Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment

Implementing Change With an Interprofessional Approach Presentation NUR 514

Details:
In a fast-paced and complex healthcare setting, change is constant and inevitable. Thus, the advanced practice nurse needs to lead and also conform to the constant altering environment even as they work with a multidisciplinary team or teams. Imagine that your director has assigned you to work with a certain multidisciplinary team that is helping with transition from the present paper-based system to the more modern electronic health record.
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Formulate a PowerPoint presentation encompassing between 10-15 slides in which you are going to examine the situation and the steps that should be employed in order to successfully execute the change. Also, ensure that your PowerPoint slides have 1—250 word speaker notes per slide in order to give them weight. Your presentation should have the following points:

Describe the driving forces that relate to the need for implementing electronic health records.
Identify the key interprofessional stakeholders (both internal and external) that should be
Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment
involved in change efforts.
Outline how you would initiate the change and be a change advocate. Utilizing change theory and innovative models of care, explain how you would provide a structure for the planned change to achieve successful implementation of the EHR.

Rationale for Change

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

The rationale for change was attributed to a number of reasons. The first one was the need for the promotion of patient safety. The reduction in the risk and rate of patient fall was anticipated to translate into the improvement in the safety of patient care. The other need for change was the promotion of quality in care. The adoption of the change aimed at ensuring that the quality of care given to geriatric patients was improved through the minimization of harm. The change also aimed at reducing the cost of care. Patient falls increase the cost of care that patients and their significant others incur in seeking additional care. It also reduces the cost of care incurred by health organizations. The provision of safe, quality and cost-efficient care was therefore anticipated to lead to an improvement in patient satisfaction with care (Tappen et al., 2017).
Goals of the Change

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

Why it Failed

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

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

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

Integrate 3-5 scholarly sources into your presentation.
Background

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

The change that was introduced in our hospital was a fall prevention strategy. The strategy entailed the introduction of the use of hourly nursing rounds as well as call lights in the prevention of patient falls. The main aim of introducing hourly nursing rounds was to identify earlier patients that were at a risk of falls and averting falls. The use of call lights was also introduced. The patients who suspected to be at a risk of falls were required to notify the nurses by pressing on a button that could rely the signal to the nursing station. The intervention was to be implemented in all the inpatient settings in the hospital. Despite robustness in the interventions, the implementation process failed. The failure was attributed to a number of factors. The first one was the high number of patient to nurse ratio. The implementation of the project came at a time when the hospital had experienced a high rate of staff turnover. The available staffs were not adequate to meet the healthcare needs of the patients. There was also lack of involvement of the nurses in the assessment and implementation of the project. They felt that the decision was forced on them. Lastly, the nurses were not provided with training on successful implementation of the project. Cumulatively, these factors contributed to the failure of the project.
Prepare this assignment On according to the guidelines 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 ON  to LopesWrite.
Assignment:
For the week assignment:
Develop a  powerpoint presentation of which your topic is “Implementing Change with an Interprofessional Approach”.  You presenting yourself as APRN leader within your organization, with intent to create positive change on behalf of patients, colleagues and the industry. You might think in the past where change did not go as planned in your Health Care Organization, and with assessment of the situation, you will take steps that will successfully implement a change.  Use the 5 bullet points in the directions and what is in the rubric, be sure to include slide notes (100-250 words per slide), APA format is required with 3-5 recent(within 5 years) resources.
Hi there Class! THis week we are looking at Organizational Change theories and stratgies, which you will discuss the NP role in the interprofessional health care environment and what aspects of stakeholders can affect that role. There will be change theories and collaborative models to review from the resources that will help you see how to promote successful changes, especially in terms of ethical, social, legal, economic and political implications. Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment
Please Note: Assignment will not be submitted to the faculty member until the “Submit” button under “Final Submission” is clicked.
Description

Week 3
Health care is constantly evolving. Effective leaders embrace change and motivate others to be change agents. As discussed in this week’s reading, successful leaders have vision, communicate the vision effectively and lead from there. They inspire change that others want to be a part of. Four commonly used strategies for implementing change are:

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

Change management as an approach to transitioning individuals, teams, and organizations to a desired future state. There a several popular change management models that can be used to help institutions implement change. One model, the ADKAR Model is a 5-step process that starts with awareness of the need to change; the need for the change (the why) is clearly explained. Once the individual is convinced that change is needed, he or she can make a person decision to participate the change. After the change is implemented reinforcement is required to sustain the change.
This week’s assignment:
Consider a situation you experienced previously where change did not go as planned in your health care organization. Create a 10‐15‐slide PowerPoint presentation in which you will assess the situation and the steps that should have been taken to successfully implement change.

Describe the background of the situation, including the rationale for and goal(s) of the change.
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.
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.

Make sure to include slide notes of 100‐250 words for each slide. You are required to cite three to five sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content. While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment
PowerPoint reminders: Slides should only contain bullets with minimal wording. Slide notes are not placed on the slide they are placed below the slide where it states “click to add notes”. The notes are for the presenter not the audience.
– Use bullets to separate out ideas.
– Try to follow the 6 X 6 rule.
– Limit to 6 bullets per slide.
– Limit to 6 words per bullet.
Too much slide information causes confusion.
The audience may become distracted.
The Student Success Center is a great resource. review how to prepare a Power Point presentation.
 
Let love be without hypocrisy Abhor what is evil; cling to what is good. Be devoted to one another in brotherly love; give preference to one another in honor.
Romans 12: 9-10
Topic 3 DQ 2
You have been selected to serve on a community outreach committee within your state’s nursing organization. The committee includes registered nurses of different specialties. At your first meeting, it becomes evident that not everyone is in agreement with a recent position statement about the role of spiritual care, with some members arguing they will no longer support the committee if the position statement is not revised or reversed. As a nurse leader, how could you draw from change theory to address these concerns and encourage collaboration on the committee?
Re: Topic 3 DQ 2
Almost all aspects of our daily life will change at some point or another. There are times when change is accepted with open arms, and other times change is met with resistance. Meeting resistance within an organization or committee is expected when members have originated from different specialties. There are certain models in place that ease the resistance when change is necessary.
As a nurse leader to this community outreach committee, I would use the Eight Steps of Change Process to the best of my abilities to, “combine lesions from traditional theories of change with those of complexity science” (DeNisco & Baker, 2016, p. 111). First, it is important to make sense of the resistance and figure out what exactly some members want revised. A Change team must then be created because “the best change outcomes involve the ideas and expertise of many people” (DeNisco & Baker, 2016, p. 112). Representation from all committee members would be carefully considered. The team then develops a shared vision, and the forces of change are considered. Data and information can be analyzed to assist in this process. Next, a work plan for change implementation would be used. These plans may need to remain flexible or consider multiple actions for one or more objectives (DeNisco & Baker, 2016). The changes need to then be implemented and then evaluated. Time needs to be taken into consideration when these two steps are completed because effective change happens over time. When the needs have been met, refreezing or incorporating the changes into the culture occurs. It is important to take the ideas of all committee members into consideration to ensure effective collaboration with one another. Collaboration from all helps the nurse leader enact changes in the most successful of ways.
Reference
Denisco, S.M., Baker, A.M. (2016). Advanced practice nursing: essential knowledge for the profession. Burlington, MA. Jones & Bartlett Learning.

Bottom of Form
Implementing Change With an Interprofessional Approach Presentation Rubrics
5.0 %Driving Forces of EHRS A description of the driving forces that related to need for implementing EHRs is not included. A description of the driving forces that related to need for implementing EHRs is incomplete or incorrect. A description of the driving forces that related to need for implementing EHRs is included, but lacks supporting detail. A description of the driving forces that related to need for implementing EHRs is completed and includes supporting detail. A description of the driving forces that related to need for implementing EHRs is extremely thorough and includes substantial details.
10.0 %Change Initiative and Being a Change Advocate An outline of how change would be initiated is not included. An outline of how change would be initiated is incomplete or incorrect. An outline of how change would be initiated is included, but lacks supporting detail. An outline of how change would be initiated is completed and includes supporting detail. An outline of how change would be initiated is extremely thorough and includes substantial details.
5.0 %Key Interprofessional Stakeholders Identification of the key interprofessional stakeholders is not included. Identification of the key interprofessional stakeholders is incomplete or incorrect. Identification of the key interprofessional stakeholders is included, but lacks supporting detail. Identification of the key interprofessional stakeholders is completed and includes supporting detail. Identification of the key interprofessional stakeholders is extremely thorough and includes substantial details
5.0 %Impact of the Change on Current Workflows A description of how the change will affect current workflows is not included. A description of how the change will affect current workflows is incomplete or incorrect. A description of how the change will affect current workflows is included, but lacks supporting detail. A description of how the change will affect current workflows is completed and includes supporting detail. A description of how the change will affect current workflows is extremely thorough and includes substantial details.
5.0 %Required Resources for Implementation Identification of required resources for implementation is not included Identification of required resources for implementation is incomplete or incorrect. Identification of required resources for implementation is included, but lacks supporting detail. Identification of required resources for implementation is completed and includes supporting detail. Identification of required resources for implementation is extremely thorough and includes substantial details.
5.0 %Risks Within Implementation A description of potential risks within the implementation plan is not included. A description of potential risks within the implementation plan is incomplete or incorrect. A description of potential risks within the implementation plan is included but lacks supporting detail. A description of potential risks within the implementation plan is completed and includes supporting detail. A description of potential risks within the implementation plan is extremely thorough and includes substantial details.
30.0 %Presentation of Content The content lacks a clear point of view and logical sequence of information. Includes little persuasive information. Sequencing of ideas is unclear. The content is vague in conveying a point of view and does not create a strong sense of purpose. Includes some persuasive information. The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other. The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Includes persuasive information from reliable sources. The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea.
5.0 %Potential Barriers A description of potential barriers when implementing the change and handling resistance is not included. A description of potential barriers when implementing the change and handling resistance is incomplete or incorrect. A description of potential barriers when implementing the change and handling resistance is included, but lacks supporting detail. A description of potential barriers when implementing the change and handling resistance is completed and includes supporting detail. A description of potential barriers when implementing the change and handling resistance is extremely thorough and includes substantial details.
10.0 %Layout The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident. The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text. The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability. The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text. The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text.
10.0 %Language Use and Audience Awareness (includes sentence construction, word choice, etc.) Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of primer prose indicates writer either does not apply figures of speech or uses them inappropriately. Some distracting inconsistencies in language choice (register) or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately. Language is appropriate to the targeted audience for the most part. The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly. The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope.
5.0 %Mechanics of Writing (includes spelling, punctuation, grammar, language use) Slide errors are pervasive enough that they impede communication of meaning. Frequent and repetitive mechanical errors distract the reader. Some mechanical errors or typos are present, but they are not overly distracting to the reader. Slides are largely free of mechanical errors, although a few may be present. Writer is clearly in control of standard, written, academic English.
5.0 %Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) Sources are not documented. Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors. Sources are documented, as appropriate to assignment and style, although some formatting errors may be present. Sources are documented, as appropriate to assignment and style, and format is mostly correct. Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
100 %Total Weightage
Final Submission
Re: Topic 3 DQ 1
In my facility , we have gone thru some changes in our department. Within 45 days, we have lost our manager, supervisor and our director. We were left running on auto pilot, guiding ourselves as a staff of 6 OR nurses. Shortly after we lost our director, we lost 3 more nurses, leaving only 3 OR nurses in our department. Things did not go well for a while. Within 2 weeks of these changes, we were informed we were going to be managed by the Women’s Services Director. There was no correlation in change models. I also don’t believe it had anything to do with the stake holders. I know it was all to do with how we were being run as an organization. Nurses and scrub techs were afraid of losing their license. It became a very usafe environment to work in. Soon after we were being managed by a director of women service, I left as well. She did not know anything about our department and honestly she had no desire to learn. It was a really hard time. When my patients safety began to be compromised over productivity,  I knew it was time to leave. My patietns always come first, not how many cases we could get done in a shift.
Objectives:1. Discuss the advanced registered nurse’s role as change agent within the interprofessional health care environment.
2. Analyze factors driving organizational change within health care organizations, including stakeholders and barriers.
3. Evaluate change theories and collaborative models for promoting successful change.
4. Evaluate the ethical, social, legal, economic, and political implications of practice change.
Study Materials

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