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from Discussion 3.1: Theoretical Framework or Model

Jan 23, 2026, 4:55 PM

Theoretical Framework for Stroke Resource Nurse Project

The model used in this project is Lewin’s change theory because it is a widely used strategy in the healthcare industry to facilitate practice transformation within the organization and improve clinical outcomes (Amina et al., 2022). Lewin’s theory comprises three stages: unfreezing, change (or movement), and refreezing. These factors confer an orderly approach to implementing and maintaining new interventions, including the deployment of stroke resource nurses to enhance communication during thrombolytic stroke management in emergency departments.

The unfreezing stage involves coming to terms with the revelation of the limitations of the current communication practices during off-hour strokes. Delays or disruptions in communication between ER staff and inpatient units are likely to affect timely treatment and continuity of care in most emergency settings. These gaps are identified so stakeholders can find other solutions that lead to the implementation of the stroke resource nurse position. The change stage occurs with the introduction of the stroke resource nurses into the workflow. These nurses become committed communicators and clinical assets oriented toward timely updates within ER groups, neurology, inpatient units, etc. They close the communication gap by providing knowledge and encouraging compliance with stroke guidelines. Lastly, during the refreezing stage, policy institutionalization, staff training and appraisal, and placement of the resource nurse as a stroke management option occur (Vasel, 2025).

The framework is suitable because it addresses the clinical question of how to modify organizational practices to enhance communication, which is one of the most significant determinants of patient outcomes in acute stroke management (Amina et al., 2022). The theory further focuses on teamwork and employee involvement, which are essential for maintaining shifts, especially off-hours when resources are likely scarce. Within the project, in light of Lewin’s phases, the project shall have a roadmap to plan, implement, and assess the role of stroke resource nurses in the communication process. Overall, the Lewin Change Theory is a pragmatic intervention-based theory used to investigate the role of stroke resource nurses in the emergency department and the impact of the role on their communication. The model’s preparation, implementation, and reinforcement of change as a central idea directly relate to the project goal of enhancing coordinated care in treating thrombolytic stroke.

References

Amina, A., Kassem, A., & Sleem, W. (2022). Applying Lewin’s change management theory to improve patients’ discharge plans. Mansoura Nursing Journal, 9(2), 335-348. https://journals.ekb.eg/article_295591_2e01c440a7769101b9fd53066f06f65c.pdf

Vasel, H. (2025). Factors shaping the implementation of educational organizational change: An analysis of Lewin’s model in the context of teaching innovations. Social Sciences & Humanities Open, 11, 101599. https://doi.org/10.1016/j.ssaho.2025.101599Links to an external site.

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