NURS 6053 Module 5 Organizational Change Essay
Walden University NURS 6053 Module 5 Organizational Change Essay– Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053 Module 5 Organizational Change Essay 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 Module 5 Organizational Change Essay
Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Module 5 Organizational Change Essay 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 Module 5 Organizational Change Essay
The introduction for the Walden University NURS 6053 Module 5 Organizational Change Essay 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 Module 5 Organizational Change Essay
After the introduction, move into the main part of the NURS 6053 Module 5 Organizational Change Essay 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 Module 5 Organizational Change Essay
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 Module 5 Organizational Change Essay
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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NURS 6053 Module 5 Organizational Change Essay
The healthcare industry is dynamic and organizational change is thus inevitable. The passage of HITACH Act ushered in an era wherein several healthcare organizations adopted the usage of electronic health record. My healthcare facility happened to adopt the change later when I was already working with them. The change from using papers to store data to using technology was a major cultural shock to a majority of the facility’s workforce. Suffice it to say, there was resistance to change since most employees felt that they were not consulted during the formative stages of the project (Boonstra, Versluis, & Vos, 2014). Indeed, several things did not occur appropriately such as effective communication during the conception of the idea. Moreover, the change managers that oversaw the implementation of the project did not have the requisite knowledge and competence, which hampered the process. Moreover, the complex nature of the workflow process during the implementation of the project affected the change process. As such, it is important to say that the change process did not go well.
The correlation between the organizational change vis-à-vis the use of stakeholders had a direct correlation. The organizational leadership failed to consult the personnel during the conception of the idea and even its implementation (Chan, Kharrazi, Parikh, & Ford, 2016). As such, the employees felt that they did not own the project, which affected its success. Moreover, the leadership did not hire the right project managers. As such, the project did not have proper support right from organizational leadership, to the manager and the workforce. The absence of consultations and effective communication meant that the project failed to have workable workflow, which impacted its acceptability among the workforce. Thus, the absence of stakeholder consultation negatively affected the success of the organizational change project.
References
Boonstra, A., Versluis, A., & Vos, J. F. (2014). Implementing electronic health records in hospitals: a systematic literature review. BMC health services research, 14(1), 370.
Chan, K. S., Kharrazi, H., Parikh, M. A., & Ford, E. W. (2016). Assessing electronic health record implementation challenges using item response theory. Am J Manag Care, 22(12), e409-e415.
Laureate Education (Producer). (2018). Forecasting Organizational Change [Video file]. Baltimore, MD: Author.
Learning Objectives
Students will:
- Recommend strategies to lead organizational change
- Justify plans for implementing and managing organizational change in organizational/workplace settings
- Create plans for communicating proposed changes to stakeholders
- Recommend risk mitigation plans when managing organizational changes
| Due By | Assignment |
| Week 10, Days 1–7 | Read the Learning Resources. Begin to compose your Assignment. |
| Week 11, Day 1 | Continue to compose your Assignment. |
| Week 11, Day 2 | Deadline to submit your Assignment. |
Learning Resources
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
- Chapter 4, “Practice Model Design, Implementation, and Evaluation” (pp. 99–154)
Required Media
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Rubric Detail
Select Grid View or List View to change the rubric’s layout.
Content
Name: NURS_6053_Module05_Week11_Assignment_Rubric
| Excellent | Good | Fair | Poor | ||
| Create a 5- or 6-slide narrated 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. |
Points Range: 32 (32%) – 35 (35%)
Presentation provides an accurate and detailed executive summary of the issues that are currently affecting an organization/workplace. Presentation accurately and completely describes in detail the changes being proposed. Presentation accurately and thoroughly details justifications for the changes, including a thorough and complete explanation of why addressing these changes will have a positive impact on the organization/workplace. |
Points Range: 28 (28%) – 31 (31%)
Presentation provides an accurate executive summary of the issues that are currently affecting an organization/workplace. Presentation accurately describes the changes being proposed. Presentation accurately justifies the changes, including an accurate explanation of why addressing these changes will have a positive impact on the organization/workplace. |
Points Range: 25 (25%) – 27 (27%)
Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague or inaccurate. Presentation describes the changes being proposed that is vague or inaccurate. Presentation vaguely or inaccurately justifies the changes, including a vague or inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace. |
Points Range: 0 (0%) – 24 (24%)
Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague and inaccurate, or is missing. Presentation describes the changes being proposed that is vague and inaccurate, or is missing. Presentation vaguely and inaccurately justifies the changes, including a vague and inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace, or is missing. |
|
| · 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. |
Points Range: 27 (27%) – 30 (30%)
Presentation accurately and thoroughly details the type and scope of the changes proposed. Presentation accurately and clearly identifies the stakeholders impacted by the changes. Presentation accurately and completely identifies a change management by title/role that is detailed. Presentation accurately and thoroughly proposes a detailed plan for communicating the changes proposed. Presentation accurately and thoroughly describes in detail risk mitigation plans recommended to address the risks anticipated by the changes proposed. |
Points Range: 24 (24%) – 26 (26%)
Presentation accurately details the type and scope of the changes proposed. Presentation accurately identifies the stakeholders impacted by the changes. Presentation accurately identifies a change management by title/role. Presentation accurately proposes a detailed plan for communicating the changes proposed. Presentation accurately describes risk mitigation plans recommended to address the risks anticipated by the changes proposed. |
Points Range: 21 (21%) – 23 (23%)
Presentation details the type and scope of the changes proposed that is vague or inaccurate. Presentation identifies the stakeholders impacted by the changes that is vague or inaccurate. Presentation identifies a change management by title/role that is vague or inaccurate. Presentation proposes a detailed plan for communicating the changes proposed that is vague or inaccurate. Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague or inaccurate. |
Points Range: 0 (0%) – 20 (20%)
Presentation details the type and scope of the changes proposed that is vague and inaccurate, or is missing. Presentation identifies the stakeholders impacted by the changes that is vague and inaccurate, or is missing. Presentation identifies a change management by title/role that is vague and inaccurate, or is missing. Presentation proposes a detailed plan for communicating the changes proposed that is vague and inaccurate, or is missing. Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague and inaccurate, or is missing. |
|
| Include a narrated presentation that is 5–6 minutes in length. | Points Range: 27 (27%) – 30 (30%)
Narrated presentation accurately and completely summarizes the presentation responses. Audio recording is professional in nature and thoroughly addresses all components of the presentation. Presentation should be aesthetically organized and easy to follow with an introduction, purpose statement, and conclusion |
Points Range: 24 (24%) – 26 (26%)
Narrated presentation adequately summarizes the presentation responses. Audio recording is professional in nature and adequately addresses the components of the presentation. |
Points Range: 21 (21%) – 23 (23%)
Narrated presentation vaguely, inaccurately, or incompletely summarizes the presentation responses. Audio recording may be professional in nature and somewhat addresses the components of the presentation. |
Points Range: 0 (0%) – 20 (20%)
Narrated presentation vaguely and inaccurately summarizes the presentation or is missing. Audio recording is not professional in nature and inaccurately and incompletely addresses the components of the presentation, or is missing. |
|
| Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation |
Points Range: 5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors. |
Points Range: 4 (4%) – 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors. |
Points Range: 3.5 (3.5%) – 3.5 (3.5%)
Contains several (3 or 4) grammar, spelling, and punctuation errors. |
Points Range: 0 (0%) – 3 (3%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding. |
|
| Total Points: 100 | |||||
INTRODUCTION
Like many other workplaces, healthcare organizations have employees diverse in races, genders, ages, and beliefs, among other factors. Such variations affect their everyday work and their relationship with colleagues and leaders. Leadership approaches and problem-solving strategies also determine the workplace climate. It can be civil or uncivil. To enhance productivity, a detailed diagnosis of the workplace environment is essential. Such a diagnosis assesses the civility level and causes of incivility. The results help nurse leaders and other involved stakeholders to implement appropriate interventions. The purpose of this paper is to describe my workplace environment assessment results, a concept related to the assessment, and appropriate strategies from literature for addressing shortcomings.
Issues Affecting the Workplace
Clark Healthy Workplace Inventory is an effective tool for assessing the workplace climate as far as civility is concerned. The Clark Healthy Workplace Inventory scores revealed that my workplace is moderately healthy. Generally, most of the scores ranged between 3 and 4, giving a total of 87. Oppel et al. (2019) emphasized the need for teamwork and collaboration in the workplace as critical components of civility. However, several areas require massive improvement, with the increased level of confusion among workers regarding their expectations leading in the areas that need to be addressed. The confusion stems from poor and unclear communication from team leaders.
Change Process
The healthcare workers would be sensitized about the impending changes taking place at the organization. This stage would effectively collect the views and perceptions of the workers on this change. The information collected from these workers would effectively design the implementation plan and meet the schedule. This transformation would aim to increase the quality-of-service delivery by promoting coloration among employees.
Justification for Change
Regarding what the assessment results suggest about the health of my workplace, a score of 87 indicates that the working environment is not civil. Although the scores show a moderately healthy environment, poor communication between supervisors and practitioners is prevalent. Communication problems reveal a relationship gap undermining civility in the organization. I have experienced several instances of communication breakdown, suggesting the need for addressing this area adequately. For instance, there was a time when our supervisor did not give comprehensive directions regarding how nurses should conduct ward rounds and who to cover specific shifts.
Scope and Change Management Team
The stakeholder that would affect the change includes employees and the executive at the company. While it is sometimes defined as a soft side of change, managing the people side of the transformation often becomes the most challenging and critical issue in the healthcare setting. This kind of change in the health care environment at the organization should have minimal effect on employees and stakeholders in the institution. Communication gaps, workplace incivility, and other issues detrimental to patient care have been explored from various dimensions in health care research. Clark (2019) primarily focuses on the attributes of civility in healthcare settings for nurses, and the roles leaders play in fostering civil behavior within the organization. The article illustrates the connection between effective leadership and a civil workplace
Communication and Risk Mitigation Plan
Besides the PEAK and self-reflection concept, Clark (2019) suggests the need for servant leadership in promoting communication and engagement as critical tools for a civil working environment. From a practice viewpoint, servant leadership is characterized by sharing knowledge and power and commitment to creating environments that promote employee’s growth. Nurse leaders usually shelve their desires to better their followers (Maglione & Neville, 2021). It is among the dominant leadership styles for empowering nurses and improving communication.
Conclusion
- The workplace environment incivility affects employees that adversely affect patient care.
- It should be avoided by all means possible.
- As a result, organizations should be committed to addressing the work environment by improving the employees’ satisfaction and automating their systems.
REFERENCES
Borkowski, N., & Meese, K. A. (2021). Organizational behavior, theory, and design in health care. Jones & Bartlett Learning.
Chakravorty, I. (2019). Incivility in healthcare. Sushruta Journal of Health Policy & Opinion, 12(1), 17-19. https://doi.org/10.38192/12.1.9
Clark, C. M. (2019). Fostering a culture of civility and respect in nursing. Journal of Nursing Regulation, 10(1), 44-52. https://doi.org/10.1016/S2155-8256(19)30082-1
Clark, C. M., & Ritter, K. (2018). Policy to foster civility and support a healthy academic work environment. Journal of Nursing Education, 57(6), 325-331. https://doi.org/10.3928/01484834-20180522-02
Kwame, A., & Petrucka, P. M. (2020). Communication in nurse-patient interaction in healthcare settings in sub-Saharan Africa: A scoping review. International Journal of Africa Nursing Sciences, 12, 100198. https://doi.org/10.1016/j.ijans.2020.100198
Maassen, S. M., van Oostveen, C., Vermeulen, H., & Weggelaar, A. M. (2021). Defining a positive work environment for hospital healthcare professionals: A Delphi study. Plos One, 16(2), e0247530. https://doi.org/10.1371/journal.pone.0247530
Maglione, J. L., & Neville, K. (2021). Servant leadership and spirituality among undergraduate and graduate nursing students. Journal of Religion and Health, 60(6), 4435–4450. https://doi.org/10.1007/s10943-021-01311-9
Oppel, E. M., Mohr, D. C., & Benzer, J. K. (2019). Let’s be civil: Elaborating the link between civility climate and hospital performance. Health Care Management Review, 44(3), 196-205. https://doi.org/10.1097/HMR.0000000000000178.