NURS 6053 Week 11 Change Implementation

NURS 6053 Week 11 Change Implementation and Management Plan Nursing

NURS 6053 Week 11 Change Implementation

Completed Sample Answer 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 2 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 3 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.

Assignment: 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.
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
  • A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose

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.

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  • 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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Familiarize yourself with the 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 Loud-cloud 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 over-utilization of direct quotes in DQs and assignments at the Master’s 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. NURS 6053 Week 11 Change Implementation

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For assignments that need to be submitted to Lopes Write, 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 Loud-cloud for tips on improving your paper and SI score.

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The university’s policy on late assignments is a 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.

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