NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

Walden University NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN – Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

The introduction for the Walden University NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN 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.

How to Write the Body for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

After the introduction, move into the main part of the NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

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.

Stuck? Let Us Help You

Completing assignments can sometimes be overwhelming, especially with the multitude of academic and personal responsibilities you may have. If you find yourself stuck or unsure at any point in the process, don’t hesitate to reach out for professional assistance. Our assignment writing services are designed to help you achieve your academic goals with ease. 

Our team of experienced writers is well-versed in academic writing and familiar with the specific requirements of the NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN assignment. We can provide you with personalized support, ensuring your assignment is well-researched, properly formatted, and thoroughly edited. Get a feel of the quality we guarantee – ORDER NOW. 

Sample Answer for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

Summary of Organizational Issues

The identified organizational issue for the NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN assignment, which has the potential of affecting performance is low level of employee motivation. Employee motivation is considered a critical determinant of organizational performance and competitiveness. Highly motivated employees are focused on providing innovative care and high quality services to the patients.

The other issue identified in my organization is the moderate engagement of the employees in team activities. Teamwork is important for the collective realization of the organizational goals. Low or moderate engagement of the staffs in teamwork activities has an effect on the safety, quality and efficiency of care given to the patients. Low morale among the employees and moderate engagement in teamwork activities increase the risk of job dissatisfaction as well as employee turnover rates. Therefore, the proposed change in the project in the NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN assignment is the provision of rewards to the employees based on the results of performance evaluation.

Justification, Type and Scope of Change

Rewarding performance is needed in the organization because of a number of reasons. Firstly, rewarding employee performance will improve their morale. The employees will feel recognized by the organization. They will also feel that the organization recognizes their contribution to organizational success and competitiveness. Rewarding performance will also improve employee-job satisfaction. The employees will develop a sense of ownership and empowerment towards their roles in the organization. As a result, the rate of employee turnover will reduce significantly. Rewarding performance will also strengthen the culture of quality and improved performance. The incorporation of rewards into organizational practices will create a culture of employee recognition, hence, quality and performance (Sharma et al., 2018). The proposed change is related to human resource management. The change aims at improving the existing human resource practices through the recognition of the contributions of the employees.

 Stakeholders Impacted by Change

The proposed change will affect a number of stakeholders. One of them will be patients. Patients will benefit from the provision of high quality, efficient and effective care by the motivated employees. Patients will also benefit from a dedicated workforce that will focus on utilizing evidence-based data in the provision of patient care. Healthcare providers will also benefit from the change. The contributions of the healthcare providers to the success of the organization will be recognized. The healthcare providers will also benefit through their improved motivation and satisfaction with their jobs. The healthcare providers will also have to embrace interventions that strengthen teamwork, patient-centeredness and quality in their organizations. The other stakeholder that will be impacted by the change are the human resource managers. Human resource managers will have to come up with compensation packages that will be used for rewarding the performance of the employees (Hayes, 2018). The managers and leaders in the organization will also have to explore, implement and support interventions that improve employee morale, engagement in teamwork activities and job satisfaction. 

Change Management Team

The change management team will comprise of managers. The managers will be from the various departments where the change will be implemented. Managers, including nurse managers will play the role of leading the implementation of the change in their units. They will also implement interventions that address barriers to the change. Nurse managers will also provide feedback on the employee performance and effectiveness of the change and improvement strategies that are required.

The other member of the change management team will be the human resources manager. The human resources manager will play the roles of determining the needs of the employees in the organization and reward schemes that should be implemented. The manager will also guide the development of performance evaluation tools that will be used in making decisions related to the performance of the employees.

The next member of the team will be finance manager. Finance manager will determine the cost implications of the change to the organization and its sustainability. Leaders, including nurse leaders will also be involved in the change management. Nurse leaders will ensure that the proposed change aligns with the mission and vision of the organization. They will also ensure that effective leadership styles are incorporated into the implementation of the change. Representatives from all the cadres will also be part of the team. The representatives will provide information related to the needs of the other employees alongside leading the implementation process. 

Communicating Change

Open channels of communication will be utilized in communicating the proposed change. Open channels of communication will entail ensuring the free flow of information from the employees to managers and senior management and vice versa. Open communication will also entail encouraging the employees to express their needs, issues and concerns that relate to the change. The other approach to communicating change will be setting expectations and roles for the implementers of change. ​

The employees will be informed about the behaviors that are expected of them and benchmarks for evaluation. Communicating roles and expectations will inform the employees about the behaviors that need to be embraced for the successful implementation of the change. The other approach to communication that will be embraced is ensuring honesty and clarity in communicating change. Honesty will ensure that the team members and implementers of change develop trust among the employees, hence increasing the adoption process (Hagger et al., 2020). The last approach to communication will be setting expectations for the employees. The expectations will be used as evaluation benchmarks for their performance. Therefore, the consideration of the above aspects will contribute significantly to the successful implementation of change in the organization. 

Risk Mitigation Plan

One of the risk mitigation plans that will be utilized in the proposed change is training the employees about the change. The employees will be trained on the aims of the change, its evaluation and behaviors that will be expected from them. Training will ensure that the staffs develop the required knowledge and skills to promote the change.

The second risk mitigation strategy will be strengthening active stakeholder involvement (Wensing et al., 2020). All the stakeholders will be actively involved in all the project initiatives to encourage their empowerment and ownership of the change. Active involvement will also minimize resistance to change. Open channels of communication will also be utilized. The stakeholders will be provided with clear, accurate and timely information about the change and its progress in the adoption process. Open communication will eliminate doubts and barriers that might limit the success of the change.

The next strategy will be facilitating change. Change will be facilitated through the provision of support opportunities such as coaching, mentoring, and supervision (Ericson-Lidman & Strandberg, 2021). Regular assessments will be done to ensure that the employees develop the desired behaviors that will drive performance, safety and efficiency in service provision. 

Conclusion

• Change is important for organizational success​
• Influences employee performance​
• Change management interventions are critical​
• Active stakeholder involvement should be prioritized 

References 

• Ericson-Lidman, E., & Strandberg, G. (2021). Change agents’ experiences of implementing a new organizational culture in residential care for older people: A qualitative study. Nordic Journal of Nursing Research, 2057158521995994. https://doi.org/10.1177/2057158521995994​
• Hagger, M. S., Cameron, L. D., Hamilton, K., Hankonen, N., & Lintunen, T. (2020). The Handbook of Behavior Change. Cambridge University Press.​
• Hayes, J. (2018). The Theory and Practice of Change Management. Palgrave.​
• Sharma, N., Herrnschmidt, J., Claes, V., Bachnick, S., Geest, S. D., & Simon, M. (2018). Organizational readiness for implementing change in acute care hospitals: An analysis of a cross-sectional, multicentre study. Journal of Advanced Nursing, 74(12), 2798–2808. https://doi.org/10.1111/jan.13801​
• Wensing, M., Grol, R., & Grimshaw, J. (2020). Improving Patient Care: The Implementation of Change in Health Care. Wiley.

Sample Answer 2 for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

Executive Summary

The issue affecting our organization is the different perspectives in solving the shortage crisis. The main issues revolving around solving the constant problem of physician shortage include uneven care whereby health consumers receive different levels of care determined by the level of insurance plan. The number of off-time is influenced by patients only being served on weekdays and limited on nightshift and weekends. Inflexibility is another factor influenced by the ability of the nurse practitioners and physician assistants to deliver the same quality based on primary care. Lack of efficiency due to the limited ability for more care by the physician is influenced by compliance-related activities such as electronic medical record administration.​

​Description of Change Being  Proposed 

Changes that are being proposed include attracting more nurses to primary care roles. The change will help in alleviating physician shortage. The difference will be solved since the nurses will help offer self-care advice that is effective for general health requires less medical attention. It is also essential to increase the policy initiative aimed at supporting human resource development. Policies are effective in helping to keep healthcare human resources professionals finding qualified personnel by making people want to join the healthcare field, thus managing the crisis. Giving healthcare workers a voice in shaping policies is an effective way to change the shortage crisis. The insight from healthcare workers in policymaking can help make changes to the shortage crisis.

Justification for Change 

The positive impact that our organization will have if the changes are implemented include alleviating the physician shortage. Therefore, by our organization attracting more nurses to primary care roles, the uneven care issue will be managed, thus managing the shortage crisis. Increasing the policy initiative to support human resource development change will help make training more accessible. Lastly, giving healthcare workers a voice in shaping the policy is effective in making the changes more effective in clinical settings.​

Type and Scope of Proposed Change 

The scope of change is achieved by adjusting the timeliness, cost, and budget to implement the decision made about a certain issue impacting an organization. The type of change and scope of the proposed change is the developmental change. The developmental change effectively improves the corrections within our organization, thus overcoming the challenge of shortage crisis. The main stakeholders impacted by the change include the organization at large since they will receive a positive reputation due to patient satisfaction. Additionally, the physician will overcome the challenges of burnout due to overworking. The patient will benefit from quality care due to an increase in the number of physicians within the organization.​

Identification of Change Management Plan 

Change practitioners are responsible for supporting and equipping people with integrated strategies and plans.​

Financiers who are responsible for contributing to a successful outcome.​

Management who perform their role in communicating and liaison thus leading to a successful change.​

A physician plays a role in encouraging the need for change.

A Plan for Communicating the Change You Propose

The plan for communicating the change I have proposed includes making the members concerned about the change aware of the changes needed and their benefits to the hospital. It is also essential to select credible leaders who will help deliver the message. Make communication face to face since it can easily be aided by the use of facial expression and body language. Additionally, the department addressing the issue should reinforce creating a feedback loop.The risk mitigation plans that I would recommend include controlling and reducing the probability of unwanted risks, such as increasing a high cost during the implementation of the suggested changes. Additionally, acceptance gives a finite chance to modify what does not work effectively.​

The healthcare organization’s workplace environment assessment revealed a score of 60 out of 100 for workplace civility, indicating that the workplace is scarcely healthy. Issues including incivility, poor communication, and a lack of effective conflict resolution skills have been identified as areas requiring improvement. The COVID-19 pandemic caused a shift in administrative priorities, resulting in increased difficulties in sustaining a healthful work environment. Incivility has been observed, particularly with external vendors such as security officers. Employee recommendation scores that are consistently poor and the lack of regular assessments of company culture point to the importance of making adjustments. The proposed change entails the implementation of a comprehensive program emphasizing collaborative leadership and cognitive rehearsal to improve communication, conflict resolution, and collaboration among healthcare professionals and foster a more respectful and supportive work environment.

The proposed change involves implementing a comprehensive program centered on collaborative leadership and cognitive rehearsal to resolve workplace civility issues and improve organizational health in the healthcare setting. The program seeks to improve all healthcare professionals’ communication, collaboration, and conflict-resolution skills. Through interactive seminars, role-playing exercises, and simulations, employees will be prepared to address incivility in the workplace with respect and accountability. The proposed change aims to improve employee well-being, enhance team performance, and decrease turnover rates by fostering a culture of respect and support. The program’s emphasis on collaborative leadership will motivate participants to help bring about organizational change, and the cognitive rehearsal exercises will provide healthcare professionals with the self-assurance and coping mechanisms they need to deal with challenging patient interactions. The ultimate goal of this change is to foster a more positive and harmonious workplace for the sake of both staff and patients.

Using collaborative leadership and cognitive rehearsal (CR) to address workplace civility will have a transformative effect on the organization by addressing key areas of concern.

First, it will enhance employee well-being by fostering a respectful and supportive work environment, thereby reducing tension and increasing job satisfaction. This positive environment will result in increased employee productivity and morale (Ramli, 2019). Secondly, the change will enhance team performance through the adoption of collaborative leadership practices, fostering effective communication and teamwork among healthcare professionals. This increased synergy will result in enhanced patient care coordination and outcomes.

Lastly, the proposed change will contribute to a reduction in attrition rates by directly addressing workplace incivility and fostering a culture that prioritizes employee welfare. The organization’s ability to maintain a stable and experienced staff is directly tied to its ability to provide excellent care to patients, thus keeping good employees is a top priority (Turner, 2019).

 ​Sample Answer 3 for NURS 6053 CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

Executive Summary of Issues

Based on Clark Health Workplace Inventory, my organization is facing several issues. The most significant of these is the lack of a comprehensive mentorship program for all employees. Other issues include the lack of employee morale, satisfaction, and engagement; lack of evident collaboration and teamwork, and lack of enough resources for professional growth. It is also evident that the hospital does not promote active engagement in governance and shared decision-making. Shared governance and engagement will help in sustaining the change initiative (French-Bravo, 2015)

. There are issues in how the organization values employees and considers them important partners. With a better mentorship program, these issues will be solved efficaciously because employees will own the change implementation process.

Description of Proposed Change

Since the hospital is performing averagely in the majority of areas except the lack of a comprehensive mentorship program for all employees.  The proposed change involves creating a mentorship program in the workplace. Since employee engagement is poor in the organization, the aim will be to encourage more engagement that can result in higher morale and teamwork. With this planned change, the hospital will have a policy that promotes collaboration and involvement in critical organizational processes and decision making. Increased collaboration will help improve patient safety besides boosting employee morale (Morley & Cashell, 2017). It will also be possible to address disagreements in a responsible and respectful manner. A mentorship program will help address all other issues identified in the assessment.

Justifications for the Change

As observed, the organization does not provide sufficient resources for professional growth. A mentorship program will help employees learn more, implying that they will be more proficient in taking more roles. Thus, problems relating to the lack of opportunities for career development and promotion will be resolved. Employees will take part in the change process by selecting people who can mentor them. The mentorship program will equip employees with the skills they need in their job. It will also be possible for employees to express themselves, which has been a challenge in the past. Positive relationships in the workplace are critical in enhancing the wellbeing of everyone (Schön Persson, Nilsson Lindström, Pettersson, Andersson & Blomqvist, 2018). Eventually, the mentorship program will improve profitability for the organization.

Type and Scope of the Proposed Change

The type of proposed change in my organization is organization-wide change. It will involve enabling every employee to learn more from mentors, which will increase engagement. Employees will propose for people in the organization who they believe have the capacity to mentor others. The mentors will undergo training, after which interested employees will attend weekly meetings to learn from the mentors. The organization will develop topics for mentorship with a focus on organizational and career goals. Mentors will address these topics. The mentorship program will apply to the workplace only and will not be extended outside the organization. Otherwise stated, mentorship will exclusively benefit the organization.

Stakeholders Impacted by the Change and the Change Management Team

Employees who will enroll in the mentorship program will have better opportunities in the organization. They will get more motivation to work because of increased engagement with their mentors. Mentors, on the other hand, will benefit from more opportunities in their career, as well as more skills gained from training. The change management team will be headed by the mentorship director who will oversee the entire change implementation. Under the director will be the mentors who will help in helping employees get involved in activities to help them grow professional. Mentor-protégé relationships help improve outcomes in nursing care (Eller, Lev & Feurer, 2014). Mentors will be based in different units within the organization.

Plan for communicating the Change and Mitigating Risk

All employees will receive emails regarding the date of proposing mentors. The official company email will be used. Unit managers will inform employees to act upon the emails in their regular meetings. One of the risks expected in implementing the proposed change is the lack of participation in the choosing mentors. This is because employees may not be comfortable being mentored by individuals within their units. There are already issues in how employees interact in the organization.  To mitigate this risk, employees will be free to choose mentors from other units. They will also be free to report to the mentorship director in case of any issues.

References

q Eller, L., Lev, E., & Feurer, A. (2014). Key components of an effective mentoring relationship: A qualitative study. Nurse Education Today, 34(5), 815-820. doi: 10.1016/j.nedt.2013.07.020

q French-Bravo, M. (2015). Shared Governance: The Role of Buy-in in Bringing About Change. The Online Journal of Issues in Nursing, 1. DOI: 10.3912/OJIN.Vol20No02PPT02

q Morley, L., & Cashell, A. (2017). Collaboration in Health Care. Journal of Medical Imaging and Radiation Sciences, 48(2), 207-216. doi: 10.1016/j.jmir.2017.02.071

q Schön Persson, S., Nilsson Lindström, P., Pettersson, P., Andersson, I., & Blomqvist, K. (2018). Relationships between healthcare employees and managers as a resource for well-being at work. Society, Health & Vulnerability, 9(1), 1547035. doi: 10.1080/20021518.2018.1547035

1. An executive summary of the issues that are currently affecting your organization/workplace

This Change Implementation and Management Plan’s goal is to identify the problems currently plaguing our company/workplace and suggest a solution that would improve things. It is clear from the last Workplace Environment Assessment that there are a number of areas that need to be improved, including communication, collaboration, and efficiency. We suggest deploying a brand-new project management software system to resolve these problems because it will improve productivity overall and streamline processes.

2. A description of the change being proposed

A unified platform for project planning, task delegation, teamwork, document management, and communication will be made available via this program. It will enable effective team collaboration, efficient resource allocation, and real-time visibility into the status of the project.

​NURS 6053 Assignment Personal Leadership Philosophies Essay

Personal Leadership Philosophies 

Effective leadership styles and skills demonstrated by nurses and nurse leaders develop a powerful influence on how health care provider’s work. Studies show that organizations with effective leadership styles have better relationships, reduced staff turnover, limited conflicts and enhanced staff involvement in work and better use of resources. As leaders, nurses must possess core values based on their personal leadership philosophy that mirrors what they believe are characteristics of effective leadership. Leadership philosophies provide guidance in situations where nurses have to make difficult decisions (Asamani et al., 2016). The personal leadership philosophies in this article will address my core values, mission statement and the findings from the Clifton Strengths Assessment. The article will present a plan on enhancing my behaviors and achieve personal vision.  

Personal Philosophy & Description of Core Values 

Personal leadership philosophy guides the leader’s conduct and their reactions to others and immediate situations. Imperatively, my leadership philosophy is utilizing positive core values in developing expectations for those I serve while modeling transformational leadership behavior which leads to the attainment of a set vision and corresponds to the overall attainment of common purpose and goals.  

A leader’s core values are internal characteristics based on ethical principles that guide leadership conduct. According to Speranza and Pierce (2019), core values are tied to the moral guidance of an individual which regulates and directs the decisions that one makes. Individuals with robust internal moral values have an increased tendency of making decisions that mirrors their internalized ethical values or perspective and cannot bend them to match others if they do not match. My core values are the moral principles that are expected of an effective leader, and they include authenticity and responsibility, open-mindedness and transparency, integrity and respect, developing trusting relationships, and dependability.  

Leaders need to demonstrate genuine trust in their actions to be authentic and be responsible by showing that they are dependable, fulfill their promises, and possess a sense of loyalty. Integrity implies that a leader is truthful and consistent based on their honest conduct. Effective leader-subordinate relationship requires a leader to show respect to others and dependability means that one is reliable. Based on these core values, leaders should build trusting relationship, possess high levels of integrity, and model dependability to be authentic. Authentic leadership allows one to attain influence over subordinates and in their workplace (Speranza & Pierce, 2019). Each leader should endeavor to develop influence which relies on their characteristics or core values. Emotional intelligence that enables a leader to show empathy, compassion, and feelings for others, moves a leader to increased interest in others and have influence in their organization.  

Leaders should show high interest in others by listening to them in an open-minded way and accept criticism to develop corrective actions to improve on their leadership style. Lastly, the leaders should have restorative capability, especially in healthcare management (Asamani et al., 2016). Restorative talents ensure that a leader does not surrender when issues arise, but instead uses evidence-based practice (EBP) interventions and intuition to create innovative solutions to address the challenges. Health care leaders who deploy restorative talents create plans that support restorative care that include offering holistic care for patient to attain highest levels of functionality and autonomy.