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NURS 8302 Discussion It is important for leadership to improve in the health care and delivery system

NURS 8302 Discussion It is important for leadership to improve in the health care and delivery system

NURS 8302 Discussion It is important for leadership to improve in the health care and delivery system

It is important for leadership to improve in the health care and delivery system to provide patient the best care and best positive patient experience while they are in the hospital. This care should also be evaluated to determine goals for continuous health maintenance and to sustain health and wellness. Evaluation should be determined for specific populations in gathering data to improve patient life span regardless of social and economic status and mental and physical well-being. Leaders need to be mindful and be aware of the safety culture in their hospital and to be more sensitive by listening to the staff when they report a need for help in patient care; workload is too much, and patient care and safety is becoming unsafe. There should be more of an accountability for better care distribution and respect within the healthcare system. Services involve every aspect of a person well-being which can hinder patient ability to get well. Treatment for his illness may not consider enough anymore for the patient to heal from his illness fully and completely. The Aim of a good leader needs to get involve with their staff and be a part of their experience of what they must go through each day to fully keep patient safe. Allow for the opportunity to build a partnership between the leaders and staff as well as the patient. Then and only then maintaining such an effective safety culture can be forth coming and to sustain such culture. The staff is not going to remain trustworthy when they are not being heard and the leaders need for the staff to buy into their agenda for high quality and safe care. The aim is to generate a staff that is happy and content and then build a teamwork approach for  a better staff outcome. Staff will be more willing to respond to team effort, ready to provide suggestions toward a better system and or innovation. Staff will become involve in improvement projects; find solutions to the practice gaps. They are also will find ways to create a better patient relationship and a better attitude towards their practice.

At my place of work, Leaders are now trying to become involved and taking more of a leadership position to improve upon the system and finding a way back to identify our initiatives that has become somewhat of a walk-around. Instead of coming and talking about the initiatives and finding out why staff are not interested in doing the initiatives or what are causing the walk-around; they are implementing a undercover agent to go live at a certain date to observe whether we are doing the initiative (face to face hand off report). Already we are having issues; so, this is an example a lack of maintaining and sustaining. The aim is to find common ground and achieve team effort and respect.

Change is always an expectation that occurs when individuals or a system is not satisfied with the existing outcome.  Change occurs at various levels to improve performance in a specific field. To sustain any change, various elements must be observed if the expected results are to be maintained and the process leading to the outcome retained. One of the elements that sustain change is communication and communication planning. This process entails that the parties leading to a given outcome must maintain openness in communication. A nursing profession must maintain constant communication with the patient to enquire about the challenges the patient may be facing and consequently devise the best approach towards solving the specific issues facing the patients. Consequently, the patient must maintain constant and open communication with the attending profession to ensure the professional has the requisite information regarding the issue to be solved (Sibiya, 2018). In the absence of this communication, it is difficult for the participants in health to achieve a positive outcome.

Another element that sustains change is training development and skill improvements. Professionals in their nature must always ensure that they engage in constant training and development to enable them to cope with changing situations. Different changes often happen across professions. New diseases and infections will always arise beyond the training that professionals attained. To ensure proper management of arising issues there is a need for professionals to engage in training and skill development. Through this approach, professionals can sustain change and respond to emerging issues within the areas of operations (Zahoor et al., 2019). Sustaining change requires these two critical elements where openness in communication leads to new knowledge the same as training and skill development.

Reference:

Sipes. C. (2020). Project management for the advanced practice nurse (2nd ed, ). Springer Publishing Company

Change is the law of life.
—John F. Kennedy

Change is inevitable. There is no getting around it, but that does not mean change always has to be negative. Society often places a negative connotation to change, but what if the change is for the best? What if change is what sustains growth and encourages improvement?

In nursing practice, change is unavoidable. How should change be evaluated, maintained, and sustained in nursing practice? What role does leadership have in change management? Consider the role of change management in nursing, and reflect on how change management may differ from change leadership.

Photo Credit: hin255 – stock.adobe.com

For this Discussion, compare change management and change leadership. Reflect on the potential impact of leadership approaches on change, and consider how leadership may influence change in healthcare organizations and nursing practice.

To Prepare:

  • Review the Learning Resources for this week, and reflect on the mechanisms available to evaluate change in healthcare organizations and nursing practice.
  • How is change management related to change leadership?
  • Consider how leadership approaches may contribute to evaluation processes for change management, as well as for the support of sustaining changes in healthcare organizations and nursing practice.
  • What does it mean to sustain changes in healthcare organizations or nursing practice, and how might leadership support these aims?
  • Reflect on when you should stop measuring change in an organization, and why.

By Day 3 of Week 11

Post a brief comparison between change management and change leadership. Be specific. Explain how leadership approaches may relate to processes for evaluation of and sustainment of change in a healthcare organization or nursing practice. Then, explain the function of leadership in evaluating, maintaining, and sustaining change. What is the influence of leadership on these aims? Be sure to include a brief explanation of whether you should stop measuring change in an organization, and explain why. Be specific and provide examples.

By Day 6 of Week 11

Read a selection of your colleagues’ responses and respond to at least two of your colleagues on two different days by expanding upon your colleague’s post or offering an alternative perspective on the influence of leadership in evaluating, maintaining, and sustaining change in an organization.

Note: For this Discussion, you are required to complete your initial post before you will be able to view and respond to your colleagues’ postings. Begin by clicking on the “Post to Discussion Question” link and then select “Create Thread” to complete your initial post. Remember, once you click on Submit, you cannot delete or edit your own posts, and you cannot post anonymously. Please check your post carefully before clicking on Submit!

Submission and Grading Information

Grading CriteriaNURS 8302 Discussion It is important for leadership to improve in the health care and delivery system

To access your rubric:

Week 11 Discussion Rubric

Post by Day 3 of Week 11 and Respond by Day 6 of Week 11

To Participate in this Discussion:

Week 11 Discussion

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Change is something that every organization requires at some point. Changes in technology, lives, perceptions, and beliefs contributed to this. The outcome of the change process might be either positive or negative (Kotter, 2021). All an organization needs to do to avoid negative consequences is understand and properly employ change management in partnership with change leadership, ensuring that all change requirements are completed before and during the change process. Change management refers to a set of tools and procedures that must be in place to keep change efforts in check (Holten et al., 2019). The major purpose is to mitigate the negative effects of change. It’s a method of implementing massive changes in an organization while remaining sensible and in control. A perfect example occurred in my company during a raw materials shortage. The problem arose due to the company’s rapid change of chairman, and the new management decided that for the company to continue, it needed to transform its structure and operations. On the other hand, change leadership examines the forces driving change, as well as the vision and procedures that support more significant transformative changes (Holten et al., 2019). It is most commonly connected with introducing an engine into the entire change process to make it more efficient, faster, and more so in large-scale conversions.

The health care setting is dynamic due to constant changes to improve efficiency, quality of care, and patient safety. Leadership is needed to push these goals, ensure that the set goal and target are met, and enhance sustained change in the organization (Chartier et al., 2018). Leadership is required to evaluate and sustain change by navigating the complex web depicted by the different disease areas, multidirectional plans, and staff within the health care setting. Furthermore, some employees may resist the new changes as a result of experiencing poor past management. Leadership is needed to communicate the need for change, engage employees in decision-making, and mobilize necessary support for the change (Chartier et al., 2018). The leaders are required to provide the correct direction and motivate employees to improve and innovate continuously. An organization should not stop measuring change. Measuring change is critical in determining and communicating the success and acceptance of the implemented process.it also helps determine whether the persons influenced by the change are progressing towards the required direction (Sipes, 2021).

REFERENCES

Chartier, L. B., Vaillancourt, S., Cheng, A. H. Y., & Stang, A. S. (2018). Quality improvement primer part 3: Evaluating and sustaining a quality improvement project in the emergency department. CJEM, 21(2), 261–268. https://doi.org/10.1017/cem.2018.380

Holten, A. L., Hancock, G. R., & Bøllingtoft, A. (2019). Studying the importance of change leadership and change management in layoffs, mergers, and closures. Management Decision, 58(3), 393–409. https://doi.org/10.1108/md-03-2017-0278

Kotter. (2021, May 7). The 8-Step Process for Leading Change. https://www.kotterinc.com/8-steps-process-for-leading-change/

Sipes, C. (2020). Project management for the advanced practice nurse. http://dl1.tarjomac.ir/nursing-ebooks/TPC202202.pdf

Rubric Detail

Select Grid View or List View to change the rubric’s layout.

Content

Name: NURS_8302_Week11_Discussion_Rubric

  Excellent

90–100

 Good

80–89

 Fair

70–79

 Poor

: 0–69
Main Posting:

Response to the Discussion question is reflective with critical analysis and synthesis representative of knowledge gained from the course readings for the module and current credible sources.

 Points Range: 40 (40%) – 44 (44%)

Thoroughly responds to the Discussion question(s).

Is reflective with critical analysis and synthesis representative of knowledge gained from the course readings for the module and current credible sources.

No less than 75% of post has exceptional depth and breadth.

Supported by at least three current credible sources.

 Points Range: 35 (35%) – 39 (39%)

Responds to most of the Discussion question(s).

Is somewhat reflective with critical analysis and synthesis representative of knowledge gained from the course readings for the module.

50% of the post has exceptional depth and breadth.

Supported by at least three credible references.

 Points Range: 31 (31%) – 34 (34%)

Responds to some of the Discussion question(s).

One to two criteria are not addressed or are superficially addressed.

Is somewhat lacking reflection and critical analysis and synthesis.

Somewhat represents knowledge gained from the course readings for the module.

Cited with fewer than two credible references.

 Points Range: 0 (0%) – 30 (30%)

Does not respond to the Discussion question(s).

Lacks depth or superficially addresses criteria.

Lacks reflection and critical analysis and synthesis.

Does not represent knowledge gained from the course readings for the module.

Contains only one or no credible references.
Main Posting:

Writing

 Points Range: 6 (6%) – 6 (6%)

Written clearly and concisely.

Contains no grammatical or spelling errors.

Adheres to current APA manual writing rules and style.

 Points Range: 5 (5%) – 5 (5%)

Written concisely.

May contain one to two grammatical or spelling errors.

Adheres to current APA manual writing rules and style.

 Points Range: 4 (4%) – 4 (4%)

Written somewhat concisely.

May contain more than two spelling or grammatical errors.

Contains some APA formatting errors.

 Points Range: 0 (0%) – 3 (3%)

Not written clearly or concisely.

Contains more than two spelling or grammatical errors.

Does not adhere to current APA manual writing rules and style.
Main Posting:

Timely and full participation

 Points Range: 9 (9%) – 10 (10%)

Meets requirements for timely, full, and active participation.

Posts main Discussion by due date.

 Points Range: 8 (8%) – 8 (8%)

Meets requirements for full participation.

Posts main Discussion by due date.

 Points Range: 7 (7%) – 7 (7%)

Posts main Discussion by due date.

 Points Range: 0 (0%) – 6 (6%)

Does not meet requirements for full participation.

Does not post main Discussion by due date.
First Response:

Post to colleague’s main post that is reflective and justified with credible sources.

 Points Range: 9 (9%) – 9 (9%)

Response exhibits critical thinking and application to practice settings.

Responds to questions posed by faculty.

The use of scholarly sources to support ideas demonstrates synthesis and understanding of learning objectives.

 Points Range: 8 (8%) – 8 (8%)

Response has some depth and may exhibit critical thinking or application to practice setting.

 Points Range: 7 (7%) – 7 (7%)

Response is on topic and may have some depth.

 Points Range: 0 (0%) – 6 (6%)

Response may not be on topic and lacks depth.
First Response:
Writing 		Points Range: 6 (6%) – 6 (6%)

Communication is professional and respectful to colleagues.

Response to faculty questions are fully answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.

 Points Range: 5 (5%) – 5 (5%)

Communication is mostly professional and respectful to colleagues.

Response to faculty questions are mostly answered, if posed.

Provides opinions and ideas that are supported by few credible sources.

Response is written in standard, edited English.

 Points Range: 4 (4%) – 4 (4%)

Response posed in the Discussion may lack effective professional communication. Response to faculty questions are somewhat answered, if posed.

Few or no credible sources are cited.

 Points Range: 0 (0%) – 3 (3%)

Responses posted in the Discussion lack effective communication.

Response to faculty questions are missing.

No credible sources are cited.
First Response:
Timely and full participation 		Points Range: 5 (5%) – 5 (5%)

Meets requirements for timely, full, and active participation.

Posts by due date.

 Points Range: 4 (4%) – 4 (4%)

Meets requirements for full participation.

Posts by due date.

 Points Range: 3 (3%) – 3 (3%)

Posts by due date.

 Points Range: 0 (0%) – 2 (2%)

Does not meet requirements for full participation.

Does not post by due date.
Second Response:
Post to colleague’s main post that is reflective and justified with credible sources. 		Points Range: 9 (9%) – 9 (9%)

Response exhibits critical thinking and application to practice settings.

Responds to questions posed by faculty.

The use of scholarly sources to support ideas demonstrates synthesis and understanding of learning objectives.

 Points Range: 8 (8%) – 8 (8%)

Response has some depth and may exhibit critical thinking or application to practice setting.

 Points Range: 7 (7%) – 7 (7%)

Response is on topic and may have some depth.

 Points Range: 0 (0%) – 6 (6%)

Response may not be on topic and lacks depth.
Second Response:
Writing 		Points Range: 6 (6%) – 6 (6%)

Communication is professional and respectful to colleagues.

Response to faculty questions are fully answered, if posed.

Provides clear, concise opinions and ideas that are supported by two or more credible sources.

Response is effectively written in standard, edited English.

 Points Range: 5 (5%) – 5 (5%)

Communication is mostly professional and respectful to colleagues.

Response to faculty questions are mostly answered, if posed.

Provides opinions and ideas that are supported by few credible sources.

Response is written in standard, edited English.

 Points Range: 4 (4%) – 4 (4%)

Response posed in the Discussion may lack effective professional communication.

Response to faculty questions are somewhat answered, if posed.

Few or no credible sources are cited.

 Points Range: 0 (0%) – 3 (3%)

Responses posted in the Discussion lack effective communication.

Response to faculty questions are missing.

No credible sources are cited.
Second Response:
Timely and full participation 		Points Range: 5 (5%) – 5 (5%)

Meets requirements for timely, full, and active participation.

Posts by due date.

 Points Range: 4 (4%) – 4 (4%)

Meets requirements for full participation.

Posts by due date.

 Points Range: 3 (3%) – 3 (3%)

Posts by due date.

 Points Range: 0 (0%) – 2 (2%)

Does not meet requirements for full participation.

Does not post by due date.
Total Points: 100

NURS 8302 Discussion Evaluating and Sustaining Change