The nurse manager is planning to initiate new policies in the ...

[swpotter12]

The nurse manager is planning to initiate new policies in the department and is reviewing several change theories. Which step of Havelock's model will the nurse find most closely resembles Lewin's moving stage?
 
  1. Self-renewal occurs among all participants.
  2. Solutions are identified to create change.
  3. Resources are acquired to facilitate change.
  4. Relationships are formed among all participants.

Question 2

A nurse executive says, I would really like to develop our current nurses so they can take a greater leadership role in the future.
 
   Why is this a good management plan? Note: Credit will be given only if all correct choices and no incorrect choices are selected. Standard Text: Select all that apply. 1. Employees with a long history at the facility are easier to control.
  2. This method of developing leaders has proved to be cost-effective.
  3. The leadership development can be varied according to the needs of the nurse.
  4. When leaders are developed from within, management is already aware of their strengths and weaknesses.
  5. The specific needs of the organization can be served.

[BAOCHAU2803]

Answer to Question 1

2
Rationale 1: Self-renewal and stabilization occur during the final stage and are most like Lewin's refreezing stage of change.
Rationale 2: Choosing a solution and gaining acceptance are most like Lewin's moving stage. Previous to this stage in both models, the work is to convince participants that change is necessary and to secure resources for the change. After solutions are identified and implemented, the final stage begins.
Rationale 3: The first three steps of Havelock's theory are building a relationship, diagnosing the problem, and acquiring resources. These three steps are most like Lewin's unfreezing stage.
Rationale 4: The first step of Havelock's model is building relationships among participants. This is one of the steps that are equivalent to Lewin's unfreezing stage.
Global Rationale:

Answer to Question 2

2,3,4,5
Rationale 1: Developing leaders from within is not a control strategy.
Rationale 2: Cost-effectiveness comes from retaining high-performing nurses.
Rationale 3: Many nurse leaders fail, not because they don't want to be a leader, but because they don't have the tools and skills they need. When a leader is developed from within, these tools and skills can be tailored to the individual.
Rationale 4: When a nurse has worked at the hospital as a staff nurse, strengths and weaknesses are revealed.
Rationale 5: Since the leaders are being developed from within, the organization can match strengths and interests to identified needs.
Global Rationale: