NRS 415 CLC – Health Care Organization Evaluation
Chamberlain University NRS 415 CLC – Health Care Organization Evaluation – Step-By-Step Guide
This guide will demonstrate how to complete the Chamberlain University NRS 415 CLC – Health Care Organization Evaluation 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 NRS 415 CLC – Health Care Organization Evaluation
Whether one passes or fails an academic assignment such as the Chamberlain University NRS 415 CLC – Health Care Organization Evaluation 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 NRS 415 CLC – Health Care Organization Evaluation
The introduction for the Chamberlain University NRS 415 CLC – Health Care Organization Evaluation 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.
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How to Write the Body for NRS 415 CLC – Health Care Organization Evaluation
After the introduction, move into the main part of the NRS 415 CLC – Health Care Organization Evaluation 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 NRS 415 CLC – Health Care Organization Evaluation
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 NRS 415 CLC – Health Care Organization Evaluation
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 NRS 415 CLC – Health Care Organization Evaluation
Importance of inter-professional collaboration for Healthcare Organizations’ Culture and values
Inter-professional collaboration is a core aspect of effective working in any healthcare setting, including the University of California Care, UC Care hospital as the entails different healthcare professional from diverse fields working together to deliver care. Inter-professional collaboration ensures that providers, especially nurses and physicians work through teams to deliver patient care (Rider et al., 2021). Through teamwork, the professionals work together, share knowledge and learn from one another. The collaboration promotes patient-centered care culture as the professionals develop a common approach to patient care. Such plans address all areas of patient health and integrates evidence-based practice (EBP) to improve quality delivery. Through inter-professional collaboration, organizations and the professionals develop a continuous learning culture that encourages gaining of new knowledge and skills to improve patient care (Borkowski et al., 2020). Trust and mutual respect also develop as collaboration enhances the connections among healthcare workers as the disciplines work together. The professionals develop a culture of transparency, shared learning and decisions and appreciation of diverse view and opinions. The culture of respect emerges and endures as providers listen to one another.
Importance of Shared Governance on organizational culture and values
Shared governance entails participating in decisions concerning patient care, quality improvement, and guidelines within an organization. Shared governance provides a voice or platform for employees to determine the organizational culture, values and processes. Through shared governance, providers and organizations cooperate and communicate effectively to attain set goals and objectives (Wei et al., 2020). For instance, open communication fosters a culture based on tolerance, mutual respect, and shared accountability where everyone takes responsibility for decisions and actions at both individual and organizational levels. Shared government leads to empowerment and ownership as employees feel part of the organization based on their decisions and input (Borkowski et al., 2020). The providers also share decision-making and develop care plans for better access and quality care.
Inter-professional collaboration and Shared Governance at University of California Care-UC Care-UCnet
Inter-professional collaboration and shared governance are core aspects of care delivery at University of California Health- UC Care since the facility has professionals from diverse fields and specialties who cater to its patients or clients. These professionals work together through the organization to deliver quality patient care. The professionals are practitioners in different areas of care but make collective decisions and develop requisite care plans for their patients. The practitioners at UC Care develop care plans through multidisciplinary teams implying that inter-professional collaboration will be critical (UC, 2024). The use of different programs and plans like Medicare implores the organization to leverage inter-professional collaboration to improve care delivery and communication among the different players (Rider et al., 2021). Lastly, UC Care requires shared governance and inter-professional collaboration because it deals with diverse patients, particularly the elderly who are susceptible to commodities.
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Change Management Theory: Kotter’s 8-Step Change Model
The appropriate change management model for the organization as it navigates its strategic plan is Kotter’s 8-step model. The model is systematic in implementing change in organizations, including healthcare entities like UC Care. The change process requires urgency and a coalition of change agents who will embrace the developed change vision of the leader. The process also entails communicating the vision for all stakeholders to accept or have a buy-in. The fifth step is to empower broad-based action across the organization based on the strategic plan (Borkowskie et al., 2020). For instance, UC Care’s strategic plan is to expand its services to cater to more populations based on the unique patient needs. The sixth step is generation of short-term wins like departmental implementation before implementation in other areas. The seventh step is to build on the short-term wins by developing new plans based on commitment from the employees. The eighth or final step is anchoring change as part of the organizational culture through persistency and better approaches for employees to leverage the new ways of doing things.
Why the Model is Appropriate
Kotter’s 8-step change model is appropriate for this organization based on its attributes and structure. The model is systematic yet broad based on its steps. The implication is that at any level, the model integrates all stakeholders in an organization based on their roles and responsibilities. The eight-step process ensures that stakeholders generate a buy-in or acceptance as it entails communicating the planned changes and integrating all concerned (Wei et al., 2021). The eight-step process is also important for UC Care since it emphasizes effective communication as a core aspect of change implementation. The implication is that this change model acknowledges the important role that people play in change management, especially their input and participation in decision-making.
References
vBorkowski, N., & Meese, K. A. (2020). Organizational behavior in health care.
Jones & Bartlett Learning.
vRider, E. A., Frost, J. S., & Longmaid III, H. E. (2021). Embedding shared
inter-professional values in healthcare organizational culture: The National
Academies of Practice experience. Journal of Inter-professional Education &
Practice, 23, 100348. DOI:10.1016/j.xjep.2020.100348
vUniversity of California Health (UC Care) (2024). About Us: Committed to the
health and well-being of all. https://health.universityofcalifornia.edu/about-us
vWei, H., Corbett, R. W., Ray, J., & Wei, T. L. (2020). A culture of caring: the
essence of healthcare inter-professional collaboration. Journal of inter-
professional care, 34(3), 324-331. DOI: 10.1080/13561820.2019.1641476.
Sample Answer 2 for NRS 415 CLC – Health Care Organization Evaluation
Importance of inter-professional collaboration for Healthcare Organizations’ Culture and values
Inter-professional Collaboration
Key aspect of culture and values
Different healthcare professionals from diverse fields working together (Rider et al., 2021)
Influences culture & values by
Teamwork (Borkowski et al., 2020)
Patient-centered care
Continuous learning
Trust and mutual respect
Inter-professional collaboration is a core aspect of effective working in any healthcare setting, including the University of California Care, UC Care hospital as the entails different healthcare professional from diverse fields working together to deliver care. Inter-professional collaboration ensures that providers, especially nurses and physicians work through teams to deliver patient care (Rider et al., 2021). Through teamwork, the professionals work together, share knowledge and learn from one another. The collaboration promotes patient-centered care culture as the professionals develop a common approach to patient care. Such plans address all areas of patient health and integrates evidence-based practice (EBP) to improve quality delivery. Through inter-professional collaboration, organizations and the professionals develop a continuous learning culture that encourages gaining of new knowledge and skills to improve patient care (Borkowski et al., 2020). Trust and mutual respect also develop as collaboration enhances the connections among healthcare workers as the disciplines work together. The professionals develop a culture of transparency, shared learning and decisions and appreciation of diverse view and opinions. The culture of respect emerges and endures as providers listen to one another.
Importance of Shared Governance on organizational culture and values
vEntails participation in decisions on patient care, quality improvement, and guidelines within an organization (Wei et al., 2020)
vProvides a voice or platform for employees thus influencing culture, values and internal working
vCooperation and communication (Borkowski et al., 2020)
vEmpowerment and Ownership
vQuality improvement
vShared decision making and development of care plans
Shared governance entails participating in decisions concerning patient care, quality improvement, and guidelines within an organization. Shared governance provides a voice or platform for employees to determine the organizational culture, values and processes. Through shared governance, providers and organizations cooperate and communicate effectively to attain set goals and objectives (Wei et al., 2020). For instance, open communication fosters a culture based on tolerance, mutual respect, and shared accountability where everyone takes responsibility for decisions and actions at both individual and organizational levels. Shared government leads to empowerment and ownership as employees feel part of the organization based on their decisions and input (Borkowski et al., 2020). The providers also share decision-making and develop care plans for better access and quality care.
Inter-professional collaboration and Shared Governance at University of California Care-UC Care-UCnet
Inter-professional collaboration and share governance critical to UC Care
Organization has professionals from diverse fields and specialties
Professionals working together to deliver quality patient care (UC, 2024)
Practitioners in different areas of care make collective decisions
Development of care plans through multidisciplinary teams
Use of different programs like Medicare and multiple coverage requires collaboration (Rider et al., 2021)
Dealing with diverse patients, especially the elderly susceptible to comorbidities
Inter-professional collaboration and shared governance are core aspects of care delivery at University of California Health- UC Care since the facility has professionals from diverse fields and specialties who cater to its patients or clients. These professionals work together through the organization to deliver quality patient care. The professionals are practitioners in different areas of care but make collective decisions and develop requisite care plans for their patients. The practitioners at UC Care develop care plans through multidisciplinary teams implying that inter-professional collaboration will be critical (UC, 2024). The use of different programs and plans like Medicare implores the organization to leverage inter-professional collaboration to improve care delivery and communication among the different players (Rider et al., 2021). Lastly, UC Care requires shared governance and inter-professional collaboration because it deals with diverse patients, particularly the elderly who are susceptible to commodities.
Change Management Theory: Kotter’s 8-Step Change Model
The appropriate change management model for the organization as it navigates its strategic plan is Kotter’s 8-step model. The model is systematic in implementing change in organizations, including healthcare entities like UC Care. The change process requires urgency and a coalition of change agents who will embrace the developed change vision of the leader. The process also entails communicating the vision for all stakeholders to accept or have a buy-in. The fifth step is to empower broad-based action across the organization based on the strategic plan (Borkowskie et al., 2020). For instance, UC Care’s strategic plan is to expand its services to cater to more populations based on the unique patient needs. The sixth step is generation of short-term wins like departmental implementation before implementation in other areas. The seventh step is to build on the short-term wins by developing new plans based on commitment from the employees. The eighth or final step is anchoring change as part of the organizational culture through persistency and better approaches for employees to leverage the new ways of doing things.
NRS 415 Academic Integrity Tutorial and Response Sample Answer
Academic integrity details the commitment to fundamental standards and values, including respect, fairness, trust, honesty, teaching, and research. These standards and values offer a platform for directing learner behavior, leading written norms and values into practice (Guruswami et al., 2023). Learners are required to provide credit to other individuals after using their ideas (Anoopa et al., 2019). Additionally, nursing is one of the ethical professions which demand the highest degrees of professional integrity. This is underscored through professional ethics. Therefore, it is important to understand how academic integrity in the classroom links to professional accountability in the nursing practice.
Nursing learners must have enough opportunities to learn academic integrity in the classroom. This is through learning and practicing academic writing skills necessary to ensure academic integrity (Komalasari et al., 2023). It entails involvement in values that align learners to nursing professional standards of practice and code of ethics. Academic integrity demands commitment and conformity to values of trust, fairness, honesty, responsibility, and respect in school (Emmanuel et al., 2021). The learners’ continued commitment to these vital values is essential to the nursing profession, which demands a similar commitment to ethical practice as required by a code of ethics (Miron et al., 2022). The nursing profession also requires self-regulation, which is learned in academic integrity. The enculturation of learners to the academic integrity values reinforces their knowledge of the requisites for ethical behavior necessary for safe nursing practice.
References
Anoopa, K. R., Mathews, M., Greeshma, P. V., Thomas, M., & Ambika, S. (2019). Academic integrity among nursing students. International Journal of Health Sciences & Research, 9(12), 110–116. https://www.ijhsr.org/IJHSR_Vol.9_Issue.12_Dec2019/17.pdf
Emmanuel, E., Fielden, J., & Miller-Rosser, K. (2021). Why should we care about academic integrity in nursing students? Journal of Nursing Education and Practice, 11(5), 46. https://doi.org/10.5430/jnep.v11n5p46
Guruswami, G. K., Mumtaz, S., Gopakumar, A., Khan, E., Abdullah, F., & Parahoo, S. K. (2022). Academic integrity perceptions among health-professions’ students: A cross-sectional study in the Middle East. Journal of Academic Ethics, 21(2), 231–249. https://doi.org/10.1007/s10805-022-09452-6
Komalasari, M. D., Sukadari, & Widyaningsih, N. (2022). The academic integrity of college students. Proceedings of the 1st UPY International Conference on Education and Social Science (UPINCESS 2022), 253–258. https://doi.org/10.2991/978-2-494069-39-8_24
Miron, J., Wilson, R., Freeman, J., & Sears, K. (2022). Academic integrity in upper year nursing students’ work-integrated settings. International Journal for Educational Integrity, 18(1). https://doi.org/10.1007/s40979-022-00107-y