NURS 6053 Change Implementation and Management
Sample Answer for NURS 6053 Change Implementation and Management Included After Question
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.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
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 narrated PowerPoint presentation):
Change Implementation and Management Plan
Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose.
Your narrated presentation should be 5–6 minutes in length.
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
Alternate Submission Method
You may also use Kaltura Personal Capture to record your narrated PowerPoint. This option will require you to create your PowerPoint slides first. Then, follow the Personal Capture instructions outlined on the Kaltura Media UploaderLinks to an external site. page. This page will walk you through downloading the tool and help you become familiar with the features of Personal Capture. When you are ready to begin recording, you may turn off the webcam option so that only “Screen” and “Audio” are enabled. Start your recording and then open your PowerPoint to slide show view. Once the recording is complete, follow the instructions found on the “Posting Your Video in the Classroom Guide” found on the Kaltura Media page for instructions on how to submit your video. For this option, in addition to submitting your video, you must also upload your PowerPoint file which must include your speaker notes.
BY DAY 2 OF WEEK 11
Submit your narrated Change Implementation and Management Plan. Review the following submission instructions for the type of submission you choose.
SUBMISSION INFORMATION – NARRATED POWERPOINT
Before submitting your final assignment, you can check your draft for authenticity. To check your draft, access the Turnitin Drafts from the Start Here area.
- To submit your completed assignment, save your Assignment as WK11Assgn_LastName_Firstinitial
- Then, click on Start Assignment near the top of the page.
- Next, click on Upload File and select Submit Assignment for review.
SUBMISSION INFORMATION – KALTURA PERSONAL CAPTURE
To submit your Kaltura media:
- Click on Start Assignment near the top of the page.
- Next, click Text Entry and then click the Embed Kaltura Media button.
- Select your recorded video under My Media.
- Check the box for the End-User License Agreement and select Submit Assignment for review.
Congratulations! After you have finished all of the assignments for this module, you have completed the course. Please submit your Course Evaluation by Day 7.
A Sample Answer For the Assignment: NURS 6053 Change Implementation and Management
Title: NURS 6053 Change Implementation and Management
Nurses are frontline care providers whose main aim is to provide compassionate patient care when organizations and health care settings offer and maintain a healthy work environment that entails overall health of workplace, better staffing and retention levels, reduce stress and moral distress and limited cases of lateral or workplace violence (Broome & Marshall, 2021). An effective organizational culture should encourage civility as it assists in developing and modeling best practices and conduct to attain set goals (Jongen et al., 2018). The purpose of this presentation is to develop a change implementation plan to tackle an identified issue during the work place environment assessment. The presentation justifies the need to change, its type and scope, and identifies stakeholders as well as change management team. It also develops a communication plan for the proposed change and a risk mitigation approach to deal with any unexpected risks and events.
According to the Clark Health work environment assessment, my organization attained a score of 77% implying that it is mildly healthy and there is need for improvement. Responses from nurses interviewed based on the inventory suggest need to increased effective communication, employee participation in decision making through provision of suggestions and better allocation of work based on shift schedule (Clark, 2018). An incident that was highlighted based on the report was the need for increased employee safety because of lateral violence against nurses by patients, particularly in emergency room and department. Further, the occurrence of bullying, especially of newly-hired nurses shows that the organization needs to change its culture to enhance care provision and retention of nurses (ANA, 2022).
The proposed change in this case is the establishment and nurturing of a better organizational culture. Having a culture that appreciates and focuses on diversity and prioritizes patient and provider safety is essential. The organizational culture should focus on entrenching certain values, norms, practices, behaviors and expected conduct among nurses, nurse leaders and the management (Li et al, 2018). These values should embrace the diversity that exists starting from employees since there are those about to retire and others joining the profession and the organization today. The organizational culture should also set parameters and policies on effective communication, especially the issue of handover during shift changes (Broome & Marshall, 2021). The culture should also value the critical role of providers, especially their views and opinions on the best way to offer care and prevent incivility like bullying of newly-hired nurses.
Existing evidence from past research studies and findings demonstrate that an organizational culture has a direct correlation to staff retention, staff satisfaction and work performance (Mannion & Davies, 2018). Values focused on cooperative professionalism and wellness, and practices of integration as well as promotion of better working relationship lead to increased pleasure from nurses and a reduction in suffering and distress. A better organizational culture leads to increased access to patient care and improve outcomes by reducing errors and adverse events (Edmonson & Zelonka, 2019). The justification of this organizational culture change is about increasing the level of civility and preventing bullying that has adverse effects like leading to higher turnover rates, lower satisfaction rates among patients, and poor relationships in the workplace among employees.
Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: NURS 6053 Change Implementation and Management
The proposed change will entail having alterations or the current policy that is not based on evidence about the significance of an organizational culture that values diversity and effective communication to eliminate incivility (Hossny & Sabra, 2018). The new policy will be based or founded on the following parameters; effective communication, nurturing and appreciation of diversity, teamwork approach or model, and regular monitoring to evaluate effectiveness and efficiency (Edmonson & Zelonka, 2019). The policy will also integrate best practices from the industry to entrench civility as a core aspect of better performance. The scope of the proposed change will first be the nursing department before moving to emergency room and department. Further, the management can recommend the adoption of the nursing unit’s organizational culture based on its values and norms to the rest of the departments.
The primary stakeholders in this case would be nurses and physicians as well as other healthcare professionals in the facility, patients and their families, unit manager and leader, and the chief nursing officer. The other critical stakeholder would be the communication and public relations (PR) manager. These stakeholders are important because of they will be affected by these changes in one way or the other. For instance, the change will impact patients who attain quality care while providers will have a safe and dignified workplace environment.
Effective change management requires a management team that will lead in implementation of the new ways of doing things. Imperatively, the change management team will comprise of nurse leader and manager who will be project manager and be the link between the management and the project team. The nursing staff will offer input on different safety need and resources required to implement the changes. They will also be the implementers through compliance to the provisions. Hospital administration will ensure that the change initiative bears fruits and gets sufficient resources through coordination with the management team. The administrator will also review, negotiate and approve any suggestions backed by evidence from the project change team. The financial officer will ensure that the project gets sufficient funding based on budgetary allocation. The PR and ethics manager will ensure effective communication and awareness of the new policy and its logical implementation and evaluation to assess its efficacy and if there is need to evaluation.
The need for change through a better organizational culture cannot be overemphasized because of the benefits that it offers. The communication plan for this project will entail use of a change management model by Kurt Lewin, Lewin’s change management tool. Through the tool the team will create urgency and reason for changes, raise awareness about the benefits and progress that can be attained through a better organizational culture (Broome & Marshall, 2021). The change model will leverage its three processes of unfreezing, change, and refreezing to communicate better interventions at every point of implementation. The communication plan will focus on targeted audience that include all stakeholders impacted by the change and its associated team. It will also entail use of organizational resources to enhance awareness and get input from stakeholders.
Risk mitigation is an essential part of change management as unforeseen events can occur. In this regard, the risk plan entails efforts to address resistance to change by involving all people through effective communication. The risk plan will also focus on possibility of resource limitation and develop structures to ensure all aspects run as expected. The risk management and impact analysis will identify and assess all possible risks to the project.
References
American Nurses Association (ANA) (2022). Violence, Incivility, & Bullying.
https://www.nursingworld.org/practice-policy/work-environment/violence-i
ncivility-bullying/
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From
expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based
scripting to address incivility. Nurse Educator, 44(2), 64-68. DOI:
10.1097/NNE.0000000000000563.
Edmonson, C., & Zelonka, C. (2019). Our own worst enemies: The nurse bullying
epidemic. Nursing administration quarterly, 43(3), 274. doi:
10.1097/NAQ.0000000000000353
Hossny, E. K. & Sabra, H. E. (2020). Effects of Nurses’ perception to workplace civility
climate on nurse-physician collaboration. Nursing Open, 8(2), 620-627.
doi: 10.1002/nop2.666
Jongen, C., McCalman, J., & Bainbridge, R. (2018). Health workforce cultural
competency interventions: a systematic scoping review. BMC health services
research, 18(1), 1-15. DOI: 10.1186/s13643-018-0734-5.
Li, S. A., Jeffs, L., Barwick, M., & Stevens, B. (2018). Organizational contextual
features that influence the implementation of evidence-based practices across
healthcare settings: a systematic integrative review. Systematic reviews, 7(1),
1-19. DOI: 10.1186/s13643-018-0734-5.
Mannion, R., & Davies, H. (2018). Understanding organizational culture for
healthcare quality improvement. Bmj, 363.
DOI: https://doi.org/10.1136/bmj.k4907
A Sample Answer 2 For the Assignment: NURS 6053 Change Implementation and Management
Title: NURS 6053 Change Implementation and Management
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.
A Sample Answer 3 For the Assignment: NURS 6053 Change Implementation and Management
Title: NURS 6053 Change Implementation and Management
Introduction and Purpose of the Presentation
Nurses are frontline care providers whose main aim is to provide compassionate patient care when organizations and health care settings offer and maintain a healthy work environment that entails overall health of workplace, better staffing and retention levels, reduce stress and moral distress and limited cases of lateral or workplace violence (Broome & Marshall, 2021). An effective organizational culture should encourage civility as it assists in developing and modeling best practices and conduct to attain set goals (Jongen et al., 2018). The purpose of this presentation is to develop a change implementation plan to tackle an identified issue during the work place environment assessment. The presentation justifies the need to change, its type and scope, and identifies stakeholders as well as change management team. It also develops a communication plan for the proposed change and a risk mitigation approach to deal with any unexpected risks and events.
Executive Summary of the Issue: Lateral Violence
According to the Clark Health work environment assessment, my organization attained a score of 77% implying that it is mildly healthy and there is need for improvement. Responses from nurses interviewed based on the inventory suggest need to increased effective communication, employee participation in decision making through provision of suggestions and better allocation of work based on shift schedule (Clark, 2018). An incident that was highlighted based on the report was the need for increased employee safety because of lateral violence against nurses by patients, particularly in emergency room and department. Further, the occurrence of bullying, especially of newly-hired nurses shows that the organization needs to change its culture to enhance care provision and retention of nurses (ANA, 2022).
Proposed Change and Justification
The proposed change in this case is the establishment and nurturing of a better organizational culture. Having a culture that appreciates and focuses on diversity and prioritizes patient and provider safety is essential. The organizational culture should focus on entrenching certain values, norms, practices, behaviors and expected conduct among nurses, nurse leaders and the management (Li et al, 2018). These values should embrace the diversity that exists starting from employees since there are those about to retire and others joining the profession and the organization today. The organizational culture should also set parameters and policies on effective communication, especially the issue of handover during shift changes (Broome & Marshall, 2021). The culture should also value the critical role of providers, especially their views and opinions on the best way to offer care and prevent incivility like bullying of newly-hired nurses.
Existing evidence from past research studies and findings demonstrate that an organizational culture has a direct correlation to staff retention, staff satisfaction and work performance (Mannion & Davies, 2018). Values focused on cooperative professionalism and wellness, and practices of integration as well as promotion of better working relationship lead to increased pleasure from nurses and a reduction in suffering and distress. A better organizational culture leads to increased access to patient care and improve outcomes by reducing errors and adverse events (Edmonson & Zelonka, 2019). The justification of this organizational culture change is about increasing the level of civility and preventing bullying that has adverse effects like leading to higher turnover rates, lower satisfaction rates among patients, and poor relationships in the workplace among employees
Type and Scope of Proposed Change
The proposed change will entail having alterations or the current policy that is not based on evidence about the significance of an organizational culture that values diversity and effective communication to eliminate incivility (Hossny & Sabra, 2018). The new policy will be based or founded on the following parameters; effective communication, nurturing and appreciation of diversity, teamwork approach or model, and regular monitoring to evaluate effectiveness and efficiency (Edmonson & Zelonka, 2019). The policy will also integrate best practices from the industry to entrench civility as a core aspect of better performance. The scope of the proposed change will first be the nursing department before moving to emergency room and department. Further, the management can recommend the adoption of the nursing unit’s organizational culture based on its values and norms to the rest of the departments.
Stakeholders and Change Management Team and Roles
The primary stakeholders in this case would be nurses and physicians as well as other healthcare professionals in the facility, patients and their families, unit manager and leader, and the chief nursing officer. The other critical stakeholder would be the communication and public relations (PR) manager. These stakeholders are important because of they will be affected by these changes in one way or the other. For instance, the change will impact patients who attain quality care while providers will have a safe and dignified workplace environment.
Effective change management requires a management team that will lead in implementation of the new ways of doing things. Imperatively, the change management team will comprise of nurse leader and manager who will be project manager and be the link between the management and the project team. The nursing staff will offer input on different safety need and resources required to implement the changes. They will also be the implementers through compliance to the provisions. Hospital administration will ensure that the change initiative bears fruits and gets sufficient resources through coordination with the management team. The administrator will also review, negotiate and approve any suggestions backed by evidence from the project change team. The financial officer will ensure that the project gets sufficient funding based on budgetary allocation. The PR and ethics manager will ensure effective communication and awareness of the new policy and its logical implementation and evaluation to assess its efficacy and if there is need to evaluation.
Communication Plan and Risk Mitigation
The need for change through a better organizational culture cannot be overemphasized because of the benefits that it offers. The communication plan for this project will entail use of a change management model by Kurt Lewin, Lewin’s change management tool. Through the tool the team will create urgency and reason for changes, raise awareness about the benefits and progress that can be attained through a better organizational culture (Broome & Marshall, 2021). The change model will leverage its three processes of unfreezing, change, and refreezing to communicate better interventions at every point of implementation. The communication plan will focus on targeted audience that include all stakeholders impacted by the change and its associated team. It will also entail use of organizational resources to enhance awareness and get input from stakeholders.
Risk mitigation is an essential part of change management as unforeseen events can occur. In this regard, the risk plan entails efforts to address resistance to change by involving all people through effective communication. The risk plan will also focus on possibility of resource limitation and develop structures to ensure all aspects run as expected. The risk management and impact analysis will identify and assess all possible risks to the project.
References
American Nurses Association (ANA) (2022). Violence, Incivility, & Bullying.
https://www.nursingworld.org/practice-policy/work-environment/violence-i
ncivility-bullying/
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From
expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Clark, C. M. (2019). Combining cognitive rehearsal, simulation, and evidence-based
scripting to address incivility. Nurse Educator, 44(2), 64-68. DOI:
10.1097/NNE.0000000000000563.
Edmonson, C., & Zelonka, C. (2019). Our own worst enemies: The nurse bullying
epidemic. Nursing administration quarterly, 43(3), 274. doi:
10.1097/NAQ.0000000000000353
Hossny, E. K. & Sabra, H. E. (2020). Effects of Nurses’ perception to workplace civility
climate on nurse-physician collaboration. Nursing Open, 8(2), 620-627.
doi: 10.1002/nop2.666
Jongen, C., McCalman, J., & Bainbridge, R. (2018). Health workforce cultural
competency interventions: a systematic scoping review. BMC health services
research, 18(1), 1-15. DOI: 10.1186/s13643-018-0734-5.
Li, S. A., Jeffs, L., Barwick, M., & Stevens, B. (2018). Organizational contextual
features that influence the implementation of evidence-based practices across
healthcare settings: a systematic integrative review. Systematic reviews, 7(1),
1-19. DOI: 10.1186/s13643-018-0734-5.
Mannion, R., & Davies, H. (2018). Understanding organizational culture for
healthcare quality improvement. Bmj, 363.