NURS 8302 Discussion Week 11: Evaluating and Sustaining Change
Walden University NURS 8302 Discussion Week 11: Evaluating and Sustaining Change-Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 8302 Discussion Week 11: Evaluating and Sustaining Change 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 8302 Discussion Week 11: Evaluating and Sustaining Change
Whether one passes or fails an academic assignment such as the Walden University NURS 8302 Discussion Week 11: Evaluating and Sustaining Change 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 8302 Discussion Week 11: Evaluating and Sustaining Change
The introduction for the Walden University NURS 8302 Discussion Week 11: Evaluating and Sustaining Change 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 8302 Discussion Week 11: Evaluating and Sustaining Change
After the introduction, move into the main part of the NURS 8302 Discussion Week 11: Evaluating and Sustaining Change 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 8302 Discussion Week 11: Evaluating and Sustaining Change
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 8302 Discussion Week 11: Evaluating and Sustaining Change
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 8302 Discussion Week 11: Evaluating and Sustaining Change
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.
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.
References
Sibiya, M. N. (2018). Effective Communication in Nursing. Nursing, 19.
Zahoor, H., Muhammad, G., & Ali, M. (2019, February). Impact of Training and Development on Nursing and Technical Staffs’ Performance and Motivation: A case of secondary health care sector at Shamsi hospital Karachi. In Conference Book (p. 21).
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 Criteria
To access your rubric:
Week 11 Discussion Rubric
Post by Day 3 of Week 11 and Respond by Day 6 of Week 11
Read Also: NURS 8302 Week 11 Discussion: Evaluating and Sustaining Change
To Participate in this Discussion:
Week 11 Discussion
Sample Answer 2 for NURS 8302 Discussion Week 11: Evaluating and Sustaining Change
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
Sample Answer 3 for NURS 8302 Discussion Week 11: Evaluating and Sustaining Change
Various sectors usually experience change, healthcare included. While change can be disruptive and negative, it is important to note that it can also be positive. Therefore, it is important to always be ready to prepare for change and ensure that change is appropriately handled to lead the organization to prosperity. Change is unavoidable in nursing practice. Therefore, change management should be used. Change management and change leadership are interrelated. However, they have different roles and focuses in the context of organizational change (Errida & Lotfi.,2021). Change management mainly deals with processes, systems, and structures within a particular organization. Hence, it is mainly focused on the technical aspects of change implementation. Change leadership deals with the aspects of people; hence, in the context of change, it deals with motivating and inspiring people to accept and drive change.
Leadership approaches relate to the process for evaluation of and sustainment of change in a nursing practice. For example, transformational leadership helps motivate and inspire followers to focus on goal achievement; hence, in the evaluation phase, transformational leadership would focus on improving and encouraging learning and continuous improvement. They also play a crucial role in change sustainment as the leaders emphasize empowering and sharing vision, which then helps in sustaining change (Bagga et al.,2023). Leadership also has a role in evaluating, maintaining, and sustaining change. They coordinate the change process to help evaluate, maintain, and sustain change. The leaders influence these aims by coordinating, motivating, and leading the change process. It is worth noting that the measurement of change in an organization should be a continuous process (Sipes, 2020). As such, it should not be stopped since change continuously takes place. Therefore, it is important for the change process to be managed appropriately by the change leaders.
References
Bagga, S. K., Gera, S., & Haque, S. N. (2023). The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), 120-131. https://doi.org/10.1016/j.apmrv.2022.07.003
Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, 13, 18479790211016273. https://doi.org/10.1177/18479790211016273
Sipes, C. (2020). Project management for the advanced practice nurse (2nd ed.). Springer Publishing Company
Sample Answer 4 for NURS 8302 Discussion Week 11: Evaluating and Sustaining Change
The healthcare system is constantly changing, and the demands of quality care are on the rise; hospitals strive to improve performance and patient safety. With this comes immense change and quality improvement (Murphree et al., 2011). Organizational changes in health care are more likely to succeed when health care professionals can influence the difference, feel prepared for the change, and recognize the value of the change, including perceiving the benefit of the shift for patients (Nilsen et al., 2020). Continuous professional education has become increasingly important to ensure that health care professionals’ competencies keep pace with current standards and to maintain and enhance the knowledge and skills needed to stay abreast of the newest evidence (Nilsen et al., 2020). Continuous improvement is a systematic, sustainable approach to enhancing the quality of care and patient outcomes that embraces practice change which is an ongoing journey in healthcare that requires commitment and persistence under effective leadership. (KPMG,2019).
One of the challenges during this change process is sustaining practice change which requires robust and effective leadership to maintain a practical improvement (Bigelow et al., 2010). It is important to note that continuous improvement is driven and owned by frontline staff, reinforced by specialized, ongoing training, and supported by the entire organization starting with the board and the chief executive and permeating everywhere from the finance and human resources and information technology departments. Moreover, change must be underpinned by the right leadership behaviors with transformational leadership skills because such leaders support, mentor, and ask questions about the change process. Transformational leaders are successful leaders who possess certain qualities such as being a good change manager that promotes teamwork, guides staff through any transition period, identify support systems and possible barriers, and enabling tools needed to strengthen and support nurses during quality and safety movement (Richardson & Storr, 2010).
According to Bigelow et al. (2010), many strategies exist for leaders to promote and sustain quality improvement, such as providing visual control, control charts, daily, weekly, monthly, and quarterly accountability processes. These strategies support the quality movement, provide bedside nurses with oversight and support of their daily practice. Similarly, nurse leaders can also utilize the Lean Six Sigma model in quality improvement because the model relies on a collaborative team effort in improving performance by systematically eliminating waste to maximize workflow (Bigelow et al., 2010). Finally, Leaders can also apply models such as the National health service (NHS) sustainability model in sustaining quality improvement changes because it assists them in implementing change, increasing the quality of care, and promoting a positive patient experience while reducing health care costs (Silver et al., 2016).
References
Bigelow, L., Wolkowski, C., Baskin, L., & Gorko, M. (2010). Lean Six Sigma: Sustaining the gains in a hospital laboratory. Clinical Leadership & Management Review, 24(3), 1–14.
KPMG International Healthcare Practices. (2019). Creating a culture of excellence. https://assets.kpmg/content/dam/kpmg/xx/pdf/2019/03/
Nilsen, P., Seeing, I., Erickson, C., Birken, S. A., and Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses, and assistant nurses. Biomedical Central health services Research. 20:147 https://doi.org/10.1186/s12913-020-4999-8
Murphree, P., Vath, R. R., & Daigle, L. (2011). Sustaining lean six sigma projects in health care. Physician Executive, 37(1), 44–48.
Richardson, A., & Storr, J. (2010). Patient safety: A literature review on the impact of nursing
empowerment, leadership, and collaboration [corrected] [published erratum appears in
INT NURS REV (1):158]. International Nursing Review, 57(1), 12–21.
Silver, S. A., McQuillan, R., Harel, A., Weizman, A. W., Thomas, A., Nesrallah, G., Bell, C.
M., Chan, C. T., & Chertow, G. M. (2016). How to Sustain Change and Support
Continuous Quality Improvement. Clinical Journal of the American Society of
Nephrology, 11(5), 916-924.
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 | |||||
Name: NURS_8302_Week11_Discussion_Rubric