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.

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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.

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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

Sample Answer 2 for NUR 514 Implementing Change With an Interprofessional Approach Presentation 

Introduction

Change in health organizations aim at improving processes and efficiencies. Change seek to introduce new aspects of care that addresses the needs of the patients and the organizational stakeholders. Health organizations should respond effectively to the demands of change. Through it, organizations can respond to actual and potential threats in their markets. Our organization implemented the use of telehealth in the management of chronic conditions such as heart failure in the hospital. The telehealth services were to be provided to the patients remotely. Patients and healthcare providers were expected to interact in health-related issues for continuity of care and patient-centeredness. Through these effects, the change was anticipated to optimize the treatment outcomes for the patients. Despite the adoption of the change, it was not successful in the organization as seen from its failure within the first two months of implementation.

Rationale for Change 

One of the rationales for the change was to improve the adherence to treatment by patients. Evidence has shown that the use of telehealth improves the adherence to treatment by patients. The adherence minimizes the occurrence of adverse events in the patients. The second rationale for the change was to reduce the number hospital visits by patients. Telehealth was adopted with the aim of eliminating any unnecessary hospital visits by the patients. The reduction in hospital visits was anticipated to arise from the healthcare providers addressing minor concerns of the patients. The reduction in hospital visits was also anticipated to reduce the cost of care that patients incurred. The other rationale for the change was to reduce re-admission rate. The re-admission rate was anticipated to reduce due to treatment adherence, decline in adverse events and lifestyle and behavioral modification. Teleheealth was also expected to promote continuity in care and patient-centeredness. Through it, the hospital expected to witness an increase in the satisfaction rate of patients with the treatment offered in the institution.

Goals for Change 

As noted above, telehealth reduces readmission rate for patients with chronic conditions. It was therefore expected that its use will result in a reduction in the hospital readmission rate for patients with chronic conditions from 21% to 11% in one year. The above analysis also showed that telehealth reduces hospital visits by patients. The adoption of the change aimed at reducing the hospital visits rate by 5% in patients with chronic conditions in a period of one year. The above analysis also showed that telehealth improves treatment adherence in patients. As a result, the change aimed at increasing treatment adherence in patients by 15% in three months. The last goal was to increase patient satisfaction by 10% in six months in the hospital.

Why Change Failed

Several factors contributed to the failures in the change. One of the causes of the failure was the lack of training for healthcare providers on the use of the change. The healthcare providers did not have the knowledge and skills that were needed for the successful use of the change. Lack of training or low level of awareness among the adopters increases the risk for resistance to change. The second factor that led to the failure is lack of adequate involvement of the adopters. Successful implementation of change requires that healthcare providers and other adopters be adequately involved. The adopters should be involved in processes such as assessment, planning, implementation and evaluation. Inadequate stakeholder involvement increases the risk of resistance to change from the adopters. The other reason for the failure was inadequate support from the hospital. The management did not provide the needed financial support, leading to its failure. Lastly, the hospital has an acute shortage of staffs. As a result, it was difficult to implement the change since it needed extra time for the healthcare providers. Cumulatively, these factors contributed to the failure of the change in the organization.

Inter-professional Stakeholders

One of the inter-professional stakeholders that will be involved in the project are the nurses. The nurses will play the role of implementing the change. They will put the developed plans into actions. The second inter-professional stakeholder is the physicians. The physicians will ensure that the change is successfully implemented by putting plans into action. The physicians will also provide information on the effectiveness of the change in meeting the diverse needs of the adopters and patients. The other stakeholder comprises of the nurse managers. Nurse managers play the role of leading the implementation of the change. Nurse managers evaluate the extent to which the nurses incorporate the change into their practice. They also embrace interventions to address the identified barriers in the implementation process.

The hospital administrator also plays a role in the implementation of change. The administrator ensures that the workplace conditions support the change. The administrator works with other key stakeholders to determine the ways in which the change aligns with the organizational mission and vision of the organization. Trainers form part of the external stakeholders. The trainers play the role of imparting the knowledge and skills related the change to the adopters. Information technology expert is needed to train the healthcare providers on the use of the change. The human resources manager determines the training needs of the adopters and the ways in which the needs can be achieved.

Change Theory

The trans-theoretical theory is an effective theory that can be applied in implementing change. The theory is considered an effective theory for promoting behavioral change in health organizations. DiClemente and Prochaska developed the trans-theoretical model in 1983. according to them, behavioral change occurs in a series of steps. An individual must meet the requirements set in a step for them to move to the next. The success of change in this model is identified to rely on factors such as decisional balance and realization of self-efficacy by the adopters of change. The authors also identified that successful change is achievable in organizations if a focus on restraining and supporting forces for change are considered. In this case, change is possible when support for interventions that increase the successful adoption of change are implemented.

As noted initially, change in the trans-theoretical model occurs in steps. The first step is pre-contemplation. The adopters of the change are not ready in the pre-contemplation stage. The adopters also do not have any plans of embracing change in their lives. They do not understand the harm or consequences of their current actions or behaviors. The adopters in the contemplation stage begin to get ready for the stage. The adopters understand the negative consequences of their behaviors. As a result, they begin to explore the ways in which they can address the identified issues in their practice. The preparation stage in the model is characterized by the adopters being ready to embrace change. They express interest to put the plans into action. The adopters understand the ways in which the change can be utilized to achieve their diverse goals. The action stage is characterized by the adopters making decisions to change their lifestyle and behaviors. The last stage, maintenance is characterized by the adopters sustaining the use of the change in their lives. The adopters explore ways of preventing the use of their old habits.

Initiating Change

Initiating organizational change is a carefully planned process to ensure its success. The first step that I will undertake in initiating change is performing organizational assessment. I will perform organizational assessment to determine the issues affecting its performance. I will also perform the assessment to determine whether the organization is ready to adopt a change or not. The assessment will also provide insights on the resource availability, strengths, and weaknesses of the organization in relation to the adoption of change. The second step I will undertake is surveying the adopters to understand the issues facing them and interventions that need to be embraced to address the identified issues. The survey will also provide information about the attitude that the adopters have towards change. The third step will be training the adopters. Training is an important step that will build the knowledge and skills that are needed for change in the adopters. The provision of training opportunities will also prepare adopters psychologically for the change.

The fourth step that I will use in initiating change will be implementing the change. The implementation process will ensure that the strategies of the change are put into use. The implementation will also ensure that the adopters actualize the change in their practice. The fifth step will entail monitoring the change. I will monitor the change to ensure that the adoption process aligns with the developed guidelines. I will also monitor to identify any issues or challenges that are experienced in the implementation process. The sixth step I will use is evaluation. Evaluation will be undertaken to determine if the outcomes of the change were achieved or not. Evaluation will also inform the decision that will be made concerning the need and effectiveness of the change. I will communicate the findings of the evaluation to the stakeholders of the project. Communicating the results will inform them about the successes and failures of the project.

Impacts of Unsuccessful Change

Organizations implement change with the aim of improving their performance, processes and efficiencies. Unsuccessful change however has significant negative outcomes on the organization. The first negative outcome is the diversion or ineffective use of organizational resources. The resources that the organization had invested for use are wasted. The organization is also forced to embrace new strategies to overcome the failures in the change. The use of additional resources, which were unplanned affects the performance of the organization. Unsuccessful change also can also demotivate the employees. The employees do not develop a positive attitude towards change. As a result, there will be an increased risk for resistance to change in the future in the organization. Unsuccessful change also hinders the realization of the goals of the organization. The ability of the organization to achieve its mission and vision are delayed. Therefore, there is an overall decline in the performance and competitiveness of the organization due to poor realization of the set objectives.

Steps by Inter-professional Team

Unsuccessful change is likely to predispose the inter-professional team to engage in several interventions in a bid to understand the factors that led to the failure and interventions to be adopted. The first step that the inter-professional team might take in response to the failure of change is re-evaluation of strategies. Re-evaluating strategies will provide insights into the issues that were experienced in the implementation of the strategies. The re-evaluation will also provide opportunities to examine the alignment of the strategies with the overall aims of the change. The second step that the inter-professional team will take is the re-examination of the change itself. The team will re-examine the change to determine whether it aligned with the goals of the organization or not. Re-examining the change will also provide them with an understanding of the feasibility of the change. The inter-professional team will also engage in the assessment of the adequacy of the support that the organization provided for the implementation of the change. Successful implementation of change requires optimum support from the organization. Inadequate or lack of support increases the risk of its failure. The last step taken by the inter-professional team is re-innovation of strategies. The information obtained from the above steps is used to develop new and innovative interventions that are applicable to the change.

References

šHeidari-Robinson, S., & Heywood, S. (2016). ReOrg: How to Get It Right. Harvard Business Review Press.

šHodges, J. (2020). Organization Development: How Organizations Change and Develop Effectively. Red Globe Press.

šLainey, P. (2020). The Micropolitics of Organizational Change: An Action Research Study at a University Business School Implementing Online Learning. University of Liverpool.

šSenior, B., Swailes, D. S., & Carnall, C. (2020). Organizational Change, 6th Edition. Pearson Education Limited.

šSingh, R., & Ramdeo, S. (2020). Leading Organizational Development and Change: Principles and Contextual Perspectives. Springer Nature.