Week 11 – NURS 6053 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. (See attached document). 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.
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· Reflect on how you might implement this change and how you might communicate this change to organizational leadership.
The Assignment (5-minute narrated PowerPoint presentation):
Instructions: Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides that presents a comprehensive plan to implement the change you propose.
Your narrated presentation should be minimum 5 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
** 5 – 6 slides –send enough content on each slide so at the end it will be at least 5 minutes of narrative in length**
** minimum 5 references**
Week 11 – NURS 6053 Change Implementation and Management Plan Sample Paper
The way an organization is run is very important for making sure that its members have a calm, helpful environment. The leadership of an organization is very important for helping to plan, steer, and manage positive change and for helping the organization grow. To make a respectful place to work, everyone involved must work together. Leaders of organizations should try to help their staff members improve their skills and abilities. For an organization to be successful, the people in charge need to be able to lead the workers well and in an efficient way. The jobs, personalities, and attitudes of the leaders are important parts of creating a civil, healthy, and friendly workplace for the employees. This paper will try to explain what my work environment assessment showed. This paper will also look at the research and evidence-based strategies for making a high-performing team collaboration between professionals.
Part 1: Taking a look at the work environment
The Clark’s Healthy Workplace Inventory uses a tool or instrument to figure out how civil the workplace is. This device uses a scale with numbers from 1 to 5 to figure out how true each statement is for the situation. On the scale, a score of 5 means that something is completely true, while a score of 1 means that something is completely false. The whole civility score can be anywhere from 20 to 100. Scores from 90 to 100 show a very healthy workplace, while scores between 80 and 89 show a moderately healthy workplace. The scale also shows that a score between 70 and 79 means a slightly healthier workplace, a score between 60 and 69 means a barely healthy workplace, and a score between 50 and 59 means an unhealthy workplace (Clark, 2015). This machine is used to measure how civil people are at work. It shows how important it is for management to create a good environment for employees.
Describe and evaluate the work environment
The Clarks Healthy Workplace inventory for my workplace gave it a score of 87. This shows that my place of work is generally healthy (Clark, 2015). This result is a result of the high level of good management, respect for each other, self-confidence at work, strong communication, good organizational skills, good leadership, a wide range of knowledge and experience, and, most importantly, reliability and caring together. This is a clear example of how one facility helps and supports another when it comes to staffing. One could say that one institution is ready to step in and help another institution if needed. The organization is known for not being able to compare and contrast the powers of each member, the growth of plans, and the ability to make good decisions. Even so, the institution doesn’t have enough resources to improve job openings, executive development, and growth. This will be bad for the organization because staff members might not feel comfortable recommending outsiders to work for the agency. This will hurt the organization’s reputation, especially if people say bad things about the organization.
Surprises and What the Results of the Test Mean
I was surprised by the results of the evaluation, such as the fact that the organization couldn’t motivate and excite people about job opportunities and didn’t communicate well with its employees. A common thing that some workers think is that important and relevant information is kept from other workers. Most of the employees are not treated well as people who are important to the organization, and there is also some bias when it comes to getting important information to them. The general result of the test backs up this surprise because some of the test questions were correct and others were not. Saying this doesn’t mean that my organization’s management is bad, but it does mean that the organization needs to improve its communication and give its employees more opportunities. Even so, there is also a strong desire to change the way management works in order to keep the institution’s vision, values, mission, and beliefs.
Part 2: Literature Review
The chosen idea for the piece is cognitive rehearsal. This is a good plan of action that is used in the field of behavioral science to stop unethical, intimidating, and dictatorial behavior at work. The use of cognitive rehearsal will help improve both staff members’ ability to communicate and their sense of self-worth. Even so, health care workers will be able to use this model to deal with bad behavior at work. Cognitive rehearsal is a powerful way to teach health care workers how to respond well to rude behavior. In the same way, it gives people the right to accept their own point of view and behavior and look for ways to make a positive difference in the lives of those around them. In the same way, cognitive rehearsal involves instructions and group learning (Clark, 2015). It shows how certain phrases can be used to strengthen constructive mediation, especially in situations where people are insulting and disrespectful.
The result of the evaluation shows that the environment is mostly good. Taking the results of this assessment into account, we can also say that cognitive rehearsal helps healthcare workers learn how to deal with rudeness and lack of courtesy. In order to deal with rude people, everyone has to do their part to make the workplace healthier. As health care workers, we all know that it’s up to management to take serious action against rude and disrespectful behavior. In the same way, nurses have a responsibility to help reduce unethical behavior by learning how to spot it and act in accordance with their organization’s rules and regulations. All health care leaders should try to give their institutions a variety of ways to set up a place for teaching.
Also, it’s important for every company to set up a way for employees to keep learning. This is because cognitive rehearsal can improve communication and make it less likely that people will act badly in any organization (Clark, 2019). In order to improve the health of the workplace, management needs to be given the power to take charge of how cognitive rehearsal is used. Also, the company has a responsibility to give its employees the tools they need to recognize rude and disrespectful communication and respond appropriately (Kile et al., 2018).
Part 3: Strategies that have been shown to work to make a high-performing interprofessional team
Management trust is a structured way to deal with things like incompetence and rudeness at work. Any company that gives its employees a safe, trustworthy, and healthy place to work is sure to be successful. This is because trust gives all workers confidence, warmth, happiness, and satisfaction (Linzer et al., 2019). When office managers create a safe and trustworthy place to work for their employees, it can help them get more done and feel less stressed. Aside from this, the more employees work together and partner with each other, the safer and more trustworthy the workplace becomes. Also, the improvement of labor relations, like in the sector where my company works, can be a motivating factor that encourages workers to strive for high-quality, productive, and friendly care work. A safe and secure healthcare environment gives patients peace of mind and also helps improve their health. This will make care workers feel like they’ve done what they were supposed to do (Wagner et al., 2019)
The company needs to have a culture of making decisions together, where ideas from other employees are seen as good ways to handle management issues at work. Because of this, it’s best to set up a systemic leadership and governance change to encourage and keep leaders who are positive and who can let different teams work together and take part in coming up with solutions that work well in the care activity. The expansion of policies should take into account the ideas of more than just a few office workers in the healthcare sector (Kutney-Lee et al., 2016). When these kinds of methods are used, they encourage people who work for the company to take part and share what they know.
The training of interprofessional groups and the creation of opportunities for professional growth are important parts that could help the organization grow and work together better. This is a process that will help and strengthen healthcare professionals by giving them the knowledge, understanding, awareness, and insight they need. A company that promotes partnership, harmony, joint projects, alliances, and continuing education opportunities for its employees is likely to improve care standards, job performance, and both the staff and patients’ happiness. Interprofessional groups that work well together and talk to each other can help patients get better care (Kreps, 2016). By using these two methods, the company will be much more likely to provide care that makes money and will also run more smoothly (Mayo & Woolley, 2016). Week 11 – NURS 6053 Change Implementation and Management Plan
References
Billings, D.M., Kowalski, K., & McAdams-Jones, D. (2020). Using cognitive rehearsal to build a culture of civility. Journal of Continuing Education in nursing, 51(6), 253-255.doi:10.3928/00220124-20200514-04.
Clark, CM. (2015). Conversations to inspire and promote a more civil workplace. American nurse today, 10(11), 18-23. Retrieve from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdg.
Clark, C.M. (2019). Fostering a culture of respect in nursing. Journal of nursing regulations, 10(1), 44-52. doi:10.1016/s2155- 8256(19)30082-1
Kile, D., Eaton, M., deValpine, M., & Gilbert, R. (2018). The effectiveness of education and cognitive rehearsal in managing nurse-to- nurse incivility: A pilot study. Journal of Nursing management, 27(3), 543-552.doi:10.1111/jonm.12709.
Kreps, G.l. (2016). Communication and effective interprofessional health care teams. International Archives of nursing and health Care 2: 051.doi:10.23937/2469-5823/1510051.
Kutney-Lee, A., Germack, H., hatfield, L., Kelly, S., maguire, P., Dierkes, A., Del guidice, M., & Aiken, L. H. (2016). Nurse engagement in shared governance and patient and nurse outcomes. Journal of Nursing Administration, 46(11), 605-612.doi: 10.1097.nna.0000000000000412.
Linzer, M., Poplau, S., prasad, K., Khullar, D., Brown, R., Varkey, A., Yale, S., Grossman, E., Williams, E., & Sinsky, C. (2019).
Characteristics of health care organizations associated with clinician trust. JAMA Network Open, 2(6), e196201.doi:10.1001/jamanetworkopen.2019.6201.
