This document discusses and compares two models of change management: Lewin's three-stage model of unfreezing, transitioning, and refreezing, and Rogers' five-stage model of awareness, interest, evaluation, implementation, and adoption. It analyzes how Rogers' model takes into account personal factors and human feelings that affect change, unlike Lewin's more rational and goal-oriented approach. The document concludes that Rogers' change theory would make more sense than Lewin's for implementing evidence-based practices in a healthcare system, as it promotes awareness, encourages interest, and allows evaluation before full implementation.
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Respond to this discussion post This change management model w.docx
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This change management model was created in the 1950s by
psychologist Kurt Lewin. Lewin noted that the majority of
people tend to prefer and operate within certain zones of safety.
As a result, he recognized three stages of change as: unfreeze,
transition, and refreeze. On the other hand, Everette Rogers
modified Lewin's change theory and created a five-stage theory
of his own. The five stages are awareness, interest, evaluation,
implementation and adoption. This theory is applied to long-
term change projects. It is successful when nurses who ignored
the proposed change earlier adopt it because of what they hear
from nurses who adopted it initially (Kritsonis, 2015).
Below is a comparison of the two change theories;
Lewin’s Three-Step Change Theory vs. Rogers Change Theory.
Lewin's Three-Step Change Theory is very rational, goal and
plan oriented. It doesn’t take into account personal factors that
can affect change. Also, the theory makes rational sense, but
when implemented the lack of considering human feelings and
experiences can have negative consequences. On the other hand,
Roger's theory is applied for long-term changes and the success
of this theory is fully realized when the earlier resistant agents
adopt the change and support it this is unlike Lewin's theory
where success is only realized if the driving forces dominate the
resistant force (Watson, 2019).
Given that Rogers change theory promotes awareness of the
change, encourages interest of implementation of EBP among
the involved parties and appraise the achievement of pilot
studies before the actual implementation, the theory makes
2. sense in the implementation of my specific EBP in healthcare
system.