Implementing Change With an Interprofessional Approach Presentation NUR 514

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

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

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

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

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

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 Implementing Change With an Interprofessional Approach Presentation NUR 514  

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 Implementing Change With an Interprofessional Approach Presentation

Introduction & Purpose of the Presentation

The first slide for Implementing Change With an Interprofessional Approach Presentation NUR 514

vChange in healthcare through inter-professional collaboration improves quality of care

vDifferent situations necessitates changes in nursing practice and organizations

vInvolvement of stakeholders is essential in change management (Polit et al., 2020)

vChange theories allow health professionals and organizations to implement innovative approaches to care delivery (Kyle et al., 2024)

vPurpose and Objectives of the change

Change in healthcare through inter-professional collaboration enhances quality care delivery. Different situations necessitate changes in nursing practice and healthcare organizations, including the rise in care demands against an insufficient nursing workforce. Stakeholders’ involvement in change is important to attain the set goals and objectives (Kyle et al., 2024). Again, change theories allow healthcare organizations and professionals to implement innovative approaches to care delivery (Polit et al., 2020). The purpose of this presentation is to discuss a change implementation plan using an inter-professional team in health facility. The change will focus on enhancing the nursing workforce to meet care demands in the facility.

Background to Situation & Rationale for Change

vHectic schedule and a rise in work shifts to meet seasonal healthcare demands

vBusy periods in healthcare practice associated with filled appointments and high patient volumes

vOverworking and high workload among nurses

vIncreased influx in calls and appointments led to management difficulties and challenges

vProposed change entailed having medical answering services specialists to handle patient calls

vRationale was to reduce workload and manage the high patient volumes

vChange was critical to improve service delivery and interactions with patients (Polit et al., 2020)

At the core of the current situation is the hectic schedule due to a rise in work shifts to meet the seasonal demand by patients. Busy times in healthcare practices associated with filled appointments and high patient volumes can present overwhelming work stress and pressure for nurses. The situation leads to overworking and high workload for nurses. The situation in the facility entails a rise in calls and appointments by patients. Most of the patients cannot get appointments while nurses continue to overwork to meet these demands. The proposed solution or change is engaging medical answering services specialists to deal with these calls (Polit et al., 2020). The rationale of the proposed change is to reduce workload and manage the high patient numbers leading to more demand. These changes are critical to improving service quality and patient care experiences. The change will also reduce the nurses’ workload and improve efficiency through better performance.

Goals of Change

vReduce nurses’ workload and rushing patients

vEnhance care quality (Shadmi et al., 2020)

vReduce fatigue and burnout among nurses, especially in critical care and emergency department

vImprove patient experience and satisfaction

vEnhance psychological wellness of nurses (Polit et al., 2020)

The goals of the proposed change include reducing the workload among nurses and ensuring that they have sufficient time and interactions with patients. The change will also improve the quality of care and patient experience (Shadmi et al., 2020) Nurses will also attain better outcomes through an expected reduction in workload that will translate into less fatigue and burnout, especially those in critical care areas in the facility. The fourth goal of this change is to enhance patient experience and satisfaction levels by prompt service delivery and enhanced interactions with nurses (Polit et al., 2020). Again, the program will enhance psychological wellness of nurses and other healthcare providers.

Implications of Practice Change

vBetter service delivery for patients

vIncreased efficiency and workflow

vWelfare of the healthcare providers (Kyle et al., 2024)

vInvolvement of all stakeholders

vChange integration for better team building (Yoder-Wise et al., 2022)

Practice change in nursing and healthcare is a critical component of evidence-based practice. The implications of change in this case go beyond addressing the expectations of the internal stakeholders. The change will impact various aspects in the setting, from better service delivery for patients to increased efficiency and workflow (Kyle et al., 2024). The welfare of healthcare workers affects their delivery and performance. As such, this change will enhance nurses’ wellness and psychological perspectives (Yoder-Wise et al., 2022). The implication is practice change is that it will involve all stakeholders and building of team-based care delivery.

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The Evolution of Nursing Informatics Presentation NUR 514

Role of Advanced Registered Nurse as Change Agent & Dynamic Healthcare Environment

vChange essential for nursing professional practice

vChange agents have skills and power to influence and guide others to attain set goals (Harrison et al., 2020)

vNurses assume positive role of change due to their frontline position in care delivery

vInfluence patients to accept change (Yoder-Wise et al., 2022)

vEmpower colleagues to embrace new approaches to care delivery

vWorks in inter-professional teams to delivery better interventions

Change is an essential aspect of nursing care, especially in the dynamic healthcare environment that implores the use of cultural competent care. Change agents have skills and power to influence and guide the change process to achieve set goals. Nurses are change agents due to their experience, especially advanced registered nurses, and their role as patient advocates (Harrison et al., 2020). They are also frontline care providers and influence not just patients but other stakeholders. Again, the role of the advanced registered nurse in this change process is to influence a change mindset and transformational approach to care delivery (Yoder-Wise et al., 2022). The nurse will work through inter-professional team to deliver the proposed intervention despite the dynamic nature of the healthcare environment.

Stakeholders in Change Efforts

vStakeholders play a core role during change

vComprise of individuals and groups that influence the success of change process (Yoder-Wise et al., 2022)

vInternal stakeholders include

vExecutives and sponsors

vHealthcare professionals

vIT staff

vSupport staff

vExternal stakeholders include

vPatients and their families

vMedical answering specialists and organizations (Polit et al., 2020)

vRegulatory agencies/ governments

vProfessional nursing organizations

The stakeholders in this change process will entails individuals and organizations affected by the proposed transformation and influence overall success. The stakeholders play a significant role; either actively or passively. The stakeholders are either internal or external. The internal stakeholders in this case will include the executives and project sponsors, healthcare professionals of various cadres, and information technology (IT) staff as well as the support staff. External stakeholders include patients and their families, the medical answering specialists and their organizations and regulatory or government agencies (Yoder-Wise et al., 2022). The other group of stakeholders critical to the implementation of the proposed change entail professional organizations that develop practice standards in collaboration with government agencies.

Change Theory & Appropriateness

vChange theories guide the implementation of changes in organizations, including in healthcare

vThe proposed change theory is Lewin’s three-step change model (Yoder-Wise et al., 2022)

vThe model emphasizes the dynamics of organizational change based on its stages

vThese include unfreezing, changing, and re-freezing (Kyle et al., 2024)

vThe model is appropriate because it has only three steps; making it simpler

vModel emphasizes organizational approach or holistic perspective to change

Change theories guide the implementation of change and organizational transformation, including in healthcare. The proposed change model or theory is Kurt Lewin’s three-step change process. The model emphasizes the dynamic role of organizations and their cultures. The model has three steps that include unfreezing, changing, and refreezing. Unfreezing entails evaluating the need for change (Yoder-Wise et al., 2022). At this stage, stakeholders, especially internal, evaluate the need for change and convince others to accept the transformation. Unfreezing unveils different issues that organization sets out to improve. The changing stage is where the team will implement the proposed changes. The changing phase entails using evidence-based approaches to integrate change. Once the change is positive and leads to efficiency, it becomes part of the organizational culture and integrated in processes and other aspects of running the entity (Kyle et al., 2024). The models is appropriate since it entails few steps. The model is not complex and emphasizes organization or holistic approach to change implementation.

Ethical, Legal, Economic, Political, &Social Implications of Change Management Strategies

vEthical issues focus on the values of the change model

vLegal implications entail compliance to regulatory frameworks and laws (Harrison et al., 2020)

vEconomic implications entail overall financial value derived from the implementation

vPolitical implication are organizational management and power dynamics that influence change

Ethical, legal, economic, political and social issues affect change management strategies as changer implementers must ensure that all requirements related to these aspects are integrated in the process. Ethical issues focus on values the change model will create, especially in ensuring that it does not violate set norms and values. Legal implications mean that when using the model, it must comply with all laws and regulations concerning such activities (Harrison et al., 2020). The economic value associated with the implementation of such programs justify the use change management strategies, especially when they are cost-effective. Political issues are based on organizational structures and power bestowed on managers. As such these implications are essential to improve delivery of change as proposed by the presentation.

Initiating Change as an Advanced Registered Nurse

vDeploying Lewin’s change model

vOutlining the change vision (Yoder-Wise et al., 2022)

vDeveloping an effective communication plan

vEngaging stakeholders and collection of views

vMotivating nurses and influencing their participation

Advanced registered nurses (ARN) initiate change to improve care delivery and their wellness. In this case, the proposed change will alleviate fatigue and increased workload leading to better performance and efficiency. Initiating change in this case will involve deploying Lewin’s change model, outlining the vision for change, and developing an effective communication plan (Yoder-Wise et al., 2022). The nurse will also engage stakeholders and collect their views on the implementation of the proposed change. Motivating nurses will also enhance their abilities and perspectives to attain organizational changes by implementing the proposed interventions. Nurses will work with the medical services answering specialists where they require clarity and clarification from patients calling the facility for services.

Initiating Change as a Nurse Leader

vImplementation of standard practices and ethical approach to the issue

vEstablishing a team and change champions

vDeveloping roles and responsibilities of each member (Kyle et al., 2024)

vProvide progress feedback and evaluations (Yoder-Wise et al., 2022)

The nurse will also implement standards of practice and ethical approaches to the change. The establishment of a team and change champions or agents in the nursing department will be critical to attaining the suggested changes (Kyle et al., 2024). The nurse will also develop roles and responsibilities of team members and assign them appropriate roles to attain the proposed change (Yoder-Wise et al., 2022). Finally, initiating change will entail collection of views and getting feedback from all stakeholders about the project and its benefits to providers and patients.

Effects of Unsuccessful Change to the Organization

vLowered patient satisfaction

vLimited attractiveness to capture new patients

vLowered values to the current patients (Yoder-Wise et al., 2022)

vMore shortage and increased workload for nurses

vDecline in efficiency

vA rise in stress and possible burnout 

Unsuccessful change implementation can have devastating effects on the organization and motivation among employees and the management. The proposed change focuses on reducing workload and improving care delivery. However, ineffective and unsuccessful implementation will lead to organizational loss of resources, reduced patient satisfaction, and limit the facility’s attractiveness. It will also lower the volume of patients and exacerbate the present situation. The organization will also experience a decline in efficiency and corresponding rise in stress and possible burnout (Yoder-Wise et al., 2022). These effects are negative and should warranty implementation of certain steps to correct the failure.

Potential Steps by Inter-professional Team

vRestructuring the change process

vCollect feedback from stakeholders about the reasons for failure

vAlter the change model to enhance participation (Kaligorou et al., 2020)

vEstablish SMART goals and realistic milestones for the project

vOffer social support for change agents

vIntegrate ethics into change process

vImprove communication

The possible steps by the inter-professional team to correct the situation will include restructuring the entire change process, gathering feedback on the possible causes of the failure, and even using a different change model (Kaligorou et al., 2020). The team may also have to develop SMART goals to be practical and ascertain that the changes will offer a better approach to resolving the current failure. The team will also develop social support approaches for the change process and improve communication. These aspects will be critical to arresting any mistakes in the process.

Additional Factors in Upcoming Organizational Change

vOrganizational culture, especially development of a learning culture

vAddressing possible resistance to change by the providers

vEthical values and norms in the organization (Butts et al., 2021)

vCreating a vision for change

vOrganizational leadership

vSocial support for change agents

The team should also consider other factors in the upcoming change due to the failure 0f the implementation. These factors include the evaluation of the organizational culture, particularly development of a learning organizational culture. The team will also assess the possibility of change resistance among the nurses in the facility and the ethical values underpinning the intention for change (Butts et al., 2021). The team should also consider creating or crafting a new change model with the support of the organization’s leadership and executive management. Additional factors include offering social support to the change team and the implementers, especially nurses in the facility.

Nurse’s Role as a Change Agent in the Situation

vRole-model for the new change situation

vImproving interactions with the change team (Wallin et al., 2020)

vAdvocating the deployment of effective approaches

vWorking through interdisciplinary and inter-professional teams to deliver the change (Butts et al., 2021)

Nurses are change models and agents who influence colleagues and patients to embrace transformation. The nurses will act as role models and change agents in the situation and work collaboratively with all stakeholders (Butts et al., 2021). They will also advocate the deployment of effective strategies and approaches to the change process, including working through interdisciplinary teams. They should also be liaison between the change team and the management, offering feedback from patients and colleagues about the efficacy of the proposed changes (Wallin et al., 2020). As such, improving care delivery due to changes in demand implores nurses to embrace innovative approaches and changes through appropriate models like Lewin’s change theory.

Conclusion

vChange is inevitable even when undesirable

vChange helps improve quality care delivery and organizational culture

vRise in care demand leading to an influx of call volumes and request for appointments slots

vLeveraging health technologies and specialists can alleviate the problem

vDeveloping teams and using appropriate change models like Lewin’s three-step process leads to improved care delivery

vThe proposed change will lead to reduction in workload on staff and enhance patient care experience

Organizational change is inevitable, even when undesirable among stakeholders. Change enables organizations and providers to enhance quality care delivery and organizational culture. Change ensures that nurses can address emerging issues like the rise in care demand and influx of patients seeking appointment. As such, organizations and providers can leverage technologies and specialists to address workload challenges emanating from a rise in demand for care. Developing teams and using appropriate change models will help nurse leaders implement innovative changes. The use of medical service answering specialists will help reduce the current workload pressure and improve patient outcomes and experience.

Benchmark – Electronic Health Record Implementation Paper NUR 514 Topic 8 Sample Answer

Electronic Health Record Implementation 

The adoption of electronic health records has shaped significantly the provision of healthcare in the modern world. Electronic health records have made it possible for health organizations to obtain, organize, analyze and present data for the healthcare providers’ use in decision-making. The costs of healthcare have also declined significantly with the use of electronic health records. The reduction is attributed to the enhanced efficiency in the decision-making process and the provision of healthcare. There is also the enhanced provision of safe, high quality care that meets the actual and perceived needs of the diverse populations. Therefore, this research paper examines the roles of the registered nurse in various scenarios related to the use of electronic health records.  

Database to Track Opportunities for Care Improvement Information 

Health information systems should not only provide enhanced efficiencies in data use but also tracking for opportunities in healthcare too. Different kinds of information are needed to allow for tracking of healthcare opportunities. One of them is information on patient satisfaction. The systems should allow organizations to obtain data related to the level of patient satisfaction with care. The patients should also provide their feedback on areas of improvement that would result in better services to those in need (Sarkar, 2015). Such information is important since the organization learns more about the ways in which excellent services can be offered to meet the diverse needs of the patients.  

The other information that is needed in the database is information on appointment processes. The organization needs to be available for the populations in need at all times. It is therefore important that information on the duration that it takes from the time of requesting an appointment to the actual appointment is obtained. Information on effectiveness of the reminders of appointment and missed or cancelled appointment should also be kept in the database. The above information is needed to evaluate the responsiveness of the organization to its consumers (Graña, Toro, & Howlett, 2015). The company can optimize such information by ensuring that patients receive excellent services from booking appointments, actual appointments, reminders, and finding out about the reasons for missed or cancelled appointments.  

The other type of information that is needed in the database for tracking opportunities in healthcare is information on the quality of treatment offered to those in need. The nature of care given to the patients should be safe, effective, and quality. It should optimize on patient outcomes such as faster recovery, safety, cost-effectiveness, and minimize adverse events. Therefore, information such as those related to prescription, referral tracking, and result tracking can be used to improve the quality of treatment.  

Role of Informatics in Capturing the Above Data 

Health informatics plays an important role in capturing the above data that is used for tracking opportunities in healthcare. It promotes the provision of patient-centered care. It also provides a mechanism in which patients and healthcare providers exchange vital information for improving healthcare outcomes. The information can be shared with other healthcare providers for the purposes of collaborative provision of healthcare. Through it, shared decision-making is promoted since patients have more control over the planning of their healthcare needs. Informatics also provides opportunities for error minimization in the use of the collected data. For instance, standards of information used are developed to guide the interpretation of each category of data and its implications to healthcare, thereby, promoting meaningful use of the obtained data.  

Systems and Staff Needed in the Design and Implementation Process and Team 

The type of system to be selected depends largely on the needs of an organization. However, it is important that the selected system promote flexibility and ease use by the healthcare providers. It should enhance patient-healthcare provider interaction rather than deterring the nature of communication between them. The electronic health record is one such system. Therefore, the user interface of the selected system should be intuitive as well as easy to learn. The simplicity ensures that there is easy transition for the users and enhanced system effectiveness in delivering the needed productivity.  

The staff that are needed in the design and implementation of healthcare technologies should comprise of administrative staff, medical assistants, nurses, lead super user, information technology professionals, and physicians.  They are needed in the design process as they provide their input on system features that should be included in the system. They are also needed in the implementation phase as they determine the usability of the system and ease of use. The staffs work as teams throughout the process of system design to evaluation.  

Professional, Ethical, and Regulatory Standards that must be incorporated into Design and Implementation of the System 

The design and implementation of electronic health systems are done with a consideration of professional, ethical, and regulatory standards. According to the American Nurses Association, healthcare information technologies should promote patient safety as well as enhanced patient outcomes. The data should be accurately as well as efficiently obtained, recorded, stored, analyzed, and reported. Ethical principles that guide the use of electronic health data should also be considered. This includes the principles of confidentiality, privacy, and security of electronic health data. The healthcare providers should also play an active role in the design, implementation, and evaluation of system use in their organizations (Stanhope & Lancaster, 2016).  

Regulatory standards must also be incorporated into the design and implementation of health electronic systems. An example is the consideration of the provisions of the Health Information Technology for Economic and Clinical Health Act (HITECH) and HIPAA security standards. According to HIPAA, institutions of healthcare should take the responsibility of protecting the health data of their patients. The principles of privacy, confidentiality, and security should be upheld for efficient and effective use of electronic health data. The HITECH Act provides stricter measures that underpin the provisions of HIPAA standards (Sarkar, 2015). It increases the legal liability for any incidence of non-compliance to HIPAA provisions on the use and protection of electronic health data.  

How EHR Team Will Ensure that All Order Sets Are Part of the New Record 

The EHR team can use a four-step process to ensure that order sets are part of the new record. The steps include coming up with a system of governance for the order set structure, planning and tracking the maintenance and workflow of the order set, creating and making use of style guide that promote consistency, and encouraging practices that streamline order set use in clinical environment. The first step, governance, entails formulating a body to support communication as well as decision making for project coordination, integration, and customization. The governance group can comprise of any staff members and tasked with responsibilities such as providing oversight, establishing use of metrics, and communicating with other stakeholders. In the second step, planning, the expectations, goals, and deadlines of order sets are developed. The existing order sets are edited and integrated into the new systems. The third step, style guide, entails the development of an approach that will promote consistency in aspects such as layout, naming, order set sequencing, types of evidence, and size thresholds. Consistency in these aspects is important as it ensures easy search as well as data retrieval, use, and standardization. In the last step, physician engagement, the staffs involved in the use of order set are invited to review the system. Approaches such as webinars and meetings are used to create awareness among the users (Kelley, 2016). Healthcare provider involvement is critical as it ensures effective adoption of system use in the organization.  

How to Communicate Changes in the Plan 

Formal means of communication should be utilized in the design and implementation of electronic health systems. These include the use of posters, email, and arranging for meetings with the staff to communicate the progress, needs, and any alterations. These formal methods of communication create awareness among the healthcare providers on the needs of the electronic health systems, thereby, minimizing resistance to system adoption by the staffs. The communication should also be timely and updated to avoid any cases of surprises to the adopters. The environment of the organization should also foster open and free communication (Graña, Toro & Howlett, 2015). The staffs should be able to offer their inputs on the system design and implementation.  

Measures and Steps to Evaluate the Success of EHR Implementation from Staff Setting and Patient’s Perspective 

Measures of success of EHR implementation are varied. They include adoption process, culture, network and infrastructure efficiency, medical errors, and staff satisfaction with the system. The steps involved in the evaluation of success of EHR include planning, performing calculations on return on investment, assessing system efficiency, assessing quality of care with system, adoption, and evaluation of data input as well as quality. The team should conduct cost-benefit analysis to determine the profitability of the system to the organization and patients. The efficiency is evaluated by using data on patient throughput. The quality of healthcare is determined using surveys on patient satisfaction. Surveys are also administered to the physicians to determine their satisfaction and adoption process. Error rate is determined to evaluate the quality of data input (Gliklich et al., 2014). Through these methods, it is possible to evaluate the implementation of EHR.  

Leadership Skills and Theories 

Some of the leadership skills that one should have include effective communication, problem solving, project management, and technical proficiency. Open communication is important as it keeps the stakeholders aware of the progress of the implementation. It also ensures that team members communicate their concerns and ways of improving outcomes. The design and implementation of EHR involves people with diverse knowledge, experience, and perceptions. The diversity increases the risk of conflicts, which needs individuals with adept experience in problem solving. The members should also have experience in project management since it demands the setting and evaluation of various deliverables. Technical proficiency is needed to facilitating the understanding of information technology-related terms that are used in the process. The leadership theories that are needed include participatory and transformative leadership styles (Barrett, 2015). In participatory style, all the stakeholders are encouraged to play an active role in the whole project. It focuses on empowering the team members involved in the adoption process. In transformative leadership, the focus is placed on ensuring that individuals work collectively to achieve a common goal. The leaders influence those they lead through encouraging, inspiring, and motivating them to explore innovative ways of doing things. 

Conclusion 

In summary, electronic health records can be utilized to not only improve the quality of care but also identify opportunities in the healthcare system too. The stored data can be used to explore the trends that can be explored for business profitability. The design and implementation of electronic health records is a collaborative process. It incorporates the insights provided by stakeholders such as doctors, nurses, and information technology experts. Therefore, it is important that the desired leadership style and skills are employed to ensure that the adopted system meets the prioritized needs of the organization.  

References 

Barrett, A. K. (2015). Change is inevitable but compliance is optional: Coworker social influence and behavioral work-arounds in the EHR implementation of healthcare organizations. Austin, Tex: University of Texas.  

Gliklich, R. E., Dreyer, N. A., Leavy, M. B., Quintiles Outcome (Firm),, United States., & Effective Health Care Program (U.S.). (2014). Registries for evaluating patient outcomes: A user’s guide. Rockville, MD: Agency for Healthcare Research and Quality.  

Graña, M., Toro, C., & Howlett, R. J. (2015). Innovation in Medicine and Healthcare 2014. Burke: IOS Press. 

Kelley, T. (2016). Electronic health records for quality nursing & health care. Lancaster, PA: DEStech Publications.  

Sarkar, I. N. (2015). MEDINFO 2015: eHealth-enabled Health. IOS Press. 

Stanhope, M., & In Lancaster, J. (2016). Public health nursing: Population-centered health care in the community. St. Louis, Missouri: Elsevier.