Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

Implementing Change With an Interprofessional Approach Presentation NUR 514

Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

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Change is a necessary component of any business. Healthcare businesses might implement initiatives that increase their performance and marketability as a result of change. Furthermore, change enables health organizations to respond to and adapt to changing market needs successfully. To successfully execute change, health organizations must employ a change model to guide the process. Change models provide standards for assessing the performance of the change process as well as necessary improvement strategies. Health organizations determine whether or not the adjustment was successful in supporting the predicted success during the evaluation phase, which occurs after the change has been implemented.

Details:

In a fast-paced and complex healthcare setting, change is constant and inevitable. Thus, the advanced practice nurse needs to lead and also conform to the constant altering environment even as they work with a multidisciplinary team or teams. Imagine that your director has assigned you to work with a certain multidisciplinary team that is helping with transition from the present paper-based system to the more modern electronic health record.

The hospital administration where I currently work in the healthcare industry implemented computerized physician order entry (CPOE) systems. These systems were created to help doctors, consultants, pharmacists, and nurses prescribe, dispense, and administer medications to patients. The CPOE was created for prescribing clinicians to use when prescribing medications to patients by entering patient information such as age, gender, known drug allergies, current medications, chronic conditions, and diagnosis (Baysari et al., 2018). In addition, the clinician was responsible for entering the correct medication, dose, and number of administrations. The information is then forwarded to the pharmacist, who obtains the prescription, confirms that the patient is eligible for the requested dosage and dose, and dispenses the medication. The patient is then given the medication.

Furthermore, the system would recommend a more appropriate prescription for the patient’s condition that does not conflict with the patient’s current medications (Holmgren et al., 2019). Despite this, the CPOE training took only four weeks to complete. The overwhelming majority of the organization’s health professionals did not attend all of the training sessions, and those who were absent for any reason, such as being on vacation, did not attend any of them. Apart from that, the sessions were more theoretical than practical; however, providers were expected to have the knowledge and skills necessary to search for medications, enter patient information into the system, and reboot the system.

It was difficult to use because there was not enough time to train the staff on how to use the CPOE system. As a result, clinicians sent incorrect patient prescriptions, and pharmacists struggled to dispense medications. This added to the pharmacy’s delays because pharmacists had to contact the clinician for the majority of patients to correct the drug. Because of the prescription mix-up, patients had to wait a long time for service. The staff also had difficulties rebooting the system, which added to the delays because the IT team had to come out to resolve the system diagnostics issues.

Because they had not been consulted about the implementation of the CPOE system, the health providers were even more resistant to change. Furthermore, they lacked a single point of contact to whom they could turn for help with system rebooting or data transmission (Baysari et al., 2018). Management was forced to discontinue the use of CPOE and advised employees to use prescription paper until a plan for a smooth system implementation could be developed. The organization reinstated the use of prescription papers, which had previously been linked to medication errors and adverse drug reactions in some patients.

Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

Formulate a PowerPoint presentation encompassing between 10-15 slides in which you are going to examine the situation and the steps that should be employed in order to successfully execute the change. Also, ensure that your PowerPoint slides have 1—250 word speaker notes per slide in order to give them weight. Your presentation should have the following points:

  • Describe the driving forces that relate to the need for implementing electronic health records.
  • Identify the key interprofessional stakeholders (both internal and external) that should be
    Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment
    Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

    involved in change efforts.

  • Outline how you would initiate the change and be a change advocate. Utilizing change theory and innovative models of care, explain how you would provide a structure for the planned change to achieve successful implementation of the EHR.

Rationale for Change

  • Promote patient safety
  • Promote quality in care
  • Reduce cost of care
  • Promote patient satisfaction with care

The decision to make the adjustment was justified with a variety of different explanations. The first one was the requirement for the enhancement of the protection of the patients. It was anticipated that the reduction in the risk of patient falls, as well as the rate of patient falls, would lead to an increase in the overall safety of patient care. The other aspect of care that required improvement was the enhancement of quality. The implementation of the adjustment was intended to ensure that the level of care provided to elderly people was improved while simultaneously reducing the risk of their being injured. The modification was made in order to cut down on the overall expense of medical care. The cost of treatment that patients and their significant others rack up as a result of seeking further care is increased when patients suffer falls. In addition to this benefit, it lowers the overall cost of care that is borne by health organizations. It was therefore hoped that the delivery of care that was not only safe and of high quality, but also economical, would result in an increase in the degree to which patients were satisfied with their care (Tappen et al., 2017).

READ ALSO: NUR 550 Topic 7 DQ 1 Identify two major policy issues that affect the current state of health care delivery and population health equity in the United States

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Goals of the Change

  • Reduce the rate of patient falls from 4% to 1.8% in five months
  • Reduce the cost of care for geriatric patients by at least 25% by the end of five months
  • To reduce the length of hospital stay by geriatric patients by at least three bed days by the end of five months

Why it Failed

  • Lack of education/training for nurses
  • Lack of stakeholder involvement
  • Lack of open channels of communication
  • Staff shortage
  • Inadequate organizational support

The above change project failed due to a number of reasons. One of them was the fact that the nurses who were involved in the implementation of the project were not trained. The lack of training implied that they did not have the necessary knowledge and skills that were needed to undertake the assignment. There was also the lack of stakeholder involvement. Nurses in the geriatric unit were not actively involved in the project initiatives. The minimal involvement implied that they did not have the knowledge and skills that were needed for the successful implementation of the project. There was also fragmentation in the communication in the department. For example, there was not two-way communication between the nurses and their managers. As a result, the needs and views of the staff nurses were not taken into consideration in the implementation of the change. The other challenge was shortage of nurses in the department. The shortage translated into high workload that rendered the use of bedside alarms ineffective. The last factor that led to the failure of the change was the lack of adequate organizational support. The organization did not provide adequate human resource support such as hiring additional staffs to facilitate the successful implementation of the change (Claretha, 2020).

https://www.onlinenursingessays.com/implementing-change-with-an-interprofessional-approach-presentation-nurs-514-assignment/

  • Demonstrate how the change will affect current workflows. What revised workflow would you implement?
  • Identify resources (human, time, material, etc.) required for implementation.
  • Identify risks within the implementation plan. What are the impacts of the poor planning on cost, quality, and safety?
  • Identify potential barriers when implementing the change and discuss how you will handle resistance.

Integrate 3-5 scholarly sources into your presentation.

Background

  • Implementation of fall prevention approach
  • Hourly nursing rounds and call lights were to be used
  • Implementation in all inpatient units
  • Did not succeed due to lack of training, involvement, and high nurse-patient ratios

The change implemented in our hospital was a fall prevention strategy. The strategy included the implementation of hourly nursing rounds as well as call lights to prevent patient falls. The primary goal of instituting hourly nursing rounds was to identify earlier patients who were at risk of falling and to prevent falls. The use of call lights was also made available. Patients who were suspected of being at risk of falling were required to notify the nurses by pressing a button that sent a signal to the nursing station. The intervention was to be implemented in all of the hospital’s inpatient settings. Despite the interventions’ robustness, the implementation process failed. A number of factors were blamed for the failure. The first issue was the high patient-to-nurse ratio. The project was implemented at a time when the hospital was experiencing high staff turnover. The available personnel were insufficient to meet the patients’ healthcare needs. There was also a lack of involvement of nurses in the project’s assessment and implementation. They felt compelled to make the decision. Finally, no training was provided to the nurses to ensure the project’s success. These factors, taken together, contributed to the project’s failure.

Prepare this assignment on the basis of the APA Style Guide, which can be found in the Student Success Center.
A rubric is used for this assignment. Please review the rubric before beginning the assignment to become acquainted with the requirements for successful completion.

You are required to submit this assignment ON  to LopesWrite.

Assignment:

For the week assignment:

Develop a  powerpoint presentation of which your topic is “Implementing Change with an Interprofessional Approach”.  You presenting yourself as APRN leader within your organization, with intent to create positive change on behalf of patients, colleagues and the industry. You might think in the past where change did not go as planned in your Health Care Organization, and with assessment of the situation, you will take steps that will successfully implement a change.  Use the 5 bullet points in the directions and what is in the rubric, be sure to include slide notes (100-250 words per slide), APA format is required with 3-5 recent(within 5 years) resources.

Hi there Class! THis week we are looking at Organizational Change theories and stratgies, which you will discuss the NP role in the interprofessional health care environment and what aspects of stakeholders can affect that role. There will be change theories and collaborative models to review from the resources that will help you see how to promote successful changes, especially in terms of ethical, social, legal, economic and political implications. Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

Please Note: Assignment will not be submitted to the faculty member until the “Submit” button under “Final Submission” is clicked.

Description

Week 3

Health care is constantly evolving. Effective leaders embrace change and motivate others to be change agents. As discussed in this week’s reading, successful leaders have vision, communicate the vision effectively and lead from there. They inspire change that others want to be a part of. Four commonly used strategies for implementing change are:

  1. Telling and Directing: The most common approach, this assumes that people are guided by reason. We know this is not always true. People are guided by beliefs and emotions, especially around change and uncertainty. This approach is not effective in situations requiring significant change, so when telling doesn’t work managers often resort to forcing change.
  2. Forcing: Here power and authority is exerted to manipulate others to change or accept change. Using position, authority and/or performance discussions to bring about change usually evokes anger, passive resistance, subtle sabotage and damage to relationships. If there is fear and anger present in your culture, there may be forcing occurring.
  3. Participating: A collaborative and participative approach to change welcoming input, inquiry and dialog. The emphasis is communication and win-win situations. It can actually work however it only works if leadership really wants to collaborate and is not just trying to manipulate people into being engaged in the change (if not it’s just forcing in disguise). People can easily become cynical if leadership is not truly open, transparent and willing to let go of control.
  4. Alternative | Engaging through Vision: Leading change by creating and articulating a clear and compelling vision, potential or possibility is a strategy that works, but is not often used. This is also called the transformational strategy model in organizational change models.

Change management as an approach to transitioning individuals, teams, and organizations to a desired future state. There a several popular change management models that can be used to help institutions implement change. One model, the ADKAR Model is a 5-step process that starts with awareness of the need to change; the need for the change (the why) is clearly explained. Once the individual is convinced that change is needed, he or she can make a person decision to participate the change. After the change is implemented reinforcement is required to sustain the change.

This week’s assignment:

Consider a situation you experienced previously where change did not go as planned in your health care organization. Create a 10‐15‐slide PowerPoint presentation in which you will assess the situation and the steps that should have been taken to successfully implement change.

  1. Describe the background of the situation, including the rationale for and goal(s) of the change.
  2. Identify the key interprofessional stakeholders (both internal and external) that should be involved in change efforts.
  3. Discuss an appropriate change theory or model that could be used to achieve results.
  4. Outline how you would initiate the change.
  5. Describe the impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take if the change is unsuccessful.

Make sure to include slide notes of 100‐250 words for each slide. You are required to cite three to five sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content. While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

PowerPoint reminders: Slides should only contain bullets with minimal wording. Slide notes are not placed on the slide they are placed below the slide where it states “click to add notes”. The notes are for the presenter not the audience.

– Use bullets to separate out ideas.

– Try to follow the 6 X 6 rule.

– Limit to 6 bullets per slide.

– Limit to 6 words per bullet.

Too much slide information causes confusion.

The audience may become distracted.

The Student Success Center is a great resource. review how to prepare a Power Point presentation.

 

Let love be without hypocrisy Abhor what is evil; cling to what is good. Be devoted to one another in brotherly love; give preference to one another in honor.

Romans 12: 9-10

Topic 3 DQ 2

You have been selected to serve on a community outreach committee within your state’s nursing organization. The committee includes registered nurses of different specialties. At your first meeting, it becomes evident that not everyone is in agreement with a recent position statement about the role of spiritual care, with some members arguing they will no longer support the committee if the position statement is not revised or reversed. As a nurse leader, how could you draw from change theory to address these concerns and encourage collaboration on the committee?

Re: Topic 3 DQ 2

Almost all aspects of our daily life will change at some point or another. There are times when change is accepted with open arms, and other times change is met with resistance. Meeting resistance within an organization or committee is expected when members have originated from different specialties. There are certain models in place that ease the resistance when change is necessary.

As a nurse leader to this community outreach committee, I would use the Eight Steps of Change Process to the best of my abilities to, “combine lesions from traditional theories of change with those of complexity science” (DeNisco & Baker, 2016, p. 111). First, it is important to make sense of the resistance and figure out what exactly some members want revised. A Change team must then be created because “the best change outcomes involve the ideas and expertise of many people” (DeNisco & Baker, 2016, p. 112). Representation from all committee members would be carefully considered. The team then develops a shared vision, and the forces of change are considered. Data and information can be analyzed to assist in this process. Next, a work plan for change implementation would be used. These plans may need to remain flexible or consider multiple actions for one or more objectives (DeNisco & Baker, 2016). The changes need to then be implemented and then evaluated. Time needs to be taken into consideration when these two steps are completed because effective change happens over time. When the needs have been met, refreezing or incorporating the changes into the culture occurs. It is important to take the ideas of all committee members into consideration to ensure effective collaboration with one another. Collaboration from all helps the nurse leader enact changes in the most successful of ways.

Reference

Denisco, S.M., Baker, A.M. (2016). Advanced practice nursing: essential knowledge for the profession. Burlington, MA. Jones & Bartlett Learning.

There are numerous challenges that come with being a leader. Sometimes these challenges require innovative solutions to bring multiple parties to the table and find a solution that works for everyone. The common goal in healthcare is to serve the needs of patients as well as the public’s health needs. In the scenario presented, the nurse leader must begin by reminding everyone on the committee of the committee’s common goal and who they are serving (the public). Disagreements and a refusal to compromise can cloud judgments and decisions. “When teams face adversity, there is a tendency to assign blame and begin to question the system, management, or leadership.” Challenges necessitate that all members remain dedicated to the ultimate goal, which in the case of health care is patient care” (Bosch & Mansell, 2015)

Lewin’s change theory lays out a plan for resolving disagreements among groups of people. Lewin’s Change Theory is divided into three parts: driving forces, restraining forces, and equilibrium. “Driving forces are those that push in a direction that causes change; restraining forces are those that counteract the driving forces; and equilibrium is a state of being in which driving forces equal restraining forces and no change occurs” (Nursing Theory, n.d.). When dealing with conflict among groups of people with opposing viewpoints, I would use the equilibrium force. The obvious reason is that in this state, parties can be brought to the table with all of their ideas presented and choose what closely matches the vision and purpose of the committee and, ultimately, the public. This will allow the leader to pull all parties in the same direction with ideas that each party has that are closely related to the end goal.

30.0 %Presentation of Content The content lacks a clear point of view and logical sequence of information. Includes little persuasive information. Sequencing of ideas is unclear. The content is vague in conveying a point of view and does not create a strong sense of purpose. Includes some persuasive information. The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other. The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Includes persuasive information from reliable sources. The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea.

5.0 %Potential Barriers A description of potential barriers when implementing the change and handling resistance is not included. A description of potential barriers when implementing the change and handling resistance is incomplete or incorrect. A description of potential barriers when implementing the change and handling resistance is included, but lacks supporting detail. A description of potential barriers when implementing the change and handling resistance is completed and includes supporting detail. A description of potential barriers when implementing the change and handling resistance is extremely thorough and includes substantial details.

10.0 %Language Use and Audience Awareness (includes sentence construction, word choice, etc.) Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of primer prose indicates writer either does not apply figures of speech or uses them inappropriately. Some distracting inconsistencies in language choice (register) or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately. Language is appropriate to the targeted audience for the most part. The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly. The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope.

5.0 %Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) Sources are not documented. Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors. Sources are documented, as appropriate to assignment and style, although some formatting errors may be present. Sources are documented, as appropriate to assignment and style, and format is mostly correct. Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

100 %Total Weightage

Final Submission

Re: Topic 3 DQ 1

In my facility , we have gone thru some changes in our department. Within 45 days, we have lost our manager, supervisor and our director. We were left running on auto pilot, guiding ourselves as a staff of 6 OR nurses. Shortly after we lost our director, we lost 3 more nurses, leaving only 3 OR nurses in our department. Things did not go well for a while. Within 2 weeks of these changes, we were informed we were going to be managed by the Women’s Services Director. There was no correlation in change models. I also don’t believe it had anything to do with the stake holders. I know it was all to do with how we were being run as an organization. Nurses and scrub techs were afraid of losing their license. It became a very usafe environment to work in. Soon after we were being managed by a director of women service, I left as well. She did not know anything about our department and honestly she had no desire to learn. It was a really hard time. When my patients safety began to be compromised over productivity,  I knew it was time to leave. My patietns always come first, not how many cases we could get done in a shift.

Objectives:1. Discuss the advanced registered nurse’s role as change agent within the interprofessional health care environment.
2. Analyze factors driving organizational change within health care organizations, including stakeholders and barriers.
3. Evaluate change theories and collaborative models for promoting successful change.
4. Evaluate the ethical, social, legal, economic, and political implications of practice change.
Study Materials

You have been selected to serve on a community outreach committee within your state’s nursing organization. The committee includes registered nurses of different specialties. At your first meeting, it becomes evident that not everyone is in agreement with a recent position statement about the role of spiritual care, with some members arguing they will no longer support the committee if the position statement is not revised or reversed. As a nurse leader, how could you draw from change theory to address these concerns and encourage collaboration on the committee?

RESPOND HERE (150 WORDS, 2 REFERENCES)

This is insightful Ketlie, there are different challenges associated with leadership. Some of these challenges often arise from conflicts caused by misunderstandings on different issues. As a result, leaders ought to formulate different strategies on how to solve problems by addressing the issues favoring or rejecting anyone’s opinion (Tjosvold et al., 2019). There is the need for team leaders to set common goals that would guide committee members into making the right decisions and creating the right environment for operational processes. To provide effective solution to the conflicting issue given above, there is the need for the committee members to consider Lewin’s Change Theory discusses three major components: driving forces, restraining forces and equilibrium. understanding Lewin’s Change Theory is critical in providing solution to the conflicts by creating agreements and understanding among the committee members. Solving conflict using Lewin’s theory should incorporate creating or common goals by bringing people together to overcome conflicting issues (Bastyr, 2019).

References

Bastyr, V. (2019). Managing Conflict in Healthcare Organizations (Doctoral dissertation, The College of St. Scholastica). https://www.proquest.com/openview/fa5fa56532be89d202eeb0d99d77425b/1?pq-origsite=gscholar&cbl=18750&diss=y

Tjosvold, D., Wong, A. S., & Chen, N. Y. F. (2019). Managing conflict for effective leadership and organizations. In Oxford research encyclopedia of business and management. https://doi.org/10.1093/acrefore/9780190224851.013.240

Topic 3 DQ 2

You have been selected to serve on a community outreach committee within your state’s nursing organization. The committee includes registered nurses of different specialties. At your first meeting, it becomes evident that not everyone is in agreement with a recent position statement about the role of spiritual care, with some members arguing they will no longer support the committee if the position statement is not revised or reversed. As a nurse leader and change agent, how would you approach the committee?  How could you draw from change theory to address these concerns and encourage collaboration on the committee?

Scenarios like this one are very challenging. I think situations like this make the role of a nurse leader look very hard. Challenges such as this one call creativity to be able to bring peace for all involved. It is important to remember that in healthcare, the most common goal is to serve our patients to the best of our ability and provide supreme care. It would be important for this nurse leader to remind the nurses in this committee what the number one goal is when serving the population that we do in healthcare. Sometimes when there are disagreements or emotions involved the common goal can be forgotten about and that is why it is so important to center the group back into the ultimate goal.

Lewin’s change theory is a nearly perfect process to help resolve conflicts within the workplace when there are different opinions. Lewin’s model consists of three different stages. According to the model, a person’s behavior in response to a proposed change is determined by group behavior. According to the Online Journal of Issues in Nursing, Lewin’s theory proposes that individuals and groups of individuals are influenced by restraining forces, or obstacles that counter driving forces aimed at keeping the status quo, and driving forces, or positive forces for change that push in the direction that causes change to happen (Wojciechowski et al., 2016). The model emphasizes the critical role of stakeholders, particularly nurses, as change agents committed to overall performance and productivity improvement (Wojciechowski et al., 2016). Another way that you can involve the committee within the change is by using transformational leadership and work together to develop a mutual vision. Allowing everyone to contribute could really help.

References

Wojciechowski, E., Pearsall, T., Murphy, P., & French, E. (2016). A case review: Integrating lewin’s theory with Lean’s System Approach for Change. OJIN: The Online Journal of Issues in Nursing21(2). https://doi.org/10.3912/ojin.vol21no02man04