HIM 685 Module 8 Journal Example

Reviewed by Delia Ravenscroft, MSN, RN

This HIM 685 Module 8 Journal sample reflects on resistance to change from the inside of a team. It was written for SNHU HIM 685 (HIM-685), where the eighth module has MS Health Information Management learners reflect on leading people through change. The composite writer leads health information at a 180-bed hospital in Hattiesburg, Mississippi, where a release-of-information team is moving from mailing records to managing exchange queries. At a weekly update, a specialist with twenty-two years of service says the exchange is a slow way of firing her. The entry looks at what that statement reveals, using research that treats resistance as a source of information and that shows how much the work context shapes it, and ends with one change the writer makes to the plan as a result.

CourseHIM 685 Advanced Topics in HIM II
ModuleModule 8
Paper typegraduate journal entry on resistance to change in an HIM team
LengthAbout 340 words, 3 pages
FormatAPA 7 student paper
SchoolSouthern New Hampshire University
ProgramMS Health Information Management
UpdatedOctober 2026

Free sample paper for HIM 685 Module 8

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Module Eight Journal

A Slow Way of Firing Me

At Thursday's update, after I had shown the timeline again, one of our most experienced specialists said, quietly, that the exchange was a slow way of firing her. She has worked here twenty-two years. Nobody else said anything, which told me she was speaking for more than herself.

What this page is doingOne sentence in a meeting prompts the reflection.
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My first reaction was defensive. I have said in every meeting that no positions will be cut. Research on resistance suggests leaders often locate the problem in the people resisting when it is partly produced by the leaders' own actions, such as past broken agreements or messages that never answer the real question (Ford et al., 2008). They suggest resistance can be a resource: it shows what people care about and what the plan has missed. When I asked her afterward what she meant, she said that no one had told her what her day would look like in a year. She was not worried about her title. She was worried about losing the work she knew she was good at.

Oreg (2006) found that resistance to organizational change depended on personality but also on the setting, especially how much people trusted management and what they had been told. I had been treating this as a matter of individual temperament, older staff being set in their ways, when the context explained most of it. Two years ago, our coding team was told no jobs would change before half of it moved to remote contract work. My promises are being heard against that memory.

Weiner (2009) writes that readiness requires people to believe they can carry out the change. My team does not yet believe they can do the new work, because they have never seen it.

What this page is doingResearch reframes resistance as a message about the plan.
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So I am changing one thing. Before any more training, each specialist will spend half a day shadowing the exchange's match review staff in Jackson, seeing the new work done by people with similar backgrounds. And I will ask her, specifically, to help design what a day of the new role looks like.

What this page is doingThe writer responds with a concrete change and an invitation.
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References

Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review, 33(2), 362-377. https://doi.org/10.5465/amr.2008.31193235

Oreg, S. (2006). Personality, context, and resistance to organizational change. European Journal of Work and Organizational Psychology, 15(1), 73-101. https://doi.org/10.1080/13594320500451247

Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4, Article 67. https://doi.org/10.1186/1748-5908-4-67

What the HIM 685 Module 8 instructions ask for

HIM 685 turns personal in Module Eight with a journal about leading people through change. Keep it near a page and write it in first person, citing a reading or two in APA 7 if they help. Begin with one concrete moment, a remark in a meeting, a request, a silence or a disagreement, when someone pushed back on a change. Admit how you first reacted. Then ask what that pushback might be telling you, drawing on research that reads resistance as information or shows how history and trust shape it. Consider whether your own plan or messages played a part. Finish with a specific change you will make, and if you can, a way to bring the person who spoke up into the work.

How this HIM 685 Module 8 journal example is built

Longleaf Regional Medical Center's director hears a twenty-two-year release specialist call the exchange a slow way of firing her, and silence from the rest of the team. The writer admits a defensive first reaction, then uses Ford and colleagues' view of resistance as a resource partly produced by leaders to ask what she meant: nobody had shown her what her day would look like. Oreg's finding that context and trust shape resistance links her fear to a coding team moved to remote contracts two years earlier. Weiner's efficacy question explains the doubt. The HIM 685 journal adds half-day shadowing visits and invites her to help design the new role.

Where the HIM 685 Module 8 rubric puts the points

Graders of the HIM 685 leadership journal generally look for an honest account of a specific moment, reflection on the writer's own reaction, research used to understand resistance rather than to dismiss it, attention to history and context, and a concrete response that involves the people affected. Entries that score highest change something in the plan because of what they learned, instead of simply resolving to communicate more. Graders value humility and accountability, including recognition of past broken promises. A personal yet professional tone, de-identified details and correct APA 7 citations support the higher ratings. Entries that label staff as difficult without examining the leader's role score lower.

HIM 685 Module 8 help: the mistakes that cost points

Journals on resistance in this course often lose marks by describing staff as resistant to change in general, treating the leader's plan as beyond question, citing research that blames individuals or ending with a resolution to communicate better. If your module asks about a conflict with physicians, a disagreement with IT, your own resistance to a change or a team that went quiet, send the prompt with a brief account of the moment and the entry will start from it. The more specific the words and setting, the better. Our HIM 685 journals read resistance as information about the plan and end with a change that involves the people who raised it.

Get HIM 685 Module 8 written to your instructions

Share the HIM 685 Module 8 prompt and a short account of a moment when someone pushed back on a change. The entry will reflect on your reaction, use research to read what the pushback means and close with a concrete change that brings the affected people in, finished in about two days, and your first entry costs nothing. The paper above is an original model document written by our desk, not a submitted student paper and not an official Southern New Hampshire University document.

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HIM 685 Module 8 questions, answered

Where can I find a free HIM 685 Module 8 Journal sample?

This page carries the full HIM 685 Module 8 journal, in which an HIM director hears a veteran specialist's fear about an exchange and treats it as information about the plan.

Is resistance to change always negative?

No. Research suggests resistance can be a resource that reveals what people value and what a plan or its communication has missed.

What causes resistance to organizational change?

Both personality and context matter, including trust in management, past experience with change and the information people receive.

How should a leader respond to a worried long-serving employee?

Listen for the specific concern, show concretely what the future work looks like and involve the person in designing it.

What should an HIM 685 leadership journal include?

A specific moment, your honest reaction, research that helps you understand it and a concrete change you will make in response.