NURS 6053 Change Implementation and Management Plan
NURS 6053 Change Implementation and Management Plan
Training is an important element in the adoption of a change agent. It prepares the staffs to incorporate the new practices into their daily routines. It also minimizes incidences of resistance to change. Through it, unnecessary wastage of resources due to poor uptake or resistance to change are eliminated. The use of web-based electronic health records is associated with health outcomes that include improvement in quality of care, efficiency of care, and patient satisfaction with care (Hoyt & Hersh, 2018). The quality of care improves since patients are in constant interactions with their healthcare providers. There is enhanced efficiency in the provision of healthcare since decisions can be made in real-time for faster decision-making. It also minimizes hospital visits, hence, efficiency in healthcare (Onyejekwe, Rokne & Hall, 2019). There is enhanced patient satisfaction with care due to the provision of patient-centered care.
Proposed change is transformational type of change. It aims at transforming the existing organizational strategy. The change is adopted in response to the need to align with the rapid changes in an industry. The change aims at ensuring that the strategies used at the different levels of the organization support the overall mission of the company. Therefore, it is anticipated that the adoption of web-based electronic health records will transform the quality of healthcare given to the patients. The organization will be able to remain up-to-date on issues influencing its performance in the market.
The change will be implemented in our organization. It will aim at increasing the uptake of web-based electronic health records by the healthcare providers. It will also focus on raising the level of awareness among them on the use of the technology. Through it, the organization intends to transform the experiences of the patients and healthcare providers in service provision.
The transition of patients from the hospital to their homes presents a difficulty for healthcare organizations. Significant attempts have been undertaken to improve care transition efficacy. Poor care transition is a challenge for healthcare systems, since it results in high rates of readmission for patients.
As part of an effort to lower the rate of readmission, the healthcare facility must incur financial penalties.
Alteration and Justification
Intervention is required to lower the rate of readmission.
Patients will be educated by nurses regarding treatment adherence.
Treatment noncompliance is the major reason of readmission to the facility.
The penalties-related financial losses sustained by the healthcare institution must be handled.
Low readmission rates indicate that the hospital is not providing safe and effective care.
Impact of Change
There is a need for increased nurses’ participation in the transition process.
The type of modification that has been implemented is a developmental change.
The modification acknowledges the need for enhancements to the discharge procedure.
There is a necessity for transition stage enhancements.
Current discharge procedures are ineffective
Stakeholders and Management Team
Employees and patients will be the stakeholders most affected by the move.
The modification modifies the discharge procedure for patients.
During the patient transition process, the nurses will play a larger role.
The administration of the healthcare facility will be more involved in the patient’s recovery and treatment.
Ensure clarity in explaining change objectives
Inform the nurses of the advantages emerging from the process of transformation.
Communication will involve notifying stakeholders of the resulting expectations.
Use email to communicate with stakeholders in a two-way manner.
Overspending to cover the risks that affect budgets.
Having deadlines to eliminate project schedule-affecting hazards.
Identification of technical strategies to mitigate staff performance and productivity risks
avoiding risks by having alternatives
Type & Scope of the Proposed Change
Preparing and initiating the prosed change
Assess possible risks and limitations
Develop acceptable strategies for implementation
Collecting evidenced based data from staff.
Prepare corrective action plans
The proposed change falls in the category of Strategic transformational change. This means that the change will affect some aspects of the organization (Neiva, Odelius & Ramos, 2015). It will influence but not completely redefine the organization. In Strategic transformational change, there needs to be thorough planning for the change to attain the desired results (Neiva et al., 2015). The person proposing the change needs to identify the ultimate goal and develop a plan to attain it. For the proposed change, I will need to plan how the resources will be obtained and how the opportunities will be provided to the employees.
It will be important that the staff understand that the goal of the change is to support new strategies and skills instead of fixing their deficiencies. The professional development programs will then be considered as a benefit (Price & Reichert, 2017). Besides, the staff will see that the organization is willing to invest in their professional growth.
The scope of change is the organization’s managerial level. For the change to be successful, the organization’s managers will have to put efforts into ensuring that there is complianve with regulatory bodies, and that the expected safety standards of healthcare policies are met (Neiva et al., 2015).
Stakeholders Impacted by the Change
The primary stakeholders impacted by this change are,
Administrators-approval of funds to be allocated towards the success of this proposal
Departmental heads and managers
Staff nurses are also key stakeholders in the proposal (Ballard, K. 2003).
Financiers of my organization are very important stakeholders for the disbursement of funding.
Stakeholders involved include
1. Hospital administrators: They will be first in line on the propositions involved in o=im proving the staffing patterns in the organization. They would have to understand the dynamics of the proposal, and ultimately work towards its success in collaboration with all other stakeholders.
2. HR manager: The HR manager will be tasked with identifying employee’s professional needs and deficiencies within the organization. The HR will also plan and organize professional development programs and identify staff to be sponsored for sponsored training programs through appraisal (Price & Reichert, 2017).
3. Nursing supervisors: The nursing supervisors will be tasked with determining nurses’ professional needs in the respective hospital units. They will also interview nurses to identify their motivation and professional needs. This will help provide professional development opportunities that suit the nurse’s needs (Price & Reichert, 2017).
4. Attending physicians: The attending physicians will also determine professional development needs for medical residents and interns in the specialties they supervise
Change Management Team
Unit Manager- leaders of the team
Staff nurses on unit
Human Resources Department
Plan for Communicating The Change
Appointing a well knowledgeable spoke person or consultant for the proposal
Publish clear guidelines for the new policies and procedures
Implement strategies that will Ease the Transition
Emphasis on why the change is vital for success.
Provide ongoing promotion of the challenge to keep employees motivated.
Solicit feedback and questions
Communication about the change will be facilitated by the change management team and through internal memos. The nursing supervisors and attending physicians will inquire from their teams on the professional programs to improve their practice. They will also communicate about the incoming professional development programs to their staff. They will also be tasked with informing the selected employees who will be sponsored for certification and advanced education courses.
An internal memos will be used to communicate with the employees about the changes to help them develop their professions and advance their careers. Internal memos will be used to communicate upcoming CMEs and seminars to the employees, including the topics, venue, and dates to prepare beforehand.
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Change Implementation and Management Plan Assignment
It’s one of the most overused cliches, yet it’s true: the only constant is change. As a nursing professional, you are probably aware that success in the healthcare field necessitates the ability to adapt to change, as the pace of change in healthcare is unrivaled.
As a professional, you will be expected to share your knowledge, enlighten, educate, and advocate. Your efforts in these areas can help others navigate change. In this Assignment, you will suggest a change inside your organization and offer a complete strategy to put the proposed change into action.
To Get Ready:
• Go over the resources and choose one change you believe is needed in your organization/workplace.
o This may be a necessary modification to effectively address one or more of the issues you discussed in Module 4’s Workplace Environment Assessment. It could also be a reaction to something that was not addressed in your prior efforts. To help identify and vet these ideas, it may be good to discuss them with your organizational leadership and/or coworkers.
• Consider how you will implement this change and how you will communicate it to organizational leadership.
The Task (5-6 minute PowerPoint presentation with narration):
Change Management and Implementation Plan
Create a narrated PowerPoint presentation with video comprising 5 or 6 slides that offers a complete plan for implementing the proposed change.
Your narrated presentation should last 5-6 minutes.
The following items should be included in your Change Implementation and Management Plan:
• An executive summary of the current difficulties affecting your organization/workplace (If applicable, this can include the work you conducted in your prior Workplace Environment Assessment.)
• A description of the proposed modification
• Justifications for the change, such as why addressing it will benefit your organization/workplace.
• Details about the proposed change’s type and scope • Identification of stakeholders impacted by the change • Identification of a change management team (by title/role) • A plan for communicating the proposed change • A description of risk mitigation plans you would recommend to address the risks anticipated by the proposed change
Submit your Narrative Change Implementation and Management Plan by Day 2 of Week 11.
Submission and Grading Details
Do the following to submit your completed Assignment for review and grading:
• Please save your Assignment with the name “WK11Assgn+last name+first initial.(extension)” as the extension.
• To see the Grading Criteria for the Assignment, click the Week 11 Assignment Rubric.
• Navigate to the Week 11 Assignment link. You will also be able to “View Rubric” for this area’s grading criteria.
• Then, in the Attach File section, click the Browse My Computer button. Open the document you saved as “WK11Assgn+last name+first initial. (extension)”.
• If applicable, tick the button next to I agree to submit my paper(s) to the Global Reference Database in the Plagiarism Tools section.
• To finish your submission, click the Submit button.