NURS 6053 Assignment Change Implementation and Management Plan Presentation
Walden University NURS 6053 Assignment Change Implementation and Management Plan Presentation-Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053 Assignment Change Implementation and Management Plan Presentation assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for NURS 6053 Assignment Change Implementation and Management Plan Presentation
Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Assignment Change Implementation and Management Plan Presentation depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for NURS 6053 Assignment Change Implementation and Management Plan Presentation
The introduction for the Walden University NURS 6053 Assignment Change Implementation and Management Plan Presentation is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
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How to Write the Body for NURS 6053 Assignment Change Implementation and Management Plan Presentation
After the introduction, move into the main part of the NURS 6053 Assignment Change Implementation and Management Plan Presentation assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for NURS 6053 Assignment Change Implementation and Management Plan Presentation
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for NURS 6053 Assignment Change Implementation and Management Plan Presentation
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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NURS 6053 Assignment Change Implementation and Management Plan Presentation
NURS 6053 Assignment Change Implementation and Management Plan Presentation
INTRODUCTION
Like many other workplaces, healthcare organizations have employees diverse in races, genders, ages, and beliefs, among other factors. Such variations affect their everyday work and their relationship with colleagues and leaders. Leadership approaches and problem-solving strategies also determine the workplace climate. It can be civil or uncivil. To enhance productivity, a detailed diagnosis of the workplace environment is essential. Such a diagnosis assesses the civility level and causes of incivility. The results help nurse leaders and other involved stakeholders to implement appropriate interventions. The purpose of this paper is to describe my workplace environment assessment results, a concept related to the assessment, and appropriate strategies from literature for addressing shortcomings.
Issues Affecting the Workplace
Clark Healthy Workplace Inventory is an effective tool for assessing the workplace climate as far as civility is concerned. The Clark Healthy Workplace Inventory scores revealed that my workplace is moderately healthy. Generally, most of the scores ranged between 3 and 4, giving a total of 87. Oppel et al. (2019) emphasized the need for teamwork and collaboration in the workplace as critical components of civility. However, several areas require massive improvement, with the increased level of confusion among workers regarding their expectations leading in the areas that need to be addressed. The confusion stems from poor and unclear communication from team leaders.
Change Process
The healthcare workers would be sensitized about the impending changes taking place at the organization. This stage would effectively collect the views and perceptions of the workers on this change. The information collected from these workers would effectively design the implementation plan and meet the schedule. This transformation would aim to increase the quality-of-service delivery by promoting coloration among employees.
Justification for Change
Regarding what the assessment results suggest about the health of my workplace, a score of 87 indicates that the working environment is not civil. Although the scores show a moderately healthy environment, poor communication between supervisors and practitioners is prevalent. Communication problems reveal a relationship gap undermining civility in the organization. I have experienced several instances of communication breakdown, suggesting the need for addressing this area adequately. For instance, there was a time when our supervisor did not give comprehensive directions regarding how nurses should conduct ward rounds and who to cover specific shifts.
Introduction: Issues Affecting the Organization
The workplace environment assessment revealed that our organization faces a problem of incivility. The incivility is attributed to the lack of shared vision, values, and team norms in the organization and limited trust between and among formal leadership and other members of the workplace. In addition, the incivility is contributed by a lack of emphasis on staff wellness and self-care and the allocation of limited resources to promote employees’ professional growth and development. Employees in the organization do not completely feel they are perceived as assets and valued partners. This can be attributed to the limited celebration of individual and collective achievements of employees and the lack of equitable publicization. This has contributed to low staff satisfaction, engagement, and morale.
In this presentation, I will discuss the proposed change, the rationale for the change, and the stakeholders that will be affected. In addition, I will identify the team involved in change management and describe the plan for communicating change and risk mitigation plans.
Proposed Change
The proposed change to address employees’ low job satisfaction, engagement, and morale is an employee wellness program. The wellness program will encompass workplace outreach, counseling services, and the promotion of wellness activities. The program will aim at providing psychological support to the employees. This is anticipated to improve employees’ productivity and increase morale (Buljac-Samardzic et al., 2020). It is also expected to reduce turnover rates and absenteeism and build camaraderie among the employees, contributing to a high-performance team.
When an organization builds a culture focused on employee wellness, they usually have a more engaged workforce. The wellness activities help to strengthen the relationships between employees and the leadership team. They can increase the likelihood that an employee will remain with the organization for a long time (Buljac-Samardzic et al., 2020). A wellness program will help to reduce or eliminate chronic stress that reduces employees’ productivity leading to unnecessary absenteeism from sickness. This is a developmental change since it improves or corrects the existing aspects of the organization and will focus on improving organizational processes. The scope of change is the organization’s managerial level. For a successful change, the organization’s managers and leaders will have to put effort into implementing a wellness program.
Impacted Stakeholders and Change Management Team
The stakeholders that the change will impact are the organization’s employees, including the
medical and non-medical teams. They are the target of the Employee wellness program and will benefit from improved mental health wellness secondary to reduced stress levels in the workplace (Kernan et al., 2020). The program will improve the employees’ work performance, morale, and productivity. When employees participate in wellness programs together, especially team-based activities, they will strengthen their relationships with one another, support each other, and hold each other accountable for their goals. Participating in wellness activities will also help the employees with team bonding and camaraderie, improving their communication and collaboration in the workplace.
The change management team will include the Human resource manager, Hospital administrator, and Heads of departments. The HR manager will be involved in planning the activities for the wellness programs and identifying the various employees’ needs that should be addressed to improve their engagement and productivity. The administrator will approve the finances for the programs (Kernan et al., 2020). Besides, the head of departments will take part in identifying employees’ needs in their various departments and communicating them to the HR manager.
Communication and Risk Mitigation Plans
The change management team will be involved in communicating the proposed change to the employees in the organization. The head of departments will be tasked with communicating about the wellness program to employees in their departments, including the program’s benefits. Besides, they will collect employee feedback on the activities that can be included in the wellness program to build camaraderie. Internal memos and official employees’ emails will also be used to communicate the change to the staff (Weinstein, 2022). The memos and emails will include information on upcoming wellness activities, dates, venues, and anticipated benefits.
Wellness program participation can result in injuries or adverse effects on employees, which may increase the risk of lawsuits by employees. This will be mitigated by the HR manager ensuring the staff gives informed consent meaning that the employees are aware of what the program involves and their rights (Weinstein, 2022). Confidentiality of employees’ information will be prioritized. The employees will be assured that their health information will be kept confidential and will not be utilized for any purpose other than the wellness program.
Conclusion
Low civility levels in our organization have contributed to low staff satisfaction, engagement, and morale. The organization does not emphasize staff wellness and self-care. The proposed change is an employee wellness program to improve employees’ productivity and increase morale. Building a culture focused on employee wellness in the organization will contribute to a more engaged workforce. Employees will be the stakeholders impacted by the wellness program since it will reduce stress levels, improve their mental health, and increase work engagement. The change management team will include the HR manager, hospital administrator, and Heads of departments.
References
Buljac-Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. (2020). Interventions to improve team effectiveness within health care: a systematic review of the past decade. Human Resources for Health, 18(1), 1-42. https://doi.org/10.1186/s12960-019-0411-3
Kernan, G., Cifuentes, M., Gore, R., Kriebel, D., & Punnett, L. (2020). A Corporate Wellness Program and Nursing Home Employees’ Health. Frontiers In Public Health, 8, 531116. https://doi.org/10.3389/fpubh.2020.531116
Weinstein, M. (2022). Strategic Choice and Implementation of Workplace Wellness Programs in the United States. Healthcare (Basel, Switzerland), 10(7), 1216. https://doi.org/10.3390/healthcare10071216
Executive Summary
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.
Change and Justification
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.
Scope of Change
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.
Stakeholders and Management Team
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.
Communicating Change
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.
Risk Mitigation
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.
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.
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 narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change 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
By Day 2 of Week 11
Submit your narrated Change Implementation and Management Plan.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
- Please save your Assignment using the naming convention “WK11Assgn+last name+first initial.(extension)” as the name.
- Click the Week 11 Assignment Rubric to review the Grading Criteria for the Assignment.
- Click the Week 11 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
- Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK11Assgn+last name+first initial.(extension)” and click Open.
- If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
- Click on the Submit button to complete your submission.
Grading Criteria
To access your rubric:
Week 11 Assignment Rubric
Check Your Assignment Draft for Authenticity
To check your Assignment Draft for Authenticity:
Submit your Week 11 Assignment draft and review the originality report
Submit Your Assignment by Day 2 of Week 11
To participate in this Assignment:
Week 11 Assignment
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.
Module 5: Organizational Change (Weeks 10-11)
Laureate Education (Producer). (2018). Forecasting Organizational Change [Video file]. Baltimore, MD: Author.
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Learning Objectives
Students will:
- Recommend strategies to lead organizational change
- Justify plans for implementing and managing organizational change in organizational/workplace settings
- Create plans for communicating proposed changes to stakeholders
- Recommend risk mitigation plans when managing organizational changes
| Due By | Assignment |
| Week 10, Days 1–7 | Read the Learning Resources. Begin to compose your Assignment. |
| Week 11, Day 1 | Continue to compose your Assignment. |
| Week 11, Day 2 | Deadline to submit your Assignment. |
Learning Resources
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
- Chapter 4, “Practice Model Design, Implementation, and Evaluation” (pp. 99–154)
Required Media
Rubric Detail
Select Grid View or List View to change the rubric’s layout.
Content
Name: NURS_6053_Module05_Week11_Assignment_Rubric
| Excellent | Good | Fair | Poor | ||
| Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose. 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).· A description of the changes being proposed.· Justifications for the changes, including why addressing them will have a positive impact on your organization/workplace. | Points Range: 32 (32%) – 35 (35%)Presentation provides an accurate and detailed executive summary of the issues that are currently affecting an organization/workplace.Presentation accurately and completely describes in detail the changes being proposed.Presentation accurately and thoroughly details justifications for the changes, including a thorough and complete explanation of why addressing these changes will have a positive impact on the organization/workplace. | Points Range: 28 (28%) – 31 (31%)Presentation provides an accurate executive summary of the issues that are currently affecting an organization/workplace.Presentation accurately describes the changes being proposed.Presentation accurately justifies the changes, including an accurate explanation of why addressing these changes will have a positive impact on the organization/workplace. | Points Range: 25 (25%) – 27 (27%)Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague or inaccurate.Presentation describes the changes being proposed that is vague or inaccurate.Presentation vaguely or inaccurately justifies the changes, including a vague or inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace. | Points Range: 0 (0%) – 24 (24%)Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague and inaccurate, or is missing.Presentation describes the changes being proposed that is vague and inaccurate, or is missing.Presentation vaguely and inaccurately justifies the changes, including a vague and inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace, or is missing. | |
| · Details about the type and scope of the proposed changes.· Identification of the stakeholders impacted by the changes.· Identification of a change management team (by title/role).· A plan for communicating the changes you propose.· A description of risk mitigation plans you would recommend to address the risks anticipated by the changes you propose. | Points Range: 27 (27%) – 30 (30%)Presentation accurately and thoroughly details the type and scope of the changes proposed.Presentation accurately and clearly identifies the stakeholders impacted by the changes.Presentation accurately and completely identifies a change management by title/role that is detailed.Presentation accurately and thoroughly proposes a detailed plan for communicating the changes proposed.
Presentation accurately and thoroughly describes in detail risk mitigation plans recommended to address the risks anticipated by the changes proposed. |
Points Range: 24 (24%) – 26 (26%)Presentation accurately details the type and scope of the changes proposed.Presentation accurately identifies the stakeholders impacted by the changes.Presentation accurately identifies a change management by title/role.Presentation accurately proposes a detailed plan for communicating the changes proposed.
Presentation accurately describes risk mitigation plans recommended to address the risks anticipated by the changes proposed. |
Points Range: 21 (21%) – 23 (23%)Presentation details the type and scope of the changes proposed that is vague or inaccurate.Presentation identifies the stakeholders impacted by the changes that is vague or inaccurate.Presentation identifies a change management by title/role that is vague or inaccurate.Presentation proposes a detailed plan for communicating the changes proposed that is vague or inaccurate.
Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague or inaccurate. |
Points Range: 0 (0%) – 20 (20%)Presentation details the type and scope of the changes proposed that is vague and inaccurate, or is missing.Presentation identifies the stakeholders impacted by the changes that is vague and inaccurate, or is missing.Presentation identifies a change management by title/role that is vague and inaccurate, or is missing.Presentation proposes a detailed plan for communicating the changes proposed that is vague and inaccurate, or is missing.
Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague and inaccurate, or is missing. |
|
| Include a narrated presentation that is 5–6 minutes in length. | Points Range: 27 (27%) – 30 (30%)Narrated presentation accurately and completely summarizes the presentation responses. Audio recording is professional in nature and thoroughly addresses all components of the presentation. Presentation should be aesthetically organized and easy to follow with an introduction, purpose statement, and conclusion | Points Range: 24 (24%) – 26 (26%)Narrated presentation adequately summarizes the presentation responses. Audio recording is professional in nature and adequately addresses the components of the presentation. | Points Range: 21 (21%) – 23 (23%)Narrated presentation vaguely, inaccurately, or incompletely summarizes the presentation responses. Audio recording may be professional in nature and somewhat addresses the components of the presentation. | Points Range: 0 (0%) – 20 (20%)Narrated presentation vaguely and inaccurately summarizes the presentation or is missing. Audio recording is not professional in nature and inaccurately and incompletely addresses the components of the presentation, or is missing. | |
| Written Expression and Formatting – English writing standards:Correct grammar, mechanics, and proper punctuation | Points Range: 5 (5%) – 5 (5%)Uses correct grammar, spelling, and punctuation with no errors. | Points Range: 4 (4%) – 4 (4%)Contains a few (1 or 2) grammar, spelling, and punctuation errors. | Points Range: 3.5 (3.5%) – 3.5 (3.5%)Contains several (3 or 4) grammar, spelling, and punctuation errors. | Points Range: 0 (0%) – 3 (3%)Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding. | |
| Total Points: 100 | |||||
Name: NURS_6053_Module05_Week11_Assignment_Rubric
CHANGE IMPLEMENTATION AND MANAGEMENT PLAN
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.
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 Uploader guide found in the left menu of your classroom. This guide 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 Uploader 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.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
- Please save your Assignment using the naming convention “WK11Assgn+last name+first initial.(extension)” as the name.
- Click the Week 11 Assignment Rubric to review the Grading Criteria for the Assignment.
- Click the Week 11 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
- Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK11Assgn+last name+first initial.(extension)” and click Open.
- If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
- Click on the Submit button to complete your submission.
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.
The issues affecting my organization include low employee satisfaction, engagement, and morale especially among novice nurses. This has been attributed to the lack of a comprehensive mentoring program for novice nurses. New hires are usually attached to a preceptor for a limited time until the employees adapt to the job environment. Besides, the organization’s leadership team has not placed much emphasis on staff wellness and self-care. The employees perceive that the leadership team does not commit adequate resources to foster their professional growth and development.
The proposed change is to establish a mentorship program for employees in the organization. Nurses in the organization will be recruited into a mentorship and program where they will be asked to choose their mentors; particularly experienced nurses who will guide mentor them in their careers. Novice nurses will be paired with experienced nurses eager to be involved in the program. The mentors will be responsible for making conscious decisions to assist their mentees in their career development and build long-term relationships (Buljac-Samardzic et al., 2020). Every two weeks, a 1-hour support session will be held offsite for the novice nurse and the mentor to hold an open-ended discussion about their progression as a novice nurse.
Mentorship programs are crucial for career development. A nurse mentor program will be developed and implemented to improve new registered nurses’ satisfaction and intent to stay in the organization. The mentorship program will outline the steps to transition from being a novice to an experienced nurse (Weng & Zhu, 2020). Mentoring fosters support and socialization for new nurses. This improves their job satisfaction rate and intention to stay, thus reducing turnover and nursing shortage. Using experienced nurses to mentor and support novice nurses through the mentorship program will be imperative for a successful mentorship program. Furthermore, implementing a mentorship program will facilitate a successful transition to employment for the new registered nurses by providing technical and emotional support.
The Mentorship program will be a developmental type of change since it will enhance the existing aspects of the organization. Besides, it will seek to improve organizational processes (Gyansah & Guantai, 2018). The change will be at the managerial level. The organization’s leadership team will need to commit resources to the program for its success.
The stakeholders who will be impacted by the Mentorship program will include Nurses, the leadership team, and patients. Novice nurses will be greatly impacted by the change since they will be paired with experienced nurses who will guide them in applying theoretical knowledge to real-life clinical situations (Compton & Rich, 2020).
The leadership team will be impacted since the program will increase nurses’ job satisfaction and intention to stay. This will alleviate the turnover and nursing shortage problem in the organization.
Patients will be impacted since novice nurses will be able to provide better care thus improving outcomes.
The change management team will include the HR department and nurse supervisors.
The HR department will implement the mentorship program and ensure resources are provided for its implementation (Weng & Zhu, 2020).
The nurse supervisors will ensure that novice nurses in the unit are paired with experienced nurses to mentor them.
The Mentorship program will be communicated through internal memos to all hospital units and employees’ work emails. Experienced nurses will be requested to submit their names to the HR department if they would wish to mentor novice nurses. Novice nurses who wish to be part of the program will also be requested to submit their names. Each new nurse hire will be informed of the program and be allowed to voluntarily sign up for it.
Anticipated risks from the proposed change include unrealistic expectations from the mentor to the mentee and vice-versa. This will be addressed by recommending they set mentoring objectives and goals at the beginning (Wissemann et al., 2022). There may also be unfair manipulation on the part of the mentor/mentee. This will be mitigated by proper training to prepare the mentors and mentees for their roles.
Our organization is facing the issue of low employee satisfaction, engagement, and morale, especially among novice nurses. This is associated with a lack of mentorship and limited emphasis on staff wellness and self-care. The proposed solution is a mentorship program for novice nurses. The novice nurses will be paired with experienced nurses for career and emotional support. This aims at increasing job satisfaction and reducing turnover and shortage. The change management team will include the HR department and nurse supervisors.
References
Buljac-Samardzic, M., Doekhie, K. D., & van Wijngaarden, J. D. (2020). Interventions to improve team effectiveness within health care: a systematic review of the past decade. Human Resources for Health, 18(1), 1-42. https://doi.org/10.1186/s12960-019-0411-3
Compton, L., & Rich, D. (2020). Development of a Nurse Mentorship Program. Journal of Obstetric, Gynecologic & Neonatal Nursing, 49(6), S10. doi:10.1016/j.jogn.2020.09.020
Gyansah, S., & Guantai, K. (2018). Career Development in Organizations: Placing the Organization and Employee on the same pedestal to enhance maximum productivity. May, 17, 95-110.
Weng, Q., & Zhu, L. (2020). Individuals’ career growth within and across organizations: A review and agenda for future research. Journal of Career Development, 47(3), 239-248. https://doi.org/10.1177/0894845320921951
Wissemann, K., Bloxsome, D., De Leo, A., & Bayes, S. (2022). What are the benefits and challenges of mentoring in midwifery? An integrative review. Women’s health (London, England), 18, 17455057221110141. https://doi.org/10.1177/17455057221110141
Rubric Detail
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Name: NURS_6053_Module05_Week11_Assignment_Rubric
| Excellent | Good | Fair | Poor | |||
| Create a 5- or 6-slide PowerPoint that presents a comprehensive plan to implement changes you propose. 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).· A description of the changes being proposed.· Justifications for the changes, including why addressing them will have a positive impact on your organization/workplace. | 36 (36%) – 40 (40%)The narrated presentation accurately and completely presents a comprehensive plan to implement proposed changes.The narrated presentation accurately and thoroughly describes the issues currently affecting the organization in an executive summary.The narrated presentation accurately and clearly describes the proposed changes.The narrated presentation accurately and clearly provides justifications for the changes, including why addressing them will have a positive impact on the organization. | 32 (32%) – 35 (35%)The narrated presentation adequately presents a comprehensive plan to implement proposed changes.The narrated presentation adequately describes the issues currently affecting the organization in an executive summary.The narrated presentation adequately describes the proposed changes.The narrated presentation adequately provides justifications for the changes, including why addressing them will have a positive impact on the organization. | 28 (28%) – 31 (31%)The narrated presentation vaguely, inaccurately, or incompletely presents a plan to implement proposed changes.The narrated presentation inaccurately or vaguely describes the issues currently affecting the organization in an executive summary.The narrated presentation inaccurately or vaguely describes the proposed changes.The narrated presentation inaccurately or vaguely provides justifications for the changes, including why addressing them will have a positive impact on the organization. | 0 (0%) – 27 (27%)The narrated presentation vaguely, inaccurately, and incompletely presents a plan to implement proposed changes.The narrated presentation inaccurately and vaguely describes the issues currently affecting the organization in an executive summary or executive summary is missing.The narrated presentation inaccurately and vaguely describes the proposed changes or proposed changes are missing.The narrated presentation inaccurately and vaguely provides justifications for the changes, including why addressing them will have a positive impact on the organization or justifications are missing. | ||
| · Details about the type and scope of the proposed changes.· Identification of the stakeholders impacted by the changes.· Identification of a change management team (by title/role).· A plan for communicating the changes you propose.· A description of risk mitigation plans you would recommend to address the risks anticipated by the changes you propose. | 27 (27%) – 30 (30%)The narrated presentation accurately and thoroughly details the type and scope of the proposed changes.The narrated presentation accurately and clearly identifies the stakeholders impacted by the changes.The narrated presentation accurately and completely identifies a change management team by title/ role.The narrated presentation accurately and thoroughly proposes a detailed plan for communicating the changes proposed.
The narrated presentation accurately and thoroughly describes recommended risk mitigation plans that address the risks anticipated by the changes proposed. |
24 (24%) – 26 (26%)The narrated presentation adequately details the type and scope of the proposed changes.The narrated presentation adequately identifies the stakeholders impacted by the changes.The narrated presentation adequately identifies a change management team by title/ role.The narrated presentation adequately proposes a detailed plan for communicating the changes proposed.
The narrated presentation adequately describes recommended risk mitigation plans that address the risks anticipated by the changes proposed. |
21 (21%) – 23 (23%)The narrated presentation vaguely or inaccurately details the type and scope of the proposed changes.The narrated presentation vaguely or inaccurately identifies the stakeholders impacted by the changes.The narrated presentation vaguely or inaccurately identifies a change management team by title/ role.The narrated presentation vaguely or inaccurately proposes a detailed plan for communicating the changes proposed.
The narrated presentation vaguely or inaccurately describes recommended risk mitigation plans that address the risks anticipated by the changes proposed. |
0 (0%) – 20 (20%)The narrated presentation vaguely and inaccurately details the type and scope of the proposed changes or proposed changes are missing.The narrated presentation vaguely and inaccurately identifies the stakeholders impacted by the changes or stakeholders are missing.The narrated presentation vaguely and inaccurately identifies a change management team by title/ role or change management team is missing.The narrated presentation vaguely and inaccurately proposes a detailed plan for communicating the changes proposed or communication plan is missing.
The narrated presentation vaguely and inaccurately describes recommended risk mitigation plans that address the risks anticipated by the changes proposed or recommendations are missing. |
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| Resource Synthesis | 5 (5%) – 5 (5%)Using proper in-text citations, the response fully integrates at least 2 outside resources and 2 or 3 course-specific resources.PowerPoint presentation includes references slide. | 4 (4%) – 4 (4%)Using proper in-text citations, the response fully integrates at least 2 outside resources and 1 course-specific resource.PowerPoint presentation includes references slide. | 3 (3%) – 3 (3%)Using proper in-text citations, the response minimally integrates outside and course-specific resources.PowerPoint presentation includes references slide. | 0 (0%) – 2 (2%)The response does not integrate outside and course-specific resources or no in-text citations are used.References slide is incomplete or missing. | ||
| Presentation Narration | 10 (10%) – 10 (10%)Narration is present. | 0 (0%) – 0 (0%) | 0 (0%) – 0 (0%) | 0 (0%) – 0 (0%)Narration is missing. | ||
| PowerPoint Presentation:The presentation is professional; images are appropriately attributed; images are clear. The presentation text is readable. Presentation flows well and is presented in a logical order. | 9 (9%) – 10 (10%)The presentation is professional; images are appropriately attributed; images are clear. The presentation text is readable. Presentation flows well and is presented in a logical order. | 8 (8%) – 8 (8%)Eighty percent of the presentation is professional; images are appropriately attributed; images are clear. The presentation text is readable. Presentation flows well and is presented in a logical order. | 7 (7%) – 7 (7%)Sixty to seventy nine percent of the presentation follows these guidelines: presentation is professional; images are appropriately attributed; images are clear. The presentation text is readable. Presentation flows well and is presented in a logical order. | 0 (0%) – 6 (6%)Less than sixty percent of the presentation follows these guidelines: presentation is professional; images are appropriately attributed; images are clear. The presentation text is readable. Presentation flows well and is presented in a logical order. | ||
| Written Expression and Formatting—English Writing Standards:Correct grammar, mechanics, and proper punctuation. | 5 (5%) – 5 (5%)Uses correct grammar, spelling, and punctuation with no errors. | 4 (4%) – 4 (4%)Contains a few (one or two) grammar, spelling, and punctuation errors. | 3 (3%) – 3 (3%)Contains several (three or four) grammar, spelling, and punctuation errors. | 0 (0%) – 2 (2%)Contains many (five or more) grammar, spelling, and punctuation errors that interfere with the reader’s understanding. | ||
| Total Points: 100 | ||||||
Name: NURS_6053_Module05_Week11_Assignment_Rubric
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