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Lewins Three-Step Model The approach I would use is Lewins Three-Step Model The status quo seems obvious the ER nurses and the floor nurses are comfortable doing what they know how to do best Using Lewins approach this status quo needs must change Education and communication would help unfreeze each group A combination of directing the behavior away from the behavior and remove the restraining forces those who oppose the change Movement would begin with participation and negotiation would begin to refreeze the impending changes as a level of comfort is achieved Education and Communication Both teams seem to believe that 1 what they do is more important than the other group and 2 rotating to the other group will not benefit them The solution to these two issues is increased communication as well as education Nursing teams are tightly knit groups which engender trust between each other and their respective supervisors Robbins states Does it work It does provided that the source of resistance is inadequate communication and that management-employee relations are characterized by mutual trust and credibility 2005 pp 552 Both supervisors should meet with each team of nurses and express the reasoning behind the change as well as address any concerns or questions Since the level of trust is high within each group a group meeting seems appropriate It is imperative that the nurses understand that this is not a permanent change and may become a hospital policy in the future Nurses are required to acquire a certain amount of CEUs Continued Education Units per year The supervisors could explain that this will educate each team and provide them with a wider variety of tools More importantly this rotation will afford each nurse with their needed CEUs Participation Since nurses are very involved with each other and their respective patients it stands to reason that having the nurses themselves participate in the rotation process Robbins claims that participation works Assuming that the
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