Phelp LPNtoRN 6e

66 Unit I • The Transition Process

Change within an organization involves modifying working practices and proce dures or causing individuals to work in different ways. This can produce a great deal of fear among employees. William Bridges (2016) offers many suggestions for assisting individuals in organizations experiencing loss and fear in such change processes, includ ing honoring past history and culture, involving people in the transition, and establish ing a “change manager” to monitor all the details of the change process and identify problems quickly as they arise. FACTORS THAT MOTIVATE CHANGE Many factors motivate change. If you were to examine your reasons for desiring a change from your role as an LPN/LVN to that of an RN, you may identify some aspects that are described in the following text. You may also recognize some factors that have played a part in other life changes. CRISIS One factor that can precipitate change is a crisis —a turning point or a critical time in the course of an event. A situational crisis involves an unexpected event, such as a natural dis aster, loss of a loved one, illness, or divorce. This type of crisis can motivate an individual to make other changes. For example, a 40-year-old nurse who had recently been through a split from their partner recognized a need to further their education and develop a professional career. This may not have happened if they had remained with their partner. CONFLICT Another factor that can influence the process of change is conflict. There is always an implied sense of battle or opposition when the term conflict is used. In relation to change, it also denotes a struggle or variance with a particular situation or person. Conflict may result in change because an individual is frustrated with the current cir cumstances. An example is that of a person who has not been happy in their position as a nurse at a local hospital. They want to practice nursing in a more holistic way and believe that the fragmented care system is not adequate. Although the nurse has spoken to their boss about this many times, they have been unable to make any changes in the healthcare delivery system. Finally, the nurse decides that they can no longer deal with the conflict, and so they resign. They are subsequently hired by a community health agency that practices a more holistic approach. Conflict motivated this individual to make a change. DISAPPOINTMENT Everyone has experienced disappointment at some point. Disappointment is related to a sense of failure at not meeting expectations or fulfilling certain plans and can be another motivator for change. A nursing student who has done poorly in math has avoided working on math problems. After failing their first quiz, they meet with their advisor, spend time with a college tutor, and purchase a step-by-step nursing math review text. This student nurse has vowed to change their practice habits so that they will pass the next quiz and improve their clinical performance. LACK OF REWARDS Another stimulus for change is lack of rewards in the current circumstances. An individual may be in a position that affords little recognition or reward. For example,

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