Version 1
: Received: 31 December 2020 / Approved: 4 January 2021 / Online: 4 January 2021 (13:25:12 CET)
How to cite:
Drejeris, R.; Drejeriene, E. Model for Causes Elimination of Staff Resistance to Innovative Change: evidence from Lithuanian Health Care Institutions. Preprints2021, 2021010046. https://doi.org/10.20944/preprints202101.0046.v1
Drejeris, R.; Drejeriene, E. Model for Causes Elimination of Staff Resistance to Innovative Change: evidence from Lithuanian Health Care Institutions. Preprints 2021, 2021010046. https://doi.org/10.20944/preprints202101.0046.v1
Drejeris, R.; Drejeriene, E. Model for Causes Elimination of Staff Resistance to Innovative Change: evidence from Lithuanian Health Care Institutions. Preprints2021, 2021010046. https://doi.org/10.20944/preprints202101.0046.v1
APA Style
Drejeris, R., & Drejeriene, E. (2021). Model for Causes Elimination of Staff Resistance to Innovative Change: evidence from Lithuanian Health Care Institutions. Preprints. https://doi.org/10.20944/preprints202101.0046.v1
Chicago/Turabian Style
Drejeris, R. and Egle Drejeriene. 2021 "Model for Causes Elimination of Staff Resistance to Innovative Change: evidence from Lithuanian Health Care Institutions" Preprints. https://doi.org/10.20944/preprints202101.0046.v1
Abstract
Frequent employee resistance to innovation is one of the main barriers of change failure in a health care organization and one of the negative stimuli of employment relationships. Identifying the reasons of resistance is a topical issue for every organization, as the speed of change can affect their competitiveness. Consequently, it is helpful not only to know the causes of potential resistance but also to be ready to control any implicit opposition. The organizational climate and the attitude of the staff play an important role in understanding and accepting innovation. Purpose of the study is to develop a model, which would facilitate the choice of an appropriate strategy necessary to enable the health care organization to eliminate or at least to reduce resistance to often essential innovative changes. The article analyses the root causes of resistance and identifies strategies that help to mitigate or eliminate staff resistance for innovation. Use of suggested model can make easier reducing staff resistance to change processes and thus speed up the implementation of innovations. This methodology can be used to eliminate the reasons for staff resistance to change in health care institutions of different countries, but it was tested in Lithuania and achieved good enough results.
Keywords
health care, innovation, resistance, staff behavior, employment relationship, strategy, organizational climate
Subject
Public Health and Healthcare, Public, Environmental and Occupational Health
Copyright:
This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
