NURS 6053 Change Implementation and Management Plan
Walden University NURS 6053 Change Implementation and Management Plan– Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053 Change Implementation and Management Plan 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 NURS 6053 Change Implementation and Management Plan
Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Change Implementation and Management Plan 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 NURS 6053 Change Implementation and Management Plan
The introduction for the Walden University NURS 6053 Change Implementation and Management Plan 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 NURS 6053 Change Implementation and Management Plan
After the introduction, move into the main part of the NURS 6053 Change Implementation and Management Plan 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 NURS 6053 Change Implementation and Management Plan
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 NURS 6053 Change Implementation and Management Plan
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 NURS 6053 Change Implementation and Management Plan
Training is an important element in the adoption of a change agent. It prepares the staffs to incorporate the new practices into their daily routines. It also minimizes incidences of resistance to change. Through it, unnecessary wastage of resources due to poor uptake or resistance to change are eliminated. The use of web-based electronic health records is associated with health outcomes that include improvement in quality of care, efficiency of care, and patient satisfaction with care (Hoyt & Hersh, 2018). The quality of care improves since patients are in constant interactions with their healthcare providers. There is enhanced efficiency in the provision of healthcare since decisions can be made in real-time for faster decision-making. It also minimizes hospital visits, hence, efficiency in healthcare (Onyejekwe, Rokne & Hall, 2019). There is enhanced patient satisfaction with care due to the provision of patient-centered care.
Cognizant of the role that training plays when it comes to improving a nurse’s competencies in EBP and thus empowering them to contribute to the development of EBP, here are certain strategies that can be undertaken from both an organizational level, to the larger professional level. At the organizational level, the organization can organize for opportunities where their nurses can get trained on evidence based practice. On the greater professional levels, professional bodies such as the ANA and the ANCC have developed certification program for nurses. By including components of evidence based practice in the certification exams, this ensures that nurses will prepare and apprise themselves on EBP and thus, in order to earn the certification, they will have to be competent in EBP. Alternatively, the institutions can include a whole different certification for EBP, where nurses will specifically be trained on EBP, tested on the same and thus, their competency will be proven by their certification. This will ultimately improve their ability to participate in the development and implementation of EBP.
Proposed change is transformational type of change. It aims at transforming the existing organizational strategy. The change is adopted in response to the need to align with the rapid changes in an industry. The change aims at ensuring that the strategies used at the different levels of the organization support the overall mission of the company. Therefore, it is anticipated that the adoption of web-based electronic health records will transform the quality of healthcare given to the patients. The organization will be able to remain up-to-date on issues influencing its performance in the market.
The change will be implemented in our organization. It will aim at increasing the uptake of web-based electronic health records by the healthcare providers. It will also focus on raising the level of awareness among them on the use of the technology. Through it, the organization intends to transform the experiences of the patients and healthcare providers in service provision.
Executive Synopsis
The transition of patients from the hospital to their homes presents a difficulty for healthcare organizations. Significant attempts have been undertaken to improve care transition efficacy. Poor care transition is a challenge for healthcare systems, since it results in high rates of readmission for patients.
As part of an effort to lower the rate of readmission, the healthcare facility must incur financial penalties.
Alteration and Justification
Intervention is required to lower the rate of readmission.
Patients will be educated by nurses regarding treatment adherence.
Treatment noncompliance is the major reason of readmission to the facility.
The penalties-related financial losses sustained by the healthcare institution must be handled.
Low readmission rates indicate that the hospital is not providing safe and effective care.
Impact of Change
There is a need for increased nurses’ participation in the transition process.
The type of modification that has been implemented is a developmental change.
The modification acknowledges the need for enhancements to the discharge procedure.
There is a necessity for transition stage enhancements.
Current discharge procedures are ineffective
Stakeholders and Management Team
Employees and patients will be the stakeholders most affected by the move.
The modification modifies the discharge procedure for patients.
During the patient transition process, the nurses will play a larger role.
The administration of the healthcare facility will be more involved in the patient’s recovery and treatment.
Transmitting Change
Ensure clarity in explaining change objectives
Inform the nurses of the advantages emerging from the process of transformation.
Communication will involve notifying stakeholders of the resulting expectations.
Use email to communicate with stakeholders in a two-way manner.
Risk Mitigation
Overspending to cover the risks that affect budgets.
Having deadlines to eliminate project schedule-affecting hazards.
Identification of technical strategies to mitigate staff performance and productivity risks
avoiding risks by having alternatives
Type & Scope of the Proposed Change
Transformational change
Preparing and initiating the prosed change
Assess possible risks and limitations
Develop acceptable strategies for implementation
Collecting evidenced based data from staff.
Prepare corrective action plans
The proposed change falls in the category of Strategic transformational change. This means that the change will affect some aspects of the organization (Neiva, Odelius & Ramos, 2015). It will influence but not completely redefine the organization. In Strategic transformational change, there needs to be thorough planning for the change to attain the desired results (Neiva et al., 2015). The person proposing the change needs to identify the ultimate goal and develop a plan to attain it. For the proposed change, I will need to plan how the resources will be obtained and how the opportunities will be provided to the employees.
It will be important that the staff understand that the goal of the change is to support new strategies and skills instead of fixing their deficiencies. The professional development programs will then be considered as a benefit (Price & Reichert, 2017). Besides, the staff will see that the organization is willing to invest in their professional growth.
The scope of change is the organization’s managerial level. For the change to be successful, the organization’s managers will have to put efforts into ensuring that there is complianve with regulatory bodies, and that the expected safety standards of healthcare policies are met (Neiva et al., 2015).
Stakeholders Impacted by the Change
The primary stakeholders impacted by this change are,
Administrators-approval of funds to be allocated towards the success of this proposal
Departmental heads and managers
Human resources
Staff nurses are also key stakeholders in the proposal (Ballard, K. 2003).
Financiers of my organization are very important stakeholders for the disbursement of funding.
Stakeholders involved include
1. Hospital administrators: They will be first in line on the propositions involved in o=im proving the staffing patterns in the organization. They would have to understand the dynamics of the proposal, and ultimately work towards its success in collaboration with all other stakeholders.
2. HR manager: The HR manager will be tasked with identifying employee’s professional needs and deficiencies within the organization. The HR will also plan and organize professional development programs and identify staff to be sponsored for sponsored training programs through appraisal (Price & Reichert, 2017).
3. Nursing supervisors: The nursing supervisors will be tasked with determining nurses’ professional needs in the respective hospital units. They will also interview nurses to identify their motivation and professional needs. This will help provide professional development opportunities that suit the nurse’s needs (Price & Reichert, 2017).
4. Attending physicians: The attending physicians will also determine professional development needs for medical residents and interns in the specialties they supervise
Change Management Team
Unit Manager- leaders of the team
Staff nurses on unit
Human Resources Department
Plan for Communicating The Change
Appointing a well knowledgeable spoke person or consultant for the proposal
Publish clear guidelines for the new policies and procedures
Implement strategies that will Ease the Transition
Emphasis on why the change is vital for success.
Provide ongoing promotion of the challenge to keep employees motivated.
Solicit feedback and questions
Communication about the change will be facilitated by the change management team and through internal memos. The nursing supervisors and attending physicians will inquire from their teams on the professional programs to improve their practice. They will also communicate about the incoming professional development programs to their staff. They will also be tasked with informing the selected employees who will be sponsored for certification and advanced education courses.
An internal memos will be used to communicate with the employees about the changes to help them develop their professions and advance their careers. Internal memos will be used to communicate upcoming CMEs and seminars to the employees, including the topics, venue, and dates to prepare beforehand.
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Change Implementation and Management Plan Assignment
It’s one of the most overused cliches, yet it’s true: the only constant is change. As a nursing professional, you are probably aware that success in the healthcare field necessitates the ability to adapt to change, as the pace of change in healthcare is unrivaled.
As a professional, you will be expected to share your knowledge, enlighten, educate, and advocate. Your efforts in these areas can help others navigate change. In this Assignment, you will suggest a change inside your organization and offer a complete strategy to put the proposed change into action.
To Get Ready:
• Go over the resources and choose one change you believe is needed in your organization/workplace.
o This may be a necessary modification to effectively address one or more of the issues you discussed in Module 4’s Workplace Environment Assessment. It could also be a reaction to something that was not addressed in your prior efforts. To help identify and vet these ideas, it may be good to discuss them with your organizational leadership and/or coworkers.
• Consider how you will implement this change and how you will communicate it to organizational leadership.
The Task (5-6 minute PowerPoint presentation with narration):
Change Management and Implementation Plan
Create a narrated PowerPoint presentation with video comprising 5 or 6 slides that offers a complete plan for implementing the proposed change.
Your narrated presentation should last 5-6 minutes.
The following items should be included in your Change Implementation and Management Plan:
• An executive summary of the current difficulties affecting your organization/workplace (If applicable, this can include the work you conducted in your prior Workplace Environment Assessment.)
• A description of the proposed modification
• Justifications for the change, such as why addressing it will benefit your organization/workplace.
• Details about the proposed change’s type and scope • Identification of stakeholders impacted by the change • Identification of a change management team (by title/role) • A plan for communicating the proposed change • A description of risk mitigation plans you would recommend to address the risks anticipated by the proposed change
Submit your Narrative Change Implementation and Management Plan by Day 2 of Week 11.
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Submission and Grading Details
Do the following to submit your completed Assignment for review and grading:
• Please save your Assignment with the name “WK11Assgn+last name+first initial.(extension)” as the extension.
• To see the Grading Criteria for the Assignment, click the Week 11 Assignment Rubric.
• Navigate to the Week 11 Assignment link. You will also be able to “View Rubric” for this area’s grading criteria.
• Then, in the Attach File section, click the Browse My Computer button. Open the document you saved as “WK11Assgn+last name+first initial. (extension)”.
• If applicable, tick the button next to I agree to submit my paper(s) to the Global Reference Database in the Plagiarism Tools section.
• To finish your submission, click the Submit button.
Sample Answer 2 for NURS 6053 Change Implementation and Management Plan
The healthcare organization deals with a high rate of patient readmission. The high rate of readmission within 30 days after the patient has been discharged indicates poor management of patients during transition stage. A key goals of the healthcare organization is to ensure that there is no readmission of patients discharged. Readmission means more cost for the patient and poor health outcomes. As a nurse, it indicates the need to effectively manage the conditions that lead to increased readmission.
The change process seeks to address the high readmission rate among the patients. The healthcare organization has to deal with the financial penalties imposed due to the high readmission rate. In addition, the patients have to deal with a high cost of care. The proposed change seeks to ensure that there is better adherence to the treatment plan. Many patients fail to adhere to the treatment plan when they transition from the hospital to home. Failure to take medication means that the recovery process will be delayed. The change will involve all nurses who will be tasked with providing the patients’ education as they transition from the care facility to home.
The need to make improvements in the current discharge process is an indication that the type of change being implemented is developmental change. The change seeks to make adjustments to the process of discharging patients from the hospital facility. There is a need to have more involvement of nurses in the discharge process and the post-discharge stage.
The management team will consist of three nurse leaders, finance manager, project manager, operation manager, and human resource department members. The team will be assigned different functions intended to make the intervention successful. The nurse leaders will communicate the change and guide the rest of the nurses to adjust to the enacted changes. Also, the patients will have to be educated before discharge to ensure adherence to the treatment plan.
Emails and newsletters will be used to communicate the change process to the stakeholders. Use of emails will detail to the stakeholders their role and what is expected as a result of the change process. The stakeholders will also have a two-way communication where they can inquire and seek clarification regarding the change process.
Various strategies will be implemented to eliminate the occurrence of risk when implementing the change process. The occurrence of risks that increase the cost of implementing the change will be eliminated by going over on the budget. The excessive budgetary allocation will cover incidences involving increased costs when implementing the change process. In addition, working with deadlines will ensure that the risks of being behind schedule are reduced.
Change Implementation and Management Plan
It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change. As a nursing professional, you are no doubt aware that success in the healthcare field requires the ability to adapt to change, as the pace of change in healthcare may be without rival.
As a professional, you will be called upon to share expertise, inform, educate, and advocate. Your efforts in these areas can help lead others through change. In this Assignment, you will propose a change within your organization and present a comprehensive plan to implement the change you propose.
Resources
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
To Prepare:
- Review the Resources and identify one change that you believe is called for in your organization/workplace.
- This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
- Reflect on how you might implement this change and how you might communicate this change to organizational leadership.
The Assignment (5-6-minute narrated PowerPoint presentation):
Change Implementation and Management Plan
Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose.
Your narrated presentation should be 5–6 minutes in length.
Your Change Implementation and Management Plan should include the following:
- An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
- A description of the change being proposed
- Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
- Details about the type and scope of the proposed change
- Identification of the stakeholders impacted by the change
- Identification of a change management team (by title/role)
- A plan for communicating the change you propose
- A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose
Alternate Submission Method
You may also use Kaltura Personal Capture to record your narrated PowerPoint. This option will require you to create your PowerPoint slides first. Then, follow the Personal Capture instructions outlined on the Kaltura Media Uploader
Links to an external site. page. This page will walk you through downloading the tool and help you become familiar with the features of Personal Capture. When you are ready to begin recording, you may turn off the webcam option so that only “Screen” and “Audio” are enabled. Start your recording and then open your PowerPoint to slide show view. Once the recording is complete, follow the instructions found on the “Posting Your Video in the Classroom Guide” found on the Kaltura Media page for instructions on how to submit your video. For this option, in addition to submitting your video, you must also upload your PowerPoint file which must include your speaker notes.
By Day 2 of Week 11
Submit your narrated Change Implementation and Management Plan. Review the following submission instructions for the type of submission you choose.
submission information – Narrated PowerPOint
Before submitting your final assignment, you can check your draft for authenticity. To check your draft, access the Turnitin Drafts from the Start Here area.
- To submit your completed assignment, save your Assignment as WK11Assgn_LastName_Firstinitial
- Then, click on Start Assignment near the top of the page.
- Next, click on Upload File and select Submit Assignment for review.
submission information – Kaltura Personal Capture
To submit your Kaltura media:
- Click on Start Assignment near the top of the page.
- Next, click Text Entry and then click the Embed Kaltura Media button.
- Select your recorded video under My Media.
- Check the box for the End-User License Agreement and select Submit Assignment for review.
Congratulations! After you have finished all of the assignments for this module, you have completed the course. Please submit your Course Evaluation by Day 7.
Rubric
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Create a 5- or 6-slide PowerPoint that presents a comprehensive plan to implement changes you propose. Your Change Implementation and Management Plan should include the following:· An executive summary of the issues that are currently affecting your organization/workplace (this can include the work you completed in your Workplace Environment Assessment).· A description of the changes being proposed.· Justifications for the changes, including why addressing them will have a positive impact on your organization/workplace. |
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· Details about the type and scope of the proposed changes.· Identification of the stakeholders impacted by the changes.· Identification of a change management team (by title/role).· A plan for communicating the changes you propose.· A description of risk mitigation plans you would recommend to address the risks anticipated by the changes you propose. |
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Resource Synthesis |
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Presentation Narration |
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PowerPoint Presentation: The presentation is professional; images are appropriately attributed; images are clear. The presentation text is readable. Presentation flows well and is presented in a logical order. |
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Written Expression and Formatting—English Writing Standards: Correct grammar, mechanics, and proper punctuation. |
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Total Points: 100
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Sample Answer 3 for NURS 6053 Change Implementation and Management Plan
Thanks for your post and sharing your experience with an uncivil co-worker. Based on your response, it sounds like you handled the situation professionally and respectfully. Workplace incivility can directly impact a healthcare organization, nursing staff and the quality of care provided to patients. Threatening and disruptive behaviors may lead to medical errors, decreased patient satisfaction, and increased cost of care. Exploring incivility experiences like yours, from the nurse’s perspective may pose valuable information about risk factors, outcomes, and ways to prevent workplace incivility (Abdollahzadeh et al., 2017). Preventing incivility is not an individual task. It involves many steps that must be taken, the nurses as well as the organization or even society must be unified for efforts to be successful.
Nurses can learn how to recognize and respond effectively to workplace incivility. Organizations offering team building exercises, general education programs about workplace incivility and samples of assertive responses that can be utilized by staff are examples of how to respond and ultimately reduce incivility. Cognitive rehearsal is a form of mental practice, that runs through assertive responses to incivility scenarios and is another method that can manage incivility (Armstrong, 2018). Cognitive rehearsal is an evidence-based framework designed to address workplace incivility. The three-step process includes interactive learning and instruction, rehearsing phrases used during an uncivil encounter and practice sessions for continued rehearsal. Conflict rehearsal can lead to better communication and a conflict-capable team (Clark, 2015).
Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to Prevent Workplace Incivility?: Nurses’ Perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157. https://doi.org/10.4103/1735-9066.205966
Armstrong, N. (2018). Management of Nursing Workplace Incivility in the Health Care Settings: A Systematic Review. Workplace Health and Safety, 66(8), 403–410. https://doi.org/10.1177/2165079918771106/FORMAT/EPUB
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18–23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdfLinks to an external site
Sample Answer 4 for NURS 6053 Change Implementation and Management Plan
Introduction and Purpose of the Presentation
Nurses are frontline care providers whose main aim is to provide compassionate patient care when organizations and health care settings offer and maintain a healthy work environment that entails overall health of workplace, better staffing and retention levels, reduce stress and moral distress and limited cases of lateral or workplace violence (Broome & Marshall, 2021). An effective organizational culture should encourage civility as it assists in developing and modeling best practices and conduct to attain set goals (Jongen et al., 2018). The purpose of this presentation is to develop a change implementation plan to tackle an identified issue during the work place environment assessment. The presentation justifies the need to change, its type and scope, and identifies stakeholders as well as change management team. It also develops a communication plan for the proposed change and a risk mitigation approach to deal with any unexpected risks and events.
Executive Summary of the Issue: Lateral Violence
According to the Clark Health work environment assessment, my organization attained a score of 77% implying that it is mildly healthy and there is need for improvement. Responses from nurses interviewed based on the inventory suggest need to increased effective communication, employee participation in decision making through provision of suggestions and better allocation of work based on shift schedule (Clark, 2018). An incident that was highlighted based on the report was the need for increased employee safety because of lateral violence against nurses by patients, particularly in emergency room and department. Further, the occurrence of bullying, especially of newly-hired nurses shows that the organization needs to change its culture to enhance care provision and retention of nurses (ANA, 2022).
Proposed Change and Justification
The proposed change in this case is the establishment and nurturing of a better organizational culture. Having a culture that appreciates and focuses on diversity and prioritizes patient and provider safety is essential. The organizational culture should focus on entrenching certain values, norms, practices, behaviors and expected conduct among nurses, nurse leaders and the management (Li et al, 2018). These values should embrace the diversity that exists starting from employees since there are those about to retire and others joining the profession and the organization today. The organizational culture should also set parameters and policies on effective communication, especially the issue of handover during shift changes (Broome & Marshall, 2021). The culture should also value the critical role of providers, especially their views and opinions on the best way to offer care and prevent incivility like bullying of newly-hired nurses.
Existing evidence from past research studies and findings demonstrate that an organizational culture has a direct correlation to staff retention, staff satisfaction and work performance (Mannion & Davies, 2018). Values focused on cooperative professionalism and wellness, and practices of integration as well as promotion of better working relationship lead to increased pleasure from nurses and a reduction in suffering and distress. A better organizational culture leads to increased access to patient care and improve outcomes by reducing errors and adverse events (Edmonson & Zelonka, 2019). The justification of this organizational culture change is about increasing the level of civility and preventing bullying that has adverse effects like leading to higher turnover rates, lower satisfaction rates among patients, and poor relationships in the workplace among employees
Type and Scope of Proposed Change
The proposed change will entail having alterations or the current policy that is not based on evidence about the significance of an organizational culture that values diversity and effective communication to eliminate incivility (Hossny & Sabra, 2018). The new policy will be based or founded on the following parameters; effective communication, nurturing and appreciation of diversity, teamwork approach or model, and regular monitoring to evaluate effectiveness and efficiency (Edmonson & Zelonka, 2019). The policy will also integrate best practices from the industry to entrench civility as a core aspect of better performance. The scope of the proposed change will first be the nursing department before moving to emergency room and department. Further, the management can recommend the adoption of the nursing unit’s organizational culture based on its values and norms to the rest of the departments.
Stakeholders and Change Management Team and Roles
The primary stakeholders in this case would be nurses and physicians as well as other healthcare professionals in the facility, patients and their families, unit manager and leader, and the chief nursing officer. The other critical stakeholder would be the communication and public relations (PR) manager. These stakeholders are important because of they will be affected by these changes in one way or the other. For instance, the change will impact patients who attain quality care while providers will have a safe and dignified workplace environment.
Effective change management requires a management team that will lead in implementation of the new ways of doing things. Imperatively, the change management team will comprise of nurse leader and manager who will be project manager and be the link between the management and the project team. The nursing staff will offer input on different safety need and resources required to implement the changes. They will also be the implementers through compliance to the provisions. Hospital administration will ensure that the change initiative bears fruits and gets sufficient resources through coordination with the management team. The administrator will also review, negotiate and approve any suggestions backed by evidence from the project change team. The financial officer will ensure that the project gets sufficient funding based on budgetary allocation. The PR and ethics manager will ensure effective communication and awareness of the new policy and its logical implementation and evaluation to assess its efficacy and if there is need to evaluation.
Communication Plan and Risk Mitigation
The need for change through a better organizational culture cannot be overemphasized because of the benefits that it offers. The communication plan for this project will entail use of a change management model by Kurt Lewin, Lewin’s change management tool. Through the tool the team will create urgency and reason for changes, raise awareness about the benefits and progress that can be attained through a better organizational culture (Broome & Marshall, 2021). The change model will leverage its three processes of unfreezing, change, and refreezing to communicate better interventions at every point of implementation. The communication plan will focus on targeted audience that include all stakeholders impacted by the change and its associated team. It will also entail use of organizational resources to enhance awareness and get input from stakeholders.
Risk mitigation is an essential part of change management as unforeseen events can occur. In this regard, the risk plan entails efforts to address resistance to change by involving all people through effective communication. The risk plan will also focus on possibility of resource limitation and develop structures to ensure all aspects run as expected. The risk management and impact analysis will identify and assess all possible risks to the project.
Conclusion
- Change initiatives can enhance overall care delivery in healthcare and nursing setting
- Incivility leads to poor patient outcomes in nursing settings as demonstrated in this presentation.
- The establishment of an effective and evidence-based practice (EBP) organizational culture will be essential in addressing bullying and other forms of lateral violence in the organization
- The presentation shows the benefits of an effective culture and how the management team will address possible risks to its implementation
References
American Nurses Association (ANA) (2022). Violence, Incivility, & Bullying.
https://www.nursingworld.org/practice-policy/work-environment/violence-i
ncivility-bullying/
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From
expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based
scripting to address incivility. Nurse Educator, 44(2), 64-68. DOI:
10.1097/NNE.0000000000000563.
Edmonson, C., & Zelonka, C. (2019). Our own worst enemies: The nurse bullying
epidemic. Nursing administration quarterly, 43(3), 274. doi:
10.1097/NAQ.0000000000000353
Hossny, E. K. & Sabra, H. E. (2020). Effects of Nurses’ perception to workplace civility
climate on nurse-physician collaboration. Nursing Open, 8(2), 620-627.
doi: 10.1002/nop2.666
Jongen, C., McCalman, J., & Bainbridge, R. (2018). Health workforce cultural
competency interventions: a systematic scoping review. BMC health services
research, 18(1), 1-15. DOI: 10.1186/s13643-018-0734-5.
Li, S. A., Jeffs, L., Barwick, M., & Stevens, B. (2018). Organizational contextual
features that influence the implementation of evidence-based practices across
healthcare settings: a systematic integrative review. Systematic reviews, 7(1),
1-19. DOI: 10.1186/s13643-018-0734-5.
Mannion, R., & Davies, H. (2018). Understanding organizational culture for
healthcare quality improvement. Bmj, 363.
DOI: https://doi.org/10.1136/bmj.k4907
Sample Answer 5 for NURS 6053 Change Implementation and Management Plan
Executive Summary: Issues Currently Affecting my Workplace
Most recently, web-based electronic health records were introduced in our organization. However, staffs were not trained on its use. As a result, there has been significant resistance towards it among them. A majority of them report that they do not know how to use it as well as its benefits. Therefore, there has been low uptake of web-based EHR in optimizing the health outcomes of the patients.
Change being Proposed
The change being proposed is training of the staffs on the use of web-based electronic health records. It is also proposed that there should be mentorship and active staff involvement in the assessment, planning, implementation, and evaluation of web-based electronic health records use in the organization. They should be trained on how to use them in order to improve the quality of care given to the patients. Training will raise their level of awareness and understanding of its use and benefits. It will minimize any incidences of resistance to change from them (Hayes, 2018). The staffs should also be provided with mentorship after the training. The mentors should play the role of addressing any challenges that the staffs might experience with the use of web-based electronic health records. The staffs should also be actively involved in the whole process to increase their empowerment and uptake (Labin, 2017).
Justification
Training is an important element in the adoption of a change agent. It prepares the staffs to incorporate the new practices into their daily routines. It also minimizes incidences of resistance to change. Through it, unnecessary wastage of resources due to poor uptake or resistance to change are eliminated. The use of web-based electronic health records is associated with health outcomes that include improvement in quality of care, efficiency of care, and patient satisfaction with care (Hoyt & Hersh, 2018). The quality of care improves since patients are in constant interactions with their healthcare providers. There is enhanced efficiency in the provision of healthcare since decisions can be made in real-time for faster decision-making. It also minimizes hospital visits, hence, efficiency in healthcare (Onyejekwe, Rokne & Hall, 2019). There is enhanced patient satisfaction with care due to the provision of patient-centered care.
Type and Scope of Change
Proposed change is transformational type of change. It aims at transforming the existing organizational strategy. The change is adopted in response to the need to align with the rapid changes in an industry. The change aims at ensuring that the strategies used at the different levels of the organization support the overall mission of the company. Therefore, it is anticipated that the adoption of web-based electronic health records will transform the quality of healthcare given to the patients. The organization will be able to remain up-to-date on issues influencing its performance in the market.
The change will be implemented in our organization. It will aim at increasing the uptake of web-based electronic health records by the healthcare providers. It will also focus on raising the level of awareness among them on the use of the technology. Through it, the organization intends to transform the experiences of the patients and healthcare providers in service provision.
Stakeholders Impacted by Change
Healthcare providers will be affected through improved level of awareness, change in their approach to the provision of healthcare, enhanced efficiency in service provision, satisfaction with care, patient-centered care, and decision-making. Patients will be affected through the provision of patient-centered care, easy access to the care they need, patient satisfaction, reduced costs of seeking healthcare, and their empowerment. Managers and leaders are critical in the process since they must lead change, encourage stakeholder participation, manage resistance to change, and implement patient and provider-centered initiatives to promote quality in healthcare.
Change Management Team
Human resource manager will undertake training needs assessment, organize for the training, determine any need for additional staffing, and explore ways of maintaining change. The hospital administrator will undertake the roles of determining the training needs of staffs, feasibility of the training, implementing change agents, and monitoring and evaluating the change process. Managers from all departments of healthcare in the organization such as nurse managers will lead change implementation at unit level, link staffs to top management and vice versa, advocate the needs of their staffs, and manage resistance at the departmental level. Chief finance officer will play the role of determining the financial soundness of the change.
Plan for Communication
A meeting with all the staffs will be arranged to discuss any issue related to the change. Formal methods of communication such as posters and emails- posters will be used to reach all the staffs within a short time. The effectiveness of posters will be enhanced with the utilization of emails to increase the reach to the target audience. Departmental discussions will be held with the aim of understanding the diverse views of the staffs towards the change.
Risk Mitigation Plans
The team will ensure that the developed guidelines for the change are adhered to at all times. This will minimize loss of focus in the implementation process. It will also minimize irresponsible use of resources. Short and medium goals will guide the realization of the overall goals of the change. They will help in the determination of the benefits, risks, and challenges facing the change. They will also act as source of feedback on ways of achieving the set goals better. Open communication will allow free expression of ideas, concerns, and feelings by the stakeholders. Active stakeholder engagement will ensure that resistance to change is minimized. It will also promote ownership of the change. In addition, it will raise the level of awareness of the staffs. Incentives will be used to sustain positive behaviors among the staffs.
References
Chirino-Klevans, I. (2019). Cases on global leadership in the contemporary economy.
Hayes, J. (2018). The Theory and Practice of Change Management. London : Palgrave.
Hoyt, R. E., & Hersh, W. R. (2018). Health informatics: Practical guide seventh edition. New York: Lulu Com.
Labin, J. (2017). Mentoring programs that work. Alexandria, VA: ATD Press.
Onyejekwe, E. R., Rokne, J., & Hall, C. L. (2019). Portable health records in a mobile society. Cham: Springer.
Sample Answer 6 for NURS 6053 Change Implementation and Management Plan
Summary of Current Organizational Issues
The current organizational issue being experienced in my unit is low level of motivation among the nurses. Nurses have complained about the lack of morale to provide care to their patients. The lack of motivation among them arises from the poor recognition mechanisms that the organization put in place. There is also the influence of poor leadership and management in the organization. According to the nurses the nurse manager in charge of the unit has been unfair in the practices she uses in running the activities in the unit. This can be seen from partial allocation of duties. The in charge is also inconsiderate of the needs of the other nurses in the unit apart from her friends. The consequences of the low level of motivation among the staffs have included high rate of staff turnover, poor communication and engagement among the staffs and the provision of low quality care as evidenced by high mortality rate and adverse events in the unit.
Proposed Change
The proposed change to address the above issues in the unit is motivating the employees through the use of an employee recognition scheme. The recognition scheme will target at rewarding the staffs based on their performance. Staffs that will show exemplary performance in undertaking their duties will be rewarded in forms such as monetary, salary increment, advancement in job roles, and extended annual leaves. The performance of the staffs in the unit will be determined using 36- degrees performance appraisal approach. This is a type of performance appraisal that relies on appraisals from different organizational stakeholders such as staff nurses, nurse managers, and senior management of the hospital. The use of this approach to performance appraisal will provide an objective evaluation of one’s performance.
Justification for Change
The provision of employee recognition schemes is appropriate for addressing the identified organizational issues due to a number of reasons. Firstly, recognizing the workplace contribution among the staff nurses using rewards will change their performance positively. They will feel appreciated by the organization. As a result, their work performance will improve significantly. Rewarding the employees for their performance also results in an improvement in their job satisfaction. They develop the urge to explore additional ways in which the needs of their patients and those of the organization can be met. They also champion the creation of an enabling workplace environment where positivism in fostered. These outcomes are also expected to result in a decline in the staff turnover rate in the unit. It is anticipated that a highly motivated and satisfied employee will have the desire to work with the organization for a longer period when compared to a demotivated employee. Based on this evidence, there is a need to address the identified organizational issues by adopting an employee recognition scheme in the organization.
Type and Scope of Change
The proposed change focuses on improving human resources management in the organization. It aims at improving workforce management through the adoption of an intervention that focuses on their needs. The solution to the identified organizational issues is the adoption of an employee recognition scheme for the nurses in the hospital. Nurses will be appraised using 360 degrees performance appraisal system. The system incorporates feedback from almost all the organizational stakeholders concerning the performance of an employee. For example, nurses, support staffs, and senior management of an organization appraise the nurse in-charge of a unit. The outcome of the performance appraisal will inform the employee recognition interventions that will be adopted in the organization.
Stakeholders Impacted by Change
The change will affect a number of stakeholders. One of them is the nurses. Nurses are the direct beneficiaries of the proposed change. They will benefit from the recognition packages that will be adopted to assess their performance. As a result, they will have to demonstrate excellence in the service provision for them to benefit from the package. The other stakeholder that will be affected by the change is nurse managers. Nurse managers will have to ensure that their staffs understand their expected performance levels and ways of achieving them. They also have to ensure that the nurses in their units understand the goals of service provision in their units. The nurse managers will have to achieve their performance targets for them to benefit from the package. They will also have to demonstrate effective leadership skills for them to be appraised positively by those they lead. The other stakeholders are the patients. The quality and safety of care given to the patients is expected to improve with the adoption of the proposal. The human resource managers will have to ensure that the proposed change is implemented successfully in the organization. They will have to adopt an efficient model that will promote the successful implementation of the change.
Change Management Team
The change management will comprise of a number of professionals. One of them will be the nurse manager of the hospital. The nurse manager will oversee the implementation efforts that will be utilized for the change. She will also act as the coach and mentor in the hospital for effective leadership and management styles. The other members of the change management team will comprise of the unit in-charges. The nurse in-charges of the units will be involved in the implementation of the change. They will communicate the expected standards of behaviors to their staffs. They will also ensure the creation of a workplace environment that supports the desired behaviors among their staffs. They will also lead the adoption of positive behaviors that support the change. The human resource manager will determine the training needs of the nurses. He will also determine the feasibility of the proposed change in addressing the needs of the organization. The finance manager will determine the financial soundness of the proposed change initiative.
Communication Plan
The proposed change will be communicated using a number of channels. One of them is holding a departmental meeting for all the nurses in the boardroom. The nurses will be informed about the change through the meeting and their views concerning the change obtained. The other approach to communicating the change will be through messages sent to the emails of all the nurses in the hospital. The emails will contain links to the expected behaviors for the staffs. Posters that foster positive behaviors related to the change will also be placed in strategic locations in the hospital. This will include the noticeboards in all the departments in the hospital.
Risk Mitigation Plan
One of the risk mitigation plan that will be put in place is open communication. Open channels of communication will be created between the different organizational stakeholders. The nurses will be free to express their concerns or views to the top management without fear of being victimized. Open communication will minimize the risk by increasing active involvement of the stakeholders. The nurses will also be trained on excellence service provision. They will also be trained on the expected behaviors in their service provision that will be evaluated during performance appraisal. Training will impart them with the required knowledge and skills for successful implementation of the change. The nurse leaders and managers will also act as coaches and mentors of positive behaviors. They will guide the nurses in embracing positive behaviors that promote excellence. The last strategy that will be utilized is setting realistic goals for the change. Easy, achievable goals will be developed to evaluate the progress of change. The goals should be easy to achieve to motivate the adopters to engage in further activities that promote success of the change.
References
¨Beech, N., & MacIntosh, R. (2017). Managing change: Enquiry and action. Cambridge University Press.
¨Borkowski, N., & Meese, K. A. (2020). Organizational behavior in health care. Jones & Bartlett Publishers.
¨Bratton, J. (Ed.). (2020). Organizational leadership. SAGE Publications Limited.
¨Carnall, C. (2018). Managing change. Routledge.
¨Ferlie, E., Waldorff, S. B., Pedersen, A. R., Fitzgerald, L., & Lewis, P. G. (Eds.). (2016). Managing change: from health policy to practice. Springer.
¨Palmer, I., Dunford, R., & Buchanan, D. A. (2017). Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Education.
¨Stanhope, M., & Lancaster, J. (2019). Public health nursing e-book: Population-centered health care in the community. Elsevier Health Sciences.