Analysing Knowledge for Practice: Practice Development

by

ACKNOWLEDGEMENT

My thanks go out to all who have helped me complete this study and with whom this project may have not been possible. In particular, my gratitude goes out to friends, facilitator and family for extensive and helpful comments on early drafts. I am also deeply indebted to the authors who have shared my interest and preceded me. Their works provided me with a host of information to learn from and build upon, also served as examples to emulate.

DECLARATION

I [type your full first names & surname here], declare that this dissertation represents my own work, except where due acknowledge made, and that it has not been previously included in a thesis, dissertation or report submitted to the University or any other institution for a degree, diploma or other qualification.

Signed __________________ Date _________________

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

CHAPTER # 1: CHANGE1

Change1

Organization Need Change1

Change Theories4

Challenges of Change4

Resistance against Change5

Strategies to Manage Change7

Factors for an Effective Change Agent9

CHAPTER # 2: CULTURE12

What Is Culture12

Organization Culture14

SWOT analysis16

CHAPTER # 3: EVIDENCE BASE NURSING RELATED TO COLOSTOMY MANAGEMENT OF CARE19

Professional Boundary Issues20

Facilitating learning in a clinical environment related to colostomy23

Leadership in Nursing and Management Style25

Transformational Leadership28

CHAPTER # 4: REFLECTION MODEL31

Critical Reflection31

Contemporary Issues in Nursing Related to the Colostomy Management31

Competency Skill (Pre/Post Evaluation)33

Humanism Aspect36

Nursing Praxis Model38

REFERENCES44

CHAPTER # 1: CHANGE

Change

Change and change management are watchwords of modern day business and topics continually headlining business reviews and pop-culture business literature. The notion of the necessity for change has taken a persuasive hold in organizational systems. Furthermore, it is a phenomenon that invades all facets of the human existence and stands as a matter that must be contained and understood. The nature of change and its relative place in society has changed very little from the beginning of time. History has provided a vast disparity of theoretical orientations aimed at defining and conceptualizing change in its most primitive form. The Greek philosopher Heraclitus (536 - 470 BC) advanced the conception that everything changes but change itself. While speaking of the nature and dynamics of change, he writes, “Everything flows and nothing abides; everything gives way and nothing stays fixed…You cannot step into the same river, for other waters and yet other go ever flowing on. It is in changing that things find repose”

The subject of change has sustained the interests of academics, authors, researchers and practitioners over the past 60 years, and continues to dominate organisational behaviour and management literature (Demers 2007).

Organization Need Change

Its significance has largely been attributed to the need for organisations to constantly change and adapt to their increasingly turbulent and changing environments often surfaced from fierce competition. Fierce competition or rather increased competition, follows a cumulative and chain reaction to sweeping advances in information, technology and globalisation, giving impetus for rising affluent economies (Saudi Arabia and India), and diverging polarisation between life and death expectancy, and to greater amounts of variety and choice.

This forms the backdrop of the management mantra mentioned above, and has been echoed by the likes of ...