Evidence-Based Practice Proposal – Section D: Change Model
Sample Answer for Evidence-Based Practice Proposal – Section D: Change Model Included After Question
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Benchmark Information
This benchmark assignment assesses the following programmatic competencies:
MBA-MSN; MSN-Nursing Education; MSN Acute Care Nurse Practitioner-Adult-Gerontology; MSN Family Nurse Practitioner; MSN-Health Informatics; MSN-Health Care Quality and Patient Safety; MSN-Leadership in Health Care Systems; MSN-Public Health Nursing
1.2 Apply theoretical frameworks from nursing and other disciplines to make decisions regarding practice and health-related problems at the individual and population level.
A Sample Answer For the Assignment: Evidence-Based Practice Proposal – Section D: Change Model
Title: Evidence-Based Practice Proposal – Section D: Change Model
The identified change model that will be used in project is Trans-theoretical Model of behavioral change. This model gives in-depth analysis on how people can make decisions to inform their behavior change. The model presupposes that behavior change does not happen instantly but happens consistently by incremental enhancement of behaviors (Haghi et al., 2018). The Trans-theoretical Model of behavioral change is deemed appropriate to this project because it appreciates the fact that behavioral change is never an instant event but requires sequential process (Sharma, 2017). In the current project involving training on training on mindfulness meditation in nursing, there is need of sequential interventions to enable the target population who are nurses to attain the desired goal. Nurses should be made aware of the essence of change, the behaviors that they need to adopt, the manner of sustaining the desired changes. As such, the focus on Trans-theoretical Model of behavioral change, which is critical in stimulating behavior change in individuals, is poised to be a valuable framework for this project since it is linked to gradual yet effective modeling of behavior changes in people by guiding every step in the process of behavior change (Hayden, 2019).
Stages of Change in the Model
The Trans-theoretical Model of behavior change comprises six different stages of behavior changes including precontemplation, contemplation, Preparation, action, maintenance, and termination (Hashemzadeh et al., 2019).
Precontemplation Stage
At this stage, the target individuals do not have the intention or willingness to adopt the new behavior changes in the near future. In the present project, nurses do not have the understanding of the essence on engaging in training on mindfulness meditation. Therefore, they do acknowledge the benefits of involving in behavior change (Tseng et al., 2017).
The Contemplation Stage
At this stage, the target individuals start to mull over initiating behavioral change in the near future. The target group is already aware of the risk involved in the current behavior but they are still unwilling to change their behavior. In the present case, nurses are already aware of the benefits of mindfulness meditation but are still unwilling to adopt mindfulness mediation (Tseng et al., 2017).
Preparation Stage
Here, the nurses have resolved to change their behavior and initiates initiatives to adopt the new behavior change. That is, the nurses are set to go on training on mindfulness mediation to attain the desired change (Tseng et al., 2017).
Action Stage
At the action stage, the target nurses who recently accepted to adopt the new behavior put more effort to nurture the behavior. In this case, the target nurses make suitable adjustments in behavior to ensure they apply the change and perfect the acquired behavior, which is mindfulness mediation (Tseng et al., 2017).
Maintenance Stage
The maintenance stage is characterized by effort by the nurses who recently assumed new behavior change to maintain the acquired behaviors and taking caution not to fall back to the old behaviors (Tseng et al., 2017).
Termination Stage
This is the final stage in the Trans-theoretical Model of behavior change where the nurses who have completely adopted mindfulness mediation do not wish to go back to the old behaviors. At this stage, relapse is not expected and the target nurses are willing to get more information about the essence of the newly assumed behavior (Tseng et al., 2017).
Application of Each Stage on Proposed Implementation
Precontemplation Stage
Here, the target nurses have no plan to go on training on mindfulness mediation. They have no idea about the benefits of mindfulness mediation.
Contemplation Stage
Here, the target nurses starts to acknowledge the essence of training on mindfulness mediation. They begin to consider attending training on mindfulness mediation in the near future. But, they are still unwilling to change their behaviors.
Preparation Stage
At this stage, the target nurses are set to get training on mindfulness mediation and learn about the benefits associated with it. They initiate different actions to attain the desired goals.
Action
Here, the nurses continues with training program to get more information about mindfulness mediation to help in improving nurses’ empathy, overall attention, and presence with patients and families.
Maintenance
At this stage, are putting more effort to continue with training on mindfulness mediation as needed and take caution not to fall back to the old behaviors.
Termination
This is the final stage where the target nurses have mastered the new behavior of mindfulness mediation. Here, relapse is not expected and so, the project is terminated.
Conceptual Model
Conclusion
The change model used is Trans-theoretical Model of behavior change. This model comprises six stages including of behavior changes including precontemplation, contemplation, Preparation, action, maintenance, and termination. The model is appropriate for this project because it guides every step in the process of behavior change.
References
Haghi, M., Mazloomy Mahmoodabad, S. S., Mozaffari-Khosravi, H., Eslami Shahrbabaki, H., & Fallahzadeh, H. (2018). Analysis of Weight Control among Overweight and Obese Iranian Adolescents: Application of the Trans-theoretical Model. International journal of pediatrics, 6(2), 7013-7022. 10.22038/ijp.2017.23310.1959
Hashemzadeh, M., Rahimi, A., Zare-Farashbandi, F., Alavi-Naeini, A. M., & Daei, A. (2019). Transtheoretical model of health behavioral change: A systematic review. Iranian journal of nursing and midwifery research, 24(2), 83. doi: 10.4103/ijnmr.IJNMR_94_17
Hayden, J. (2019). Introduction to health behavior theory. Burlington, MA: Jones & Bartlett Learning.
Sharma, M. (2017). Theoretical foundations of health education and health promotion. Burlington, MA : Jones & Bartlett Learning.
Tseng, H. M., Liao, S. F., Wen, Y. P., & Chuang, Y. J. (2017). Stages of change concept of the transtheoretical model for healthy eating links health literacy and diabetes knowledge to glycemic control in people with type 2 diabetes. Primary care diabetes, 11(1), 29-36. https://doi.org/10.1016/j.pcd.2016.08.005
A Sample Answer 2 For the Assignment: Evidence-Based Practice Proposal – Section D: Change Model
Title: Evidence-Based Practice Proposal – Section D: Change Model
Framework or Model For Change
The success of health organizations in the modern world relies largely on the implementation of transformative initiatives. Depending on the nature of an identified clinical problem or issue, particular interventions can be used to help solve the problems or reduce their occurrence rates. In most cases, the initiatives are implemented in the form of change initiatives (Nilsen et al.,2020). The changes aim at streamlining the existing systems and processes in an organization. Such initiatives can be driven by frameworks that offer a ground for implementation. Change models guide the strategies adopted in the change process. Therefore, the purpose of this paper is to explore a change that will be utilized in the project, its steps, and how they will be applied.
The Selected Model
The selected model that will guide the implementation of the evidence-based practice project is Kurt Lewin’s model of change. Lewin’s model is a psychological theory that organizations utilize to guide the change process. Lewin developed the model in the 1950s for use by leaders and managers to understand the process of change in the organization and influencing factors. According to him, management and leadership should engage in a range of activities for the change process to be successful. They include activity and commitment planning and the transformation of the existing organization’s structures (Wilson, 2019).
Lewin’s theory of change is applicable to my project because it entails behavioral change. The adopters of the proposed change should embrace behaviors that align with the change for its success. The model supports the implementation of change based on best practices. The focus on creating an enabling environment and preparing the adopters minimizes the potential of change failure, hence, the use of best practices in the process (Hidayat et al., 2020; Wilson, 2019). Therefore, its application to the proposed evidence-based practice is anticipated to yield sustainable outcomes.
Stages of the Model and their Application
Kurt Lewin proposed that change occurs in three steps. They include unfreezing, change, and refreezing. The change process must occur in these steps for it to be a success in an organization. Unfreezing is the first step of the change process in the model. It is characterized by preparing the adopters for the change process (Hussain et al.,2018). The change management team makes stakeholders understand the need for change by referring to the statistics of an increased rate of patient falls among hospitalized patients, which have been high. Such a step will be key in preparing every stakeholder for an impending change to help address the increased rates of patient falls. Effective communication is crucial in this stage to motivate the adopters to begin thinking and acting in ways that support the change (Harrison et al., 2021). Open communication will be encouraged to enable them to express their views and concerns about the change.
Change or transition is the second step in Lewin’s model of change. The targets of change have accepted the change in this phase and start embracing new ways of doing things. It is characterized by the implementation of change for the achievement of the set outcomes. Change management teams employ strategies such as open communication, teamwork, active involvement, coaching, mentorship, and providing feedback in this stage to ensure successful change implementation. Training is also offered to ensure the implementers have the desired competencies to support the change (Campbell et al., 2020; Wilson, 2019). This step of change is applicable to the proposed evidence-based practice project. At this point, the proposed intervention of automated fall detectors is implemented to help address the fall problem. The stakeholders are actively involved in the change process to promote their empowerment and project ownership. Feedback will be provided to ensure the elimination of potential threats to the change process.
The third step in the change model is refreezing. Stabilization of the desired change behaviors occurs in this step. The new intervention is accepted in the organization as part of the routine and the organization’s culture. The stakeholders become actively involved in identifying best practices that can sustain improved performance in the organization. Strategies such as rewarding performance, regular reviews and giving feedback, and establishing supportive policies and structures are crucial in this step (Hidayat et al., 2020; Teguh et al., 2019). The refreezing step is applicable to the proposed change. The adopters of change will have incorporated the desired behaviors into their routines. The use of automated fall detectors is accepted in the organization as part of the routine and the organization’s culture. As a result, rewards, positive reinforcements, and aligning the change with their daily routines will be encouraged for sustained change.
Conclusion
Change frameworks or models are important in implementing proposed change in the healthcare environment. Such models provide frameworks upon which the stages of proposed change can be implemented. The proposed change model for the project is Lewin’s model of change. The model will facilitate sustained change in the organization. The theory proposed change to occur in steps that include unfreezing, change, and refreezing. These steps are applicable to the proposed evidence-based practice project. Strategies to sustain positive outcomes with the change will be explored.
References
Campbell, A. R., Layne, D., Scott, E., & Wei, H. (2020). Interventions to promote teamwork, delegation and communication among registered nurses and nursing assistants: An integrative review. Journal of Nursing Management, 28(7), 1465–1472. https://doi.org/10.1111/jonm.13083
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where Do Models for Change Management, Improvement and Implementation Meet? A Systematic Review of the Applications of Change Management Models in Healthcare. Journal of Healthcare Leadership, 13, 85–108. https://doi.org/10.2147/JHL.S289176
Hidayat, A. T., Hariyati, R. T. S. H. S., & Muhaeriwati, T. M. (2020). Applicability of Lewin’s Change Management Model for Optimization Management Function in Nursing Delegation between Head Nurse and Team Leader: A Mini Project in Jakarta Military Hospital. International Journal of Nursing and Health Services (IJNHS), 3(4), 471-478.https://doi.org/10.35654/ijnhs.v2i2.136
Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002
Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses, and assistant nurses. BMC Health Services Research, 20, 1-8. https://doi.org/10.1186/s12913-020-4999-8
Wilson, F. (2019). Impact of a Change in the Assistant Nurse Manager Model on Satisfaction and Work Engagement. DNP Projects. https://uknowledge.uky.edu/dnp_etds/279