Author Question: Which of the following will positively influence how quickly a practice change is adopted? a. ... (Read 56 times)

Pineapplelove6 · **on:** Jul 7, 2018

Which of the following will positively influence how quickly a practice change is adopted?

a. Clearly defined patient outcomes are expected as a result of the change.
b. Complex and detailed interventional practice changes are implemented.
c. Senior management leaders are the sole members of the team.
d. The new practice is much different from current practice.

Question 2

You anticipate that your region will soon move towards an e-health record system. You begin to discuss this with your staff and are disappointed that you receive little positive response from the staff about this possibility.

One staff member, in particular, seems to sum it up by saying e-health? Won't happen in my working life There are too many problems with it, like privacy issues. This response is most likely motivated by: a. Lack of urgency regarding the need to change.
b. Lack of evidence to support importance of technology.
c. Deficits in education and experience.
d. Lack of organizational support for change.

Cheesycrackers · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

A
Certain clear, expected outcomes facilitate demonstrating the need for the change and adoption of the change. Other strategies that influence the adoption of a practice change include staff in-volvement in the topic selection, complexity of the intervention, interest and commitment to the topic, observability of impact of practice change, centrality to the daily work, technical and clin-ical versus administrative focus, pervasiveness and extent of change required, radicalness or the extent that the practice differs for the norm, uncertainty of outcomes, appeal to local power holders, and additional resources needed.

Answer to Question 2

C
For leaders to inspire change, they must have intimate knowledge of what matters to the people they manage. Kotter (2012) characterizes this as establishing a sense of urgency, and this involves overcoming complacency. This is especially hard when there doesn't seem to be any visible crisis, or the crisis seems irrelevant to the people being asked to change (Kotter, 2012).