Resistance to change in healthcare

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Individuals may perceive a loss of their position or status. This is a HUGE one! People take comfort in doing things the way they have always been done. Because a competency has been built and there is personal value in sticking to the status quo, anything that disrupts the current approach feels unsettling.

Opportunity for opposition. Change becomes personal. When people see change as a personal attack on their current performance, they feel devalued and, threatened. New is intimidating. Often, there is a desire to change, but change according to a different set of goals or expectations. Sometimes people resist change simply because it is change. Submit a Comment Cancel reply Your email address will not be published.

Search for:. Receive Email Updates. First Name John. Last Name Smith. Job Title Job Title. Company Company. The purpose of this concept analysis is to explore the concept of resistance and provide an operational definition for nurse leaders. While resistance has been deemed a major barrier to the implementation of successful practice change in popular literature, specific evidence as to how it is a barrier within health care organizations is lacking.

The Walker and Avant model of concept analysis was used to analyze the concept of resistance. Resistance is defined as an individual's behavior in response to perceived or actual threat in an attempt to maintain baseline status.

It may be preceded by and amplified through mistrust, fear, and communication barriers, ultimately influencing the implementation, quality, and sustainability of the change.

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People like knowing what is happening in their work environment and if they jobs would be affected. In the health care sector, resistance to change can also be prompted by the same factors that affect organization in other sectors.

These authors are also of the perception that people will always resist to change if it seems to threaten jobs, status of certain individuals or their power within their organization. People also resist change if they cannot see the benefits or the rewards of the installed changes, especially if they deem it as inadequate in comparison to the troubles caused. Looking at the above points, it seems that people mainly resists change of they felt they were not involved or consulted in implementing the change.

Hayes, J. The theory and practice of change management. Palgrave Macmillan. Kuipers, B. The management of change in public organizations: A literature review. Public Administration , 92 1 , Marquis, B. Planned change. In Leadership roles and management functions in nursing: Theory and application 8th ed. Matos Marques Simoes, P. Improving change management: How communication nature influences resistance to change.

When people feel that change was done to them, not with them, any outside solution is off-putting, at best. No involvement makes buy-in difficult. Individuals may perceive a loss of their position or status.

This is a HUGE one! People take comfort in doing things the way they have always been done. Because a competency has been built and there is personal value in sticking to the status quo, anything that disrupts the current approach feels unsettling. Opportunity for opposition.

Change becomes personal. When people see change as a personal attack on their current performance, they feel devalued and, threatened. New is intimidating. Often, there is a desire to change, but change according to a different set of goals or expectations.

Sometimes people resist change simply because it is change. Submit a Comment Cancel reply Your email address will not be published. Search for:. Receive Email Updates. First Name John. Last Name Smith.