NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

Sample Answer for NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment Included After Question

NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

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Topic 3 DQ 1

Describe an organizational change model that can be used in a dynamic health care environment. Based on this model, how is organizational change is managed? What role do stakeholders play during organizational change?

A Sample Answer For the Assignment: NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

Title: NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

REPLY TO DISCUSSION

JB

Oct 14, 2022, 4:21 PM

Read

Class:

“Innovation leadership is not about being an inventor; it is not about a specific leadership role. Instead, it is about envisioning a better future using the following behaviors: 1. Having the Courage to challenge the status quo; 2. Being comfortable with risk taking; 3. Having significant ego strength; 4. Facilitating and empowering others to be as creative as they can be” (Weberg, Mangold, Porter-O’Grady & Maloch, 2018, p. 35).

Looking to the future to support change and innovation requires a clinical leader mind-set that includes a strong personal awareness of where one lies within these behaviors. Of these behaviors, which do you think you already exemplify in your current practice and where can you add a few of these behaviors along the way. When thinking about the discussion question surround organizational change and in consideration of the EHR implementation PPT due this week, how can you apply the ideas of innovative leadership to each?

Thank you for sharing!

Take care,

Dr. B

References: NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

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

  • PB

Oct 16, 2022, 7:54 PM

Hello Dr. B,

Innovative leadership is critical in bridging the gaps in complex healthcare practices. Enhanced self-awareness, collaborative team communication, fostering good workplace relationships and belief systems, active listening, training, and emotional competence even in challenging situations are some of the necessities of being an innovative leader (Nzinga et al., 2021). EHR implementation is one of the innovative strategic implementations within the healthcare setting and also requires leaders to be supportive, facilitative, change champions, project managers, and advocates (Luakka et al., 2020). These provide guidelines on effective and innovative leadership roles and competencies. As a clinical leader, I am self-aware of my risk-taking behavior and ability to advocate for a new progressive status quo. I am aware of the importance of teamwork and stakeholder collaboration for the successful implementation of organizational change. I, therefore, need to improve on my ability to empower others around me to be innovative and creative and embrace change in day-to-day practices with the goal of future quality improvement.

References NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

Laukka, E., Huhtakangas, M., Heponiemi, T., & Kanste, O. (2020). Identifying the Roles of Healthcare Leaders in HIT Implementation: A Scoping Review of the Quantitative and Qualitative Evidence. International Journal Of Environmental Research And Public Health, 17(8), 2865. https://doi.org/10.3390/ijerph17082865

 

Nzinga, J., Boga, M., Kagwanja, N., Waithaka, D., Barasa, E., & Tsofa, B. et al. (2021). An innovative leadership development initiative to support building everyday resilience in health systems. Health Policy And Planning, 36(7), 1023-1035. https://doi.org/10.1093/heapol/czab056

REPLY

JB

Oct 13, 2022, 6:42 AM

Read

Class:

At some point in time, every nurse realizes that there are better ways to provide patient care, better policies to drive patient care, and better ways to organize and lead a patient care area. Although there are many reasons for change and innovation, there are also reasons not to change, such as lack of compelling evidence, no specific significant risk to the patients and employees, isolated issues that are closely linked with individual performance rather than system performance, and indications that an intervention or change is more likely to be a fad of the moment rather than a solution that is closely linked to probable outcome improvement. When there is a gap in practice, patient care needs, and desired interventions, an opportunity can be identified for change and innovation to close that gap.

Evidence-based practice and translational research are both linked to the integration of the best research evidence with clinical expertise and clinical values to improve patient outcomes. Research is completed by highly trained and educated professionals and evidence-based practice applies the relevant research and includes the expertise of the practitioner as well as the patient preferences and values. Using an evidence-driven model for change serves to provide focus and organization of change initiatives. Can you explain a time when you were involved in organizational change within your current or past facilities?

 

Thank you for sharing!

Take care,

Dr. B

References: NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

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

  • IA

 

Oct 14, 2022, 3:21 PM

Read

Dr. B,

According to Harrison and colleagues, the guiding principles of the change management models used in healthcare seek to create an empowering culture for change; seen through joint ways of thinking, expectations, and discernible indicators. Attributes of an empowering culture included supportive and trustworthy leadership and sponsorship, involved and unfaltering staff, multi-disciplinary team contribution, a collaborative approach to work, solid communication behaviors and models, the ability to settle conflict and skilled staff with the capability to engage in more development (Harrison, et al., 2021).

When I got an opportunity to lead a health center, it was my first opportunity to head a facility. I went there with my preconceptions and was ready to effect change “alone”. I had been told about some unacceptable practices that were going on in the facility. As naive as I was then, I wanted to force change on the people, and the resistance was palpable. The good thing that happened was that I was able to change quickly after I learnt my lessons in the early stages. I then identified the most influential staff among those resisting and discussed with them my vision for the upliftment of the facility. When I won those I could to buy into my vision, I delegated most of the activities to them to supervise and report to me. The turn around was massive and we all shared in the glory.

I learn my lessons from that experience, though in a hard way. Involvement of the staff is key; they should own the change process. This lesson has been a memorable experience for me. It has been over fifteen years now but the people still remember the experience as much as I do. Whenever I talk to any of the staff I worked with at that time, we reminisce the struggles and successes we had at the time.

Reference NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021, March 12). 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. doi:10.2147/JHL.S289176

NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment
NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment

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NUR 514 Topic 3 DQ 1 Describe an organizational change model that can be used in a dynamic health care environment Grading Rubric Guidelines

Performance Category 10 9 8 4 0
Scholarliness

Demonstrates achievement of scholarly inquiry for professional and academic decisions.

  • Provides relevant evidence of scholarly inquiry clearly stating how the evidence informed or changed professional or academic decisions
  • Evaluates literature resources to develop a comprehensive analysis or synthesis.
  • Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion
  • Provides relevant evidence of scholarly inquiry but does not clearly state how the evidence informed or changed professional or academic decisions.
  • Evaluates information from source(s) to develop a coherent analysis or synthesis.
  • Uses some valid, relevant, reliable outside sources to contribute to the threaded discussion.
  • Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions.
  • Information is taken from source(s) with some interpretation/evaluation, but not enough to develop a coherent analysis or synthesis.
  • Little valid, relevant, or reliable outside sources are used to contribute to the threaded discussion.
  • Demonstrates little or no understanding of the topic.
  • Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions.
  • Information is taken from source(s) without any interpretation/evaluation.
  • The posting uses information that is not valid, relevant, or reliable
  • No evidence of the use of scholarly inquiry to inform or change professional or academic decisions.
  • Information is not valid, relevant, or reliable
Performance Category  10 9 8 4 0
Application of Course Knowledge –

Demonstrate the ability to analyze, synthesize, and/or apply principles and concepts learned in the course lesson and outside readings and relate them to real-life professional situations

  • Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources;
  • Applies concepts to personal experience in the professional setting and or relevant application to real life.
  • Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources.
  • Applies concepts to personal experience in their professional setting and or relevant application to real life
  • Interactions with classmates are relevant to the discussion topic but do not make direct reference to lesson content
  • Posts are generally on topic but do not build knowledge by incorporating concepts and principles from the lesson.
  • Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life
  • Does not demonstrate a solid understanding of the principles and concepts presented in the lesson
  • Posts do not adequately address the question posed either by the discussion prompt or the instructor’s launch post.
  • Posts are superficial and do not reflect an understanding of the lesson content
  • Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life
  • Posts are not related to the topics provided by the discussion prompt or by the instructor; attempts by the instructor to redirect the student are ignored
  • No discussion of lesson concepts to personal experience in the professional setting and or relevant application to real life
Performance Category  5 4 3 2 0
Interactive Dialogue

Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days.

(5 points possible per graded thread)

  • Exceeds minimum post requirements
  • Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts three or more times in each graded thread, over three separate days.
  • Replies to a post posed by faculty and to a peer
  • Summarizes what was learned from the lesson, readings, and other student posts for the week.
  • Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days
  • Replies to a question posed by a peer

Summarizes what was learned from the lesson, readings, and other student posts for the week.

  • Meets expectations of 2 posts on 2 different days.
  • The main post is not made by the Wednesday deadline
  • Does not reply to a question posed by a peer or faculty
  • Has only one post for the week
  • Discussion posts contain few, if any, new ideas or applications; often are a rehashing or summary of other students’ comments
  • Does not post to the thread
  • No connections are made to the topic
  Minus 1 Point Minus 2 Point Minus 3 Point Minus 4 Point Minus 5 Point
Grammar, Syntax, APA

Note: if there are only a few errors in these criteria, please note this for the student in as an area for improvement. If the student does not make the needed corrections in upcoming weeks, then points should be deducted.

Points deducted for improper grammar, syntax and APA style of writing.

The source of information is the APA Manual 6th Edition

  • 2-3 errors in APA format.
  • Written responses have 2-3 grammatical, spelling, and punctuation errors.
  • Writing style is generally clear, focused, and facilitates communication.
  • 4-5 errors in APA format.
  • Writing responses have 4-5 grammatical, spelling and punctuation errors.
  • Writing style is somewhat focused.
  • 6-7 errors in APA format.
  • Writing responses have 6-7 grammatical, spelling and punctuation errors.
  • Writing style is slightly focused making discussion difficult to understand.
  • 8-10 errors in APA format.
  • Writing responses have 8-10 grammatical, spelling and punctuation errors.
  • Writing style is not focused, making discussion difficult to understand.
  • Post contains greater than 10 errors in APA format.
  • Written responses have more than 10 grammatical, spelling and punctuation errors.
  • Writing style does not facilitate communication.
  • The student continues to make repeated mistakes in any of the above areas after written correction by the instructor
0 points lost       -5 points lost
Total Participation Requirements

per discussion thread

The student answers the threaded discussion question or topic on one day and posts a second response on another day. The student does not meet the minimum requirement of two postings on two different days
Early Participation Requirement

per discussion thread

The student must provide a substantive answer to the graded discussion question(s) or topic(s), posted by the course instructor (not a response to a peer), by Wednesday, 11:59 p.m. MT of each week. The student does not meet the requirement of a substantive response to the stated question or topic by Wednesday at 11:59 pm MT.

Check Out Also: NUR 514 Topic 2 DQ 2 Discuss potential causes of conflict occurring within health care organizations  

Topic 3 DQ 1 

Nov 16-18, 2023 

Describe an organizational change model that can be used in a dynamic health care environment. Based on this model, how is organizational change is managed? What role do stakeholders play during organizational change? 

Submitted on: 

Nov 17, 2023, 8:33 AM 

VIEW DQ RESPONSE 

AS 

Ashley Souverain 

Nov 18, 2023, 10:42 PM 

Unread 

Dynamic changes that are evident within the system have been a result of increased health needs and concerns. Introducing changes may require identifying specific organizational change models. Some models are introduced to support changes by clearly understanding what should be achieved on implementation. Kurt Lewin’s Model is an example of a model supporting a dynamic healthcare environment. This model supports a dynamic health environment and serves as an example of a model whereby three essential concepts or steps are considered. They involve unfreezing, refreezing, and freezing, determining the successful implementation process of changes (DeNisco, 2021). 

Kurt Lewin’s model remains an example of a change model appropriate for managing and controlling changes according to the first unfreezing stage. It involves introducing a change within the facility while creating awareness to get further support on implementation. Secondly is the refreezing stage, which entails a proper understanding of the change while evaluating possibilities of achieving success. Lastly is the freezing stage, where the success is evaluated upon introducing a change. The steps may be key to achieving success using this model and can be applicable within a dynamic health environment. In this case, organizational change is managed through proper evaluation of the process on introduction and creation of awareness with further implementation and evaluation processes (DeNisco, 2021). 

In organizational change, stakeholders play an essential role in evaluating some of the necessities to achieve the change’s success. They are responsible for ensuring support is achieved through providing enough resources and further plans for implementation. They engage in direct communication to enhance the success of changes. Stakeholders also have other roles in introducing further solutions to barriers that impact the implementation of a new change (Hicks, 2020). Stakeholders remain responsible for any financial aspect of the change because of the direct decision-making processes. 

References 

DeNisco, S.M. (2021). Advanced practice nursing: essential knowledge for the profession (4th ed.). Jones & Bartlett Learning. 

Hicks, K. (2020, July 15). Organizational change management: 8 proven models to help navigate change. Zendesk. https://www.zendesk.com/blog/change-management-models/