Change Initiative: Creating Vision

Change Initiative: Creating Vision

Grand Canyon University Change Initiative: Creating Vision-Step-By-Step Guide

 

This guide will demonstrate how to complete the Grand Canyon University Change Initiative: Creating Vision 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 Change Initiative: Creating Vision                   

 

Whether one passes or fails an academic assignment such as the Grand Canyon University Change Initiative: Creating Vision   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 Change Initiative: Creating Vision                   

The introduction for the Grand Canyon University Change Initiative: Creating Vision  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 Change Initiative: Creating Vision                   

 

After the introduction, move into the main part of the Change Initiative: Creating Vision   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 Change Initiative: Creating Vision                   

 

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 Change Initiative: Creating Vision                   

 

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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Change Initiative: Creating Vision

Health organizations in the modern world operate in highly dynamic and complex environments. They have to embrace change and innovative interventions to ensure their sustained performance and competitiveness in their markets. Health organizations also have to understand the actual and potential needs of their consumers to provide appropriate services for their competitive edge. Therefore, the purpose of this paper is to explore change in the organization that I work with as a nurse. The paper explores

topics that include internal and external forces driving change, interventions that the organization can adopt to address the selected force, and vision for the organization.

Description of the Organization

I work with the VA Healthcare System. VA Healthcare System is an institution that was developed to address the care needs of the veterans. The healthcare system has 1293 health care facilities that include 171 VA Medical Centers and 1112 outpatient clinics. The VA Healthcare System provides a wide range of services to its stakeholders that include dermatology, vision care, audiology and speech pathology, dental, podiatry, and neurology care. It also provides services such as organ transplant as well as plastic surgeries. The mission of the VA Healthcare System is fulfill the promise of President Lincoln promise of caring for those who have borne the battle and suffered its effects by serving and honoring them as the Veterans of America. Values that include commitment, respect, advocacy, integrity and excellence drive the organization (Va.gov, n.d.). The stakeholders of the VA Healthcare System comprises mainly of the veterans and healthcare providers.

External and Internal Forces Driving Change

Internal and external factors drive change in the VA Healthcare System. Culture is the first internal factor that drives change in the organization. Culture refers to the manner in which organizational stakeholders that include healthcare providers act, decide, and respond to situations. It encompasses the values, beliefs and practices the provision of patient care in the organization. Enabling culture characterized by teamwork, effective leadership, innovation, and open communication is important for organizational excellence (Valenzuela et al., 2020). VA Healthcare System should consider the above cultural aspects to achieve its performance targets and standards.

The other internal factor driving change in VA Healthcare System is leadership. Organizational leadership is important for the realization of the desired goals and objectives. The leaders of VA Healthcare System have the responsibility of ensuring that the employees are motivated to adopt behaviors that align with the mission of the organization. They also empower the healthcare providers to patient-centered models of care that respond to the current and emerging needs of the patients (Sfantou et al., 2017). The leadership therefore ensures the effective implementation of change in the organization by ensuring that innovative interventions are utilized to achieve the mission and vision of the organization.

The external factor that is driving change in VA Healthcare System is legislation. VA Healthcare System is a government institution that provides care to veterans in the state. The organization operates in alignment with the legal provisions that guide healthcare organizations. It has to embrace change initiatives that align with legal requirements such as HIPAA for the utilization of health information systems. The organization also has to ensure that it protects the rights of its stakeholders in providing its care services (Ali et al., 2021). For instance, it must ensure that patients have access to high quality, safe and efficient care. It also has to transform its systems and processes to ensure that it is responsive to the current and emerging needs in healthcare. Therefore, legislation is a critical external force that contributes to change in the VA Healthcare System.

Technology is the other external force that drives change in the VA Healthcare System. Health organizations in the modern world largely utilize health technologies to achieve their performance objectives. Health technologies are associated with benefits that include enhanced safety, efficiency and quality. VA Healthcare System has to adopt modern technologies to lead in the provision of patient-centered care. It has to utilize systems such as telehealth to enhance care coordination in providing services to its stakeholders. It also has to remain up-to-date with the current technological advances in healthcare to ensure its performance and competitiveness (Christensen, 2018). Therefore, VA Healthcare System has to constantly explore evolving technologies to provide appropriate services to its populations, hence, acting as a source of change.

Selected Force

The selected force that drives change in the organization is culture. As noted initially, culture refers to the ways in which things are done in an organization. Culture is created with a number of issues in the organization. Firstly, it increases the need for the provision of culturally appropriate care to veterans by the healthcare providers. Healthcare providers have to ensure that the care that patients receive aligns with their values, needs, beliefs, and preferences. Culture also creates conflicts and misunderstandings among the healthcare providers. VA Healthcare System has healthcare providers from different backgrounds. The diversity implies that the risk for cultural conflicts and misunderstandings on the interpretation of needs exists. The conflicts may hinder the efficiency of teamwork and collaboration strategies utilized to achieve the desired care outcomes in the organization (Arefin et al., 2020). Therefore, as a driving force for change, the organization has to be sensitive in the strategies it utilizes to ensure their cultural appropriateness.

Steps for the Organization

VA Healthcare System is required to embrace a number of steps to respond effectively to cultural needs of the different stakeholders in healthcare. One of the steps is the provision of patient-centered care. The care given to patients in VA Healthcare System should target the unique needs of the veterans. The values, beliefs, preferences, and practices of the veterans should be incorporated into the care process. The needs of the veterans should be prioritized in decision-making (McCalman et al., 2017). The utilization of patient-centered interventions contributes to cultural competency since patients are empowered to play an active role in the care process.

The other step that should be considered in VA Healthcare System is offering training on culture-related issues to healthcare providers. Regular training opportunities are needed to raise the knowledge and skills of the healthcare providers on offering culturally appropriate care. Training also builds their competence on ways in which organizational systems and processes can be transformed to support the provision of culturally sensitive care. The other step is providing care that addresses barriers to care. An example is focusing on the use of interventions such as interpreters and decision aids to eliminate communication barriers in VA care. Community workers can also be involved in the provision of care to veterans to enhance care coordination. Addressing barriers to access to care will improve patient satisfaction with care, adherence to treatment and enhance their quality of life (Abrishami, 2018). The additional steps that are needed for the organization include the incorporation of culturally appropriate values and attitudes into tools of health promotion, including family members in decision-making and expanding linguistic competency beyond the patient encounter in the clinical settings.

Prediction of Employee Response

The employees in the organization will support the above interventions to ensure cultural competence in the organization. Cultural competence is a critical skill for healthcare providers to offer appropriate care to diverse populations. The cultural needs of patients often change, increasing the need for cultural awareness among the healthcare providers. The healthcare providers in the institution understand that culturally appropriate care contributes to outcomes such as patient satisfaction, empowerment and involvement in the care process. Therefore, the employees in all the levels of the organization are likely to support the implementation of the above interventions to promote patient care.

Vision for Change

The employees in VA Healthcare System do not appear to behave in accordance with the mission of the institution. The employees have a negative attitude towards the use of culturally appropriate interventions to meet the vision of the organization. Therefore, my vision of change is to create an organization where the employees understand the importance of cultural competence in contributing to the realization of the organizational mission.

How the Vision will assist Internal Stakeholders

The vision will assist internal stakeholders in supporting the change initiative. The vision will help the employees learn about culturally appropriate behaviors in the provision of patient care. They will also learn about the strategies needed to promote the creation of a culturally inclusive environment in the organization. Lastly, the vision will help internal stakeholders to learn effective strategies for sustaining culturally appropriate interventions in patient care. Some of the potential considerations that the stakeholders may pose include cost and benefit analysis of the interventions, sustainability strategies and ways of ensuring that the healthcare providers support the intervention. I will respond to them using evidence-based data about the importance of the interventions and providing training for the healthcare providers.

Conclusion

In summary, change is important for organizational success. Change enables health organizations to embrace innovative strategies to address current and unidentified needs. Internal and external factors drive change in VA Healthcare System. VA Healthcare System should embrace interventions that ensure culturally appropriate care is offered to the stakeholders. Through it, the needs of the patients and other stakeholders will be addressed effectively.

 

 

References

Abrishami, D. (2018). The Need for Cultural Competency in Health Care. Radiologic Technology, 89(5), 441–448.

Ali, A., Iqbal, S., Haider, S. A., Tehseen, S., Anwar, B., Sohail, M., & Rehman, K. (2021). Does Governance in Information Technology Matter When It Comes to Organizational Performance in Pakistani Public Sector Organizations? Mediating Effect of Innovation. SAGE Open, 11(2), 21582440211016556. https://doi.org/10.1177/21582440211016557

Arefin, Md. S., Hoque, Md. R., & Rasul, T. (2020). Organizational learning culture and business intelligence systems of health-care organizations in an emerging economy. Journal of Knowledge Management, 25(3), 573–594. https://doi.org/10.1108/JKM-09-2019-0517

Christensen, J. K. B. (2018). The Emergence and Unfolding of Telemonitoring Practices in Different Healthcare Organizations. International Journal of Environmental Research and Public Health, 15(1), 61. https://doi.org/10.3390/ijerph15010061

McCalman, J., Jongen, C., & Bainbridge, R. (2017). Organisational systems’ approaches to improving cultural competence in healthcare: A systematic scoping review of the literature. International Journal for Equity in Health, 16(1), 78. https://doi.org/10.1186/s12939-017-0571-5

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki- Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare, 5(4), 73. https://doi.org/10.3390/healthcare5040073

Va.gov. (n.d.). About VA [Homepage]. Retrieved from https://www.va.gov/ABOUT_VA/index.asp

Valenzuela, M. A., Flinchbaugh, C., & Rogers, S. E. (2020). Can organizations help adjust?: The effect of perceived organizational climate on immigrants’ acculturation and consequent effect on perceived fit. Journal of International Management, 26(3), 100775. https://doi.org/10.1016/j.intman.2020.100775

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Lopes Write Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

• Your response needs to be a minimum of 150 words (not including your list of references)
• There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
• Include in-text citations in your response
• Do not include quotes—instead summarize and paraphrase the information
• Follow APA-7th edition
• Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

• A minimum of 6 responses per week, on at least 3 days of the week.
• Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
• Each response needs to be at least 75 words in length (does not include your list of references)
• Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
• Follow APA 7th edition
• Points will be deducted if the above is not followed
• Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
• Here are some helpful links
• Student paper example
• Citing Sources
• The Writing Center is a great resource