Part 4: Recommending An Evidence- Based Practice Change NURS 6052
Walden University Part 4: Recommending An Evidence- Based Practice Change NURS 6052-Step-By-Step Guide
This guide will demonstrate how to complete the Walden University Part 4: Recommending An Evidence- Based Practice Change NURS 6052 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 Part 4: Recommending An Evidence- Based Practice Change NURS 6052
Whether one passes or fails an academic assignment such as the Walden University Part 4: Recommending An Evidence- Based Practice Change NURS 6052 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 Part 4: Recommending An Evidence- Based Practice Change NURS 6052
The introduction for the Walden University Part 4: Recommending An Evidence- Based Practice Change NURS 6052 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 Part 4: Recommending An Evidence- Based Practice Change NURS 6052
After the introduction, move into the main part of the Part 4: Recommending An Evidence- Based Practice Change NURS 6052 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 Part 4: Recommending An Evidence- Based Practice Change NURS 6052
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 Part 4: Recommending An Evidence- Based Practice Change NURS 6052
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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Part 4: Recommending An Evidence- Based Practice Change NURS 6052
Part 4: Recommending An Evidence- Based Practice Change NURS 6052
Introduction
Welcome to this presentation on recommending an evidence-based practice change.
Health care organizations should constantly evaluate their performance and intervene appropriately as situations necessitate. One of the highly recommended interventions is evidence-based practice change. Organizations adopt positive change based on current, relevant, and high-level evidence to solve clinical problems through such changes. The purpose of this presentation is to recommend an evidence-based practice change for addressing workplace incivility. It starts with an overview of the organization before describing the problem, the idea for change, and the plan for knowledge transfer. Other vital sections include an analysis of the measurable outcomes and lessons learned.
Organization’s Overview
The success of an evidence-based change project depends on the organizational policies, attitude towards change, and culture, among other factors. The organization is primarily a general health care facility dealing with inpatient and outpatient services. It is highly centralized, with each department dealing with specific functions. Regarding culture, the organization is primarily an adhocracy. Lepore et al. (2018) defined an adhocracy as a culture where the management supports individual initiatives instead of prescribed rules. Readiness for change can be determined by assessing the organization’s approach to change. It is right to deduce that the organization is highly ready for change since it embraces change. Previous change-driven projects have been a massive success, and the management commits resources to support innovation.
Current Problem
The current problem is workplace incivility. According to Shi et al. (2018), workplace incivility includes rude and discourteous behavior towards colleagues. An uncivil workplace is detrimental to patient care and nurses’ productivity since it hampers workplace relationships and nurses’ wellbeing. It is a leading cause of discomfort and nurse turnover (Shi et al., 2018). Workplace incivility is among the issues that nurse leadership cannot ignore in health care settings. It adversely affects the nursing staff, patients due to low-quality care and the organization due to reduced performance. Stakeholders involved in change-facilitation and/or affected by the problem include the management as change promoters, patients, the nursing staff, nurse leaders, and human resources experts (for awareness programs). The most significant risks include a change in the workplace culture and resistance.
Evidence-Based Idea for a Change in Practice
The evidence-based practice (EBP) approach recommends solving a clinical problem by integrating scientific evidence into clinical practice. As already mentioned, the problem of interest is workplace incivility. After generating evidence, it is crucial to appraise it to get the most relevant evidence for a clinical problem.
Policy interventions and incivility awareness emerged as the most practical interventions for addressing workplace incivility. Such interventions include zero-tolerance policies, a culture of reporting, and education programs on workplace incivility. Cognitive rehearsal can also be integrated into the intervention programs to ensure that nurses are adequately prepared to identify and cope with workplace incivility. The objective is to reduce workplace incivility in the facility within six months.
Plan for Knowledge Transfer
EBP change projects would not be fruitful if the proposed changes are not implemented and knowledge shared. An effective way of knowledge creation is to continue searching and appraising evidence to ensure that changes are based on scientific evidence. Consultative forums and nursing education programs would also be effective in sharing knowledge and generating new ideas. The best way to adopt and implement changes is to share the EBP results with the management to facilitate appropriate practice changes. Dissemination is vital for ensuring that the EBP results reach a wider nursing audience. A policy brief and posting the results on the organization’s education would ensure that information reaches all the organization’s members. Other strategies can be chosen later to share knowledge externally.
Measurable Outcomes
The primary objective of the EBP change project is to reduce workplace incivility. It will lead to better health outcomes, achieved through EBP and shared decision-making (Hoffman et al., 2014). As a result, a combination of incivility awareness programs and policy interventions will promote a more civil workplace in six months. Shi et al. (2018) found workplace incivility a leading cause of anxiety and burnout. The proposed changes will address this problem and others stemming from workplace incivility, like reduced esteem and negative perception of the nursing profession. Reducing workplace incivility is also expected to improve the nurses’ wellbeing and confidence. Doing so will reduce medication errors and improve patient satisfaction since patients will be served better.
Lessons Learned
Research appraisal is a rigorous process which involves systematically evaluating research evidence to determine its relevance and value (Melnyk & Fineout-Overholt, 2018). After the appraisal, four articles were found relevant to workplace incivility prevention. Shi et al. (2018) recommended the importance of informed and resilient nurses to cope with workplace incivility. Armstrong (2018) recommended the need for improving nurses’ ability to recognize and manage workplace incivility, justifying awareness programs. also advised health care managers to improve nurses’ skills. The last article emphasized the need for awareness. According to Kile et al. (2019), awareness programs should be intensified in health care settings to reduce workplace incivility.
The evaluation analyzes articles about workplace incivility from multiple dimensions. It is tedious to analyze articles from multiple dimensions including research methodology, sample size, design, and outcomes. Also, research evidence should be sourced from credible sources with high-level evidence. Systematic reviews are highly reliable since they comprehensively select, analyze, and appraise evidence from multiple data sources. Also, reading the entire article can be time-consuming when searching for evidence. Therefore, it is crucial to rely on the abstract as the guide. Other vital observations include the importance of searching via keywords and in-depth understanding of research databases and the type of articles found in each.
Conclusion
It is crucial to conclude the presentation by summarizing the key findings. One of the major findings is that EBP change promotes positive change in health care by proposing evidence-based interventions for addressing clinical problems. Workplace incivility can be addressed using the same approach where research is sourced from current and relevant evidence. Suitable interventions for addressing workplace incivility include policy changes to promote a new workplace culture and increased awareness on workplace incivility to enable nurses identify and cope with the problem. It is also crucial to share EBP results with other health care providers and the larger nursing profession hence the need for dissemination.
References
Abdollahzadeh, F., Asghari, E., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility?: Nurses’ perspective. Iranian Journal of Nursing and Midwifery Research, 22(2), 157-163. https://doi.org/10.4103/1735-9066.205966
Armstrong, N. (2018). Management of nursing workplace incivility in the health care settings: A systematic review. Workplace Health & Safety, 66(8), 403-410. https://doi.org/10.1177%2F2165079918771106
Hoffman, T. C., Montori, V. M., & Del Mar, C. (2014). The connection between evidence-based medicine and shared decision making. Journal of the American Medical Association, 312(13), 1295–1296. doi:10.1001/jama.2014.10186
Kile, D., Eaton, M., deValpine, M., & Gilbert, R. (2019). The effectiveness of education and cognitive rehearsal in managing nurse‐to‐nurse incivility: A pilot study. Journal of Nursing Management, 27(3), 543-552. https://doi.org/10.1111/jonm.12709
Lepore, L., Metallo, C., Schiavone, F., & Landriani, L. (2018). Cultural orientations and information systems success in public and private hospitals: preliminary evidences from Italy. BMC Health Services Research, 18(1), 1-13. https://doi.org/10.1186/s12913-018-3349-6
Melnyk, B. M., & Fineout-Overholt, E. (2018). Evidence-based practice in nursing & healthcare: A guide to best practice (4th ed.). Wolters Kluwer.
Shi, Y., Guo, H., Zhang, S., Xie, F., Wang, J., Sun, Z., … & Fan, L. (2018). Impact of workplace incivility against new nurses on job burn-out: A cross-sectional study in China. BMJ Open, 8(4), e020461. doi:10.1136/ bmjopen-2017-020461
Change 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 (Arditi, Nayak, & Damci, 2017). Different healthcare institutions are associated with different issues that either require changes in people’s 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.
Executive Summary of the Issue Impacting Organization/Workplace
One 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.
Description of the Change Being Proposed
Changes 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’s 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.
Changing 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.
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Justification for the Change
Addressing 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’s values, ethical behaviors and the development of positive principles which are necessary in resolving conflicts.
Type and Scope of the Proposed Change
Making 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 (Slack & Singh, 2018). The cultural change should also involve the transformation of policies relating to human resource activities.
Stakeholders Impacted By the Change and the Identification Of The Change Management Team
Some 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 (Pitafi, Liu, & Cai, 2018). Other stakeholders that may be impacted by the change include clients/patients that often get engaged directly with the organizational employees.
The 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.
Plan for Communicating the Proposed Change
There 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.
PART 4: RECOMMENDING AN EVIDENCE- BASED PRACTICE CHANGE NURS 6052
Risk Mitigation Plan
The 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’s 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.
Conclusion
Change 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 processes. Transforming cultural practices is necessary in ensuring that there are improvements in the quality services delivery and that clients can enjoy effective services offered. Addressing the cultural change will have significant impact in the organization/workplace. Cultural change will lead to the creating of a positive environment for all the stakeholders, this will lead to the quality in service delivery and the general patient outcomes.
References
Arditi, D., Nayak, S., & Damci, A. (2017). Effect of organizational culture on delay in construction. International journal of project management, 35(2), 136-147. /https://doi.org/abs/pii/S0263786316303052
Currie, D., Gormley, T., Roche, B., & Teague, P. (2017). The management of workplace conflict: Contrasting pathways in the HRM literature. International Journal of Management Reviews, 19(4), 492-509. https://doi.org/10.1111/ijmr.12107
Pitafi, A. H., Liu, H., & Cai, Z. (2018). Investigating the relationship between workplace conflict and employee agility: The role of enterprise social media. Telematics and Informatics, 35(8), 2157-2172. https://doi.org/10.1016/j.tele.2018.08.001
Slack, N. J., & Singh, G. (2018). Diagnosis of organizational culture in public sector undertakings undergoing reforms. Public Organization Review, 18(3), 361-380.: https://doi/org/10.1007/s11115-017-0383-5
EVIDENCE-BASED PROJECT, PART 4: RECOMMENDING AN EVIDENCE-BASED PRACTICE CHANGE
The collection of evidence is an activity that occurs with an endgame in mind. For example, law enforcement professionals collect evidence to support a decision to charge those accused of criminal activity. Similarly, evidence-based healthcare practitioners collect evidence to support decisions in pursuit of specific healthcare outcomes.
In this Assignment, you will identify an issue or opportunity for change within your healthcare organization and propose an idea for a change in practice supported by an EBP approach.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
To Prepare:
- Reflect on the four peer-reviewed articles you critically appraised in Module 4, related to your clinical topic of interest and PICOT.
- Reflect on your current healthcare organization and think about potential opportunities for evidence-based change, using your topic of interest and PICOT as the basis for your reflection.
- Consider the best method of disseminating the results of your presentation to an audience.
The Assignment: (Evidence-Based Project)
Part 4: Recommending an Evidence-Based Practice Change
Create an 8- to 9-slide narrated PowerPoint presentation in which you do the following:
- Briefly describe your healthcare organization, including its culture and readiness for change. (You may opt to keep various elements of this anonymous, such as your company name.)
- Describe the current problem or opportunity for change. Include in this description the circumstances surrounding the need for change, the scope of the issue, the stakeholders involved, and the risks associated with change implementation in general.
- Propose an evidence-based idea for a change in practice using an EBP approach to decision making. Note that you may find further research needs to be conducted if sufficient evidence is not discovered.
- Describe your plan for knowledge transfer of this change, including knowledge creation, dissemination, and organizational adoption and implementation.
- Explain how you would disseminate the results of your project to an audience. Provide a rationale for why you selected this dissemination strategy.
- Describe the measurable outcomes you hope to achieve with the implementation of this evidence-based change.
- Be sure to provide APA citations of the supporting evidence-based peer reviewed articles you selected to support your thinking.
- Add a lessons learned section that includes the following:
- A summary of the critical appraisal of the peer-reviewed articles you previously submitted
- An explanation about what you learned from completing the Evaluation Table within the Critical Appraisal Tool Worksheet Template (1-3 slides)
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 Links to an external site.. 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 7 OF WEEK 10
Submit Part 4 of your Evidence-Based Project. Review the following submission instructions for the type of submission you choose.
SUBMISSION INFORMATION – NARRATED POWERPOINT
Before submitting your final assignment, you can check your draft for authenticity. To check your draft, access the Turnitin Drafts from the Start Here area.
- To submit your completed assignment, save your Assignment as WK11Assgn_LastName_Firstinitial
- Then, click on Start Assignmentnear the top of the page.
- Next, click on Upload Fileand select Submit Assignment for review.
SUBMISSION INFORMATION – KALTURA PERSONAL CAPTURE
To submit your Kaltura media:
- Click on Start Assignmentnear the top of the page.
- Next, click Text Entryand then click the Embed Kaltura Media
- Select your recorded video under My Media.
- Check the box for the End-User License Agreement and select Submit Assignmentfor review.
Congratulations! After you have finished all of the assignments for this module, you have completed the course. Please submit your Course Evaluation by Day 7.
Health organizations operate with the aim of optimizing outcomes such as safety, quality, and efficiency in addressing the needs of their organizations. Often, health organizations operate in highly dynamic and challenging environments. They experience issues such as competition from other organizations, changing consumer needs and preferences, and emerging health problems. These challenges imply that health organizations must embrace change to respond to their current and emerging needs in their markets. Change initiatives provide organizations competitive edge over others involved in the same market niche. Healthcare providers, including nurses play a crucial role in the implementation of change initiatives that address organizational needs. They select evidence-based practice interventions to ensure efficiency in the adopted strategies and realization of optimum safety and quality outcomes in service delivery. Therefore, this presentation examines an organizational issue and proposed change to address it.
The organization I work with is a tertiary hospital. The hospital leads in the region in the provision of specialized and general care to its diverse populations. The hospital has a culture that supports change. First, healthcare providers utilize teamwork in the provision of patient care services. Teamwork aims at ensuring collectivism in the realization of the organizational outcome. The organization also strives to support safety culture. This is achieved by the adoption of evidence-based interventions in the implementation of organizational strategies. Evidence-based strategies optimize outcomes such as safety, quality, and efficiency. There is also the use of open communication among different stakeholders. Open communication ensures the prioritization of the stakeholder needs, views, and concerns. Open communication has strengthened openness and trust among the organizational employees, hence, enhanced teamwork in the provision of patient care. The organization also recognizes the vital role that rewarding performance plays in contributing to employee productivity. As a result, it undertakes biannual performance appraisals and uses them to reward employees and motivate them to explore additional ways of achieving the desired outcomes. These aspects of the organizational culture make it ready to embrace change.
The selected nursing problem in my organization is nursing shortage. The hospital currently experiences an acute shortage of nurses, which has affected the provision of patient care services to the patients. Several circumstances surround the issue of nurses shortage in the hospital. One of them is high rate of nurses’ turnover. The rate of nurses leaving their jobs intentionally has risen significantly over the past years. The rise is attributed to organizational issues such as high workload because of the few nurses, burnout, and occupational stressors associated with the challenge of balancing professional and family life demands. The other factor is unhealthy workplaces. This can be seen from violence targeted at nurses by other nurses and other healthcare providers. Most nurses report experiencing either physical or verbal violence from others, which affect their psychological and physical health, hence, their intention to leave their jobs. The other factor is the low number of nursing students being trained among the American universities. This is attributed to the shortage of faculty staff to train a high number of nurses to address the current shortage. Lastly, more than one million nurses will be retiring in the next decade. This implies that the problem of nursing shortage will persist if no intervention is embraced (Yahya Muabbar & Zayyan Alsharqi, 2020). The affected stakeholders by the problem include nurses and patients. Nurses suffer from high workload while patients are affected by low quality nursing care being given to them. The risks of implementing change include resistance to change from the adopters, inadequate support from health organizations, and disruption of the existing systems and processes by change.
The proposed idea to address the issue of nurses shortage in the hospital is empowering them. The hospital should implement nurse-centered interventions that address their actual and potential needs. The interventions should align with the needs and expectations of the nurses. One of the empowerment strategies that the hospital should consider is rewarding their performance. The hospital should ensure that the remuneration for the nurses aligns with the role and contributions of nurses to its success. The hospital should also implement reward schemes regularly to motivate nurses to engage in additional ways to meet the needs of their patients and theirs too. The other strategy is ensuring health and safe working environment (Challinor et al., 2020). The hospital should ensure the adoption of strict policies that condone behaviors such as violence targeted at nurses. In addition, workplace stressors such as high workload should be addressed to prevent more nurses from leaving their jobs in the hospital. The other empowerment strategy is ensuring flexibility in the nurses’ schedules. The leadership and management should ensure that nurses have flexible schedules that help them to balance between work and family demands. There should also be programs such as counseling for nurses to help them be resilient and develop effective coping skills for managing the workplace demands. These empowerment strategies should be incorporated into the organization’s culture to ensure sustainable change (Farid et al., 2020; Gensimore et al., 2020; Lester et al., 2020; Seren Intepeler et al., 2019).
The plan for knowledge transfer will comprise several interventions. One of them will be training nurses about the selected empowerment strategies. For example, nurses will be enrolled into training sessions where they will be informed about their role in creating safe work environments and advocating for sustainable change. Training will equip them with the competencies they need to drive excellence in nursing practice and protection of nurses’ needs and interests. The second strategy is creating discussion forums for nurses. The forums will enables them to share their issues and potential strategies that should be adopted in the organization. The third strategy for knowledge transfer will be involving nurses in assessing, planning, implementing, and evaluating the selected empowerment strategies. Their involvement will ensure the adoption of interventions that align with nurses’ expectations, hence, their sustainability (Dang et al., 2021). Lastly, best strategies will be incorporated into the organization’s culture. The incorporation will ensure the organization supports evidence-based strategies that contribute to nurses’ retention in the organization.Three dissemination strategies will be adopted. The first one is publishing an article about the results of empowering nurses on the hospital’s nursing staffing levels. Publishing an article will be an effective approach to reaching a large nursing audience. It will also be used in other organization as an evidence-based intervention to address nurses’ shortages. The second dissemination strategy will be presenting results in nursing conferences. The conferences will provide opportunities to share knowledge with other nurses on the effectiveness of the intervention and how to improve it further. The last strategy will be developing new guidelines in the hospital to guide employee management (Dang et al., 2021). The empowerment strategies that prove effective will be incorporated into human resource policies, hence, sustainability in the use of best practices in the hospital.
Several outcomes will be used to assess the effectiveness of nurses’ empowerment in addressing the issue of nursing shortage in the organization. One of them will be the rate of nurses’ turnover. The rates will be compared before the intervention and after it to determine its impact on nursing workforce. The other measure will be nurses’ level of job satisfaction. Surveys, interviews and questionnaires will be administered to determine the satisfaction of nurses with the adopted empowerment interventions. An increase in their level of satisfaction will translate into the success of the intervention. Information about nurses’ intent to leave their jobs will also be obtained before and after the empowerment interventions. A reduction in their intention to leave their jobs will translate into project success. The costs incurred by the organization in hiring, training, and retaining nurses will also be compared before and after empowerment interventions to obtain a true picture of its impacts (Blouin & Podjasek, 2019; Cao et al., 2019).
I learned several things from conducting the evaluation table using the peer-reviewed articles. One of them is the importance of evidence-based data in nursing practice. I learned that nurses should make their decisions based on the best available evidence. The use of evidence-based data ensures optimum outcomes such as safety, quality, and efficiency. The other lesson learnt is the need for nurses to be competent in article critique. This will help them to determine the level of evidence in each article and relevance to their practice. I also learnt that evidence-based data is important in improving patient and nursing outcomes. This could be seen from the enhanced outcomes in the articles included in the review. Organizations influence the use of evidence-based data in their process. Therefore, they should ensure that their culture supports new practices to enhance performance and care outcomes in addressing the needs of different populations.
References
Blouin, A. S., & Podjasek, K. (2019). The Continuing Saga of Nurse Staffing: Historical and Emerging Challenges. JONA: The Journal of Nursing Administration, 49(4), 221. https://doi.org/10.1097/NNA.0000000000000741
Cao, Y., Liu, J., Liu, K., Yang, M., & Liu, Y. (2019). The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study. International Journal of Nursing Sciences, 6(3), 309–314. https://doi.org/10.1016/j.ijnss.2019.05.004
Challinor, J. M., Alqudimat, M. R., Teixeira, T. O. A., & Oldenmenger, W. H. (2020). Oncology nursing workforce: Challenges, solutions, and future strategies. The Lancet Oncology, 21(12), e564–e574. https://doi.org/10.1016/S1470-2045(20)30605-7
Dang, D., Dearholt, S. L., Bissett, K., Ascenzi, J., & Whalen, M. (2021). Johns Hopkins Evidence-Based Practice for Nurses and Healthcare Professionals: Model and Guidelines, Fourth Edition. Sigma Theta Tau.
Farid, M., Purdy, N., & Neumann, W. P. (2020). Using system dynamics modelling to show the effect of nurse workload on nurses’ health and quality of care. Ergonomics, 63(8), 952–964. https://doi.org/10.1080/00140139.2019.1690674
Gensimore, M. M., Maduro, R. S., Morgan, M. K., McGee, G. W., & Zimbro, K. S. (2020). The Effect of Nurse Practice Environment on Retention and Quality of Care via Burnout, Work Characteristics, and Resilience: A Moderated Mediation Model. JONA: The Journal of Nursing Administration, 50(10), 546. https://doi.org/10.1097/NNA.0000000000000932
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Yahya Muabbar, H., & Zayyan Alsharqi, O. (2020). The Impact of Short-Term Solutions of Nursing Shortage on Nursing Outcome, Nurse Perceived Quality of Care, and Patient Safety. American Journal of Nursing Research, 9(2), 35–44. https://doi.org/10.12691/ajnr-9-2-1
Evidenced based medicine (EBM) and shared decision making (SDM) is very important in providing quality healthcare, on a contrary they function completely independently of one another. ‘EBM should begin and end with the patient: after finding and appraising the evidence and integrating its inferences with their expertise, clinicians attempt a decision that reflects their patient’s values and circumstances. And, SDM is the process of clinician and patient jointly participating in a health decision after discussing the options, the benefits and harms, and considering the patient’s values, preferences, and circumstances” (Hoffmann et al., 2014).
I experienced a patient coming into the emergency room on an ambulance with hypertensive crisis, she was stable, alert, oriented and talking. She complained of the usual headache, nausea/vomiting and chest pain. However, she is a known frequent flyer and known for non-compliance with her blood pressure medications. Her blood pressure was 230/123 in triage her preference was to get fixed that day and to be discharged to home until next time. I educated her on the importance of taking your medications daily, making and keeping follow-up appointments with her primary care doctor, the importance of diet and exercising, stroke and heart attack she just wasn’t interested at all. For every solution to her problems this patient had at least 10 excuses, I felt defeated and frustrated because I seem to care more about her life than she did. I had no choice but to accept her preferences and healthcare decisions.
After educating her on the importance of maintaining compliance with medications, routine and follow-up appointments it was all on her. Her treatment plan was to get her new prescriptions filled, take the medicines as directed and follow-up with the doctor and she had already stated that she doesn’t have time for all of that. Start taking medicine for high blood pressure. The value of patient decision on high blood pressure contributed the same treatment plan and recommendations that the emergency room doctor recommended. The value of patient decision states try lifestyle changes first, and if your blood pressure is very high—higher than 160/100, or when either number is higher—you don’t have a decision to make. You definitely need medicine to lower your blood pressure (The Ottawa Hospital Research Institute, 2019). The goal of SDM is to make treatment decisions that are medically appropriate and consistent with the patient’s values, goals, and preferences (Kon, A. A., Davidson, J. E., & Morrison, W, et. al, 2016). I plan on using The value of patient decision professionally and personally. This tool has so much in options, treatment plans and patient outcomes.
Rubric
NURS_6052_Module06_Week10_Assignment_Rubric
| NURS_6052_Module06_Week10_Assignment_Rubric | ||||||
| Criteria | Ratings | Pts | ||||
| This criterion is linked to a Learning OutcomePart 4: Disseminating ResultsCreate a, 8-9-slide narrated PowerPoint presentation of your Evidence-Based Project:Briefly describe the following: your healthcare organization and culture, current opportunity for change, scope of issue, and EBP best practice recommendation.Explain how you would plan knowledge transfer and dissemination.Describe measurable outcomes with the implementation of EBP best practice.Summarize lessons learned. |
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75 pts | ||||
| This criterion is linked to a Learning OutcomeResource Synthesis |
|
5 pts | ||||
| This criterion is linked to a Learning OutcomePresentation Narration |
|
10 pts | ||||
| This criterion is linked to a Learning OutcomePowerPoint 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. |
|
5 pts | ||||
| This criterion is linked to a Learning OutcomeWritten Expression and Formatting—English Writing Standards:Correct grammar, mechanics, and proper punctuation. |
|
5 pts | ||||
| Total Points: 100 | ||||||
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Assignment: Evidence-Based Project, Part 4: Recommending an Evidence-Based Practice Change
Change 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 (Arditi, Nayak, & Damci, 2017). Different healthcare institutions are associated with different issues that either require changes in people’s 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.
Executive Summary of the Issue Impacting Organization/Workplace
One 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.
Description of the Change Being Proposed
Changes 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’s 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.
Changing 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.
Justification for the Change
Addressing 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’s values, ethical behaviors and the development of positive principles which are necessary in resolving conflicts.
Type and Scope of the Proposed Change
Making 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 (Slack & Singh, 2018). The cultural change should also involve the transformation of policies relating to human resource activities.
Stakeholders Impacted By the Change and the Identification
Of The Change Management Team
Some 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 (Pitafi, Liu, & Cai, 2018). Other stakeholders that may be impacted by the change include clients/patients that often get engaged directly with the organizational employees.
The 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.
Plan for Communicating the Proposed Change
There 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.
Risk Mitigation Plan
The 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’s 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.
Conclusion
Change 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 processes. Transforming cultural practices is necessary in ensuring that there are improvements in the quality services delivery and that clients can enjoy effective services offered. Addressing the cultural change will have significant impact in the organization/workplace. Cultural change will lead to the creating of a positive environment for all the stakeholders, this will lead to the quality in service delivery and the general patient outcomes.
References
Arditi, D., Nayak, S., & Damci, A. (2017). Effect of organizational culture on delay in construction. International journal of project management, 35(2), 136-147. /https://doi.org/abs/pii/S0263786316303052
Currie, D., Gormley, T., Roche, B., & Teague, P. (2017). The management of workplace conflict: Contrasting pathways in the HRM literature. International Journal of Management Reviews, 19(4), 492-509. https://doi.org/10.1111/ijmr.12107
Pitafi, A. H., Liu, H., & Cai, Z. (2018). Investigating the relationship between workplace conflict and employee agility: The role of enterprise social media. Telematics and Informatics, 35(8), 2157-2172. https://doi.org/10.1016/j.tele.2018.08.001
Slack, N. J., & Singh, G. (2018). Diagnosis of organizational culture in public sector undertakings undergoing reforms. Public Organization Review, 18(3), 361-380.: https://doi/org/10.1007/s11115-017-0383-5
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