Significance of Resistance to Change in terms of interprofessional leadership

Using these two articles write a 1-2 page paper discussing the Significance of Resistance to Change in terms of interprofessional leadership

Literature Review: Article I

Catherine Coffey triangulates subsequent studies to conclude that due to the multi-dimensional challenges in the nursing environments, professionals, and the human support capital are predominantly resistant to change. In the past, health care reforms have focused on maintaining low inpatient index in the attempts to cut costs and treatment logistics. Coffey identifies that due to the changes projected by the new reforms, the traditional training on nursing are ineffective, as most practitioners and caregivers are resistant to the new treatment structures. Following the inefficacy, the author identifies the need to for the pediatric nurses and the social educator to train students on the inpatient procedures rather than the traditional inpatient settings. The model to increase the number of outpatients in the treatment facilities also follows the economic models that seek to reduce the cost of running local health care delivery systems(Coffey, 2011).

Best Practice

Application to Nursing

The researcher proposes multi-perceptive approaches to minimize the resistance to change. Due to the confounding variables that determine the success rate in the nursing field the approach is applicable for various advantages. Firstly, the plan will increase nurses’ motivational level while working in the communities. The integrated training programs will improve their social attachment, which is necessary for nursing. The multidisciplinary method of reducing resistance is also applicable in situations where one change might lead to a ripple effect(Coffey, 2011). Therefore, the implementing team uses the most appropriate approach in ensuring a successful transition.


Coffey, C. (2011). Faculty and Student Resistance to Change the Need for Home Health and

Other Nursing Community Leaders to Partner with Nurse Educators to Change Nursing Education. Home Health Care Management & Practice, 23(5), 381-382.

Literature Review Article II

Beyer, in his analysis, argues that the managerial aspects adopted by an institution could also contribute to the employees’ reaction to the proposed changes. Firstly, employees react negatively due to lack of comprehension on the benefits associated with the changes. The author assumed that, in every organization, a pre-set environment supports communication across all levels. Secondly, he believes that the resistance to change show by the employees is a multi-aspect condition and can be redirected using the right approaches (Beyers, 1998).. The author uses the qualitative study to identify the various aspects that determine the response of employees to their leaders. These elements include personal needs, the impact of the changes, employees’ feelings, and expected growth. Therefore, in change management, every stakeholder must identify the confounding variables that affect the success rate before the implementation phase.

Best Practices

Application to Nursing

The proposed managerial approaches are likely to increase efficacy in the nursing field. Firstly, the active communication channels suggested by Beyers will lead to a smooth flow of information across all departments involved in the delivery of the health services(Beyers, 1998). Secondly, the subjective coaching will result in nurses’ development as personal levels, which increases their ability to perform their duties. Similarly, in management, effective team building skills increases the total output of an organization by reducing the human capital wastage created by internal group dynamics. In change management in nursing, the leaders should adopt a subjective model that supports the proposed objective changes(Beyers, 1998). Such integration would increase success by considering the human capital dynamics that might lead to challenges during implementation.


Beyers M. (1998). About Management Techniques. The American Organization of Nurse Executives. Nursing Management

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