NUR 514 Week 3 Assignment Describe the impact to the organization if the change initiative
NUR 514 Week 3 Assignment Describe the impact to the organization if the change initiative
NUR 514 Week 3 Assignment Describe the impact to the organization if the change initiative
NUR 514 Organizational Leadership and Informatics
Week 3 Assignment
As an advanced registered nurse, you will serve as a leader within your organization. Part of this role will entail being a change agent, and spurring positive change on behalf of patients, colleagues, and the industry.
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Consider a situation you experienced previously where change did not go as planned in your health care organization. Create a 10-15-slide PowerPoint presentation in which you will assess the situation and the steps that should have been taken to successfully implement change.
Describe the background of the situation, including the rationale for and goal(s) of the change.
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Identify the key interprofessional stakeholders (both internal and external) that should be involved in change efforts.
Discuss an appropriate change theory or model that could be used to achieve results.
Outline how you would initiate the change.
Describe the impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take if the change is unsuccessful.
When I was working as a medical-surgical floor nurse at a local hospital I was part of the organizational change from having an IV team that placed all IVs to training all floor nurses how to place their own IVs. I was lucky enough to have worked in another hospital previously where all RNs placed their own IVs, so it was a skill I already possessed. As one of the unit representatives for our hospital interdisciplinary council I was a leader in implementing this change on my floor. The hospital hosted IV insertion classes for a small group of RNs from each floor to teach them the skill. These RNs were then expected to train the rest of their colleagues on their floor until all of the RNs were able to place their own IVs. There was a lot of resistance at first from RNs who felt that they already had enough tasks to manage and did not need to add to this. However, once the RNs saw that their patients benefited and did not have to wait for care many of them got on board with the new policy and embraced the change. There were, of course, some RNs who never liked the change and were vocal about this, but as they became fewer and fewer in number it became less of an issue. I think the approach to this change of having identified change leaders on each floor was key to the success of the change. This helped the floor RNs to feel that it was a change that the nurses were making together, as opposed to a change imposed by upper management. Although it was a challenging time to work in this hospital, I appreciate all that I learned from this experience about implementing large scale change in a facility.
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Clinical knowledge is forever changing, growing, adapting, and improving. The structures of complex adaptive systems and the components necessary to operate effectively within them call for interdisciplinary equity and collective engagement with all stakeholders in the decisions and actions that represent the life of the system. In a complex organization, participants’ willingness to take ownership of their roles amply demonstrates the organization’s ability to adapt and thrive and respond to the call for change and transformation. “Professional governance represents a structure of relationships in a complex adaptive healthcare system that enables knowledge work and advances the interaction, collaboration, and action of the disciplines in advancing health care” (Weberg, Mangold, Porter-O’Grady & Maloch, 2018, p. 447).
In what ways have you or do you plan to engage in professional governance to advance the delivery of care and improve outcomes?
Thank you for sharing!
Take care,
Dr. B
NUR 514 Week 3 Assignment Describe the impact to the organization if the change initiative References:
Weberg, D., Mangold, K., Porter-O’Grady, T. & Malloch, K. (2018). Leadership in Nursing Practice: Changing the Landscape of Health Care (3rd ed.). Jones & Bartlett Learning.
REPLY
- LG
LaChrisa Ginn
replied toJamie Buchanan
Oct 19, 2022, 7:27 PM
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Dr. Buchanan
I hope to continue on with my education and research to find positive solutions to every day problems in healthcare. There are many areas that outcomes could be improved. We have patients every day who are in facilities and their care is not the absolute best that it could be. Government guidelines regulate how many nurses are needer per certain number of patients. This has always seemed like when following their guidelines that they do not actually have a goal to give quality care to each patient. I would like to join a nursing organization that fights for the rights of residents and employees in health care centers. Patient’s many times have to wait as much as a half hour to be changed due to the number of patients’ each nurse has. Skilled nursing facilities are forced to operate with the bare minimum standards of patient to nurse ratios. This being the case, nurses are fast heading toward burn-out. This is horrifying when the vast majority of nurses do what they do because they have a heart to want to help others. Nurses, as well as other healthcare workers have to make our stand known and be a voice at nurse organizations around the globe. We can no longer sit by and let politicians make our laws and guidelines, there are 3 million + nurses in our country and if we band together we can make positive changes happen
REPLY
TW
Tuova Williams
Oct 15, 2022, 9:54 PM
Read
The awareness, desire, knowledge, ability, reinforcement (ADKAR) change management model is a model that facilitates change within the organization through education, motivation, and encouragement of the staff to make the necessary adjustments instead of just demanding that they perform a list of scheduled tasks to meet a deadline. The ADKAR model consists of five steps that are based on psychology that allows the staff to become familiar with the elements of change and why the changes are necessary. This change model intentionally creates an environment where multiple opportunities for communication and support are implemented so that the staff will have less hesitancy to the changes and will eventually become eager for the changes to occur and look for ways to assist in the implementation and success of the changes.
The fifth step of ADKAR is called reinforcement. Because of the model’s foundational investments of communication, active feedback, adjustments, and pursuing staff buy in, this model can be easily managed to ensure long- term change that is effective. (Walk Me, 2022)
The healthcare industry has many professional disciplines and individuals, also known as stakeholders, that are affected by decisions and changes made within the system. Often, individual stakeholders have goals, needs and expectations of the system and organizations that conflict with one another, and there are cases where some stakeholders are more resistant to change than others. Each system has internal and external stakeholders and, depending on their role, they provide direct patient care, implement policies, and inform the community to aid in the changes being accepted and functioning successfully. (Joseph, 2022)
NUR 514 Week 3 Assignment Describe the impact to the organization if the change initiative References:
Walk Me. (2022). Change management theories in healthcare: Trends and research. https://change.walkme.com/change-management-theories-in-healthcare/
Joseph, M. (2022). Importance of stakeholder support in implementation of evidence-based project in nursing. The Nursing Ace. https://thenursingace.com/samples/importance-of-stakeholder-support-in-implementation-of-evidence-based-practice-project-in-nursing/
As a change agent, will assess the current situation and urge for need and find an evidence-based approach that was successful in the past and communicate with team members the positive outcomes. I will take risks for the right decision to improve outcomes (Weberg & Manigold, 2022, pp.20-38) I will apply Lewin’s change theory to this situation. The Change Theory has three major concepts: driving forces, restraining forces, and equilibrium. For change to happen, it must be stimulated by societal and driven forces greater than opposing forces. There are three stages in this theory: unfreezing, moving, and refreezing (Nursing Theory,2021
Unfreezing; I communicate the importance of change, assess members’ past experiences, and include them in participation in the planning process to make it possible for people to reduce their resistance towards change. Proper planning and communicating the change can remove potential unclarities and reduce resistance as much as possible.
Moving. I will Motivate people to follow the plan, act upon implementing the change, and move the position statement on spiritual care so people involved can readjust their behavior to make the change work properly. At the same time, leaders should listen to the concerns of committee members to remove any potential insecurities that might negatively affect people’s behavior.
Freezing: Allow time for committee members to adopt the new position statement about spiritual care. A leader must ensure that the committee agrees with the position statement and changes can be frozen into a permanent state. Process (Rosca,2020).
Three methods can lead to the implementation of change and collaboration among committee members. The first is to increase the driving forces that direct behavior away from the existing situation or status. The Second is to decrease the restraining forces that negatively affect the movement from the current equilibrium—The third finding a combination of the first two methods
Nursing Theory. (2020, July 19) Lewin’s change theory. https://nursing-theory.org/theories-and-models/lewin-change-theory.php
Roşca, Vlad I. “Implications of Lewin’s Field Theory on Social Change” Proceedings of the International Conference on Business Excellence, vol.14, no.1, 2020, pp.617-625. https://doi.org/10.2478/picbe-2020-0058
Weberg, D., & Mangold, K. (2022). Leadership in nursing practice: The intersection of innovation and teamwork in healthcare systems (4th ed.). Jones & Bartlett Learning.pp.20-38
NUR 514 Week 3 Assignment Describe the impact to the organization if the change initiative Rubric Criteria
|
Criterion |
1. 1: Unsatisfactory |
2. 2: Less Than Satisfactory |
3. 3: Satisfactory |
4. 4: Good |
5. 5: Excellent |
|---|---|---|---|---|---|
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Outline for Initiating Change as Advanced Registered Nurse Outline for Initiating Change as Advanced Registered Nurse |
0 points An outline for initiating change as an advanced registered nurse is not included. |
12 points An outline for initiating change as an advanced registered nurse is present, but it lacks detail or is incomplete. |
13.2 points A general outline for initiating change as an advanced registered nurse is present. Information or supporting rationale is needed. |
13.8 points An outline for initiating change as an advanced registered nurse is clearly provided and well developed. Minor detail or rationale is needed for clarity or accuracy. |
15 points A comprehensive outline for initiating change as an advanced registered nurse is thoroughly developed with supporting details. |
|
Impact to the Organization Impact to the Organization if the Change Initiative Is Unsuccessful Again and Potential Steps the Interprofessional Team Could Take |
0 points The impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take, is not included. |
6 points The impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take, is only partially described. |
6.6 points The impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take, is summarized. Information or supporting rationale is needed. |
6.9 points The impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take, is discussed. Minor detail or rationale is needed for clarity or accuracy. |
7.5 points The impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take, is thoroughly discussed and includes supporting details. |
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Presentation of Content Presentation of Content |
0 points The content lacks a clear point of view and logical sequence of information. Includes little persuasive information. Sequencing of ideas is unclear. |
30 points The content is vague in conveying a point of view and does not create a strong sense of purpose. Includes some persuasive information. |
33 points The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other. |
34.5 points The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Includes persuasive information from reliable sources. |
37.5 points The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea. |
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Appropriate Change Theory or Model That Could Be Used to Achieve Results Appropriate Change Theory or Model That Could Be Used to Achieve Results |
0 points A discussion of an appropriate change theory or model that could be used to achieve results is not included. |
12 points A discussion of an appropriate change theory or model that could be used to achieve results is present, but it lacks detail or is incomplete. |
13.2 points A discussion of an appropriate change theory or model that could be used to achieve results is presented. Some aspects of the ethical, social, legal, economic, and political implications of applying the change management strategies to practice change are considered in the response. |
13.8 points A discussion of an appropriate change theory or model that could be used to achieve results is clearly provided and well developed. Overall, the ethical, social, legal, economic, and political implications of applying the change management strategies to practice change are considered in the response. |
15 points A comprehensive discussion of an appropriate change theory or model that could be used to achieve results is thoroughly developed with supporting details. The ethical, social, legal, economic, and political implications of applying the change management strategies to practice change are considered in the response. |
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Language Use and Audience Awareness (includes sentence construction, word choice, etc.) Language Use and Audience Awareness (includes sentence construction, word choice, etc.) |
0 points Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of primer prose indicates writer either does not apply figures of speech or uses them inappropriately. |
12 points Some distracting inconsistencies in language choice (register) or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately. |
13.2 points Language is appropriate to the targeted audience for the most part. |
13.8 points The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly. |
15 points The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope. |
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Additional Factors Driving Organizational Change and Advanced Registered Nurse as Change Agent Additional Factors Driving Organizational Change and Advanced Registered Nurse as Change Agent |
0 points Additional factors driving upcoming organizational change for the organization and the advanced registered nurse role as change agent are not discussed. |
6 points Additional factors driving upcoming organizational change for the organization and the advanced registered nurse role as change agent are only partially discussed. |
6.6 points Additional factors driving upcoming organizational change for the organization and the advanced registered nurse role as change agent are summarized. Information or supporting rationale is needed. |
6.9 points Additional factors driving upcoming organizational change for the organization and the advanced registered nurse role as change agent are discussed. Minor detail or rationale is needed for clarity or accuracy. |
7.5 points Additional factors driving upcoming organizational change for the organization and the advanced registered nurse role as change agent are thoroughly discussed. The narrative is well-developed and supported. |
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Layout Layout |
0 points The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident. |
12 points The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text. |
13.2 points The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability. |
13.8 points The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text. |
15 points The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text. |
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Key Internal and External Interprofessional Stakeholders That Should Be Involved in Change Efforts Key Internal and External Interprofessional Stakeholders That Should Be Involved in Change Efforts |
0 points The key internal and external interprofessional stakeholders that should be involved in change efforts are not included. |
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