A medical surgical unit has implemented a policy change. The nurse manager has noticed that one of the nurses, who has a history of being resistant to change, is not delivering care according to the new policy. Which of the following actions should the nurse manager take?

Choice A rationale Disciplinary consequences should be a final step, as this approach often increases resentment and defensiveness, leading to greater covert resistance rather than true behavioral change. Resistance to change often stems from a lack of understanding, fear of incompetence, or concerns about the impact on patient care quality or workload, which a punitive approach fails to address constructively. Choice B rationale Ignoring the resistance and hoping for peer pressure is a passive, non-managerial approach that risks patient safety if the nurse is delivering substandard care. Peer pressure can be effective, but the manager has a direct responsibility to ensure compliance with evidence-based policy. A direct, supportive, and communicative approach is professionally required before ignoring the issue. Choice C rationale Encouraging the nurse to verbalize the resistance's reasons utilizes a participatory management style. This allows the manager to uncover the root cause, which may be a legitimate concern about feasibility, resources, or patient impact. Addressing these underlying issues through open dialogue promotes trust, validates the nurse's experience, and facilitates collaborative problem-solving, which is essential for lasting behavioral modification. Choice D rationale Explaining the importance and rationale is a crucial first step, but it's often insufficient if the resistance is due to deeper, unstated concerns. The nurse may already understand the "why" but fears the "how.”. Combining the explanation with an opportunity for the nurse to express their perspective (as in Choice C) creates a two-way dialogue, which is more effective than a one-way didactic explanation.