NUR 514 Describe an organizational change model that can be used in a dynamic health care environment

Grand Canyon University NUR 514 Describe an organizational change model that can be used in a dynamic health care environment-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NUR 514 Describe an organizational change model that can be used in a dynamic health care environment 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 Describe an organizational change model that can be used in a dynamic health care environment                           

Whether one passes or fails an academic assignment such as the Grand Canyon University NUR 514 Describe an organizational change model that can be used in a dynamic health care environment 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 Describe an organizational change model that can be used in a dynamic health care environment                         

The introduction for the Grand Canyon University NUR 514 Describe an organizational change model that can be used in a dynamic health care environment 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 Describe an organizational change model that can be used in a dynamic health care environment                         

After the introduction, move into the main part of the NUR 514 Describe an organizational change model that can be used in a dynamic health care environment 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 Describe an organizational change model that can be used in a dynamic health care environment                         

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 Describe an organizational change model that can be used in a dynamic health care environment                           

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 Describe an organizational change model that can be used in a dynamic health care environment

Re: Topic 3 DQ 1

Dynamic changes that are evident within the system have been a result of increased health needs and concerns. Introducing changes may require identifying specific organizational change models. Some models are introduced to support changes by clearly understanding what should be achieved on implementation. Kurt Lewin’s Model is an example of a model supporting a dynamic healthcare environment. This model supports a dynamic health environment and serves as an example of a model whereby three essential concepts or steps are considered. They involve unfreezing, refreezing, and freezing, determining the successful implementation process of changes (DeNisco, 2021).

Kurt Lewin’s model remains an example of a change model appropriate for managing and controlling changes according to the first unfreezing stage. It involves introducing a change within the facility while creating awareness to get further support on implementation. Secondly is the refreezing stage, which entails a proper understanding of the change while evaluating possibilities of achieving success. Lastly is the freezing stage, where the success is evaluated upon introducing a change. The steps may be key to achieving success using this model and can be applicable within a dynamic health environment. In this case, organizational change is managed through proper evaluation of the process on introduction and creation of awareness with further implementation and evaluation processes (DeNisco, 2021).

In organizational change, stakeholders play an essential role in evaluating some of the necessities to achieve the change’s success. They are responsible for ensuring support is achieved through providing enough resources and further plans for implementation. They engage in direct communication to enhance the success of changes. Stakeholders also have other roles in introducing further solutions to barriers that impact the implementation of a new change (Hicks, 2020). Stakeholders remain responsible for any financial aspect of the change because of the direct decision-making processes.

References

DeNisco, S.M. (2021). Advanced practice nursing: essential knowledge for the profession (4^th ed.). Jones & Bartlett Learning.

Hicks, K. (2020, July 15). Organizational change management: 8 proven models to help navigate change. Zendesk. https://www.zendesk.com/blog/change-management-models/

Sample Answer 2 for NUR 514 Describe an organizational change model that can be used in a dynamic health care environment

Kotter’s 8-Step transformation Model is one organizational change model that works well in a changing healthcare setting. John Kotter created this model, which highlights the value of approaching change methodically and offers an organized framework to help organizations navigate the challenges of dynamic healthcare environments. According to Harrison et al. (2021) the eight steps are as follows: creating a strong coalition to lead staff; creating a vision and strategy; communicating the vision; facilitating broad action; achieving rapid results; consolidating progress and enacting further change; and engraining new techniques into the culture. This concept is especially pertinent to the healthcare industry because it tackles three key issues, which include navigating complexity through collaborative leadership, integrating change into organizational culture to ensure sustainability, and responding urgently to changing patient requirements. By stressing ongoing adaptation and the development of a change-ready culture, the model acknowledges the dynamic nature of healthcare and enables healthcare organizations to respond proactively to new possibilities and problems.

Kotter’s 8-Step Change Model is a methodical and strategic approach to managing organizational change. In order to encourage stakeholders to identify and take action on important challenges in the ever-changing healthcare landscape, a feeling of urgency is fostered. In addition, a strong coalition is built to lead the change cooperatively by bringing together influential individuals. A well-defined vision and strategy serve as a guide for the organization, and they are followed by efficient communication to guarantee broad acceptance and unanimity (Hu et al., 2022). Fostering a culture of collective responsibility and allowing employees at all levels to participate in the change process is essential to empowering broad-based action. In order to create momentum and show stakeholders the advantages of the shift, short-term successes are purposefully created (Hu et al., 2022). To ensure ongoing improvement, the gains are combined and applied as a basis for new adjustments. Lastly, the new strategies emphasize the adaptability and resilience required in the changing healthcare landscape by securing long-lasting change in the organizational culture.

Stakeholders are essential to organizational change because they are important collaborators, influencers, and contributors to the change process. Their involvement is essential at different points in the process, from raising awareness and inspiring change to offering insightful feedback while a new vision and plan are being developed (Naeem, 2020). Since employees are the change’s main stakeholders, they must be empowered, trained, and effectively communicated with in order to implement the change. Stakeholders in leadership steer and support the change, guaranteeing that it is in line with organizational objectives. Partners and regulatory organizations are examples of external stakeholders that could provide insightful opinions and assistance. Stakeholder support and dedication are essential to the process’ success and the creation of a long-lasting, adaptable culture in the fast-paced healthcare industry.

References

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, 85-108. https://doi.org/10.2147/JHL.S289176

Hu, F., Wang, Y., Cao, R., Hu, C., Feng, B., Li, J., … & Yuan, Y. (2022). Kotter’s 8-step change model to improve hand hygiene compliance in Intensive Care Unit: a 41-month prospective longitudinal quality improvement study. https://doi.org/10.21203/rs.3.rs-1599065/v1

Naeem, M. (2020). Using social networking applications to facilitate change implementation processes: insights from organizational change stakeholders. Business Process Management Journal, 26(7), 1979-1998. https://doi.org/10.1108/BPMJ-07-2019-0310

NUR-514 Topic 3 DQ 2 Sample Answer

Leadership presents a variety of difficulties. These difficulties occasionally demand for innovative approaches to bring various parties to the table and find a solution that will benefit everyone. Addressing the needs of patients and the public’s health is a common objective in healthcare. The nurse leader in the situation described will have to begin by reminding everyone on the committee of the committee’s common purpose and who they serve. Decisions and judgments can become tainted by disagreements and a refusal to make concessions. Teams may have a predisposition to place blame and start to doubt the system, management, or leadership when faced with difficulty (Southern, 2020). Every team member must remain dedicated to the overall objective, which in the case of healthcare is patient care, in the face of challenges. 

Lewin’s change theory offers guidance for settling disputes between groups who hold divergent opinions. Three key elements are covered by Lewin’s Change Theory: driving forces, restraining forces, and equilibrium. Driving forces are those that exert pressure in order to bring about change, restraining forces are those that act to control driving forces, and Driving forces must balance restraining forces in order for there to be no change, which is known as equilibrium (Burnes, 2019). I would use the equilibrium force to resolve disputes amongst groups of people who have different viewpoints. The obvious rationale would be that in this stage, parties can be brought to the table with all of their ideas presented and from there chose from each side what closely matches the committee’s vision and goal and eventually the public. As a result, the leader will be able to convince everyone to work toward the same objective. 

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 

Southern, N. (2020). Creating leaders for systems complexity. Handbook of Systems Sciences, 1–29. https://doi.org/10.1007/978-981-13-0370-8_15-2