Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change

NURS 6052 Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change

Walden University Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change– Step-By-Step Guide

This guide will demonstrate how to complete the Walden University  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change  

Whether one passes or fails an academic assignment such as the Walden University  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change   

The introduction for the Walden University  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change   

After the introduction, move into the main part of the  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change   

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for  Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change  

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change

Introduction

Health organizations operate with the aim of optimizing outcomes such as safety, quality, and efficiency in addressing the needs of their organizations. Often, health organizations operate in highly dynamic and challenging environments. They experience issues such as competition from other organizations, changing consumer needs and preferences, and emerging health problems. These challenges imply that health organizations must embrace change to respond to their current and emerging needs in their markets. Change initiatives provide organizations competitive edge over others involved in the same market niche. Healthcare providers, including nurses play a crucial role in the implementation of change initiatives that address organizational needs. They select evidence-based practice interventions to ensure efficiency in the adopted strategies and realization of optimum safety and quality outcomes in service delivery. Therefore, this presentation examines an organizational issue and proposed change to address it.

Organizational Description

The organization I work with is a tertiary hospital. The hospital leads in the region in the provision of specialized and general care to its diverse populations. The hospital has a culture that supports change. First, healthcare providers utilize teamwork in the provision of patient care services. Teamwork aims at ensuring collectivism in the realization of the organizational outcome. The organization also strives to support safety culture. This is achieved by the adoption of evidence-based interventions in the implementation of organizational strategies. Evidence-based strategies optimize outcomes such as safety, quality, and efficiency. There is also the use of open communication among different stakeholders. Open communication ensures the prioritization of the stakeholder needs, views, and concerns. Open communication has strengthened openness and trust among the organizational employees, hence, enhanced teamwork in the provision of patient care. The organization also recognizes the vital role that rewarding performance plays in contributing to employee productivity. As a result, it undertakes biannual performance appraisals and uses them to reward employees and motivate them to explore additional ways of achieving the desired outcomes. These aspects of the organizational culture make it ready to embrace change.

Description of the Current Problem

The selected nursing problem in my organization is nursing shortage. The hospital currently experiences an acute shortage of nurses, which has affected the provision of patient care services to the patients. Several circumstances surround the issue of nurses shortage in the hospital. One of them is high rate of nurses’ turnover. The rate of nurses leaving their jobs intentionally has risen significantly over the past years. The rise is attributed to organizational issues such as high workload because of the few nurses, burnout, and occupational stressors associated with the challenge of balancing professional and family life demands. The other factor is unhealthy workplaces. This can be seen from violence targeted at nurses by other nurses and other healthcare providers. Most nurses report experiencing either physical or verbal violence from others, which affect their psychological and physical health, hence, their intention to leave their jobs. The other factor is the low number of nursing students being trained among the American universities. This is attributed to the shortage of faculty staff to train a high number of nurses to address the current shortage. Lastly, more than one million nurses will be retiring in the next decade. This implies that the problem of nursing shortage will persist if no intervention is embraced (Yahya Muabbar & Zayyan Alsharqi, 2020). The affected stakeholders by the problem include nurses and patients. Nurses suffer from high workload while patients are affected by low quality nursing care being given to them. The risks of implementing change include resistance to change from the adopters, inadequate support from health organizations, and disruption of the existing systems and processes by change.

Evidence-Based Idea

The proposed idea to address the issue of nurses shortage in the hospital is empowering them. The hospital should implement nurse-centered interventions that address their actual and potential needs. The interventions should align with the needs and expectations of the nurses. One of the empowerment strategies that the hospital should consider is rewarding their performance. The hospital should ensure that the remuneration for the nurses aligns with the role and contributions of nurses to its success. The hospital should also implement reward schemes regularly to motivate nurses to engage in additional ways to meet the needs of their patients and theirs too. The other strategy is ensuring health and safe working environment (Challinor et al., 2020). The hospital should ensure the adoption of strict policies that condone behaviors such as violence targeted at nurses. In addition, workplace stressors such as high workload should be addressed to prevent more nurses from leaving their jobs in the hospital. The other empowerment strategy is ensuring flexibility in the nurses’ schedules. The leadership and management should ensure that nurses have flexible schedules that help them to balance between work and family demands. There should also be programs such as counseling for nurses to help them be resilient and develop effective coping skills for managing the workplace demands. These empowerment strategies should be incorporated into the organization’s culture to ensure sustainable change (Farid et al., 2020; Gensimore et al., 2020; Lester et al., 2020; Seren Intepeler et al., 2019).

Plan of Knowledge Transfer

The plan for knowledge transfer will comprise several interventions. One of them will be training nurses about the selected empowerment strategies. For example, nurses will be enrolled into training sessions where they will be informed about their role in creating safe work environments and advocating for sustainable change. Training will equip them with the competencies they need to drive excellence in nursing practice and protection of nurses’ needs and interests. The second strategy is creating discussion forums for nurses. The forums will enables them to share their issues and potential strategies that should be adopted in the organization. The third strategy for knowledge transfer will be involving nurses in assessing, planning, implementing, and evaluating the selected empowerment strategies. Their involvement will ensure the adoption of interventions that align with nurses’ expectations, hence, their sustainability (Dang et al., 2021). Lastly, best strategies will be incorporated into the organization’s culture. The incorporation will ensure the organization supports evidence-based strategies that contribute to nurses’ retention in the organization.

Disseminating Results

Three dissemination strategies will be adopted. The first one is publishing an article about the results of empowering nurses on the hospital’s nursing staffing levels. Publishing an article will be an effective approach to reaching a large nursing audience. It will also be used in other organization as an evidence-based intervention to address nurses’ shortages. The second dissemination strategy will be presenting results in nursing conferences. The conferences will provide opportunities to share knowledge with other nurses on the effectiveness of the intervention and how to improve it further. The last strategy will be developing new guidelines in the hospital to guide employee management (Dang et al., 2021). The empowerment strategies that prove effective will be incorporated into human resource policies, hence, sustainability in the use of best practices in the hospital.

Measurable Outcomes

Several outcomes will be used to assess the effectiveness of nurses’ empowerment in addressing the issue of nursing shortage in the organization. One of them will be the rate of nurses’ turnover. The rates will be compared before the intervention and after it to determine its impact on nursing workforce. The other measure will be nurses’ level of job satisfaction. Surveys, interviews and questionnaires will be administered to determine the satisfaction of nurses with the adopted empowerment interventions. An increase in their level of satisfaction will translate into the success of the intervention. Information about nurses’ intent to leave their jobs will also be obtained before and after the empowerment interventions. A reduction in their intention to leave their jobs will translate into project success. The costs incurred by the organization in hiring, training, and retaining nurses will also be compared before and after empowerment interventions to obtain a true picture of its impacts (Blouin & Podjasek, 2019; Cao et al., 2019).

Lessons Learnt

I learned several things from conducting the evaluation table using the peer-reviewed articles. One of them is the importance of evidence-based data in nursing practice. I learned that nurses should make their decisions based on the best available evidence. The use of evidence-based data ensures optimum outcomes such as safety, quality, and efficiency. The other lesson learnt is the need for nurses to be competent in article critique. This will help them to determine the level of evidence in each article and relevance to their practice. I also learnt that evidence-based data is important in improving patient and nursing outcomes. This could be seen from the enhanced outcomes in the articles included in the review. Organizations influence the use of evidence-based data in their process. Therefore, they should ensure that their culture supports new practices to enhance performance and care outcomes in addressing the needs of different populations. s

References

Blouin, A. S., & Podjasek, K. (2019). The Continuing Saga of Nurse Staffing: Historical and Emerging Challenges. JONA: The Journal of Nursing Administration, 49(4), 221. https://doi.org/10.1097/NNA.0000000000000741

Cao, Y., Liu, J., Liu, K., Yang, M., & Liu, Y. (2019). The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study. International Journal of Nursing Sciences, 6(3), 309–314. https://doi.org/10.1016/j.ijnss.2019.05.004

Challinor, J. M., Alqudimat, M. R., Teixeira, T. O. A., & Oldenmenger, W. H. (2020). Oncology nursing workforce: Challenges, solutions, and future strategies. The Lancet Oncology, 21(12), e564–e574. https://doi.org/10.1016/S1470-2045(20)30605-7

Dang, D., Dearholt, S. L., Bissett, K., Ascenzi, J., & Whalen, M. (2021). Johns Hopkins Evidence-Based Practice for Nurses and Healthcare Professionals: Model and Guidelines, Fourth Edition. Sigma Theta Tau.

Farid, M., Purdy, N., & Neumann, W. P. (2020). Using system dynamics modelling to show the effect of nurse workload on nurses’ health and quality of care. Ergonomics, 63(8), 952–964. https://doi.org/10.1080/00140139.2019.1690674

Gensimore, M. M., Maduro, R. S., Morgan, M. K., McGee, G. W., & Zimbro, K. S. (2020). The Effect of Nurse Practice Environment on Retention and Quality of Care via Burnout, Work Characteristics, and Resilience: A Moderated Mediation Model. JONA: The Journal of Nursing Administration, 50(10), 546. https://doi.org/10.1097/NNA.0000000000000932

Lester, P. E., Dharmarajan, T. S., & Weinstein, E. (2020). The Looming Geriatrician Shortage: Ramifications and Solutions. Journal of Aging and Health, 32(9), 1052–1062. https://doi.org/10.1177/0898264319879325

Seren Intepeler, S., Esrefgil, G., Yilmazmis, F., Bengu, N., Gunes Dinc, N., Ileri, S., Ataman, Z., & Dirik, H. F. (2019). Role of job satisfaction and work environment on the organizational commitment of nurses: A cross-sectional study. Contemporary Nurse, 55(4–5), 380–390. https://doi.org/10.1080/10376178.2019.1673668

Yahya Muabbar, H., & Zayyan Alsharqi, O. (2020). The Impact of Short-Term Solutions of Nursing Shortage on Nursing Outcome, Nurse Perceived Quality of Care, and Patient Safety. American Journal of Nursing Research, 9(2), 35–44. https://doi.org/10.12691/ajnr-9-2-1

Sample Answer 2 for Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change

The PICOT question being considered is:

‘Does resilience training (I) reduce burnout (O) in six months (T) among nurses with burnout (P) compared to no intervention (C)?’

‘Evidence-based practices can be used to solve this problem.’

‘Evidence-based practices frequently incorporate best practices from various studies and clinical experiences to ensure high-quality care delivery.’

Nurse burnout is common as a result of increased workloads and low nurse-to-patient ratios. Nurse burnout should be a major healthcare concern because it impedes the delivery of quality healthcare services. Nurse burnout can demotivate employees and interfere with their overall desire to manage patients efficiently (Wang et al., 2019). Nurse burnout has a significant impact on the teamwork required for the successful delivery of healthcare services. Most healthcare organizations have been involved in the development of effective strategies to address nurse burnout. These strategies are always founded on evidence-based practices and research methodologies. EBP combines best practices from studies and patient care information with clinician experience and patient preferences to deliver the highest quality of care while improving patient outcomes. Evidence-based practices have enabled various organizations to achieve the best results from the treatment processes that have been implemented.

‘Massachusetts General Hospital offers a variety of healthcare services, including diagnosis and other forms of primary care.’

‘The organization has an integrated or collaborative work environment in which everyone contributes to goal attainment.’

‘The culture of this organization is founded on a commitment to providing quality care while also respecting patients’ cultural and religious beliefs.’

‘The organization also has a transformative culture, which ensures that constant changes are implemented effectively.’

Massachusetts General Hospital is committed to providing quality care to patients based on their cultural and religious beliefs. As a result, management frequently encourages various research and evidence-based practices to ensure that objectives are met. One of the issues confronting Massachusetts General Hospital is nurse burnout. Because of the large number of patients, healthcare professionals are frequently overburdened, which significantly reduces the quality of care. The integrated or collaborative environment at Massachusetts General Hospital allows everyone to contribute to decision-making processes and the achievement of organizational goals. Everyone in this organization is dedicated to providing quality care based on patients’ cultural and religious beliefs. The organization employs a variety of strategies for implementing evidence-based practices. These strategies are always founded on evidence-based practices and research methodologies. In general, the organization has a transformative culture that ensures continuous change is implemented effectively.]

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‘Nurse burnout is one of the organization’s current issues.

‘There is a need for changes that will address the issue of nurse burnout.’

‘To determine the best solution for nurse burnout, evidence-based practice is required.’

‘Nurse burnout is affecting the quality of care provided to patients.’

Nurses, management, and other healthcare providers are among the stakeholders involved.

Nurse burnout occurs at Massachusetts General Hospital as a result of the increased number of patients, which results in a low nurse-to-patient ratio. The issue frequently interferes with the quality of care provided to patients. The issue necessitates research and evidence-based practices to identify real solutions and procedures that can be implemented to improve overall healthcare outcomes. In other words, changes are required to ensure that the organization’s processes are all aligned with the desired objectives. Nurses, doctors, management, and other stakeholders are among those affected by the problem of nurse burnout. When implementing change processes to address the issue of nurse burnout, various risks must be considered, such as overbudgeting, employee resignation, and loss of productivity and teamwork among healthcare professionals. The organization employs a variety of strategies for implementing evidence-based practices. These strategies are always founded on evidence-based practices and research methodologies.

‘Nurse resilience training’

‘The use of technology to reduce workloads and improve efficiency’

‘Continuous training of nurses to prepare them for potential challenges’

‘Carrying out treatment processes based on research findings’

‘Evidence-based practice (EBP) combines best practices from studies and patient care information with clinician experience and patient preferences,’ says the National Institutes of Health.

Burnout has three manifestations: emotional exhaustion, depersonalization, and a lack of personal accomplishment. As a result, resilience training is required to achieve effective results. Resilience training can significantly alter nurses’ perceptions and increase their adherence to work processes. Another strategy for reducing nurse burnout among healthcare providers is to incorporate technology into the delivery of healthcare services. Nurse burnout is still a major issue that affects the quality of care and patient outcomes in various care settings. Resilience training enables nurses to create and implement evidence-based interventions to reduce burnout, improve overall performance, and improve care quality. The evidence-based practices outlined above should be based on data gathered and information provided by experts. To solve the problem of nurse burnout or fatigue while providing quality care, Massachusetts General Hospital should adhere to the above practices or create transformation based on the above practices.

• Constant training on the new approaches is one of the best approaches for knowledge transfer. During change process, some of these approaches should include

üSimulation

üMentorship

üGuided experience

´Knowledge dissemination should include publications, education, and creation of awareness

´The organizational adoption and implementation of the change process should involve aligning the change process with the policies or objectives of the healthcare organization

Constant training is necessary in knowledge transfer. The organization should involve training all the healthcare professionals and the entire stakeholders in ensuring that the new changes are well Integrated in the healthcare system. simulation is fundamentally a tool to facilitate learning and teaching. Problem-solving exercises involving students from various healthcare professions prepare them for professional practice and maximize patient care. The integrated learning encompasses disciplinary connections of knowledge and ideas, and many integrationists are relevant to facilitating PBL, utilizing high fidelity simulation. The target audience in the dissemination process include health professionals such as nurses, physicians, and doctors. Also, nursing students may be included or form part of the audience. Among the audience, there are groups who would be most interested in the project findings, these include professional nurses and physicians. The above evidence-based practices should rely on the data collected and the information provided by the experts.

´Dissemination of the EBP findings for internal stakeholders will mainly include active strategies through

üdigital communication

üelectronic mail

üand interpersonal outreach

üOpinion leaders and bedside shift report champions

´The dissemination plan aims to illustrate quality, safety, and cost improvements for external stakeholders and senior healthcare leaders

The primary dissemination components, such as target audience, objectives, and strategies, provide a blueprint for communicating EBP outcomes after an intervention (LoBiondo-Wood et al., 2018). For this project, the target audience includes internal and external stakeholders involved in the EBP project. Internal audiences include nurses, physicians, clinical staff, the EBP project team, and health leaders such as the chief nurse executive and nurse managers (LoBiondo-Wood et al., 2018). External audiences encompass policymakers, local communities, and professional societies, principally the American Nurses Association and the Agency for Healthcare Research and Quality. The goal for disseminating EBP outcomes to internal audiences is to highlight their contributions and influences on improved quality and clinical processes and the need for the ongoing sustainability of bedside shift reports. The dissemination plan aims to illustrate quality, safety, and cost improvements for external stakeholders and senior healthcare leaders. The application of electronic mail and digital communication is essential in spreading the outcomes of the evidence-based practices.

´Number of medication errors

´Number of patients suffering from fatigue

´Nurse to patient ratio

´Quality medication delivered to patients

The evidence-based practice should be able to reduce the number of nurses suffering from exhaustion or fatigue. Also, with the implementation of evidence-based practices, the healthcare organization should record reduction in the medication errors. Improvement in quality healthcare delivery is one of the main objectives of a healthcare institution. As a result, there is always the need to identify different approaches to enhance the delivery of quality care and ensure effective patient outcomes. The identified business need in this project is clinical alerts to help nurses in the clinical decision-making system. Clinical alerts play critical roles in providing clinicians with critical information whenever there is an issue in patient management.  The evidence-based practice should also be measured in terms of quality healthcare services delivered to patients.

´Nurse burnout is often experienced as a result of increased workloads as well as low nurse to patient ratios.

´Nurse burnout should be one of the major healthcare concern given that it interferes with the delivery of quality healthcare services.

´Nurse burnout is one of the problems that are facing Massachusetts General Hospital

´Nurse burnout is experienced at Massachusetts General Hospital due to the increased number of patients that causes low nurse to patient ratio

Nurse burnout refers to the physical, mental, and emotional state that results from overwork and continuous lack of support while undertaking different healthcare processes. Nurse burnout is often experienced as a result of increased workloads as well as low nurse to patient ratios. Nurse burnout should be one of the major healthcare concern given that it interferes with the delivery of quality healthcare services. Evidence-based practices approaches can therefore be applied to provide solution to the evidence based practices. Resilience training can greatly change the perception of nurses and make them adhere to the work processes. Incorporation of technology in the delivery of healthcare services is another approach that is necessary in reducing nurse burnout among healthcare providers.

Health organizations operate with the aim of optimizing outcomes such as safety, quality, and efficiency in addressing the needs of their organizations. Often, health organizations operate in highly dynamic and challenging environments. They experience issues such as competition from other organizations, changing consumer needs and preferences, and emerging health problems. These challenges imply that health organizations must embrace change to respond to their current and emerging needs in their markets. Change initiatives provide organizations competitive edge over others involved in the same market niche. Healthcare providers, including nurses play a crucial role in the implementation of change initiatives that address organizational needs. They select evidence-based practice interventions to ensure efficiency in the adopted strategies and realization of optimum safety and quality outcomes in service delivery. Therefore, this presentation examines an organizational issue and proposed change to address it.

The organization I work with is a tertiary hospital. The hospital leads in the region in the provision of specialized and general care to its diverse populations. The hospital has a culture that supports change. First, healthcare providers utilize teamwork in the provision of patient care services. Teamwork aims at ensuring collectivism in the realization of the organizational outcome. The organization also strives to support safety culture. This is achieved by the adoption of evidence-based interventions in the implementation of organizational strategies. Evidence-based strategies optimize outcomes such as safety, quality, and efficiency. There is also the use of open communication among different stakeholders. Open communication ensures the prioritization of the stakeholder needs, views, and concerns. Open communication has strengthened openness and trust among the organizational employees, hence, enhanced teamwork in the provision of patient care. The organization also recognizes the vital role that rewarding performance plays in contributing to employee productivity. As a result, it undertakes biannual performance appraisals and uses them to reward employees and motivate them to explore additional ways of achieving the desired outcomes. These aspects of the organizational culture make it ready to embrace change.

The selected nursing problem in my organization is nursing shortage. The hospital currently experiences an acute shortage of nurses, which has affected the provision of patient care services to the patients. Several circumstances surround the issue of nurses shortage in the hospital. One of them is high rate of nurses’ turnover. The rate of nurses leaving their jobs intentionally has risen significantly over the past years. The rise is attributed to organizational issues such as high workload because of the few nurses, burnout, and occupational stressors associated with the challenge of balancing professional and family life demands. The other factor is unhealthy workplaces. This can be seen from violence targeted at nurses by other nurses and other healthcare providers. Most nurses report experiencing either physical or verbal violence from others, which affect their psychological and physical health, hence, their intention to leave their jobs. The other factor is the low number of nursing students being trained among the American universities. This is attributed to the shortage of faculty staff to train a high number of nurses to address the current shortage. Lastly, more than one million nurses will be retiring in the next decade. This implies that the problem of nursing shortage will persist if no intervention is embraced (Yahya Muabbar & Zayyan Alsharqi, 2020). The affected stakeholders by the problem include nurses and patients. Nurses suffer from high workload while patients are affected by low quality nursing care being given to them. The risks of implementing change include resistance to change from the adopters, inadequate support from health organizations, and disruption of the existing systems and processes by change.

The proposed idea to address the issue of nurses shortage in the hospital is empowering them. The hospital should implement nurse-centered interventions that address their actual and potential needs. The interventions should align with the needs and expectations of the nurses. One of the empowerment strategies that the hospital should consider is rewarding their performance. The hospital should ensure that the remuneration for the nurses aligns with the role and contributions of nurses to its success. The hospital should also implement reward schemes regularly to motivate nurses to engage in additional ways to meet the needs of their patients and theirs too. The other strategy is ensuring health and safe working environment (Challinor et al., 2020). The hospital should ensure the adoption of strict policies that condone behaviors such as violence targeted at nurses. In addition, workplace stressors such as high workload should be addressed to prevent more nurses from leaving their jobs in the hospital. The other empowerment strategy is ensuring flexibility in the nurses’ schedules. The leadership and management should ensure that nurses have flexible schedules that help them to balance between work and family demands. There should also be programs such as counseling for nurses to help them be resilient and develop effective coping skills for managing the workplace demands. These empowerment strategies should be incorporated into the organization’s culture to ensure sustainable change (Farid et al., 2020; Gensimore et al., 2020; Lester et al., 2020; Seren Intepeler et al., 2019).

The plan for knowledge transfer will comprise several interventions. One of them will be training nurses about the selected empowerment strategies. For example, nurses will be enrolled into training sessions where they will be informed about their role in creating safe work environments and advocating for sustainable change. Training will equip them with the competencies they need to drive excellence in nursing practice and protection of nurses’ needs and interests. The second strategy is creating discussion forums for nurses. The forums will enables them to share their issues and potential strategies that should be adopted in the organization. The third strategy for knowledge transfer will be involving nurses in assessing, planning, implementing, and evaluating the selected empowerment strategies. Their involvement will ensure the adoption of interventions that align with nurses’ expectations, hence, their sustainability (Dang et al., 2021). Lastly, best strategies will be incorporated into the organization’s culture. The incorporation will ensure the organization supports evidence-based strategies that contribute to nurses’ retention in the organization.

Three dissemination strategies will be adopted. The first one is publishing an article about the results of empowering nurses on the hospital’s nursing staffing levels. Publishing an article will be an effective approach to reaching a large nursing audience. It will also be used in other organization as an evidence-based intervention to address nurses’ shortages. The second dissemination strategy will be presenting results in nursing conferences. The conferences will provide opportunities to share knowledge with other nurses on the effectiveness of the intervention and how to improve it further. The last strategy will be developing new guidelines in the hospital to guide employee management (Dang et al., 2021). The empowerment strategies that prove effective will be incorporated into human resource policies, hence, sustainability in the use of best practices in the hospital.

Several outcomes will be used to assess the effectiveness of nurses’ empowerment in addressing the issue of nursing shortage in the organization. One of them will be the rate of nurses’ turnover. The rates will be compared before the intervention and after it to determine its impact on nursing workforce. The other measure will be nurses’ level of job satisfaction. Surveys, interviews and questionnaires will be administered to determine the satisfaction of nurses with the adopted empowerment interventions. An increase in their level of satisfaction will translate into the success of the intervention. Information about nurses’ intent to leave their jobs will also be obtained before and after the empowerment interventions. A reduction in their intention to leave their jobs will translate into project success. The costs incurred by the organization in hiring, training, and retaining nurses will also be compared before and after empowerment interventions to obtain a true picture of its impacts (Blouin & Podjasek, 2019; Cao et al., 2019).

I learned several things from conducting the evaluation table using the peer-reviewed articles. One of them is the importance of evidence-based data in nursing practice. I learned that nurses should make their decisions based on the best available evidence. The use of evidence-based data ensures optimum outcomes such as safety, quality, and efficiency. The other lesson learnt is the need for nurses to be competent in article critique. This will help them to determine the level of evidence in each article and relevance to their practice. I also learnt that evidence-based data is important in improving patient and nursing outcomes. This could be seen from the enhanced outcomes in the articles included in the review. Organizations influence the use of evidence-based data in their process. Therefore, they should ensure that their culture supports new practices to enhance performance and care outcomes in addressing the needs of different populations.

References

Blouin, A. S., & Podjasek, K. (2019). The Continuing Saga of Nurse Staffing: Historical and Emerging Challenges. JONA: The Journal of Nursing Administration, 49(4), 221. https://doi.org/10.1097/NNA.0000000000000741

Cao, Y., Liu, J., Liu, K., Yang, M., & Liu, Y. (2019). The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study. International Journal of Nursing Sciences, 6(3), 309–314. https://doi.org/10.1016/j.ijnss.2019.05.004

Challinor, J. M., Alqudimat, M. R., Teixeira, T. O. A., & Oldenmenger, W. H. (2020). Oncology nursing workforce: Challenges, solutions, and future strategies. The Lancet Oncology, 21(12), e564–e574. https://doi.org/10.1016/S1470-2045(20)30605-7

Dang, D., Dearholt, S. L., Bissett, K., Ascenzi, J., & Whalen, M. (2021). Johns Hopkins Evidence-Based Practice for Nurses and Healthcare Professionals: Model and Guidelines, Fourth Edition. Sigma Theta Tau.

Farid, M., Purdy, N., & Neumann, W. P. (2020). Using system dynamics modelling to show the effect of nurse workload on nurses’ health and quality of care. Ergonomics, 63(8), 952–964. https://doi.org/10.1080/00140139.2019.1690674

Gensimore, M. M., Maduro, R. S., Morgan, M. K., McGee, G. W., & Zimbro, K. S. (2020). The Effect of Nurse Practice Environment on Retention and Quality of Care via Burnout, Work Characteristics, and Resilience: A Moderated Mediation Model. JONA: The Journal of Nursing Administration, 50(10), 546. https://doi.org/10.1097/NNA.0000000000000932

Lester, P. E., Dharmarajan, T. S., & Weinstein, E. (2020). The Looming Geriatrician Shortage: Ramifications and Solutions. Journal of Aging and Health, 32(9), 1052–1062. https://doi.org/10.1177/0898264319879325

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Sample Answer 3 for Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change

Culture and readiness for change

Strategy implementation is a well-known issue in the organizational literature, with applications in various fields, including health care.

Given the current climate, where systemic transformation appears to be required, my institution is increasingly interested in implementing an evidence-based transformation to prevent the spread of COVID-19.

I’d want to emphasize the need to study receptive settings for change to develop a framework that includes eight essential aspects to consider to make my strategic shift a success.

Opportunity for change

When there is a high level of compliance, wearing a suitable kind of mask is the most effective way to stop the virus from spreading. While the expense of the operation is cheap, lower transmissibility might significantly reduce the mortality impact and economic effect.

Evidence based Idea

COVID-19 is highly infectious from asymptomatic and presymptomatic persons and has a significant transmission mode via tiny respiratory droplets.

In both clinical and laboratory settings, the overwhelming evidence suggests that wearing N95 masks lowers transmissibility per encounter by limiting the transfer of contaminated droplets compared to regular surgical masks.

Plan for knowledge transfer

A knowledge transfer program provides a solid basis for my team members’ growth and development and expediting staff transitions.

The matter is that it doesn’t have to be complicated: all I need is a robust, stage process to acquire information and disseminate it to people who deserve it.

Because it is a formalized knowledge transfer method in my situation, here were some considerations I thought about when developing a successful knowledge transfer strategy.

Organization adoption

As a result of technological advancements, most companies are in a perpetual state of upheaval. This means that for a healthcare organization to be effective, its procedures, systems, and strategies must alter and evolve regularly.

Health-related changes will have an impact on my institution’s most valuable asset: its employees. When a plan is to be implemented, the fundamental personal understanding of the concept must be adequately communicated.

The harsh reality is that negative employee attitudes and ineffective management behavior cause approximately 70% of change initiatives to fail. Using the services of a professional change management consultant could put you in the 30% of people who succeed

Measurable Outcomes

EBP in nursing equips nurses with the scientific evidence they need to make well-informed decisions. Nurses may use EBP to remain up to speed on new medical procedures for patient care. Nurses can improve their patients’ chances of recovery by looking for established therapies that match their patients’ characteristics. In this situation, my suggested EBP would allow nurses to assess studies to understand better the risks and benefits of using N95 masks. Nurses will be able to incorporate patients into their care plans with the help of this implementation.