NR 451 Week 6: Implementing Change Despite Resistance

Chamberlain University NR 451 Week 6: Implementing Change Despite Resistance– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 451 Week 6: Implementing Change Despite Resistance 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 NR 451 Week 6: Implementing Change Despite Resistance

Whether one passes or fails an academic assignment such as the Chamberlain University NR 451 Week 6: Implementing Change Despite Resistance 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 NR 451 Week 6: Implementing Change Despite Resistance

The introduction for the Chamberlain University NR 451 Week 6: Implementing Change Despite Resistance 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 NR 451 Week 6: Implementing Change Despite Resistance

After the introduction, move into the main part of the NR 451 Week 6: Implementing Change Despite Resistance 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 NR 451 Week 6: Implementing Change Despite Resistance

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 NR 451 Week 6: Implementing Change Despite Resistance

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 NR 451 Week 6: Implementing Change Despite Resistance

Change in any setting is difficult, we go through changes every day, new laws, new way of doing things, new technology and so forth. Some embrace change as inevitable and others just refuse to change. My mother is an avid reader and has literally hundreds of books, trust me I know I have moved her twice in the past 10 years and know all the books she has. I bought my mother a nook several years ago and taught her how to use it. Instead of embracing this new-found way of reading thousands of books that are stored in one place, she chose to hide the nook and claim it was lost. Recently she started having trouble with her eye site and could not read regular print books so I searched her apartment and found the nook, I charged it and set the font to large type and re-oriented her to its use. Again, she stashed it away saying it would not charge. Now I know that was not true, she just will not change to use of new technology, she will not learn to use a computer or tablet, she has no interest in doing that. Change scares her and that is the bottom line. As nurses, we are a lot like my mother, afraid of change, and this fear holds us back in our practice and in safe quality care and positive outcomes for our patients.

There are several major barriers to the advancement of EBP which would bring about change in nursing. These include:

Lack of knowledge and skill
Low comfort level with search techniques
Perceived lack of time-REAL LACK OF TIME
Challenges with critically appraising research
Lack of organizational/administrative support
Educational programs that continue to teach research the “traditional way” with focus on producing instead of using evidence
NR 451 Week 6 Implementing Change Despite Resistance
Negative attitudes-skeptics and fear

I had one negative encounter with implementation of change early after I earned my masters’ degree. My barrier with leadership and their lack of knowledge and insecurity with staff effecting change. I was basically told after my presentation of my idea for change that I was hired as a staff nurse and nothing more. Their insecurity with staff effecting change that could improve patient outcomes along with their lack of knowledge in nursing research became the barriers to positive patient outcomes. In the past year, the culture at that facility has changed and nursing research that includes the staff has been implemented.

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Tell the class about the barriers you may encounter in your practice if you were to attempt to implement a change? It could be from staff or leadership or both.

Feeg, D. V., Suny Downstate Medical Center Department of Nursing , Nursing Research and Evidence-Based Practice
Conference, May 26, 2010; Strategies for Overcoming Barriers in Implementing Evidence-Based Practice; retrieved from
http://www.downstate.edu/icl/Feeg-Downstate2010Presentation-BarrierstoEBP.pdf

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Sample Answer 2 for NR 451 Week 6: Implementing Change Despite Resistance

It’s been said that “ changes are inevitable,” but clearly they have not work with some of my coworkers.I was assigned a project to create flowcharts for a department at my job. The goals were to create a new process that would be easy to use and decrease the time and help eliminate some of the problems that exist with the current process. This assignment was given to me three months ago with a timeline for completion in six weeks.
I have created and revised the flowcharts four times following the specific narratives the department presented to me. During my research, I offered several prime solutions. One of the solutions was to revise the process from manual to an electronic. The newer staff were excited and ready to proceed, however, the staff who used the manual process did not feel the need to change to electronic.
In my presentations, I was able to demonstrate how the new process would be faster and easy to use. The department director and the older staff push back when the electronic solution was presented. I have no doubt that the fear of something new lies within the staff who are familiar with the manual process, and no matter what I said or did their response were the same. According to our reading assignment for this week states that I need the endorsement of the participants and those impacted by the change in order to ensure that the innovation is implemented successfully. The current process has several problems that prevent easy flow and delay the transition from one step to another in a timely manner. Because of the support of the program director, I haven’t been able to transition the process to electronic, but it is still on the table for further discussion.

Reference

Agency for Healthcare Research and Quality (AHRQ). (2008). Patient safety and quality: An evidence-based handbook for nurses. Retrieved from http://www.ahrq.gov/qual/nurseshdbk/

Sample Answer 3 for NR 451 Week 6: Implementing Change Despite Resistance

Nursing is one of the most versatile occupations within the health care workforce.1 In the 150 years since Florence Nightingale developed and promoted the concept of an educated workforce of caregivers for the sick, modern nursing has reinvented itself a number of times as health care has advanced and changed (Lynaugh, 2008). As a result of the nursing profession’s versatility and adaptive capacity, new career pathways for nurses have evolved, attracting a larger and more broadly talented applicant pool and leading to expanded scopes of practice and responsibilities for nurses. Nurses have been an enabling force for change in health care along many dimensions (Aiken et al., 2009). Among the many innovations that a versatile, adaptive, and well-educated nursing profession have helped make possible are:

the evolution of the high-technology hospital;
the possibility for physicians to combine office and hospital practice;
lengths of hospital stay that are among the shortest in the world;
reductions in the work hours of resident physicians to improve patient safety;
expansion of national primary care capacity;
improved access to care for the poor and for rural residents;
respite and palliative care, including hospice;
care coordination for chronically ill and elderly people; and
greater access to specialty care and focused consultation (e.g., incontinence consultation, home parenteral nutrition services, and sleep apnea evaluations) that complement the care of physicians and other providers.

With every passing decade, nursing has become an increasingly integral part of health care services, so that a future without large numbers of nurses is impossible to envision.

Reference

Aiken, L. H., R. B. Cheung, and D. M. Olds. 2009. Education policy initiatives to address the nurse shortage in the United States. Health Affairs 28(4):w646-w656. [PMC free article] [PubMed]

Lynaugh, J. E. 2008. Kate Hurd-Mead lecture. Nursing the great society: The impact of the Nurse Training Act of 1964. Nursing History Review 16:13-28. [PubMed]

Sample Answer 4 for NR 451 Week 6: Implementing Change Despite Resistance

As BSN nurses, we strive to translate the evidence based knowledge we acquire into practice, but we may encounter challenges. Winkler (2015) states in her article that: “Changes are one of the most typical phenomena experienced by contemporary organizations and are an inherent element of their functioning. The change introduction process is complex and it is often accompanied by a phenomenon of resistance to change on the part of the employees in an organization, which is considered as the main cause of failure in the change implementation process”. It would seem logical that if we can improve a nursing process or improve patient outcome and satisfaction, nurse would be open to changes but the fact is that the opposite is true. We become comfortable with what we have always done and assume that change will make our job harder when in fact the opposite is true. Many improvements in the healthcare industry are due to changes made over the years. Our lesson teaches us that if the stakeholders are involved in the planning stages of the project from the beginning they are able to understand “the need for change as well as a sense of ownership” (CCN, 2017).

The emergency room department is a busy and hectic place many times, and making changes can be sometimes difficult. Everyone is so busy and they believe they do not have time to learn a new procedure and this would just add to the workload. The author of the article Conditions for Implementing Organizational Changes, states that “in order to overcome their aversion to change, employee activity must consist of three following factors: access to information, impact on decision-making and interaction”. Many of my coworkers agree that one of the problems we face in the ED is repeat visits and high 30-day readmission rate. I believe that if the nurses are presented with a problem and are given the opportunity to be involved in the solution finding and decision making, the implementation of the change would be accepted easier. Sometimes when an implemented change does not produce the expected positive outcome, we have to continue to make improvements and continue to change. The best thing about change is that it is constant.

One of the American Association of Critical-Care Nurses Standards is “Effective Decision-making:Nurses are seen as valued and committed partners in making policy, directing and evaluating clinical care, and leading organizational operations” (ANA, 2015, p.40). Nurses play an important role in the advancement and translating of evidence into better processes and policies thus improving patient outcomes.

References

American Nurses Association. (2015). Nursing: Scope and standards of practice (3rd ed.). Silver Spring, MD: Author.

Chamberlain College of Nursing. (2017). NR-451. Week 6 Lesson: Strategies for Effective Change [Online lesson]. Downers Grove, IL: DeVry Education Group. Retrieved from https://chamberlain.instructure.com/courses/9011/pages/week-6-lesson?module_item_id=1014248

Renata, W. (2015). CONDITIONS FOR IMPLEMENTING ORGANIZATIONAL CHANGES. Acta Logistica, Vol 2, Iss 4, Pp 21-24 (2015), (4), 21.

Sample Answer 5 for NR 451 Week 6: Implementing Change Despite Resistance

Wanda thanks for your posting. It is very unfortunate that we have to think of money. If the hospital operates at a loss, our salary would not be substantial and we would not receive any raises. Nurses do not see the big picture, it is not until we are exposed to healthcare management that we really realize that we have to think about money as well as the quality care we provide along with taking into consideration patients experiences. Healthcare is a business just like any other business. One reason for thinking money is Medicare reimbursement. Medicaid pays hospital supplemental payment for fee-for-service to their Medicaid beneficiaries, this payment varies from state to state and could be billions of dollars annually. Hospitals have to meet certain criteria of Medicaids the rule and regulation and failing to meet these criteria can cause the hospital to lose millions of dollars. Nurses are forced to make changes to meet the standards and criteria for Medicaid reimbursements. For example hospitals across the United States have made changes on how to the delivery care and documentation on conditions and procedures of Core Measure patients, which is one of the program of Medicaid to reduce patients readmission and provide the quality care for these patients. According to the information on the Medicare website, “Hospital Readmission Reduction Program- The Affordable Care Act authorizes Medicare to reduce payments to acute care hospitals with excess readmissions Links to an external site.that are paid under CMS’s Inpatient Prospective Payment System (IPPS), beginning October 1, 2012. The program focuses on patients who are readmitted for selected high-cost or high-volume conditions and procedures, namely, heart attack, heart failure, pneumonia, chronic obstructive pulmonary disease (COPD), hip/knee replacement, and coronary artery bypass graft surgery.”

Reference:

Medicare.gov, Hospital Compare.(2013). Linking quality to payment, Retrieved from

https://www.medicare.gov/hospitalcompare/linking-quality-to-payment.htmlLinks to an external site.

Sample Answer 6 for NR 451 Week 6: Implementing Change Despite Resistance

Professor and Class, this weeks’ discussion pertains to change and resistance to change. Change is often associated with words like insecurity, emotional, exhausting, uncertainty. Change can be defined as the act of substitution new and unfamiliar behavior or process for old comfortable measures, (Sherman,2011). We are continuously experiencing change, in workplace environment, in our homes, even within ourselves. Change, even for the good or positive change, produces a sense of stress to some degree within us. Its’ the fear of unchartered waters, sort of speak. According to the article by Sherman(2011), within the workplace setting, there are some steps to soften the blow of change. 1. Create a sense of urgency about the need for change- Inspire staff to see the need for change. 2. Build a team- this should include individuals that are skilled with ability as well as have positive attitudes that support teamwork. 3. Develop and communicate the vision- define what change, why change and how it will happen. 4. Communicate buy in – keep staff informed and respond to their needs during the process of change 5. Create easy goal- manage a system change in bite sized pieces. 6. Empower action – remove obstacles, provide feedback and reward progress. 7. Do not let up- build and encourage each other in determination and persistence and report any progress. 8. Make the change stick- weave it into the work culture and practice in a tangible way.

As I have shared, we are changing to EPIC software within our organization. This weekend was Go Live. I am a night shift super user and will be working 60 hour weeks this month to provide staff with additional “at the elbow “support through this transition. Our organization has done an excellent job in preparing us , providing additional expert support, upper management presence, and today is day 2 and it has run rather smoothly so far. After reading this article, I can see how many of the steps above were utilized and integrated over the past 5 months as we prepared for this as an organization and a unit. These steps have reduced resistance , and allowed staff to prepare and embrace the inevitable change. Attitude has played a major role in this change over . There is an undeniable length between professional work environment/atmosphere and quality healthcare and optimal outcomes,(ANA,2015). Although many of us have verbalized a “dread” feeling, it is actually the process of change we have dreaded rather than the actual change itself. What I mean by that , is , many of us are excited for the actual software change, we feel EPIC will be an improvement. It is the process of learning something new, trying to get proficient in our workflow and comfortable with the applications of EPIC that we are dreading, because it is not our “comfort zone”. Some of our processes will function the same, but many will change. Some of those changing are for the better, actually an easier approach in fact, but the actual process of doing it different leads to feeling of uncertainty and question.

American Nurses Association. (2015). Nursing: Scope and standards of practice (3rd ed.). Silver Spring, MD: Author.

Sherman, Rose.(2011). Why is Change Hard? retrieved from Emerging RN leader, Nov. 2011.