NUR 514 Benchmark – Electronic Health Record Implementation Paper 

Grand Canyon University NUR 514 Benchmark – Electronic Health Record Implementation Paper   – Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NUR 514 Benchmark – Electronic Health Record Implementation Paper   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 NUR 514 Benchmark – Electronic Health Record Implementation Paper  

Whether one passes or fails an academic assignment such as the Grand Canyon University NUR 514 Benchmark – Electronic Health Record Implementation Paper   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 NUR 514 Benchmark – Electronic Health Record Implementation Paper  

The introduction for the Grand Canyon University NUR 514 Benchmark – Electronic Health Record Implementation Paper   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 NUR 514 Benchmark – Electronic Health Record Implementation Paper  

After the introduction, move into the main part of the NUR 514 Benchmark – Electronic Health Record Implementation Paper   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 NUR 514 Benchmark – Electronic Health Record Implementation Paper  

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 NUR 514 Benchmark – Electronic Health Record Implementation Paper  

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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Sample Answer for NUR 514 Benchmark – Electronic Health Record Implementation Paper 

Health care delivery evolves in multiple dimensions as nursing professionals and stakeholders invent new strategies for addressing complex patient needs. Central to this advancement is nursing informatics, which involves synthesizing nursing, information, and computer sciences to manage and communicate data and information (McGonigle & Mastrian, 2021). Nursing informatics enables providers to integrate tools, technologies, and methods to collect, analyze, and apply vast health care data. Such improved capabilities empower nurses to implement electronic health records (EHRs) for improved patient outcomes. The purpose of this paper is to describe the process of implementing a new EHR within a practice setting purposed to capture data to inspire improvements and quality change.

Opportunity for Tracking Care Improvement

Opportunities for tracking care improvement are characterized by intensive and accurate data collection, analysis, and management to address performance gaps. A suitable opportunity in the current practice where EHR implementation would be highly beneficial is using real-time data to identify high-risk patients to prevent 30-day unscheduled readmission. According to Ashfaq et al. (2019), precise readmission risk prediction could effectively guide health care practitioners in deciding whether a patient is ready for discharge or should be enrolled in an intervention program. An EHR-driven prediction model would enable the health care facility to collect the relevant data when the patient is receiving care to predict the readmission probability at discharge.

The problematic nature of readmissions requires nursing practitioners to have timely, accurate, and sufficient data for informed decision-making. A database is critical to operations management since it promotes precise, consistent data storage. In the present tech-based nursing, the sequence of primary care visits usually represents the patient in an EHR. In this case, the most critical data is what identifies patients and their health conditions. Ashfaq et al. (2019) categorized this data into demographic features and the patient’s clinical state. Demographic features include the patient’s age, gender, residence, and the type of visit. Clinical state data include lab results, diagnoses, and vitals recorded during an inpatient visit. 

Role Informatics Plays in Ability to Capture Data

Informatics is the spine for data-driven nursing and informed use of innovative technological systems for high-quality care. Among many roles, informatics enables nurses and other health care staff to collect timely data in different formats from multiple sources. Nursing informatics facilitates the safe storage of essential data since it can be backed up by ensuring it is available in multiple devices and systems. As Dash et al. (2019) mentioned, nursing informatics facilitates data organization during collection for easy analysis. Such organization is witnessed when patient’s clinical data is matched with their needs. Generally, informatics makes data readily available for decision-making and ensures care providers can access it in multiple formats as situations necessitate.

Implementing electronic health systems is intensive since they consume time and resources. Applying the appropriate project management strategies and methodologies can effectively support informatics initiatives to improve quality within the clinical practice. Valuable strategies to manage and implement complex projects include goal-oriented leadership and utilizing a work breakdown structure. Visionary leadership allows a team to work together for a common goal. It prevents potential conflicts when executing projects by clarifying roles and supervising progress. Alam and Gühl (2022) described a work breakdown structure as organizing the work into manageable sections. These sections (smaller components) allow efficient resource allocation, planning, and evaluation of key deliverables.

Leaders apply different project management methodologies depending on the scope and type of work involved. Inevitably, nursing informatics projects require precision and integration of models that promote efficient resource utilization. The waterfall methodology can be used to support informatics initiatives. Rubio (2022) represented the waterfall model as flowing the project’s phases downward. Nurse leaders and other health care staff implementing change must complete one project’s phase before moving to the next. The other methodology is the agile approach, characterized by adaptive work management and project planning (Rubio, 2022). In this method, quality improvement leaders are open to change and embrace a flexible management approach to realize the targeted goals.

Systems and Staff Members Needed in Design and Implementation Process

Effective EHR implementation combines multiple systems, staff members, and skills. A health information system would be critical since it helps care providers gather, organize, and collect data to improve health outcomes and reduce costs. A robust technological system is also necessary to ensure the new EHR captures, analyzes, and shares data safely. Regarding staff members, the nurse informaticist should be involved in all critical phases, including design and implementation. According to McGonigle and Mastrian (2021), nurse informaticists combine clinical skills and health information technology (IT) to guide organizations in advancing technology to improve care quality. Their skills and guidance are essential for positive outcomes as far as the system’s design and implementation are concerned. Other staff members include system designers, physicians, departmental leaders, and IT technicians.

The advanced registered nurse is critical in promoting evidence-based practice and leading quality and performance improvement initiatives within this setting. One such role is serving as a change agent to address performance gaps. Change agents use their clinical and analytical skills in nursing to identify areas where the desired goals are not achieved (Ericson-Lidman & Strandberg, 2021). In response, they propose evidence-based interventions to reduce the gap between the achieved and desired health outcomes. The advanced registered nurse is also responsible for policy change and advocacy. Nsiah et al. (2019) illustrated patient advocacy as promoting patient safety and high-quality care by protecting patients and advancing their interests. The nurse plays similar roles by designing interventions for improving patient safety and achieving high-quality care, like burnout reduction programs, environmental modification strategies, and patient monitoring via telehealth. The organization fosters a culture of change to encourage innovative projects.

Strategies for Implementing EHR Proposal

Implementing a new EHR system could be seamless or challenging, depending on the approaches used in critical phases. As Aguirre et al. (2019) stated, the entire process commences with an in-depth evaluation of the workflows, followed by defining preferences and user needs. In the proposed project, such needs include software, hardware, and user requirements to ensure the EHR runs efficiently and executes its roles as expected. The next step is communication to ensure clinicians and all targeted users understand the purpose of the new EHR and how to use it in predicting and preventing readmissions. Aguirre et al. (2019) further recommended staff education to equip users with the foundational knowledge for safe and effective EHR use. Transition to the new EHR should happen after piloting and when all user needs are addressed. To ensure effective management of resources, teamwork should be embraced at all levels. Nurses should also be trained in groups to save time and training resources.

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Professional, Ethical, and Regulatory Standards Implementation

EHRs are characterized by massive data collection, storage, and exchange between providers. Adherence to the established standards is critical for safe and competent use. Professional standards for the system’s design and implementation include EHR usability and interoperability. Usability denotes an easy-to-use system that allows nursing professionals to perform different tasks accurately and with minimal effort. Li et al. (2021) illustrated interoperability as health information systems’ ability to work together within and across organizational boundaries to facilitate effective patient care. Interoperable systems promote safe and quick information exchange between care providers. A lack of interoperability increases clinician workload and is a key barrier to patient safety.

Ethical standards in the design and implementation of the new EHR are centered on privacy, security, and confidentiality essentials. To promote these principles and ensure data integrity, EHR systems should have the appropriate technical and physical safeguards for data protection (Basil et al., 2022). Regulatory considerations have much to do with using certified EHR technology. Certified technology that allows clinicians to store data in a structured format facilitates efficient data capturing and sharing (CMS.gov, 2023). Such structuring enables nursing professionals to retrieve and transfer patient data easily for improved patient outcomes.

Evaluation of the Success of EHR Implementation

EHR implementation is cumbersome since it introduces new technologies, tools, and processes into routine patient care. Evaluation is critical to determining whether the project achieved the desired goals (Hamilton et al., 2020). From a staff perspective, the new EHR should enable nurses to track and respond to potential readmissions more effectively. A post-implementation feasibility study can help to determine how the EHR empowers nurses to achieve better outcomes. From a setting perspective, the new EHR should reduce costs associated with readmissions. As a result, a comparative analysis of the readmissions rate six months before and after its implementation would be an accurate reference point. To patients, implementing the new EHR would reduce readmissions and improve care experiences. To ensure continuous quality improvement in practice, nurses should be regularly trained on key aspects of the system, including usage, security, and ethical compliance. The system should also be upgraded as situations oblige to optimize capacity and secure it from emerging security threats.

Leadership Skills and Project Management to Collaborate with Interprofessional Teams

Interprofessional teams comprise members with diverse skills, values, and work approaches. Leadership skills to enable such teams to collaborate and provide evidence-based, patient-centered care include clear goals, respect, and active engagement of members. Respect and engagement foster a culture of inclusion, enabling a diverse workforce to work together to achieve a shared goal (Stanford, 2020). Clear goals, open communication, and problem-solving are valuable project management skills for an interprofessional team to collaborate and provide evidence-based, patient-centered care. Leadership theories also guide nursing professionals in change management and decision-making regarding effective patient care. The adaptive leadership theory underlines supporting staff competencies to achieve patient-centered care (Kuluski et al., 2021). Adaptive leadership is founded on the precept that different situations require different skills, knowledge, and approaches. A similar approach is crucial in the complex nursing environment to deliver the best possible patient care.

Conclusion

Nursing informatics has improved organizations’ capacity to use data and technologies to improve patient care. EHRs contain patient data in electronic formats for quick access, sharing, and decision-making. A new opportunity for EHR implementation should enable nurses to use data and technologies to achieve higher outcomes for patients, health care staff, and the organization. A new EHR system for readmission prediction and prevention is crucial for the organization to prevent adverse outcomes of readmissions.

References

Aguirre, R. R., Suarez, O., Fuentes, M., & Sanchez-Gonzalez, M. A. (2019). Electronic health record implementation: a review of resources and tools. Cureus, 11(9), e5649. https://doi.org/10.7759/cureus.5649

Alam, D., & Gühl, U. (2022). Project management for practice: a guide and toolbox for successful projects. Springer.

Ashfaq, A., Sant’Anna, A., Lingman, M., & Nowaczyk, S. (2019). Readmission prediction using deep learning on electronic health records. Journal of Biomedical Informatics, 97, 103256. https://doi.org/10.1016/j.jbi.2019.103256

Basil, N. N., Ambe, S., Ekhator, C., & Fonkem, E. (2022). Health records database and inherent security concerns: a review of the literature. Cureus, 14(10), e30168. https://doi.org/10.7759/cureus.30168

CMS.gov. (2023). Certified EHR technology. https://www.cms.gov/medicare/regulations-guidance/promoting-interoperability-programs/certified-ehr-technology

Dash, S., Shakyawar, S. K., Sharma, M., & Kaushik, S. (2019). Big data in healthcare: management, analysis and future prospects. Journal of Big Data, 6(1), 1-25. https://doi.org/10.1186/s40537-019-0217-0

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, 41(3), 149-157. https://doi.org/10.1177/2057158521995994

Hamilton, S., Jennings, A., & Forster, A. J. (2020). Development and evaluation of a quality improvement framework for healthcare. International Journal for Quality in Health Care: journal of the International Society for Quality in Health Care, 32(7), 456–463. https://doi.org/10.1093/intqhc/mzaa075

Kuluski, K., Reid, R. J., & Baker, G. R. (2021). Applying the principles of adaptive leadership to person‐centred care for people with complex care needs: Considerations for care providers, patients, caregivers and organizations. Health Expectations, 24(2), 175-181. https://doi.org/10.1111/hex.13174

Li, E., Clarke, J., Neves, A. L., Ashrafian, H., & Darzi, A. (2021). Electronic health records, interoperability and patient safety in health systems of high-income countries: a systematic review protocol. BMJ Open, 11(7), e044941. http://dx.doi.org/10.1136/bmjopen-2020-044941

McGonigle, D., & Mastrian, K. (2021). Nursing informatics and the foundation of knowledge. Jones & Bartlett Learning.

Nsiah, C., Siakwa, M., & Ninnoni, J. P. K. (2019). Registered Nurses’ description of patient advocacy in the clinical setting. Nursing Open, 6(3), 1124–1132. https://doi.org/10.1002/nop2.307

Rubio, M. (2022). The mini book of agile: everything you really need to know about agile, agile project management and agile delivery. Packt Publishing.

Stanford, F. C. (2020). The importance of diversity and inclusion in the healthcare workforce. Journal of the National Medical Association, 112(3), 247–249. https://doi.org/10.1016/j.jnma.2020.03.014

NUR 514 LeadershipStyle Reflective Essay Sample Answer

Leadership Style Reflective Essay 

Workplace environments are becoming more diversified and so one must be able to interact with others and respect their value differences. Globalization has made it easy for people to move from one geographical setting to another. Furthermore, nurses interact with patients from different social, ethnic, and religious backgrounds. Socio-cultural factors affect the health outcomes of the patients in one way or the other. Therefore, the personality assessment helps one gauge their ability to work with others in harmony and handle different situations and emergencies in the workplace. The three most important self-assessments include emotional intelligence which refers to the ability to manage emotion and stress. The other two include personality assessment and diversity assessment. Emotional intelligence is important in this case because it shows one’s ability to handle stress and express their feelings in the weight without affecting their service delivery and abilities. On the other hand, personality and diversity assessment equip one with the skills to deal with workplace diversity which is common in the current world. The purpose of this paper is to assess my leadership skills and conduct a reflective assessment of the same.  

Assessment Results 

The personality assessment results indicated that I am a protagonist. In terms of career, this means that I take genuine interests in people and approach them warmly. Also, the protagonists help other people learn and grow to be independent. Furthermore, I am always determined to succeed and so will keep important services organized and operational as well as manage the moment-to-moment crises. The other features depicted in my personality assessment include tolerance, reliability, and charisma. On the other hand, the weaknesses in the personality trait include overly realistic and too selfless. Also, the protagonist is vulnerable to fluctuation in their self-esteem.  

The score for the intelligence assessment was 69 for emotional identification, perception, and expression. The results indicate that I have a reasonable ability to identify, perceive and express emotions. On the other hand, the results indicated an under-performance in the ability to identify and process how other people are feeling and effectively respond to their emotions. My score for emotional management was 83% indicating the ability to control and express my feelings accordingly. For instance, I am calm and reason deeply into the presenting situations rather than respond to them blindly.  

Thirdly, the diversity assessment results indicated that I can interact with people from different ethnic and religious backgrounds. Furthermore, I respect other people’s values and practices; though, they may differ from what I value. I am open to learning more about other people’s cultures and so I interact with people of different backgrounds frequently. The score for the diversity assessment was high and recommendable.  

Leadership Philosophy 

According to Steinmann, Klug and Maier (2018), transformational leaders set the goals and the process to engage in their achievement. The leaders motivate their employees and empower them to commit themselves to the organization’s goal rather than imposing rules on them. In the process, it becomes easy to realize the goals and objectives set in the organization because of the shared values and beliefs. Resistance in organizations is mainly encountered when leaders fail to engage their followers in the change process but instead, subject them to tough conditions and rules (Eliyana & Ma’arif, 2019). In such cases, the employees feel unvalued and disrespected and so will not be willing to implement the rules and measures developed by the leaders.  

The transformation leaders articulate the values and serve as role models rather than managers. They freely interact with their subject to understand their emotion and factors that could hamper their service delivery. Furthermore, they are charismatic and selfless. They empower their subjects in their interaction process and so can delegate some roles to them. According to Liu & Li, (2018), transformational leaders facilitate sharing of knowledge among their subjects through a team-directed mediation mechanism. Furthermore, Korejan and Shahbazi (2016) report that transformational leaders inspire and promote creativity in their followers rather than subjecting them to a give way of doing things. In so doing, they make the employees realize the value in their roles and responsibilities.  

The interesting thing about the transformation leadership style is that the leader allows their followers to grow. Developing talents in an organization promotes innovation and high productivity (Borisova et al., 2017). Also, the fact that leaders work closely with their subjects and identify with their needs and emotions. It is appealing to have such qualities and working under such leadership practice.  

Reflection 

The assessment results indicated that I am charismatic and selfless. Besides, I value diversity and I am willing to work with people of different social, religious, and ethnic backgrounds. Healthcare organization requires continuous quality improvement process and this means that the leader has to initiate various changes from time to time. Transformational leadership facilitates the change process because of the inclusivity of all the stakeholders in the organization’s daily activities. Therefore, as a transformational leader, I will regularly engage with the other staff in the organization and collect their views on identified issues in the healthcare delivery process. For example, we may review factors contributing to high burnout among the nurses and later develop a collective proposal and action plan to better the workplace environment. The approach will reduce the level of resistance from the members to the change process and enhance the sense of belonging and ownership in them.  

Transformational leaders empower their followers; therefore, I will develop various avenues to empower my team. Regular training and team-building forums will help enhance the competencies among the staff. Furthermore, I will challenge the employees to have their portfolio improvement plan to be reviewed regularly to motivate the professional development process (Markey & Okantey, 2019). The strategy will help cultivate a goal-oriented, motivated, and competent group of employees. Also, I value diversity and so working closely with all people in the organization will enhance cohesion and team-work which is necessary for a quality healthcare delivery process.  

Areas of Improvement 

Finally, the assessment results indicated various strengths and weaknesses in the personality, diversity, and emotional intelligence aspect. Furthermore, my attributes were consistent with the transformational leadership traits. However, I need to improve on my ability to read and respond accordingly to other people’s emotions. Reading people’s emotions will allow them to respond and handle them appropriately and so reduce the likelihood of misunderstandings especially in the leadership execution. Improving the aspect of emotional intelligence will involve learning to listen and understand how other people are feeling about a given thing. Secondly, I will work to improve my cultural competency and ability to handle patients from different ethnic, cultural, and social backgrounds (Kaihlanen, Hietapakka, & Heponiemi, 2019). In this case, I will enrol in diversity courses to sharpen my skills in the area and improve my service delivery.  

References 

Borisova, O. N., Silayeva, A. A., Saburova, L. N., Belokhvostova, N. V., & Sokolova, A. P. (2017). Talent management is an essential element in a corporate personnel development strategy. Academy of strategic management journal, 16, 31.http://doi.org/ 10.37886/ruo.2020.015.  

Eliyana, A., Ma’arif, S., & Muzakki. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150. https://doi.org/10.1016/j.iedeen.2019.05.001 

Kaihlanen, A., Hietapakka, L., & Heponiemi, T. (2019). Increasing cultural awareness: Qualitative study of nurses’ perceptions about cultural competence training. BMC Nursing, 18(1). https://doi.org/10.1186/s12912-019-0363-x 

Korejan, M., & Shahbazi, H. (2016). An analysis of the transformational leadership theory. Journal of Fundamental and Applied Sciences, 8(3), 452. https://doi.org/10.4314/jfas.v8i3s.192 

Liu, H., & Li, G. (2018). Linking transformational leadership and knowledge sharing: The mediating roles of perceived team goal commitment and perceived team identification. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.01331 

Markey, K., & Okantey, C. (2019). Nurturing cultural competence in nurse education through a values-based learning approach. Nurse Education in Practice, 38, 153-156. https://doi.org/10.1016/j.nepr.2019.06.011 

Steinmann, B., Klug, H. J., & Maier, G. W. (2018). The path is the goal: How transformational leaders enhance followers’ job attitudes and proactive behavior. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.02338