is established leading to satisfactory results and the cycles goes on and on. A distinct feature of Lewin theory is that it contains both driving forces and resisting forces and for the theory to be successful then the driving must overcome resistant forces. Lippits, Watson and Westley seven phase theory, first phase entails diagnosing the problem, assessing motivation, and capacity for change, evaluating change agent’s motivation and resource, choosing the appropriate role of the change agent, maintaining difference and last phase is termination of the help relationship (Tappen, 2016).
Lippits theory expands on Lewin’s model of change into the seven steps mentioned above as well it is more comparable to nursing process hence there is no significance difference between the two (Alageel, Gulliford, McDermott & Wright, 2018). However, Lewin’s is built on three fundamental steps thereby facing a lot of criticism since nursing is more complicated than the three levels. Similarly, both theories are widely used in nursing and both requires nurses who are willing and want to make change. The mentor has applied Lewin’s change theory because she has successfully introduced a new paper work despite the hospital having several rounds every hour. In the unfreezing period she has describe to nurses of the importance of the sheet and how to sign, in the moving stage she let the nurses give their opinions on the system and lastly in the refreezing stage she went round and made sure nurses make this a daily habit. In my own opinion, I believe that Lewin’s theory is more appropriate for my project since most nurses’ push for change receiving less resist from people.
Reference
Tappen, R. M. (2016). Advanced nursing research: From theory to practice. Jones & Bartlett
Publishers.
Alageel, S., Gulliford, M. C., McDermott, L., & Wright, A. J. (2018). Implementing multiple health behaviour change interventions for cardiovascular risk reduction in primary care: a qualitative study.
BMC family practice
,
19
(1), 171.
REPLY2
There are several change theories that would be good to use for the implementation of my capstone change project. After discussing these theories with my preceptor and listening to her stories of success as well as failures, we decided Lewin’s change theory will work best in implementing my change project at the acute care hospital, because there will need to be a strong push for this to be accepted into practice. She had successfully used this theory in the hospital when implementing changes in the past, but she supports the idea that depending on the theory or approach, the outcome can be ve.
Motivational Interviewing with Adolescents
This document provides an overview of enhancing motivation to change among substance-using adolescents. It discusses the challenges adolescents face at home that could contribute to drug use. Motivation is presented as fluid rather than a fixed trait. Motivational interviewing is outlined as an effective approach that minimizes resistance by accepting different stages of change. The stages of change are defined as precontemplation, contemplation, preparation, action, maintenance, and relapse. Clinical strategies are suggested for each stage, such as raising doubts in precontemplation and helping resolve ambivalence in contemplation.
Obesity- Tipping Back the Scales of the Nation 19th April, 2017
Dr. Rebecca Beeken presented on inspiring behavioral change through various techniques. She discussed traditional approaches focusing on information alone are often ineffective for behavior change. The COM-B model identifies capability, motivation, and opportunity as necessary conditions for behavior. Successful interventions incorporate self-monitoring and other self-regulation techniques. Commercial weight loss programs that emphasize lifestyle changes over dieting and use behavior change techniques and cognitive behavioral therapy have shown promising results. Habit formation through repetition can help establish healthy behaviors long-term. Health professionals, teachable moments, and nudging in appropriate settings can also influence behavior change. A multifaceted approach is needed to inspire lasting behavior change.
Theories in health promotion and health behavior
This document discusses several theories related to health promotion and health behavior. It describes the stages of change model, which outlines stages individuals move through when adopting a new healthy behavior, from precontemplation to maintenance. It proposes this model can help understand the process of overcoming heroin and opioid addiction. The document also discusses using the health belief model to convince states to provide Medicaid coverage for addiction treatment, arguing it will reduce healthcare costs by preventing illnesses.
2013 03-03 - large scale change for integrated care - r varnam (slideshare)
This document discusses leading large scale change for integrated care. It begins by looking at the story so far, noting that change efforts have often focused on structures and provider-led changes, making more improvements than transformations. It then discusses change in complexity, explaining that systems behave like complex social organisms rather than machines. It emphasizes the importance of creating shared purpose through identifying shared values and vision. The document outlines tips for sequencing change, including engaging stakeholders and making pragmatic changes across multiple areas. Finally, it provides top tips for leading large scale change, such as moving toward a new vision and enabling distributed leadership across boundaries.
Kotkin MI 12-11-14
This document provides an introduction to motivational interviewing and the stages of change model. It discusses that motivation is something a person does, not something they have, and involves recognizing a problem and searching for solutions. Motivational interviewing aims to minimize resistance and resolve ambivalence. Readiness levels are accepted as starting points rather than reasons for exclusion from treatment. The stages of change are precontemplation, contemplation, preparation, action, and maintenance, with the goal of treatment matching the strategies used to the individual's current stage of change.
Lewin’s Force Field Analysis.Components and steps of Lewin’s For.docx
Lewin’s Force Field Analysis.
Components and steps of Lewin’s Force Field Analysis:
Kurt Lewin was social psychologist that practiced in the 1930’s and 1940’s. When we hear about three changes: unfreezing- change – refreezing. Kurt Lewin suggests that there are influences that affect change. Lewin’s change in general means that an individual or organizations to see that they need a change and want to make a change that will work and stay implemented.
Lewin’s three-step model of change theory:
#1 Unfreezing this where we acknowledge there is a challenging issue. We know that we want to make a change.
#2 Changing: This is the stage that we plan for the change. This is where we bring the stakeholders for training and education of how the change with affect and benefit the organization. This phase is also where we do education to the frontline staff and implement the new plan.
#3 Refreezing: In this phase we have already implemented the change. The entire organization or group is onboard. This phase is especially important because this is where we monitor how we are doing with change. We have created performance indicators and they are continuously monitored.
Does the model or theory contain a component for appraising the evidence?
After review of the theory, I do not feel that there is any evidence of a component for appraising the evidence. There is no evidence of what needs to be done to in between the phases.
Does the model or theory contain a component for networking with the stakeholders during all phases of practice change?
For Lewin’s theory the stakeholders fall into each phase. When there is an issue that this identified for change, the stakeholders are aware and need to be onboard and support the need for change. When we move onto the next phase of change the stakeholders are involved the most in this phase. The stakeholders informed of the benefits of the change and give input of the changes. In the final stage the stakeholders can review the performance indicators and are able to help reinforce education and compliance in the refreezing change.
Does the model contain components for identifying barriers and addressing barriers to implementation?
I do not feel that there are specific components that identify barriers and barriers to implementation. If you look at the whole theory, you can see #1 We identify the problem. #2 Create the plan and implement it. #3 Monitor the plan and keep it going. We can see the “general” plan. I do not feel that this gives us the specifics of how to dissolve the process and create a new process. We need to have the specifics of how to get the buy in from the stakeholders and the frontline staff. How do we gather the information for the buy in of everyone involved? I also feel that there is a time frame issue with this process. We are not educated on how long or in general should each phase take. How ling does it take to get all people “onboard”?
As .
Change theories
This document discusses change theories and the change process. It defines key terms like change, change agent, and reasons for change. It outlines several traditional change theories, including Lewin's three-step model of unfreezing, moving, and refreezing. Emerging theories discussed include chaos theory and the learning organization theory. The document also covers resistance to change, strategies to overcome resistance, and different responses to change. Overall it provides an overview of perspectives on planned and unplanned change at the individual, group, and organizational levels.
Change managment
This document provides an outline for a presentation on change management. It begins with an introduction to change management, defining it and discussing change agents and types of change. It then covers aims and targets of change management, principles of change management, and Kotter's eight steps for successful change. Finally, it discusses change processes and theories, the change management process, and managing resistance to change. The objectives are to define change management and discuss frameworks for managing organizational and personal change.
Understanding Change
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The document discusses various aspects of organizational change including defining organizational change, change management, forms of change (planned, unplanned, radical, transformational), forces for change (external and internal), resistance to change and strategies for managing resistance. It also summarizes approaches to managing organizational change including Lewin's three step model, Kotter's eight step model, action research and organizational development. Finally, it discusses creating a culture for change and innovation in organizations.
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
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四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
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◇回国时间很长，忘记办理；
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◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
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5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
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如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
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2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
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6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
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All the Small Things - XP2024 Bolzano/Bozen
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While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
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During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
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plan for change.pptx @#nursing management
- 2. INTRODUCTION change is a continual unfolding process rather than either or event the process begins with the present state, moves through the transition period and ultimately comes to a desire state. Once the desire state has been reached however the process begins again. Interrogative thinking, kills in appliance and and aptitude for problem solving will help the change agent achieve results during this dynamic and fluid process
- 3. DEFINITION the deliberate design and implementation of a structural innovation a new policy for ball or an over change in operating philosophy, climate, and style is called a plant change. change is the law of life and those look only to the past or the present are certain to miss the future
- 4. External forces Internal forces FORCES LEADING TO PLANNED CHANGE
- 5. CORE PRINCIPLES OF CHANGE 1. Participation is not a choice. 2. Life always react two derivatives it does not obey them. 3 we do not see reality we create our own interpretation of what is real 4. To create leaving health in a living system and connect it tomorrow of itself.
- 6. A. Unfreeze B.Change C.Refreeze Lewin’s Change Theory THEORIES OF CHANGE Lippitt’s Seven-Step Change Theory Spradley’s Change Theory Rogers’ Diffusion of Innovation Theory Bridges’ Theory Into Transition
- 8. 1. Determine the change agent STEPS OF PLANNED CHANGE 2. Developing trusting relationship and open communication 3. Participation and involvement 4. Provision of resources 5. Other approaches
- 9. 1. Population and customer AREAS OF CHANGE INFLUENCING HEALTHCARE 2. Wellness care and prevention 3. Cost management 4. Interdependence among professional 5. Client as consumer of cost and quality 6. Continuity of information
- 10. 1. Changes to solve some problem GOOD REASONS FOR CHANGE 2. Change to make work procedures more efficient 3. Change to reduce unnecessary workload
- 11. Organisational roles, responsibilities and author MANAGEMENT SYSTEM PROCESS 2. Control and documented information 3. Operational planning and control 4. Changes to the requirement of product and service 5. Design and development changes 6. Control of change
- 12. THANK YOU