Phelp LPNtoRN 6e

74 Unit I • The Transition Process

example, a nurse of a cultural background in which women assume subservient roles may be ambivalent about assuming the more autonomous role of a professional nurse, where the interprofessional team members of all genders are on an equal standing with other profession als and collaborate to determine diagnoses and care for a patient. Boyle et al. (2025) advocate for the profession of nursing to examine the impact of culture on all aspects of nursing. This applies to those newly entering the professional nurse level, such as yourself, to provide support for the ambivalence you may have about this change in your role based on your culture. THINKING CRITICALLY Consider changes that you have experienced, for example, a marriage, divorce, birth of a child, loss of a job, economic pressures, or change in a partner or living arrangements. Analyze ambivalent feelings you had about these changes. How did you resolve the ambivalence? RESISTANCE Resistance has been defined as conduct that tries to preserve the status quo. Buckway and Sowerby (2023) noted that most people are initially resistant to change, especially if the change requires new skills and new patterns of behavior or will take additional time to learn. There is always comfort in the way things are. Fear of the unknown or a lack of self-confidence can hinder a person’s ability to welcome change. In a group, Taylor et al. (2023) note that change alters the balance of a group, and resistance is expected in any change process. Factors that may influence resistance to change include the following: ••Past experiences with change may not have been positive. Example: An employee who resists change states that previous job changes always meant loss of job, pay, or informal seniority standing with coworkers. ••People often see change in terms of how they personally will be affected. Example: If a hospital decides to change the mix of staffing at the facility, there may be fear that some will lose their jobs or that they will be reassigned to a different unit or shift. ••Resistance to change is higher if an individual or group has not participated in the decision to make the change. Example: The head nurse in an intensive care unit decides to implement the use of computerized standard care plans. The equipment that is purchased is labor intensive to learn and not nurse friendly. Many of the staff nurses are irate and refuse to comply with the change. ••Resistance can occur if people feel overwhelmed by the amount or speed of change. Example: If a new hospital administrator is hired and they implement multiple changes quickly and concurrently, there may be resistance even from those who are supportive of some or all of the changes. ••Lack of communication throughout the change process increases resistance. Example: Employees of a medical clinic are informed that there will be a change in the management structure to make the organization more efficient and less costly. They are told that more information will be coming soon. After several weeks of hearing nothing, some of the employees are disgruntled. Rumors are rampant, and many of the employees are now vehemently opposed to any change that may occur, although they initially recognized a need. ••Passive resistance may be manifested as inefficiency, lethargy, failure to complete tasks, increased errors in job performance, or poor attitudes. Example: A nurse at

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