Clinical Report on Lewin's Field Change Theory

Some people are willing to accept changes but other people may not accept it. People are used to doing things in a particular way, so the concept of change itself can be terrible. Therefore deviation from the norm may cause difficulties. In the context of this article, I will study my learning objectives and the two factors related to my clinical practice at St. Michaels Hospital. First, the knowledge component, together with the strengths and limitations of each study, will require a strict review of academic journals based on five evidences related to change and electronic medical record (EMR).

Personally, I used Kotter's eight-step process and led clinical and organizational changes using transformation models, Rogers' innovation dissemination theory, and Lewin's change theory and forcefield analysis ( Mitchell, 2013). Prochaska's meditation model is another model that is often used to guide organizational change. Many change models are applied to evidence-based clinical practice (EBP) changes in the clinical setting, but nurses and nursing organizations (Canada, 2016; Schaffer, Sandau, and Diedrick, 2013) also have several EBP We developed a unique model. It is used for personal or organizational change. Social change and health care affected the way of nursing, and many older models were revised. For example, the general choice for EBP change is a practical model based on recently revised Iowa evidence (Buckwalter et al., 2017).

The main purpose of this paper is to outline Lewin's theory of change and to introduce the changes in the role of nurses in outpatient clinics. In particular, when leveraging the theory of transient change in Lewin, we focus on transitioning from coordinated roles to clinical roles. By introducing the conceptual framework of outpatient clinics adopted by AAACN / ANA in 1998, Lewin 's change theory enabled innovation of nurses' traditional role in outpatient clinics. The three main roles, clinical roles, occupational roles, and roles of the organization / system are introduced. Through the modification of professional and clinical education, empowerment, and roles and tasks, nurse ability development is an important strategy to achieve this change.

The model of Lewin proved to be a useful and effective system modification guideline, as the role of RN in outpatient clinics has undergone significant and significant changes. The systematic view of Kurt Ruwin's theory shows that the process of change occurs in three stages: decompression, migration and refreezing. In order to achieve the change, incentives should be made to break the deadlock. Baulcomb (2003) points out "(p.1623)". Changing the behavior of power is considered an important aspect of changing the present situation and changing motivation. Meanwhile, the anti-reform force usually promises to maintain balance as customs, ceremonies, or policies. Thawing occurs when propulsive force (propulsive force) becomes stronger than restraining force (reverse direction changing force). Stage 1: Decompression stage - Motivational: