An introduction to change management theory for veterinary nurses: part one

Abstract:

There are many reasons why a change in practice may need to be initiated. While the need for change may be explicit and essential, implementing new ways of working within an established team can be challenging and if mishandled may lead to high levels of stress among staff members. There are robust tools available to support the implementation of change in the workplace. This article does not seek to recommend any particular model to use, but aims to act as an introduction to elements of change management theory to encourage Veterinary Nurses to seek out information to support their practice.

Keywords: :

• Change management
• implementation of change
• change models
• clinical governance

Disclosure statement

No potential conflict of interest was reported by the author(s).

Multiple Choice Questions

1. 1. Which of the following are potential reasons for changing practice?

   1. Acquiring new equipment

   2. Responding to client feedback

   3. Addressing an error or near-miss

   4. All of the above

2. 2. How many phases are in Lipitt’s Theory?

   1. 4

   2. 5

   3. 6

   4. 7

3. 3. In which year was the principles of change management model by Lewin established?

   1. 1941

   2. 1947

   3. 1951

   4. 1957

4. 4. Lewin’s change management model consists of which three stages?

   1. Ready, steady, go

   2. Unfreezing, research, refreezing

   3. Unfreezing, moving, refreezing

   4. Stop, change, go

5. 5. Which change model includes the stages plan, do, study and act?

   1. Nursing process

   2. Lippitt’s change theory

   3. PDSA

   4. Lewin’s model

6. 6. Which of the following was not one of the main reasons the NHS identified the need for successful change management strategies?

   1. Changing patient expectations

   2. To appease medical unions

   3. Changing patient demographics

   4. Increasing costs and decreasing resources

7. 7. Data highlights that one in three improvement changes within human-centred healthcare fail after implementation.

   1. True

   2. False

8. 8. Outcomes often associated with poor change management in the workplace include:

   1. Decreased hostility, low morale and increased bullying

   2. Decreased hostility, high morale and decreased bullying

   3. Increased hostility, low morale and increased bullying

   4. Increased hostility, high morale and increased bullying

For the answers to the MCQs, please go to: http://www.bvna.org.uk/publications/veterinary-nursing-journal