NUR 590 Benchmark EBP Proposal Project Framework Model For Change

Grand Canyon University NUR 590 Benchmark EBP Proposal Project Framework Model For Change-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NUR 590 Benchmark EBP Proposal Project Framework Model For 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 NUR 590 Benchmark EBP Proposal Project Framework Model For Change

Whether one passes or fails an academic assignment such as the Grand Canyon University NUR 590 Benchmark EBP Proposal Project Framework Model For 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 NUR 590 Benchmark EBP Proposal Project Framework Model For Change

The introduction for the Grand Canyon University NUR 590 Benchmark EBP Proposal Project Framework Model For 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 NUR 590 Benchmark EBP Proposal Project Framework Model For Change

After the introduction, move into the main part of the NUR 590 Benchmark EBP Proposal Project Framework Model For 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 NUR 590 Benchmark EBP Proposal Project Framework Model For 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 NUR 590 Benchmark EBP Proposal Project Framework Model For 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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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:

Identify the selected model or framework for change and discuss its relevance to your project.
Discuss each of the stages in the change model/framework.
Describe how you would apply each stage of the model or theoretical framework in your proposed implementation.
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.

Sample Answer for NUR 590 Benchmark EBP Proposal Project Framework 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 & Knowledge, 3(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 Research, 20, 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

Sample Answer 2 for NUR 590 Benchmark EBP Proposal Project Framework Model For Change

Evidence-based practice (EBP) projects are implemented to improve patient outcomes by addressing specific problems and improving care delivery. Nurses and other change agents should evaluate their effectiveness to justify the time and resources spent on them. The primary purpose of evaluation is to determine whether the innovation/intervention achieved the desired outcomes (Schuler et al., 2021). The approach could be qualitative or quantitative, depending on the type of project and the outcome areas being evaluated.

The proposed project envisions improved functional capacity and independence among older adults with type 2 diabetes through a twice-weekly physical exercise program. A quantitative design would be the most appropriate to collect data and evaluate the effectiveness of this project. As Bazen et al. (2021) noted, quantitative data is numerical and helps researchers to test hypotheses deductively after an experiment by asking how many and how much the proposed intervention accomplished. The deductive approach and numerical data further improve the objectivity and reproducibility of results. This is crucial in EBP projects where generalization is important to enable the widespread application of experimental findings. Importantly, a quantitative approach to data collection and project evaluation will facilitate data-driven decision-making.

Nursing researchers and change leaders can use various data collection tools based on the evaluation design. Surveys (questionnaires) would be a suitable data collection tool for the proposed EBP project. As O’Connor et al. (2022) stated, questionnaires enable researchers to collect primary data from a specific population. Rich and large amounts of data can be collected while ensuring participants’ anonymity. Questionnaires are also among the data collection tools where the EBP project leader can achieve high validity and reliability through clear and consistent wording of the questions. These characteristics underline the choice of the quantitative data collection tool and evaluation approach.

Sample Answer 3 for NUR 590 Benchmark EBP Proposal Project Framework Model For Change

A model or framework for change is important in ensuring that the efforts for change are well directed and enhance a successful implementation and completion of the project. The models offer theoretical underpinnings upon which the project implementation process is built and completed (Cullen et al., 2020). Therefore, it is the responsibility of the project implementers to select the most suitable model or framework. The purpose of this project is to identify a suitable model to guide the proposed change. As such, various aspects of the model will be discussed, including the phases or stages, how each stage of the model will be applied in the proposed implementation and a concept map for the framework.

The Selected Change Model

The selected model for implementing the change is Kurt Lewin’s model of change. The proposed change focuses on implementing a culturally tailored diabetes education program to increase self-management of diabetes mellitus. The new proposed intervention for improving self-management is a change from the traditional diabetes education program. Therefore, Lewin’s change model will be used in implementing the proposed change in phases.

Kurt Lewin’s change model has three distinct phases. These phases are the unfreezing phase, followed by the change phase, and eventually, the refreezing phase (Hussain et al., 2018). The first phase involves creating a need for change. Therefore the created urge and urgent need for change then start the process of moving towards the new desirable and new behavior. The effort then helps in consolidating the new practice in place, which is then used as a standard. Communication is key during the unfreezing phase as the vision of the change is shared. Such communication prepares the stakeholders for the impending change and helps in getting them on board to support the project. Effective communication also helps in making them feel motivated to actively participate in the change process.

The change phase is the second phase which mainly involves transition into a newly changed state. It entails the implementation of the proposed change, and the individuals involved start to learn and adopt the new proposed norms, practices, and manner of thinking. Similar to the unfreezing phase, communication is also important in his phase (Hussain et al., 2018). The leadership also needs to support the stakeholders and other staff to get used to the implemented change. It is also key to reminding every stakeholder of the reason, needs, importance, and potential benefits of the change to ensure that they stick to the change goals.

The final phase is the unfreezing stage. This stage entails the integration of the implemented change into the organization’s normal practice as part of the new practice or standards (Muldoon, 2020). It is important to restrain the individuals involved from going back to the older ways of thought and activities during this phase. As such, effective strategies are applied to help, the individuals to make the change as part of their culture.

As earlier indicated, the proposed change will be implemented in three phases; unfreezing, change, and refreezing. During the unfreezing stage, the health care professionals involved in the diabetic care of Hispanic adults will be sensitized to the need for change. Letting them know about the need to change the teaching strategy for diabetes management will be key to eliminating potential resistance efforts and supporting them to embrace the fact that there is a need for change (Grove and Gray, 2018). The educational approach will be used to offer a rationale for adopting the new strategy for managing diabetes among Hispanic adults. This phase will play the main role in supporting the proposed change and ensuring that the change is successfully implemented.

In the change phase, the team will be guided toward implementing the proposed change. As such, the care team responsible for teaching the Hispanic adults about diabetes self-care and management will help transition from using the traditional diabetes education program to a culturally tailored diabetes program. During this phase, continuous education will also be used to remind the stakeholders of the potential benefits and the need for making the proposed change (Grove and Gray, 2018). There will be a need to support the stakeholders to accomplish various responsibilities during this phase. Therefore, effective communication will have to be used to ensure that every individual performs their duty.

The final phase, which is the refreezing stage, will entail the entrenchment of the new method of educating Hispanic adults on diabetes self-management practices. Therefore, the culturally tailored intervention will be made part of the normal practice to help Hispanic adults better manage their condition and have better diabetes outcomes. This phase will be instrumental in the change sustenance to help individuals not to revert to the older culture or think of educating the patients through the traditional means (Grove and Gray, 2018). The refreezing stage will indeed signal that the change process is complete and that a new method of educating Hispanic adults on diabetes self-management has been accomplished. As such, the method of educating the patients will form an integral part of diabetes management in the organization.

Conclusion

The implementation phase of a project is one of the most important phases, hence should carefully be managed to ensure success. The use of frameworks or models is important in implementing the proposed change. Therefore, Kurt Lewin’s change model has been proposed as the change model to guide the change process. The project will be implemented using the three phases of the model to ensure successful implementation.

References

Cullen, L., Hanrahan, K., Farrington, M., Anderson, R., Dimmer, E., Miner, R., … & Rod, E. (2020). Evidence-based practice change champion program improves quality care. JONA: The Journal of Nursing Administration, 50(3), 128-134. Doi: 10.1097/NNA.0000000000000856.

Grove, S. K., & Gray, J. R. (2018). Understanding nursing research e-book: Building an evidence-based practice. Elsevier Health Sciences.

Muldoon, J. (2020). Kurt Lewin: Organizational Change. The Palgrave Handbook of Management History, 615-632.