NURS 6053 Week 11 Assignment Change Implementation and Management Plan
Walden University NURS 6053 Week 11 Assignment Change Implementation and Management Plan– Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053 Week 11 Assignment 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 Week 11 Assignment Change Implementation and Management Plan
Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Week 11 Assignment 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 Week 11 Assignment Change Implementation and Management Plan
The introduction for the Walden University NURS 6053 Week 11 Assignment 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 Week 11 Assignment Change Implementation and Management Plan
After the introduction, move into the main part of the NURS 6053 Week 11 Assignment 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 Week 11 Assignment 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 Week 11 Assignment 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 Week 11 Assignment Change Implementation and Management Plan
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.
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.
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).
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.
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.
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 PowerPoint presentation):
Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change you propose.
Your presentation should be 5–6 minutes in length and should include a video with you as presenter.
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
Also Check Out: NR 599 Week 3 Discussion EHRs Benefits and Drawbacks
A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose
Sample Answer 2 for NURS 6053 Week 11 Assignment 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.
Sample Answer 3 for NURS 6053 Week 11 Assignment Change Implementation and Management Plan
Executive Summary of Issues
Based on Clark Health Workplace Inventory, my organization is facing several issues. The most significant of these is the lack of a comprehensive mentorship program for all employees. Other issues include the lack of employee morale, satisfaction, and engagement; lack of evident collaboration and teamwork, and lack of enough resources for professional growth. It is also evident that the hospital does not promote active engagement in governance and shared decision-making. Shared governance and engagement will help in sustaining the change initiative (French-Bravo, 2015)
. There are issues in how the organization values employees and considers them important partners. With a better mentorship program, these issues will be solved efficaciously because employees will own the change implementation process.
Description of Proposed Change
Since the hospital is performing averagely in the majority of areas except the lack of a comprehensive mentorship program for all employees. The proposed change involves creating a mentorship program in the workplace. Since employee engagement is poor in the organization, the aim will be to encourage more engagement that can result in higher morale and teamwork. With this planned change, the hospital will have a policy that promotes collaboration and involvement in critical organizational processes and decision making. Increased collaboration will help improve patient safety besides boosting employee morale (Morley & Cashell, 2017). It will also be possible to address disagreements in a responsible and respectful manner. A mentorship program will help address all other issues identified in the assessment.
Justifications for the Change
As observed, the organization does not provide sufficient resources for professional growth. A mentorship program will help employees learn more, implying that they will be more proficient in taking more roles. Thus, problems relating to the lack of opportunities for career development and promotion will be resolved. Employees will take part in the change process by selecting people who can mentor them. The mentorship program will equip employees with the skills they need in their job. It will also be possible for employees to express themselves, which has been a challenge in the past. Positive relationships in the workplace are critical in enhancing the wellbeing of everyone (Schön Persson, Nilsson Lindström, Pettersson, Andersson & Blomqvist, 2018). Eventually, the mentorship program will improve profitability for the organization.
Type and Scope of the Proposed Change
The type of proposed change in my organization is organization-wide change. It will involve enabling every employee to learn more from mentors, which will increase engagement. Employees will propose for people in the organization who they believe have the capacity to mentor others. The mentors will undergo training, after which interested employees will attend weekly meetings to learn from the mentors. The organization will develop topics for mentorship with a focus on organizational and career goals. Mentors will address these topics. The mentorship program will apply to the workplace only and will not be extended outside the organization. Otherwise stated, mentorship will exclusively benefit the organization.
Stakeholders Impacted by the Change and the Change Management Team
Employees who will enroll in the mentorship program will have better opportunities in the organization. They will get more motivation to work because of increased engagement with their mentors. Mentors, on the other hand, will benefit from more opportunities in their career, as well as more skills gained from training. The change management team will be headed by the mentorship director who will oversee the entire change implementation. Under the director will be the mentors who will help in helping employees get involved in activities to help them grow professional. Mentor-protégé relationships help improve outcomes in nursing care (Eller, Lev & Feurer, 2014). Mentors will be based in different units within the organization.
Plan for communicating the Change and Mitigating Risk
All employees will receive emails regarding the date of proposing mentors. The official company email will be used. Unit managers will inform employees to act upon the emails in their regular meetings. One of the risks expected in implementing the proposed change is the lack of participation in the choosing mentors. This is because employees may not be comfortable being mentored by individuals within their units. There are already issues in how employees interact in the organization. To mitigate this risk, employees will be free to choose mentors from other units. They will also be free to report to the mentorship director in case of any issues.
References
q Eller, L., Lev, E., & Feurer, A. (2014). Key components of an effective mentoring relationship: A qualitative study. Nurse Education Today, 34(5), 815-820. doi: 10.1016/j.nedt.2013.07.020
q French-Bravo, M. (2015). Shared Governance: The Role of Buy-in in Bringing About Change. The Online Journal of Issues in Nursing, 1. DOI: 10.3912/OJIN.Vol20No02PPT02
q Morley, L., & Cashell, A. (2017). Collaboration in Health Care. Journal of Medical Imaging and Radiation Sciences, 48(2), 207-216. doi: 10.1016/j.jmir.2017.02.071
q Schön Persson, S., Nilsson Lindström, P., Pettersson, P., Andersson, I., & Blomqvist, K. (2018). Relationships between healthcare employees and managers as a resource for well-being at work. Society, Health & Vulnerability, 9(1), 1547035. doi: 10.1080/20021518.2018.1547035
Sample Answer for NURS 6053 Week 11 Assignment Change Implementation and Management Plan
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.
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.
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
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APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
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.
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 for NURS 6053 Week 11 Assignment 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
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