NUR 514 Implementing Change With an Interprofessional Approach Presentation 

Grand Canyon University NUR 514 Implementing Change With an Interprofessional Approach Presentation  – Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NUR 514 Implementing Change With an Interprofessional Approach Presentation  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 Implementing Change With an Interprofessional Approach Presentation 

Whether one passes or fails an academic assignment such as the Grand Canyon University NUR 514 Implementing Change With an Interprofessional Approach Presentation  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 Implementing Change With an Interprofessional Approach Presentation 

The introduction for the Grand Canyon University NUR 514 Implementing Change With an Interprofessional Approach Presentation  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 Implementing Change With an Interprofessional Approach Presentation 

After the introduction, move into the main part of the NUR 514 Implementing Change With an Interprofessional Approach Presentation  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 Implementing Change With an Interprofessional Approach Presentation 

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 Implementing Change With an Interprofessional Approach Presentation 

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 NUR 514 Implementing Change With an Interprofessional Approach Presentation  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 NUR 514 Implementing Change With an Interprofessional Approach Presentation 

Outline

Health care organizations experience different practice issues with profound impacts on patients and nursing practitioners. To ensure safe, effective care, advanced registered nurses should lead change to improve outcomes for patients, colleagues, and organizations. However, change implementation does not always succeed due to many factors, including timing and how the process was executed. Therefore, the purpose of this presentation is to assess a situation where change did not go as planned in my health care organization. Focus areas include the nurse’s role as a change agent, interprofessional stakeholders to be involved in change efforts, appropriate change theory, potential impacts of unsuccessful change, and additional factors driving the change.

Background of the Situation

The situation where change did not go as planned involved the implementation of an anti-bullying policy in the workplace. As Edmonson and Zelonka (2019) mentioned, workplace bullying is pervasive in the present workplace and adversely affects nurses’ quality of life. In response, a strong anti-bullying policy can help to improve the safety culture of the nursing environment to ensure high-quality care. However, the management did not actively involve nurses in the formulation process. The other shortcoming was a lack of pre-implementation training to ensure nurses understood the purpose of the program, roles, and expectations. As a result, the policy was not embraced as expected, implying ineffective implementation.

Rationale for the Change

Organizational change comprises multifaceted interventions seeking to improve performance, culture, and other critical aspects of internal processes. An anti-bullying policy is the foundation of a safe workplace, free from bullying. This implies that health care professionals can co-exist peacefully while protecting each other’s physical, emotional, and mental health. According to Smith et al. (2020), standing up against workplace bullying through policies can minimize the adverse effects of bullying on victims, including mental health problems, workplace conflicts, and poor attitudes toward work. Preventing the damaging effects of bullying also implies a commitment to creating a positive work environment, which all nursing leaders and professionals should strive to achieve and sustain.

Goals for the Change

Organizational change is a goal-driven exercise for ensuring improved results. One of the critical goals of the anti-bullying policy is to enhance job satisfaction, particularly for new graduate nurses who are typical victims of bullying. Addressing workplace bullying is also crucial to promoting patient safety since it implies empowering nursing professionals to work more productively by preventing issues hampering their performance (Goh et al., 2022). The other goal is respect for diversity since no one should be unfairly targeted by others, irrespective of culture, age, gender, and other factors. Other goals include achieving high nurse retention due to high job satisfaction and reducing costs associated with nurse turnover.

Implications of Practice Change

Practice change has multilayered implications depending on its scope, resource requirements, and the people involved. From an ethical perspective, preventing workplace bullying implies aligning patient care with the beneficence and non-maleficence principles since patients benefit more as harm is reduced. On a social dimension, a workplace free from bullying fosters healthy interactions since diverse individuals and groups can co-exist without fearing each other. Anti-bullying measures also help organizations avoid legal issues associated with patients’ and employees’ harm, particularly lawsuits. Preventing bullying further reduces health care costs linked to patient harm and nurse turnover. Importantly, the intervention is crucial for an enhanced organizational reputation.

ALSO READ:

NUR 514 The Evolution of Nursing Informatics Presentation

NUR 514 Emerging Technology Brief 

NUR 514 Benchmark – Electronic Health Record Implementation Paper

NUR 514 Emerging Technology Brief

NUR 514 Organizational Leadership and Informatics

Advanced Registered Nurse’s Role as a Change Agent

Advanced registered nurses should embrace their role as change agents for the continual improvement of health outcomes in their respective workplaces. As change agents, the advanced registered nurse is responsible for transformative leadership, which is centered on creating and sustaining valuable change. A critical part of the transformative role involves using personal experience and clinical knowledge to identify opportunities for change. For instance, practice issues hampering patient care are suitable opportunities. Change agents in nursing also help group members and organizations devise a strategy to execute desirable changes (Ericson-Lidman & Strandberg, 2021). Positive change should also be sustained to achieve long-term results. Other roles of the advanced registered nurse include promoting and facilitating innovation and advocacy as the patients’ voice.

Interprofessional Stakeholders Involved in Change Efforts

Change can be complex depending on its scope and the issue being addressed. Stakeholders involve people affected directly by organizational change who also influence outcomes significantly. Internally, key stakeholder groups include the management, departmental leaders, nurse leaders, and nursing professionals. Their direct participation, support, and guidance are crucial for seamless change implementation. Positive results are easily achieved when internal stakeholders collaborate to address a shared problem. External stakeholders include individuals and organizations who should understand how the organization works and routine efforts toward high-quality care and compliance. They include legal advisors, program analysts, government officials, and regulatory agencies. Their engagement and advisory role are essential when implementing complex change programs.

Change Theory to Achieve Results

Change theories provide frameworks and procedures for introducing and sustaining new behaviors and practices in organizations. Kurt Lewin’s change theory could be used to achieve the desired results. This theory demonstrates the process of transforming organizations through new behaviors in three basic steps: unfreezing, changing, and refreezing. In the context of change, unfreezing involves creating the perception that change is needed (Burnes, 2020). Such perception can be created by illustrating the adverse effects of workplace bullying on patients and nurses. Changing involves moving towards new practices or behaviors as situations oblige. Implementing a strong anti-bullying policy signifies changing, as Lewin’s theory recommends. Refreezing involves solidifying new behaviors, which can be achieved by progressive evaluation of the policy’s effectiveness and adjusting where necessary.

Justifying Lewin’s Change Theory

When choosing a change theory, it is important for change leaders to be guided by its intended goals as far as change execution is concerned. The main reason for choosing Kurt Lewin’s change theory is its focus on establishing new norms. Therefore, it is problem-driven to ensure health care organizations are not consistently troubled by the same problems. As a three-step theory, its implementation is simple and practical when introducing new practices or behaviors. Other reasons include its appropriateness for small and large organizations and its high emphasis on change sustainability in the third step. Sustaining change implies achieving long-term results and saving management costs.

Implications of Change Management Strategies

Every approach in health care for addressing current and emerging concerns has multiple implications. Ethically, change management through Lewin’s theory signifies a commitment to preventing harm since the theory guides change agents in achieving positive outcomes through new behaviors. Since health care facilities are social places, change management through Lewin’s theory helps to create a healthy environment where diverse teams can work together. It also recommends teamwork, which is essential for continual interactions between health care teams. Introducing, managing, and sustaining new norms reduce the probability of legal issues in health care. Systematic change management saves costs while playing a fundamental role in transforming the organization’s external image.

Initiating the Change as an Advanced Registered Nurse

When change fails, the advanced registered nurse can play a critical role in revisiting the issue and inhibiting factors. As an advanced registered nurse, I would initiate the change by first examining the severity of workplace bullying to determine the type of intervention needed. Guided by this evaluation, I would propose an anti-bullying policy that helps to protect victims and punishes perpetrators with clear recommendations. The next step would be engaging nurses in the formulation process and conducting an education program to ensure everyone understands the policy’s key components. The education program would provide an appropriate opportunity for addressing concerns and clarifying emerging.

Impact of Unsuccessful Change

Change implementation is tiring, besides consuming massive resources. Therefore, it would be unfortunate if the targeted outcomes were not achieved. If the anti-bullying policy is unsuccessful, a high potential for a poor nurse work environment would be inevitable. As Kim et al. (2019) mentioned, bullying experiences hamper nurses’ quality of life and productivity. The implication is that the victims’ performance dwindles, leading to unsafe and ineffective patient care. The resultant mental and emotional damage denotes low job satisfaction, a leading cause of nurse turnover in the current workplace (Kelly et al., 2021). These negative impacts underscore the need for the implementation team to cooperate and prevent potential implementation barriers.

Steps for the Interprofessional Team

If the change is unsuccessful, the implementation team could take various steps to address the situation. As Edmonson and Zelonka (2019) advised health care leaders, successful change commences with acknowledging a problem and raising awareness. Similar steps are vital, followed by a collaborative evaluation of the factors contributing to workplace bullying and barriers to successful change. After this background check, the interprofessional team should then enforce an anti-bullying policy to protect targeted victims. All individuals should be educated on the policy recommendations and purpose. Importantly, the team should design alternative interventions and prepare for their implementation if the anti-bullying policy fails again.

Additional Factors to Drive Upcoming Change and the Nurse’s Role

The success of organizational change depends on many factors. One of the influential factors to drive upcoming organizational change is the culture. Generally, culture represents shared beliefs, values, and practices (Aboramadan et al., 2020). A culture that supports innovation embraces change and will be a foundation of change-driven practices in the organization. Leadership support and the availability of resources will determine when and where change is needed. As a change agent, the advanced registered nurse is mandated to collaborate with the implementation team to drive change, depending on times and situations. Their other role is to provide the necessary guidance and leadership as the type and scope of change prompts.

References

´Aboramadan, M., Albashiti, B., Alharazin, H., & Zaidoune, S. (2020). Organizational culture, innovation and performance: a study from a non-western context. Journal of Management Development, 39(4), 437-451. https://doi.org/10.1108/JMD-06-2019-0253

´Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32-59. https://doi.org/10.1177/0021886319892685

´Edmonson, C., & Zelonka, C. (2019). Our own worst enemies: the nurse bullying epidemic. Nursing Administration Quarterly, 43(3), 274-279. DOI: 10.1097/NAQ.0000000000000353

´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

´Goh, H. S., Hosier, S., & Zhang, H. (2022). Prevalence, antecedents, and consequences of workplace bullying among nurses-a summary of reviews. International Journal of Environmental Research and Public Health, 19(14), 8256. https://doi.org/10.3390/ijerph19148256

´Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008

´Kim, Y., Lee, E., & Lee, H. (2019). Association between workplace bullying and burnout, professional quality of life, and turnover intention among clinical nurses. PloS One, 14(12), e0226506. https://doi.org/10.1371/journal.pone.0226506

´Smith, C. R., Palazzo, S. J., Grubb, P. L., & Gillespie, G. L. (2020). Standing up against workplace bullying behavior: Recommendations from newly licensed nurses. Journal of Nursing Education and Practice, 10(7), 35. https://doi.org/10.5430/jnep.v10n7p35

Organizational changes in healthcare are more likely to succeed when healthcare professionals have the opportunity to influence the change, feel prepared for the change, and recognize the value of the change, including perceiving the benefit of the change for patients (Nilsen et al., 2020). One of the most used organizational change models is Lewin’s change management model, which provides a framework for understanding how change occurs and how it can be managed effectively. According to Lewin’s model, change occurs in three stages: unfreezing, changing, and refreezing. During the unfreezing stage, organizations must create a sense of urgency and prepare employees for the upcoming changes. This may involve communicating the need for change, addressing any concerns or resistance, and building support for the proposed changes. The changing stage involves implementing the changes and addressing any challenges that arise during the process. Finally, the refreezing stage involves stabilizing the changes and ensuring that they become integrated into the organization’s culture and operations (Burnes, 2019).

Lewin’s change management model provides a structured approach to managing organizational change. Organizations can effectively plan and implement changes, while also taking into account the needs and concerns of stakeholders by following this model. In the healthcare environment, where change is constant, having a clear framework for managing change can help organizations navigate through uncertain times and achieve their goals. In addition to using a model like Lewin’s, organizations can also adopt other strategies to manage organizational change effectively. For example, involving stakeholders in the change process can help build support and buy-in for the proposed changes. Stakeholders, including employees, management, and other key individuals, can provide valuable insights and feedback that can inform the change process and help address any concerns or resistance that may arise. Stakeholders play a role during organizational change. They can be influential in shaping the direction of the change, providing input on how it will impact their roles and responsibilities, and helping to identify potential barriers or challenges that need to be addressed. Organizations can build trust and collaboration, which are essential for successful change initiatives by involving stakeholders in the change process (Harrison et al., 2021).

References

Burnes, B. (2019). The origins of Lewin’s Three-Step Model of change. The Journal of Applied Behavioral Science, 56(1), 32–59. https://doi.org/10.1177/0021886319892685

Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models for change management, improvement and implementation meet? A Systematic review of the applications of change management models in healthcare. Journal of Healthcare Leadership. Volume 13, 85–108. https://doi.org/10.2147/jhl.s289176

Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses and assistant nurses. BMC Health Services Research, 20(1). https://doi.org/10.1186/s12913-020-4999-8

NUR 514 Leadership Style Reflective Essay Sample Answer

Leadership Style Reflective Essay 

Leadership in itself is the highest form of responsibility that requires an individual to provide guidance and direction to other members of the society or organization. A number of leadership theories emphasize on leaders to have the critical aspect of self-reflection. Some of the leadership theories that have emphasized on the need for self-reflection are servant, authentic and transformational leadership theories. Self-reflection stems from self-awareness, knowing yourself better than others know you. It is believed to be the highest form of knowledge. Self-awareness enables us to see ourselves clearly without relying on the opinion of others. It is imperative, therefore, as a nurse who is preparing to take up leadership roles, to understand and decipher the concept of self-reflection, to help in the daily practice of nursing. This paper will discuss the self-reflective assessment done on key areas such as emotional intelligence, learning styles and values assessment. It will also discuss how to incorporate these elements in leadership and discuss particular areas of improvement. 

Self-Assessment Reflection 

In my self-assessment, I took emotional intelligence (EQ) test, learning styles assessment and the values assessment of values profile. The concept of emotional intelligence in nursing cannot be underestimated. I believe the nursing profession is challenging and to be able to reach to the highest ideals of nursing one needs to have honed the skills of emotional intelligence. Research on emotional intelligence in nursing has revealed that EQ improves the ability of nurses to communicate effectively, resolve their conflicts constructively and collaborate to improve the quality of services (Codier & Codier, 2017). The test results for my EQ test revealed and average score of 75 on scale of 100. I believe this is a good score that I can build on it to develop the better skills on EQ and integrate it in my nursing career.  

Learning styles assessment will help me as a developing nurse to understand myself in terms of learning preferences and what works best for me. Learning is a continuous process in this profession and it is imperative for me to know how best I can improve my learning and this is made easier and possible though self-awareness. My learning styles assessment test result reveals my learning preference as multimodal with the score of nine, nine, thirteen and seven in visual, aural, read/write and kinesthetic respectively. This reveals my learning styles are varied depending on the area or concept of study. Value assessment test on values profile is important to any individual. The nursing profession requires a specific set of values, among them human dignity, privacy, accuracy in practice, commitment to duty, empathy and honesty. The high moral and professional values in nursing enhances job satisfaction hence improved care for patients and patient’s safety is guaranteed (Kaya & Boz, 2019). My values assessment scores reveal a high level of commitment, intrinsic motivation and responsibility which are essential ingredient in the nursing profession. 

Servant Leadership and Philosophy of Care 

Servant leadership is a philosophy that was developed by Robert Greenleaf. In his essay, Greenleaf brings out a different perspective of leadership which is directly opposite to the traditional form of leadership. Rather than be served to lead, servant leadership aims at serving first then leading later (What is Servant Leadership? – Greenleaf Center for Servant Leadership, 2016). The servant leader has a set of qualities and attributes. These qualities include; humility, compassion, integrity, listening, accountability and courage (Coetzer et al.,2017). The calling to nurse in itself is a vocation that calls for servant leadership. 

This style of leadership emphasizes on key nursing aspects that appeals to me, among them empathy, selflessness and accountability. In the daily practice of dealing with patient who come from diverse cultures and background what with the same aim of seeking for medical attention, it is the responsibility of the nurse to support the patient through this difficult situation and empathy is an essential requirement that will enable the nurse have a listening ear and be able to help the patient. This will help the patient feel safer and hence increased level of patient satisfaction with the services offered. Selflessness requires sacrifice of the personal gratification, nursing in itself is more of a calling than a profession therefore the concept of selflessness in emphasized in order to improve the quality of healthcare services. Accountability in nursing requires that the nurse takes full responsibility of the actions, judgement and omission with the main aim of continuous learning to enhance competency hence improved quality of healthcare service offered. 

Incorporation of Elements of Servant Leadership in Nursing Practice 

The goals of nursing are similar to servant leadership in a number of ways. Nurse leaders around the globe have demonstrated servant leadership since they volunteer their services in times of need. Further, they are engaged in advocacy to speak up for the improvement of the healthcare services. This promotes empathy, compassion and a strong sense of collaboration. Nurses with servant leadership qualities promote unity of purpose and seek out ways of improving one another in the practice aiming at collective responsibility and promoting a culture of offering a helping hand to one another. 

In my nursing practice, I have realized the importance proper listening skills. Listening is one of the core attributes of a servant leader (Coetzer et al., 2017). To listen is to serve better, and to offer a patient a listening ear is to understand the situation better. This will enhance quality of services offered and satisfaction of the patient. 

Areas of Improvement on Self-Assessment Results 

The self-assessment test results on the areas of emotional intelligence, learning styles and value assessment value profile reveal motivating and encouraging scores. However, as an aspiring nurse leader, there is need for continuous growth and improvement to cope up with the rapidly changing situations in the field of healthcare. Emotional intelligence is an area that I need to improve on to enhance my relationship with colleagues at the workplace and with the patients. I do believe I need to improve my working relationship with fellow staff to improve on communication and collaboration so as to have a strong sense of team work hence improve on the efficiency of our department. In the area of learning styles, I need to improve my learning style to incorporate critical analysis aspects that will help in the interpretation of graphs and charts in a better and faster manner to improve on the efficiency of service delivery. In terms of values profile, I believe the score is excellent. However, there is a need to maintain a high level of empathy, compassion and responsibility to promote patient’s satisfaction.  

In this improvement plan, the steps to be taken include identifying a successful nurse leader in our organization and request for mentorship. Working under successful nurse leaders in the field of nursing is rewarding and promotes confidence and career satisfaction among the young nurses (“Growing Nurse Leaders”, 2019). 

Conclusion 

Self –reflection and self- awareness is a continues process that requires an individual to do introspective analysis of oneself to get to the deeper understanding of the ideals and values one stands for. Nursing as both a profession and calling requires a high sense of self-awareness to be able to improve on the quality of services offered. 

References 

Codier, E., & Codier, D. D. (2017). Could emotional intelligence make patients safer? AJN, American Journal of Nursing, 117(7), 58–62. https://doi.org/10.1097/01.naj.0000520946.39224.db 

Coetzer, M., Bussin, M., & Geldenhuys, M. (2017). The functions of a servant leader. Administrative Sciences, 7(1), 5. https://doi.org/10.3390/admsci7010005 

Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment. (2019). Nursingworld.org. http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-21-2016/No1-Jan-2016/Articles-Previous-Topics/Growing-Nurse-Leaders.html 

Kaya, A., & Boz, İ. (2019). The development of the professional values model in nursing. Nursing Ethics, 26(3), 914–923. https://doi.org/10.1177/0969733017730685