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NUR 590 Benchmark EBP Proposal Project Framework Model For Change

NUR 590 Benchmark EBP Proposal Project Framework Model For Change

Assessment Description

Applying a model or framework for change ensures that a process is in place to guide the efforts for change. In 500-750 words, discuss the model or framework you will use to implement your evidence-based practice proposal project. You will use the model or framework you select in the Topic 8 assignment, during which you will synthesize the various aspects of your project into a final paper detailing your evidence-based practice project proposal.

Include the following:

  1. Identify the selected model or framework for change and discuss its relevance to your project.
  2. Discuss each of the stages in the change model/framework.
  3. Describe how you would apply each stage of the model or theoretical framework in your proposed implementation.
  4. Create a concept map for the conceptual model or framework you selected to illustrate how it will be applied to your project. Attach this as an appendix at the end of your paper.

Refer to the “Evidence-Based Practice Project Proposal – Assignment Overview” document for an overview of the evidence-based practice project proposal assignments.

You are required to cite minimum of four peer-reviewed sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content.

Complete the “APA Writing Checklist” to ensure that your paper adheres to APA style and formatting criteria and general guidelines for academic writing. Include the completed checklist as an appendix at the end of your paper.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

Benchmark Information

This benchmark assignment assesses the following programmatic competencies:

MBA-MSN; MSN-Nursing Education; MSN Acute Care Nurse Practitioner-Adult-Gerontology; MSN Family Nurse Practitioner; MSN-Health Informatics; MSN-Health Care Quality and Patient Safety; MSN-Leadership in Health Care Systems; MSN-Public Health Nursing

1.2 Apply theoretical frameworks from nursing and other disciplines to make decisions regarding practice and health-related problems at the individual and population level.

Framework or Model For Change

The success of health organizations in the modern world relies largely on the implementation of transformative initiatives. Depending on the nature of an identified clinical problem or issue, particular interventions can be used to help solve the problems or reduce their occurrence rates. In most cases, the initiatives are implemented in the form of change initiatives (Nilsen et al.,2020). The changes aim at streamlining the existing systems and processes in an organization. Such initiatives can be driven by frameworks that offer a ground for implementation. Change models guide the strategies adopted in the change process. Therefore, the purpose of this paper is to explore a change that will be utilized in the project, its steps, and how they will be applied.

The Selected Model

The selected model that will guide the implementation of the evidence-based practice project is Kurt Lewin’s model of change. Lewin’s model is a psychological theory that organizations utilize to guide the change process. Lewin developed the model in the 1950s for use by leaders and managers to understand the process of change in the organization and influencing factors. According to him, management and leadership should engage in a range of activities for the change process to be successful. They include activity and commitment planning and the transformation of the existing organization’s structures (Wilson, 2019).

Lewin’s theory of change is applicable to my project because it entails behavioral change. The adopters of the proposed change should embrace behaviors that align with the change for its success. The model supports the implementation of change based on best practices. The focus on creating an enabling environment and preparing the adopters minimizes the potential of change failure, hence, the use of best practices in the process (Hidayat et al., 2020; Wilson, 2019). Therefore, its application to the proposed evidence-based practice is anticipated to yield sustainable outcomes.

Stages of the Model and their Application

Kurt Lewin proposed that change occurs in three steps. They include unfreezing, change, and refreezing. The change process must occur in these steps for it to be a success in an organization. Unfreezing is the first step of the change process in the model. It is characterized by preparing the adopters for the change process (Hussain et al.,2018). The change management team makes stakeholders understand the need for change by referring to the statistics of an increased rate of patient falls among hospitalized patients, which have been high. Such a step will be key in preparing every stakeholder for an impending change to help address the increased rates of patient falls. Effective communication is crucial in this stage to motivate the adopters to begin thinking and acting in ways that support the change (Harrison et al., 2021). Open communication will be encouraged to enable them to express their views and concerns about the change.

Change or transition is the second step in Lewin’s model of change. The targets of change have accepted the change in this phase and start embracing new ways of doing things. It is characterized by the implementation of change for the achievement of the set outcomes. Change management teams employ strategies such as open communication, teamwork, active involvement, coaching, mentorship, and providing feedback in this stage to ensure successful change implementation. Training is also offered to ensure the implementers have the desired competencies to support the change (Campbell et al., 2020; Wilson, 2019). This step of change is applicable to the proposed evidence-based practice project. At this point, the proposed intervention of automated fall detectors is implemented to help address the fall problem. The stakeholders are actively involved in the change process to promote their empowerment and project ownership. Feedback will be provided to ensure the elimination of potential threats to the change process.

The third step in the change model is refreezing. Stabilization of the desired change behaviors occurs in this step. The new intervention is accepted in the organization as part of the routine and the organization’s culture. The stakeholders become actively involved in identifying best practices that can sustain improved performance in the organization. Strategies such as rewarding performance, regular reviews and giving feedback, and establishing supportive policies and structures are crucial in this step (Hidayat et al., 2020; Teguh et al., 2019). The refreezing step is applicable to the proposed change. The adopters of change will have incorporated the desired behaviors into their routines. The use of automated fall detectors is accepted in the organization as part of the routine and the organization’s culture. As a result, rewards, positive reinforcements, and aligning the change with their daily routines will be encouraged for sustained change.

Conclusion

Change frameworks or models are important in implementing proposed change in the healthcare environment. Such models provide frameworks upon which the stages of proposed change can be implemented. The proposed change model for the project is Lewin’s model of change. The model will facilitate sustained change in the organization. The theory proposed change to occur in steps that include unfreezing, change, and refreezing. These steps are applicable to the proposed evidence-based practice project. Strategies to sustain positive outcomes with the change will be explored.

 

 

References

Campbell, A. R., Layne, D., Scott, E., & Wei, H. (2020). Interventions to promote teamwork, delegation and communication among registered nurses and nursing assistants: An integrative review. Journal of Nursing Management, 28(7), 1465–1472. https://doi.org/10.1111/jonm.13083

Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where Do Models for Change Management, Improvement and Implementation Meet? A Systematic Review of the Applications of Change Management Models in Healthcare. Journal of Healthcare Leadership, 13, 85–108. https://doi.org/10.2147/JHL.S289176

Hidayat, A. T., Hariyati, R. T. S. H. S., & Muhaeriwati, T. M. (2020). Applicability of Lewin’s Change Management Model for Optimization Management Function in Nursing Delegation between Head Nurse and Team Leader: A Mini Project in Jakarta Military Hospital. International Journal of Nursing and Health Services (IJNHS)3(4), 471-478.https://doi.org/10.35654/ijnhs.v2i2.136

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002

Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses, and assistant nurses. BMC Health Services Research20, 1-8. https://doi.org/10.1186/s12913-020-4999-8

Wilson, F. (2019). Impact of a Change in the Assistant Nurse Manager Model on Satisfaction and Work Engagement. DNP Projects. https://uknowledge.uky.edu/dnp_etds/279