Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness

NUR 590 Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness

In 750-1,000 words, analyze the culture and level of readiness of the organization for which your evidence-based practice project is proposed.

Nursing leader’s server as advocates within their organizations. Leaders have requisite knowledge, skills, and understanding and represent the front door into the healthcare service delivery. Nursing leaders need to be comfortable withing their administrative structures to use their powers to advocate for the role of nurses. Advocating in policy discussions to help reduce health care cost and improvement in patients’ outcomes and quality of life through collaborative team-based care. (Stevenson, 2021) Advocating for nursing staff can begins with assessing needs. Do the nurses have the correct tools they need to provide best practice care. Are nurses being treated fairly and are they assuring measures to prevent nursing fatigue and burn out such as appropriate breaks and lunches.

  1. Describe the organization’s culture and explain to what degree the culture suppo
    Benchmark  Evidence Based Practice Project Proposal Organizational Culture and Readiness
    Benchmark  Evidence Based Practice Project Proposal Organizational Culture and Readiness

    rts change. Consider organizational and leadership structure, mission and values, interprofessional collaboration/team engagement, communication, perception of the organization by employees, etc.

  2. Select an organizational readiness tool and assess the level or readiness for change within your organization. Identify the readiness tool and summarize the survey results. Discuss the degree to which the culture will support and sustain an evidence-based practice change. Consider strengths
    Benchmark – Evidence-Based Practice Project Proposal Organizational Culture and Readiness I
    Benchmark – Evidence-Based Practice Project Proposal Organizational Culture and Readiness I

    and weaknesses, potential barriers, stakeholder support, timing of the proposal, and resources. Provide rationale.

  3. Discuss what health care process and systems you would recommend for improving quality, safety, and cost-effectiveness for the organization.
  4. Propose strategies to better facilitate the readiness of the organization.
  5. Identify the stakeholders and team members for the project. Include what their duties will be in the evidence-based practice project proposal.
  6. Explain what information and communication technologies are needed for the implementation and how they will be integrated in the setting by the internal stakeholders. Explain how these will help improve nursing practice and care delivery for individuals and populations for your intervention.

EBP is on fall reduction in a medical-surgical ward within 24 weeks

Organizational culture has a significant effect on the implementation of change initiatives in healthcare. The adopted change should align with the existing organizational structures and culture for its success. Leaders and managers are responsible for ensuring the adoption of mechanisms that would underpin the successful implementation of change. Therefore, the purpose of this paper is to examine the organizational readiness and its culture to support the proposed change of reducing patient falls.

Description of the Organization’s Culture

The organization’s culture is characterized by the adoption of effective leadership styles, teamwork, rewards for success, and continuous quality improvement. The organization utilizes transformational leadership. The leaders recognize the vital roles that employees play in the organization’s success. As a result, they encourage open communication, responsibility, and trust among the staff (Handtke et al., 2019). Teamwork is also utilized in the organization. Employees utilize interprofessional collaboration to achieve optimum outcomes in the care process. Employees are also rewarded for their contribution to the organization’s success. The aim is to ensure the motivation to achieve enhanced outcomes and ensure innovation in the care interventions used. There is also the adoption of interventions that promote continuous quality improvement (Vaishnavi et al., 2019). For example, the organization builds its success on best-proven strategies to enhance its performance. These aspects support the proposed change since the existing organization’s culture encourages continuous quality improvement, innovation, and transformation of the existing systems and processes.

Readiness Level

The organizational readiness to adopt change was done using the Organizational Readiness to Change Assessment (ORCA) tool. ORCA tool is largely used in practice to determine the readiness of an organization to implement evidence-based practices for use in the patient care process. It measures three aspects of organizational readiness for change that include the strength of evidence associated with the proposed change, quality of the organizational context to enhance change, and organizational capacity for change. The assessment using the tool showed that strong evidence that supports the proposed change exists. Evidence assessment showed the readiness of the healthcare team to implement the change (Santos, 2021). The change aligns with patient and provider experiences. It also enhances the realization of optimum clinical outcomes.

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Context assessment showed that the organizational leadership and staff culture aligns with the change. The organization’s leaders also

Benchmark - Evidence-Based Practice Project Proposal Organizational Culture and Readiness
Benchmark – Evidence-Based Practice Project Proposal Organizational Culture and Readiness

adopt effective behaviors that support change. They offer regular feedback to the staff to ensure continuous quality improvement in performance. The facilitation assessment showed that the organization has adequate capacity to support change. It has adequate champion characteristics, implementation resources, plans, and leaders that can ensure the success of the process (Santos, 2021). The organization scored high in evidence and context assessment and moderately high in facilitation assessment. The identified strengths from the assessment include effective organizational leadership, staff readiness for change, organizational behaviors that support change, and resource adequacy. The identified weaknesses include staff shortage and lack of regular opportunities for change in the organization. The potential barriers that may affect the implementation of the project include competing interests and staff shortages.

Healthcare Process and Systems

The recommended healthcare system that should be adopted to improve quality, safety, and cost-effectiveness is integrated electronic medical record systems. Integrated medical health records are systems that have been incorporated into multiple healthcare systems to enhance efficiency in processes. It automates multiple functionalities such as diagnosis, electronic health records, billing, electronic prescribing, and practice management. The organization’s benefits of adopting integrated medical records systems include streamlining provider workflow, enhancing patient engagement, and care coordination interventions (Song et al., 2022).

Strategies to Facilitate Organization’s Readiness

One of the strategies that will be adopted to facilitate the organization’s readiness is training staff on the implementation of change. Training will ensure the staff has the desired knowledge and skills to implement the change during patient care (Handtke et al., 2019). The other intervention will be active stakeholder involvement. The staff and other stakeholders will be actively involved in project activities such as change assessment, planning, implementation, and evaluation. The last strategy will be open communication (Bista et al., 2018). Two-way communication will be encouraged to ensure the prioritization of the needs, views, and concerns of the change implementers.

Stakeholders and Team Members

The project team and stakeholders will comprise nurses, nurse managers, and leaders. Nurses will be involved in all the project steps such as assessment, implementation, monitoring, and evaluation. They will also collect data needed for evaluating the effectiveness of the change in the organization. Nurses will provide feedback that would be used in implementing improvement strategies in the change implementation process. Nurse Managers will oversee the implementation process to ensure it aligns with the developed plan. They will also obtain feedback from the nurses about the effectiveness of the change. Nurse leaders will lobby for institutional support for the needed resources. They will also ensure nurses adopt effective behaviors and strategies that support change.

Information and Communication Technologies

The information and communication technology that is needed for the project implementation is a system for monitoring falls among hospitalized patients. The system will be embedded in the existing medical health records to facilitate the accurate acquisition of data related to fall events and their associated risks. The system will enable nurses and other healthcare providers to track factors contributing to falls and facilitate the implementation of strategies to address them in practice.


In summary, the organization’s culture supports the proposed change. The readiness assessment has shown the organization’s readiness to support evidence-based interventions to improve care outcomes. Strategies to facilitate readiness such as training and active stakeholder involvement in the change process will be adopted. The successful implementation of the change is expected to improve care outcomes such as safety, quality, and efficiency.


Bista, A., Prezerakos, P., Moisoglou, I., Dreliozi, A., & Platis, C. (2018). Organizational Culture and Change: The case of a Greek Public Hospital. International Journal of Health Research and Innovation, 6(1), 2018.

Handtke, O., Schilgen, B., & Mösko, M. (2019). Culturally competent healthcare–A scoping review of strategies implemented in healthcare organizations and a model of culturally competent healthcare provision. PloS One, 14(7), e0219971.

Santos, W. J. (2021). 37. Organizational Readiness to Change Assessment (ORCA)-PRAGMATIC.

Song, H., Luo, G., Ji, Z., Bo, R., Xue, Z., Yan, D., Zhang, F., Bai, K., Liu, J., & Cheng, X. (2022). Highly-integrated, miniaturized, stretchable electronic systems based on stacked multilayer network materials. Science Advances, 8(11), eabm3785.

Vaishnavi, V., Suresh, M., & Dutta, P. (2019). A study on the influence of factors associated with organizational readiness for change in healthcare organizations using TISM. Benchmarking: An International Journal.