Section D Assignment: Change Model
Section D Assignment Change Model
Evidence-based practice is highly recognized as an effective way of promoting quality in healthcare. It is therefore important that health care institutions support interventions that aim at facilitating its success in them. The leadership approaches utilized in the organization should underpin the realization of the goals of evidence-based practice. Most importantly, the right model of implementing change should be embraced since evidence-based practice is a change agent in itself (Cawsey, Deszca & Ingols, 2016). Therefore, this section of the assignment examines how the Duck’s change curve model will be used in implementing the EBP project.
As identified earlier, the model of change that would be utilized in this research is the Duck’s change curve model. It tries to explain the manner in which people respond emotionally to a change agent. According to Duck, organizational change occurs in a predictable as well as manageable manner. It occurs in series of steps that are summarized in the change curve. The five steps of change according to Duck include stagnation, preparation, implementation, determination, and fruition (Bregman & Manton, 2017).
Steps and their Application to Proposed Implementation
The first step in the change curve model by Duck is stagnation. The stage occurs due to the lack of effective leadership, low level of knowledge and awareness among the adopters, and ineffective collaboration from the stakeholders involved. Often, the adopters of the change agent are hopeless and do not see any sense of adopting the change. They do not want to engage in any intervention that would
minimize their risk of being affected by burnout. The most important strategy that would be utilized in this phase to facilitate effective implementation of the project is open communication. The adopters will be encouraged to share their concerns, experiences, and needs openly as a way of raising the need for a change among them. They will also be provided with adequate information to raise the need for the intervention for their mental health and wellbeing (Schein & Schein, 2018). Therefore, the leaders of the proposed project should be readily available to respond to any concerns raised by the nurses working in the oncology unit.
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The second stage in the model by Duck is preparation. The main aim in this stage is creating a basis for successful implementation of the evidence-based practice project. The nurses working in the oncology unit are provided with training on the use of mindfulness-based interventions. Team members who will lead the implementation process are also selected, trained, and informed about their roles and responsibilities in the implementation process. The hospital should also demonstrate commitment towards the implementation of the project. It should provide the resources that are needed. It should also align its mission with the goals of the project (Bregman & Manton, 2017). Therefore, support from the healthcare providers and institution is critical in this stage.
The third stage according to the model by Duck is implementation. A majority of the nurses working in the oncology unit and other interested stakeholders are enthusiastic about the project. Some of them will remain skeptical about it. Therefore, it is critical that teamwork is embraced to ensure the success of the project. Doubters should be provided with adequate information related to the intervention to persuade them. There is a need to focus on ensuring that there is minimal conflict of interest that might hinder successful implementation of the project (Schein & Schein, 2018). Therefore, open communication is needed in this step for the success of the intervention.
The fourth stage according to the model of change by Duck is determination. This is the stage where the adopters of the change agent have come into reality with it. They discover the need for the change in their daily activities. The team members supporting the proposed change will strive towards ensuring that there is a strong focus on the vision of the project. They will provide incentives that will ensure sustenance of the project. The nurses in the oncology setting will be provided with adequate time to practice mindfulness interventions (Cawsey et al., 2016). They will be assisted in overcoming their identified barriers.
The last step in the model is fruition. The oncology nurses now feel confident with the use of the proposed interventions. They utilize mindfulness interventions in their daily practice. The outcomes of the intervention are evident as seen from aspects such as their level of satisfaction with their jobs, quality of care, and retention rates. Therefore, a focus will be placed on ensuring long-term use of the interventions. They will be provided with opportunities that will promote their continued growth in use of the interventions. There will also be the adoption of interventions that prevent stagnation in the future (Schein & Schein, 2018).
I am a student at Grand Canyon University. Please do not use any information from the previous GCU student. This instructor is very strict.
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Part A&B, C has been attached if needed for this paper.
Please Note: On my paper previous paper: Section A and B, my instructor was very pleased with the literature review.
**Victoria, You did an excellent job on the assignment. You developed a literature review that was very integrative and conclusive. You did one of the better literature reviews I have seen teaching this course. Keep up the great work.
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