NUR 514 Implementing Change With an Interprofessional Approach Presentation
University:
Grand Canyon University
NUR 514 Implementing Change With an Interprofessional Approach Presentation
Paper Instructions
Assessment Description
As an advanced registered nurse, you will serve as a leader within your organization. Part of this role will entail being a change agent and spurring positive change on behalf of patients, colleagues, and the industry.
Consider a situation you experienced previously where change did not go as planned in your health care organization.
Create a 10-15-slide PowerPoint presentation in which you will assess the situation and the steps that should have been taken to successfully implement change.
Create speaker notes of 100-250 words for each slide. Include an additional slide for the title and references.
For the presentation of your PowerPoint, use Zoom to create a video presentation. Refer to the topic Resources for additional guidance on recording your presentation with Zoom. Include an additional slide for the Zoom link at the beginning and another at the end for References.
Include the following in your presentation:
- Describe the background of the situation and the rationale for and goal(s) of the change. Consider the ethical, social, legal, economic, and political implications of practice change in your response.
- Outline the advanced registered nurse’s role as change agent within the interprofessional and dynamic health care environment.
- Identify the key interprofessional stakeholders (both internal and external) that should be involved in change efforts.
- Discuss an appropriate change theory or model that could be used to achieve results. Explain why the theory or model selected is best for the situation. Include the ethical, social, legal, economic, and political implications of applying the change management strategies to practice change in your response.
- As an advanced registered nurse, outline how you would initiate the change.
- Describe the impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take if the change is unsuccessful.
- Predict what additional factors will drive upcoming organizational change for the organization and outline the advanced registered nurse’s role as change agent.
- You are required to cite three to five sources to complete this assignment. Sources must be published within the past 5 years and appropriate for the assignment criteria and nursing content.
- Refer to the resource, “Creating Effective PowerPoint Presentations,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.
- While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
- This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
- You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
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Sample Answer
Introduction & Purpose of the Presentation
Change in healthcare through inter-professional collaboration enhances quality care delivery. Different situations necessitate changes in nursing practice and healthcare organizations, including the rise in care demands against an insufficient nursing workforce.
Stakeholders’ involvement in change is important to attain the set goals and objectives (Kyle et al., 2024). Again, change theories allow healthcare organizations and professionals to implement innovative approaches to care delivery (Polit et al., 2020).
The purpose of this presentation is to discuss a change implementation plan using an inter-professional team in health facility. The change will focus on enhancing the nursing workforce to meet care demands in the facility.
Background to Situation & Rationale for Change
At the core of the current situation is the hectic schedule due to a rise in work shifts to meet the seasonal demand by patients. Busy times in healthcare practices associated with filled appointments and high patient volumes can present overwhelming work stress and pressure for nurses.
The situation leads to overworking and high workload for nurses. The situation in the facility entails a rise in calls and appointments by patients. Most of the patients cannot get appointments while nurses continue to overwork to meet these demands.
The proposed solution or change is engaging medical answering services specialists to deal with these calls (Polit et al., 2020). The rationale of the proposed change is to reduce workload and manage the high patient numbers leading to more demand.
These changes are critical to improving service quality and patient care experiences. The change will also reduce the nurses’ workload and improve efficiency through better performance.
Goals of Change
The goals of the proposed change include reducing the workload among nurses and ensuring that they have sufficient time and interactions with patients. The change will also improve the quality of care and patient experience (Shadmi et al., 2020) Nurses will also attain better outcomes through an expected reduction in workload that will translate into less fatigue and burnout, especially those in critical care areas in the facility.
The fourth goal of this change is to enhance patient experience and satisfaction levels by prompt service delivery and enhanced interactions with nurses (Polit et al., 2020). Again, the program will enhance psychological wellness of nurses and other healthcare providers.
Implications of Practice Change
Practice change in nursing and healthcare is a critical component of evidence-based practice. The implications of change in this case go beyond addressing the expectations of the internal stakeholders. The change will impact various aspects in the setting, from better service delivery for patients to increased efficiency and workflow (Kyle et al., 2024).
The welfare of healthcare workers affects their delivery and performance. As such, this change will enhance nurses’ wellness and psychological perspectives (Yoder-Wise et al., 2022). The implication is practice change is that it will involve all stakeholders and building of team-based care delivery.
Role of Advanced Registered Nurse as Change Agent & Dynamic Healthcare
Environment
Change is an essential aspect of nursing care, especially in the dynamic healthcare environment that implores the use of cultural competent care. Change agents have skills and power to influence and guide the change process to achieve set goals.
Nurses are change agents due to their experience, especially advanced registered nurses, and their role as patient advocates (Harrison et al., 2020). They are also frontline care providers and influence not just patients but other stakeholders.
Again, the role of the advanced registered nurse in this change process is to influence a change mindset and transformational approach to care delivery (Yoder-Wise et al., 2022). The nurse will work through inter-professional team to deliver the proposed intervention despite the dynamic nature of the healthcare environment.
Stakeholders in Change Efforts
The stakeholders in this change process will entails individuals and organizations affected by the proposed transformation and influence overall success. The stakeholders play a significant role; either actively or passively. The stakeholders are either internal or external.
The internal stakeholders in this case will include the executives and project sponsors, healthcare professionals of various cadres, and information technology (IT) staff as well as the support staff. External stakeholders include patients and their families, the medical answering specialists and their organizations and regulatory or government agencies (Yoder-Wise et al., 2022).
The other group of stakeholders critical to the implementation of the proposed change entail professional organizations that develop practice standards in collaboration with government agencies.
Change Theory & Appropriateness
Change theories guide the implementation of change and organizational transformation, including in healthcare. The proposed change model or theory is Kurt Lewin’s three-step change process. The model emphasizes the dynamic role of organizations and their cultures. The model has three steps that include unfreezing, changing, and refreezing.
Unfreezing entails evaluating the need for change (Yoder-Wise et al., 2022). At this stage, stakeholders, especially internal, evaluate the need for change and convince others to accept the transformation. Unfreezing unveils different issues that organization sets out to improve.
The changing stage is where the team will implement the proposed changes. The changing phase entails using evidence-based approaches to integrate change. Once the change is positive and leads to efficiency, it becomes part of the organizational culture and integrated in processes and other aspects of running the entity (Kyle et al., 2024).
The models is appropriate since it entails few steps. The model is not complex and emphasizes organization or holistic approach to change implementation.
Ethical, Legal, Economic, Political, &Social Implications of Change Management Strategies
Ethical, legal, economic, political and social issues affect change management strategies as changer implementers must ensure that all requirements related to these aspects are integrated in the process. Ethical issues focus on values the change model will create, especially in ensuring that it does not violate set norms and values.
Legal implications mean that when using the model, it must comply with all laws and regulations concerning such activities (Harrison et al., 2020). The economic value associated with the implementation of such programs justify the use change management strategies, especially when they are cost-effective.
Political issues are based on organizational structures and power bestowed on managers. As such these implications are essential to improve delivery of change as proposed by the presentation.
Initiating Change as an Advanced Registered Nurse
Advanced registered nurses (ARN) initiate change to improve care delivery and their wellness. In this case, the proposed change will alleviate fatigue and increased workload leading to better performance and efficiency. Initiating change in this case will involve deploying Lewin’s change model, outlining the vision for change, and developing an effective communication plan (Yoder-Wise et al., 2022).
The nurse will also engage stakeholders and collect their views on the implementation of the proposed change. Motivating nurses will also enhance their abilities and perspectives to attain organizational changes by implementing the proposed interventions. Nurses will work with the medical services answering specialists where they require clarity and clarification from patients calling the facility for services.
Initiating Change as a Nurse Leader
The nurse will also implement standards of practice and ethical approaches to the change. The establishment of a team and change champions or agents in the nursing department will be critical to attaining the suggested changes (Kyle et al., 2024).
The nurse will also develop roles and responsibilities of team members and assign them appropriate roles to attain the proposed change (Yoder-Wise et al., 2022). Finally, initiating change will entail collection of views and getting feedback from all stakeholders about the project and its benefits to providers and patients.
Effects of Unsuccessful Change to the Organization
Unsuccessful change implementation can have devastating effects on the organization and motivation among employees and the management. The proposed change focuses on reducing workload and improving care delivery.
However, ineffective and unsuccessful implementation will lead to organizational loss of resources, reduced patient satisfaction, and limit the facility’s attractiveness. It will also lower the volume of patients and exacerbate the present situation.
The organization will also experience a decline in efficiency and corresponding rise in stress and possible burnout (Yoder-Wise et al., 2022). These effects are negative and should warranty implementation of certain steps to correct the failure.
Potential Steps by Inter-professional Team
The possible steps by the inter-professional team to correct the situation will include restructuring the entire change process, gathering feedback on the possible causes of the failure, and even using a different change model (Kaligorou et al., 2020).
The team may also have to develop SMART goals to be practical and ascertain that the changes will offer a better approach to resolving the current failure. The team will also develop social support approaches for the change process and improve communication. These aspects will be critical to arresting any mistakes in the process. I
Additional Factors in Upcoming Organizational Change
The team should also consider other factors in the upcoming change due to the failure of the implementation. These factors include an evaluation of the organizational culture, particularly development of a learning organizational culture. The team will also assess the possibility of change resistance among the nurses in the facility and the ethical values underpinning the intention for change (Butts et al., 2021).
The team should also consider creating or crafting a new change model with the support of the organization’s leadership and executive management. Additional factors also include offering social support to the change team and the implementers, especially nurses in the facility.
Nurse’s Role as a Change Agent in the Situation
Nurses are change models and agents who influence colleagues and patients to embrace transformation. The nurses will act as role models and change agents in the situation and work collaboratively with all stakeholders (Butts et al., 2021). They will also advocate the deployment of effective strategies and approaches to the change process, including working through interdisciplinary teams.
They should also be liaison between the change team and the management, offering feedback from patients and colleagues about the efficacy of the proposed changes (Wallin et al., 2020). As such, improving care delivery due to changes in demand implores nurses to embrace innovative approaches and changes through appropriate models like Lewin’s change theory.
Conclusion
Organizational change is inevitable, even when undesirable among stakeholders. Change enables organizations and providers to enhance quality care delivery and organizational culture. Change ensures that nurses can address emerging issues like the rise in care demand and influx of patients seeking appointment.
As such, organizations and providers can leverage technologies and specialists to address workload challenges emanating from a rise in demand for care. Developing teams and using appropriate change models will help nurse leaders implement innovative changes. The use of medical service answering specialists will help reduce the current workload pressure and improve patient outcomes and experience.
References
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Bartlett Learning.
DeLaune, S. C., Ladner, P. K., McTier, L., & Tollefson, J. (2023). Fundamentals of nursing. Cengage AU.
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Mears, S., Babalola, T. & Le-Dao, H. (2020). Where
Do Models for Change Management, Improvement and Implementation Meet? A Systematic
Review of the Applications of Change Management Models in Healthcare.
Dovepress Journal, 13 85-108. DOI
- Polit, D., & Beck, C. (2020). Essentials of nursing research Appraising evidence for nursing practice.
Lippincott Williams & Wilkins.
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