Change agents’ experiences of implementing a new organizational culture in residential care for older people: A qualitative study

Abstract

Culture change in organizations may affect employees and change agents are often a forgotten resource; their perspective is often overlooked in research. The aim of the study was to illuminate experiences of being a change agent in order to improve residential care of older people. Interviews were performed with 15 change agents who participated in a large culture transformation in residential care for older people. The study followed COREQ guidelines and content analysis was used to interpret the text. The analysis revealed that the change agents felt chosen when they accepted the challenge to become a change agent, but they also felt that transferring the message to co-workers was demanding. Conflicting demands about measuring care and aggravating circumstances to implement change were described. The results indicate that change agents benefit from preparation for the role itself as they have a great responsibility on their shoulders. In making the process more successful, all co-workers should be involved in the change process from the beginning.

Reasons for resistance to change in nursing: an integrative review

“… Younghee Cho & et al 2021 [ 35 ] Republic of Korea/ 223 nurses Factors associated with nurses’ user resistance to change of electronic health record systems. Eva Ericson-Lidman et al 2021 [ 36 ] Sweden/ 15 change agents Change agents’ experiences of implementing a new organizational culture in residential care for older people: A qualitative study. Briony Marie DuBose et al 2020 [ 9 ] San Diego Resistance to Change: A Concept Analysis.…”

“…All personnel in an organization does not react equally to ongoing changes in their organization [37]. A feeling of insecurity, doubt, and on the other hand, low motivation in implementing change [36], with a lack of trust and negative belief in change [26,27], and a lack of readiness to accept change [35] seeks resistance to change. Individuals with conservative personality traits and low flexibility to change can also make this process more difficult [26].…”

Factors that influence the implementation of innovation in aged care: a scoping review

“…Of the 2530 retrieved studies, 193 were ultimately included 6,7,11–201 . The PRISMA-ScR diagram (Figure 1) shows the study selection process and reasons for full-text exclusion.…”

Meanings of being a change agent in implementing a new organisational culture in home care services: A phenomenological hermeneutic study

“…cf. 21 The mission of the 'Journey of learning' was to implement a learning and changing process, which, through cultural change, aimed to contribute to a better life for sick older people in need of care, an improved work environment for healthcare personnel (including HCS), and more efficient working methods. Five areas were stipulated to ensure the following goals: coherent care; preventive and rehabilitating working methods; good dementia care; good medical treatment; and good end-of-life care.…”

“…The researchers conclude that it is of great importance to prepare the change agents for their role. 21 The change agent plays an active role in shaping their role behaviour, and therefore it is crucial to understand how the role of a change agent is created in healthcare organisations. 22 The perspective of change agents has often been ignored in studies.…”