\u00a0<\/span><\/h2>\nSubmit<\/span><\/b>\u202fPart 4 of your Evidence-Based Project. Review the following submission instructions for the type of submission you choose.\u202f<\/span>\u00a0<\/span><\/p>\nSUBMISSION INFORMATION – NARRATED POWERPOINT<\/span>\u00a0<\/span><\/h2>\nBefore submitting your final assignment, you can check your draft for authenticity. To check your draft, access the\u202f<\/span>Turnitin Drafts<\/span><\/b>\u202ffrom the\u202f<\/span>Start Here<\/span><\/b>\u202farea.\u202f<\/span>\u00a0<\/span><\/p>\n\n- To submit your completed assignment, save your Assignment as\u202f<\/span>WK11Assgn_LastName_Firstinitial<\/span><\/b>\u00a0<\/span><\/li>\n<\/ol>\n
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A Sample Answer For the Assignment: NURS 6052 EVIDENCE-BASED PROJECT, PART 4 RECOMMENDING AN EVIDENCE-BASED PRACTICE CHANGE<\/strong><\/h2>\nTitle: NURS 6052 EVIDENCE-BASED PROJECT, PART 4 RECOMMENDING AN EVIDENCE-BASED PRACTICE CHANGE<\/strong><\/h2>\nChange is necessary in the healthcare systems. With the advancement in the operational processes, there is always the need to adjust some of the approaches used in the healthcare. Most organizations often implement changes to ensure efficiency in the healthcare processes and also to increase revenues. With the increased demands of quality in the healthcare delivery, most healthcare institutions are always involved in the continuous change processes to ensure that they meet the ever increasing demands from the clients. Given that healthcare institutions are faced with different challenges that need to be addressed, there is always the need to initiate change processes to address such challenges\/problems (<\/span>Arditi, Nayak, & Damci, 2017<\/span>). Different healthcare institutions are associated with different issues that either require changes in people\u2019s behaviors or the processes or approaches in the healthcare system. Some of the challenges may include medication errors, workplace conflicts, inadequate care delivery, high costs of healthcare services, and low nurse to patient ratios. These challenges\/issues often require the implementation of appropriate changes in the service delivery to ensure effective operational processes. The purpose of this paper is to examine an issue that may lead to the implementation of change processes in the healthcare system.<\/span>\u00a0<\/span><\/p>\nExecutive Summary of the Issue Impacting Organization\/Workplace<\/span><\/b>\u00a0<\/span><\/h2>\nOne of the main issues affecting my organization\/workplace is workplace conflict. In most cases, conflicts among the employees and the management often impact effective operational processes. Usually, workplaces with a lot of issues experience delays in service delivery. Also, the quality of service delivery may go down. With the increasing conflicts within the work environment, people cannot reach consensus on various issues that impact healthcare processes. Workplaces with continuous conflicts often require constant changes to ensure that there is an overall improvement in the operational processes. Conflicts within the work environment may be caused by poor communication, lack of common understanding among the workforce, as well as the lack of respect among the employees and the management. Close-mindedness, misunderstandings, as well as passive aggressive behaviors are some the other causes of workplace conflicts in my organization. In my organization, the management has been involved in implementing different change processes to address the issue of workplace conflicts. However, the approaches that have been taken often appear ineffective. For instance, the management has tried to transform communication processes to enhance understandings among the employees and the management; however, the approaches that were taken failed to produce effective outcomes.<\/span>\u00a0<\/span><\/p>\nDescription of the Change Being Proposed<\/span><\/b>\u00a0<\/span><\/h2>\nChanges in the organizational culture and policies is essential in addressing the workplace conflicts. Changing an organizational culture is one of the best approaches in ensuring a reduction in workplace conflicts. However, it is one of the challenging processes for the management as there is always the need to transform the mind-set of employees as well as their behaviors. Also, the organization\u2019s culture often consists of interlocking set of roles, goals, values, processes, attitudes, communication policies, as well as assumptions. Changing an organizational culture is often a large scale undertaking that requires the organization of different resources. For instance, the organizational tools that are required in changing the minds will need to be put in place.\u00a0<\/span>\u00a0<\/span><\/p>\nChanging an organizational culture will involve addressing the communication processes and improving the behaviors of people. In other words, the proposed change, which is the transformation of the organizational culture, will address the issues that often lead to conflicts. For example, the change process will create an environment of mutual respect and effective communication. Changes in the organizational culture may also create an environment where there is teamwork. In most cases, workplaces where people interact and operate together experience less conflicts. The change or transformation of the organizational culture may lead to strong employee relationships, which can lead to less conflicts. Changing an organizational culture may also lead to changes in policies, objectives, mission, and vision, especially if these factors are attached to the cultural practices.<\/span>\u00a0<\/span><\/p>\nJustification for the Change<\/span><\/b>\u00a0<\/span><\/h2>\nAddressing the cultural change will have significant impact in the organization\/workplace. Cultural change will lead to the creation of a positive environment for all the stakeholders, which will lead to increased quality in service delivery and the general patient outcomes. Organizational culture often contributes significantly to the behaviors of the people as well as the interaction processes. Therefore, whenever there is the need to resolve workplace conflict, transforming culture is necessary. Also, organizational culture often determines the value, principles, and ethical behaviours of the people. Therefore, transforming it would mean improvement on individual\u2019s values, ethical behaviors and the development of positive principles which are necessary in resolving conflicts.<\/span>\u00a0<\/span><\/p>\nType and Scope of the Proposed Change<\/span><\/b>\u00a0<\/span><\/h2>\n\u00a0Making changes to the organizational culture should incorporate making adjustments to the standards of behaviors of the people. Also, the whole process involves changes in the values and principles that people ought to adhere to. In other words, cultural change should incorporate changes in the workplace values, policies, skill, practices, attire, language, expectations, aesthetics, and tools. Cultural change should involves overall changes in behaviors. In other words, the organizational culture change should incorporate a shift in behaviors and in the ways things are supposed to be done as well as how employees are expected to behave under different circumstances (<\/span>Slack & Singh, 2018<\/span>). The cultural change should also involve the transformation of policies relating to human resource activities.\u00a0<\/span>\u00a0<\/span><\/p>\nStakeholders Impacted By the Change and the Identification<\/span><\/b>\u00a0<\/span><\/h2>\n\u00a0Of The Change Management Team<\/span><\/b>\u00a0<\/span><\/h3>\nSome of the stakeholders that will be impacted by the cultural change include employees and the management. In the process of change, employees will be required to transform their behaviours, which may go contrary to the normal behaviors of a person. Also, adjusting to the set standards of behaviors may become very difficult for some people. Given that the management often relates directly to the employees, they may also be impacted by the cultural change (<\/span>Pitafi, Liu, & Cai, 2018)<\/span>. Other stakeholders that may be impacted by the change include clients\/patients that often get engaged directly with the organizational employees.\u00a0<\/span>\u00a0<\/span><\/p>\nThe change management team will involve the management. For instance, human resource managers will be among the change management team. Also, the chief executive officer, lower level managers, nurse leaders, and some employees, especially nurses, will be part of the change management team. The above professionals understand what it takes to transform the organizational culture.\u00a0<\/span>\u00a0<\/span><\/p>\nPlan for Communicating the Proposed Change<\/span><\/b>\u00a0<\/span><\/h2>\nThere is always the need to communicate proposed changes to ensure that everyone understand the procedures and processes required is necessary. Selecting credible leaders to communicate the change process is necessary in ensuring that every aspect of the change process is well understood and addressed by the stakeholder involved in the whole process. Keeping communication all the way to the end of the whole process is necessary in ensuring that all the stakeholders become aware of the change process (Currie et al., 2017). Delivering accurate messages to the people and ensuring that everyone captures the information being communicated is important. While communicating the processes of change, there is the need to ensure that all the messages delivered are consistent to the end.\u00a0<\/span>\u00a0<\/span><\/p>\nRisk Mitigation Plan<\/span><\/b>\u00a0<\/span><\/h2>\n\u00a0The proposed cultural change may be associated with different risks including loss of employees, loss of focus among the employees, as well as increased level of animosity. Cultural change may also lead to the loss of previous cultural practices that are important in determining organizational identity. Some of the risk mitigation plan that can be used in the change process may include preserving the organization\u2019s most precious asset such as branding. In other words, the organizational branding ought to be attached to the new cultural practices. Ensuring extreme transparency and involving all the stakeholder in the change process is essential in mitigating the changes required.\u00a0\u00a0\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\nConclusion<\/span><\/b>
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