Change Resistance as Practicing Moral Authenticity: A Qualitative Study

2021 ◽  
pp. RTNP-D-20-00078
Author(s):  
Kim McMillan ◽  
Amélie Perron
Keyword(s):  
Health Care ◽  
Organizational Change ◽  
Resistance To Change ◽  
Change Resistance ◽  
Continuous Change ◽  
Change Initiatives ◽  
Face To Face ◽  
External Pressures ◽  
Take Back ◽  
Authentic Care

Background and purposeOrganizational changes are increasingly rapid and continuous in health care as organizations strive to meet multiple external pressures. Much change in health care fails and nurse resistance is commonly blamed for such failure. Nurse resistance to organizational change is often described as overt behaviours and are deemed destructive to the change process. Much of the literature describing organizational change comes from the perspectives of administrators, there is little known about nurses’ experiences of organizational change. The purpose of this inquiry was to explore the nature of frontline nurses’ experiences of rapid and continuous change.MethodsA qualitative critical hermeneutic design was applied. 14 Registered Nurses participated in face-to-face interviews. Openended questions were used. The setting was an urban pediatric teaching hospital located in Canada. Research ethics board approval was obtained as required. Member reflections ensured accurate portrayals of participant’s experiences.ResultsThe findings from this study suggest that acts of resistance to change are not overt, but rather covert behaviors in micro-ethical moments. Nurses engaged in resistance as means to provide morally authentic care at the bedside. These acts were utilized to take back power over their practice amidst feelings of powerlessness, however, paradoxically, when participants described the concept of power, they understood it solely in the context of feeling powerless within the planning, implementation and evaluation of organizational change initiatives. Nurses engagement with resistant behaviours in the context of organizational change demonstrated ethical action and political agency that enabled morally authentic nursing practice.Implications for practiceThe findings from this study offer new understandings of a well-established concept in nursing and can be used when considering the ethical dimensions of nursing work amidst rapidly changing health care institutions.

Must We Change? the Dark Side of Change and Change Resistance

2021 ◽  
pp. 765-790
Author(s):  
Theodore E. Zorn ◽  
Jennifer Scott
Keyword(s):  
Organizational Change ◽  
Behavioral Response ◽  
Resistance To Change ◽  
Change Resistance ◽  
Dark Side ◽  
Change Initiative ◽  
Change Initiatives

Organizational change and innovation are generally treated as unquestioned goods, but some have argued that there exists a darker side to these phenomena. Change is often resisted or only grudgingly accepted by those involved and, given the assumed virtues of change and innovation, resistance has traditionally been considered an obstacle to overcome. This chapter will first consider the dark sides of change—that is, negative aspects, in particular change initiatives that are undertaken for ethically questionable reasons, using ethically questionable means, or resulting in deleterious consequences. Second, it reviews resistance to change—that is, an aversive cognitive, emotional, or behavioral response to a change initiative. Using a framework to consider the substance, processes, and outcomes of change initiatives, practical and theoretical implications are provided for a more nuanced approach to acknowledge the connections between perceptions of a change initiative as potential dark side judgments and resultant resistance behaviors.

Navigating Organizational Change

2017 ◽  
pp. 1005-1021
Author(s):  
Nancy Kymn Harvin Rutigliano ◽  
Nadine V. Wedderburn ◽  
John M. Beckem II
Keyword(s):  
Organizational Change ◽  
21St Century ◽  
Resistance To Change ◽  
Dynamic Change ◽  
Change Resistance ◽  
Opportunities For Learning ◽  
Collective Acceptance ◽  
Critical Process ◽  
Major Impediment ◽  
The Way

Organizational change is a critical process for the survival of any organization in the 21st century. Resistance to change, oftentimes presented by stakeholders within an organization, is a major impediment to the process and can lead to chaos. While being a driver of change, chaos complicates and often impedes transformation. Thus, while chaos necessitates highly dynamic change, resistance stands in the way of mobility. The goal of thriving through chaos and change poses challenges to leaders, managers, and an organization's many stakeholders, while also providing opportunities for learning and growth within the organization. Hence, a sophisticated approach aimed at eliminating, weakening, adapting or transforming different aspects of resistance serves the organization and its stakeholders with the benefits of acceptance, learning and growth. This chapter discusses factors that spark resistance to organizational change and presents opportunities to generate collective acceptance and promote learning among stakeholders.

Understanding the role of social media in organizational change implementation

2020 ◽  
Vol 43 (9) ◽  
pp. 1097-1116
Author(s):  
Muhammad Naeem
Keyword(s):  
Social Media ◽  
Organizational Change ◽  
Resistance To Change ◽  
Change Implementation ◽  
Structured Interviews ◽  
Change Initiatives ◽  
Content Type ◽  
Change Acceptance ◽  
Media Applications

Purpose The purpose of this study is to identify the role of social media in implementing effective organizational change. The study illuminates how social media applications support the antecedents of organizational change in the workplace. Design/methodology/approach The study followed an interpretive approach based on qualitative design and grounded theory using 41 non-directive and semi-structured interviews with change leaders and change recipients. These respondents were chosen using purposive sampling and thematic analysis was then performed using NVivo 11-Plus software. Findings This research highlights how social media applications can be used to overcome the challenges of organizational change implementation. The findings of the study illuminate various emerging themes such as social media applications are beneficial for fostering knowledge sharing about change processes and enhancing effective communication during change formulation and implementation. It can increase the level of trust and participation in decision-making and decrease the level of resistance to change. Also, it can enhance the level of support for change acceptance in the workplace. Practical implications Social media application (SMAs) are helpful to foster informal, constructive and relevant discussion with respect to routines organizational tasks, employee concerns about new changes, information about job security and financial and non-financial benefits after change implementation. The effective and efficient use of SMAs helps organizations to foster knowledge amongst employees and they can address various critical issues i.e. employee uncertainties about change initiatives, social consensus on the solution of problems and interactive communication among social actors within a network. Originality/value The study represents an effort to explore seldom-researched aspects such as the role of social media in the context of change formulation and implementation at the workplace. Social media applications have become popular across the world and the speed of their usage is rising day by day, but their real contribution toward organizational change has not yet been fully understood.

scholarly journals Change, Resistance to Change and Organizational Cynicism

2016 ◽  
Vol 11 (3) ◽  
pp. 47-54 ◽  
Author(s):  
Blanca Grama ◽  
Ramona Todericiu
Keyword(s):  
Organizational Change ◽  
Cultural Adaptation ◽  
Resistance To Change ◽  
Labour Force ◽  
Change Resistance ◽  
The Past ◽  
Organizational Cynicism ◽  
Canadian Population ◽  
The Times ◽  
High Level

AbstractOver the past decades, the focus of the scientists has shifted towards the area of organizational change. The concept has been approached from several perspectives and studied by numerous disciplines and refers to a shift or transformation of an organization, of several components of the organization or of the processes that lie within. Being in an environment characterized by competitiveness and complexity, organizations are under a constant need of change, of progress, while the aim of each change is to improve the aspects that make this happen. The dynamics of the labour force market has contributed to the creation of an environment in which organizations are permanently facing the need to implement various changes regarding their strategy, structure, processes or culture. Henceforth, the factors that can alter the implementation of change benefit from an increased focus. Understanding the reason for which some employees can resist change can have major financial implications for the organization. When considering the human resources involved in the change, nothing seems simple; most of the times things are not as they should be, and most of the employees experience a resistance to change, sometimes in the form of change-specific cynicism, a notion defined as the belief of employees that the organization in which they work lacks integrity. This paper represents the cultural adaptation of Change-Specific Cynicism Scale (a scale proposed by David J. Stanley in 1998, validated on the Canadian population), to the specifics of the Romanian population and supplies a method of evaluating change-specific cynicism for the specialized literature. Statistic results have shown that the Change-Specific Cynicism Scale has a high level of internal consistency (α=0,84) and can be used exclusively for equivalent populations. Moreover, this paper aims to approach the term organizational cynicism and its role in the context of organizational change.

Potentially Inappropriate Medications Use in A Population of Iraqi Geriatric Outpatients According to Beers Criteria

2019 ◽  
Vol 10 (02) ◽  
Author(s):  
Ola Albaghdadi ◽  
Salam , Mohammad Hassan Morteza, Firas A Ahjel ◽  
Mohammad Hassan Morteza ◽  
Firas Aziz Rahi
Keyword(s):  
Health Care ◽  
Health Care Professionals ◽  
Public Health Issue ◽  
Beers Criteria ◽  
Potentially Inappropriate Medications ◽  
Cross Sectional ◽  
Face To Face ◽  
Inappropriate Drugs ◽  
Elderly Outpatients ◽  
Inappropriate Medications

Aims: Elderly in Iraq kept suffering multiple burdens, as they are a truly fragile and vulnerable segment. A major public health issue among elderly is adverse drug reactions. This study is aimed at contributing in overcoming this treatment gap by determining the prevalence of inappropriate medications used by a group of Iraqi elderly outpatients. Methods: A cross-sectional, questionnaire-based study was conducted in a sample of 85 Iraqi elderly aged ≥65 years of either gender. Participants had face-to-face interviews to answer a comprehensive questionnaire. Each drug taken by the patient was evaluated according to Beers criteria. Results: Females constituted 45.9% of the total. The average age was 69.9 years (± 4.6). Nearly 30% of the patients had 3 different diseases, and 17.8% had ≥4 different ones, with cardiovascular diseases were the most prevalent. Polypharmacy was notably identified in 47.1% of the total studied population. Twenty-eight out of 85 patients did not know the actual reason of taking at least one of their medications, and 42% were not taking their drugs as directed. Remarkably, 43.5% of patients were recognized as taking at least one medication to be avoided in elderly people according to the Beers criteria. The most common inappropriate drugs were glyburide, and proton-pump inhibitors. Conclusion: There was an obvious absence of any role of pharmacists in the health care system for our studied population. Health care professionals are encouraged to review the medications prescribed for geriatric patients using updated safety guidelines to prevent the risks associated with potentially inappropriate medications.

Experiences of Volunteers Supporting Parents Following a Fatal Fetal Anomaly Diagnosis

2021 ◽  
pp. 104973232098783
Author(s):  
Stacey Power ◽  
Keelin O’Donoghue ◽  
Sarah Meaney
Keyword(s):  
Health Care ◽  
Peer Support ◽  
Thematic Analysis ◽  
Health Care Professionals ◽  
Fetal Anomaly ◽  
Voluntary Organizations ◽  
Face To Face ◽  
Bereaved Parents ◽  
Collaborative Working ◽  
And Training

Ireland has had a reliance on voluntary groups to provide peer-to-peer bereavement support. The aim of this study was to explore volunteers’, within these voluntary groups, experiences of supporting parents following a fatal fetal anomaly diagnosis. Purposive sampling was used to recruit volunteers ( n = 17) and face-to-face interviews undertaken. NVivo12 was utilized to assist in the thematic analysis of the data. Five themes; “motivation for altruistic acts,” “being challenged,” “value of education and training,” “supporting volunteers to support others,” and “it is not a sprint, it is a marathon” were identified. Volunteers felt comfortable in their peer-support role but found the lack of knowledge regarding newly implemented termination of pregnancy (TOP) services challenging. The importance of education/training was identified, emphasizing the need for collaboration with health care professionals and other voluntary organizations for support. The findings illustrate the need for collaborative working between health care professionals and volunteers to assist them in supporting bereaved parents.

Changes in commitment to change among leaders in home help services

2015 ◽  
Vol 28 (3) ◽  
pp. 216-227 ◽  
Author(s):  
Kristina Westerberg ◽  
Susanne Tafvelin
Keyword(s):  
Organizational Change ◽  
Structured Interviews ◽  
Change Initiatives ◽  
Commitment To Change ◽  
Content Type ◽  
Team Meetings ◽  
Home Help ◽  
Home Help Services ◽  
One Year ◽  
Over Time

Purpose – The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. Design/methodology/approach – The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Findings – Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders’ commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. Research limitations/implications – The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. Practical implications – It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Originality/value – Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

“Doing the Heavy Lifting: Health Care Workers Take Back Their Backs”

2008 ◽  
Vol 18 (2) ◽  
pp. 207-219 ◽  
Author(s):  
Tim Morse ◽  
Renee Fekieta ◽  
Harriet Rubenstein ◽  
Nick Warren ◽  
Darryl Alexander ◽  
...  
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Care Workers ◽  
Take Back

Do Health-Care Students Know About Chemical Biological Radioactive Nuclear Weapons?

2021 ◽  
pp. 1-6
Author(s):  
Cagla Yigitbas
Keyword(s):  
Health Care ◽  
Nuclear Weapons ◽  
Health Care Professionals ◽  
Field Education ◽  
Health Care Education ◽  
Cross Sectional ◽  
Health Care Students ◽  
Face To Face ◽  
Survey Form ◽  
Ongoing Training

Abstract Objective: The aim of this study was to determine the level of knowledge of students receiving different levels of health-care education (doctors, nurses, paramedics) on chemical, biological, radioactive, and nuclear weapons (CBRNW). Methods: This study was designed as a qualitative, descriptive, and cross-sectional research. The study reached 87.68% of the population. A survey form was created by the researcher in line with the literature. Ethical permission and verbal consents were obtained. The data were collected by face-to-face interviews. Results: It was observed that there was no difference between the enrolled departments, that the participants had very low levels of knowledge on the subject despite considering it a likely threat for Turkey, and that they thought the public and the health-care professionals in this field had insufficient knowledge. Sex, age, and field education were the variables that created a difference. Conclusion: Training regarding CBRNW should be further questioned and individuals should receive ongoing training to increase and update their knowledge and skills.

scholarly journals Resistance to Change Processes and Strategies for the Implementation of Harmonization Reforms: The Separation of the Health Care Expenditure in the Regional Financial Statements

2018 ◽  
Vol 13 (3) ◽  
pp. 42
Author(s):  
Giuseppe Modarelli ◽  
Migliavacca Alessandro ◽  
Puddu Luigi ◽  
Modarelli Giuseppe
Keyword(s):  
Health Care ◽  
Local Governments ◽  
Resistance To Change ◽  
Health Care Expenditure ◽  
Financial Statements ◽  
Financial Accounting ◽  
Financial Statement ◽  
Change Processes ◽  
Organizational Responses ◽  
Rational Management

The Legislative Decree n. 118/2011, in setting the rules for the harmonization of the financial accounting of the local governments, represents a further progress for the accounting process also for the health care. In the specific case the article 20 defines a precise identification perimeter of revenue and expenditure related with National Health Service (NHS) by the regulations in the regional financial statements, in a way to make possible an immediate comparability between the Health Care incomes and expenditures in the Regional financial statement. The aim of this paper, always referred to the Rational Management based on financial statement, focuses the attention on the possible correlation between organizational responses to institutional pressure and the theoretical roles of accounting, tracing lines of best practices compliance or not on the sample above explained.

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