NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

Walden University NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE– Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE 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 NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

Whether one passes or fails an academic assignment such as the Walden University NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE 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 NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

The introduction for the Walden University NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE 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 NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

After the introduction, move into the main part of the NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE 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 NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

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 NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

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 NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

Introduction

Transition leadership and management are two of the key components that influence whether an organizational transition is successful. Any project meant to bring about change inside an organization needs to be supported and carried out within their sphere of influence by effective leadership and management that have an impact on the individuals undergoing the change (Sfantou et al., 2017).As a result, leadership plays a number of roles in assessing, preserving, and advancing change. The purpose of this debate is to compare leadership approaches to the procedures for evaluating and maintaining change in a healthcare organization, as well as the differences between change management and change leadership. The topic of discussion covers the role that leadership plays in assessing, preserving, and promoting change as well as the necessity of monitoring change inside an organization.

Change Management and Change Leadership

The process that assists teams and entire organizations in implementing change into their daily operations is known as change management. The team can navigate toward the procedures and activities involved in change projects through change management. In addition, change management offers the frameworks and instruments required to maintain control over procedures and actions. transition management reduces potential distractions during the transition process in this way. In terms of change leadership, this refers to the motivating factors required to support the change via procedures for persuading individuals to accept and support the change as well as a common vision (Kotter, 2012).

Leadership Approach in Sustaining Change

Effective leadership techniques are required to sustain change, facilitate organizational transitions, and help staff members comprehend and accept changes to the work environment. Thus, good communication is the first leadership strategy for maintaining change. That is, in order to inform, update, and encourage individuals, good communication is required. Participatory leadership is the second leadership strategy, which focuses on maintaining change. In this case, encouraging people to participate in the process is the main goal (Kotter, n.d.). Additionally, there is the method of holding the change process accountable. That is to say, the leadership must take responsibility for the change, honor commitments, and ensure that others follow suit.

Leadership Function in Evaluating and Sustaining Change

According to Seljemo, Viksveen, and Ree (2020), leadership is the primary force behind change, and as such, it is essential to the assessment, upkeep, and sustainability of change. To begin with, leadership is required to decide whether or not change is necessary. To start the transition, the leadership must provide resources, both financial and human. Leadership serves as a role model for the followers during the shift by leading the charge to support the change. In order to maintain change and reduce fear, leadership must communicate the change (Kotter, n.d.). Leadership’s role in maintaining change is to address employee resistance to change by paying attention to and addressing the employee’s concerns.

Leadership Influence on Aims

Different leadership philosophies exist for handling change. That being said, the transformational leadership method is the main topic of this section. First, in order to support, maintain, and sustain change, transformational leadership techniques are essential. These include inspiring staff members to embrace the change and giving the resources and tools that are known to help achieve the goals of change (Sfantou et al., 2017).

By communicating the change’s vision to the workforce and inspiring them to achieve the intended outcome, transformational leadership techniques are required to instill confidence in the workers during the transition (Sfantou et al., 2017).

When to Stop Measuring Change

It is impossible to overstate the significance of evaluating change inside an organization. To start, measuring the change is essential to determining and sharing the process’s success, which will motivate people to embrace the project. It will be impossible to assess the success of the change without measuring it, and if people are unable to assess the change’s success, they might be reluctant to support it. Because everyone in the organization is aware of the benefits and expectations of the change, measuring it also helps to empower people to take action. Additionally, monitoring progress is necessary to understand how well the program is working and pinpoint areas that still require development (Sipes, 2020).

Conclusion

All things considered, change is unavoidable. But without strong leadership and an efficient change management system, change cannot succeed. The provision of the instruments and frameworks required to maintain the change process calls for change management. The assessment, upkeep, and sustainability of the change process depend on successful leadership techniques including accountability, participative leadership, and effective communication. Measuring change is also crucial for gaining understanding of the program’s effectiveness and pinpointing areas that still require development (Sipes, 2020).

References

Khattak, M. N., Zolin, R., & Muhammad, N. (2020). Linking transformational leadership and continuous improvement: The mediating role of trust.Management Research Review,43,8, 931-950.

Kotter, J. (2012). Change management vs change leadership—what’s the difference? [Video].YouTube.https://www.youtube.com/watch?v=2ssUnbrhf_U&t=46s

Kotter, J. (n.d.).The 8-step process for leading change. https://www.kotterinc.com/8-steps-process-for-leading-change/

Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: across-sectional study.Bmc Health Services Research,20,

Sfantou, D., Laliotis, A., Patelarou, A., Sifaki-, P. D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings:A Systematic Review.Healthcare,5,4, 73.

Sipes, C. (2020).Project management for the advanced practice nurse(2nd ed.). Springer Publishing Company

Sample Answer 2 for NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

Many people, groups, and organizations resist change because they perceive it to always be negative; however, change can be for the best and is necessary for sustained growth and improvement (Hanelt et al., 2021). The realization of this fact by the leadership and management of a healthcare organization is important for the recognition of practice gaps and the implementation of consequential quality improvement initiatives. A healthcare setting needs to go beyond appreciating the need for change and identify the best way to bring it about through the right kind of leadership. In this case, an organization may apply change management or change leadership, in which the former refers to the process of attaining change while the latter describes the influences and the focus on the change. For instance, a change leader will work with others to attain change. On the other hand, a leader overseeing change management will leave others to carry out the process if he has given direction and orders.

According to 8 Steps for Leading Change by Dr. Kotter, change leadership involves acting with passion and purpose towards the change, forming a strategic vision, and removing barriers to change actions (Bedard, 2023). Depending on the leadership approach, the processes for evaluation of and sustainment of change in the healthcare setting may or may not be successful. For instance, a transformational leader will provide change leadership to change processes in healthcare organizations through the building of a guiding coalition process that will oversee the entire process. On the other hand, a transactional leader will be focused on the attainment of the desired change and not on the sustainment of improvement, and will therefore will overlook key processes such as the development of a strong reliable team for the change process. A good leader guides the evaluation, maintenance, and sustenance of change by aiming for a strategic vision, enabling action, bringing about short-term wins, and sustaining acceleration (Bedard, 2023). Without such leadership, the evaluation of change initiatives in organizations is undermined and this means that the outcomes or the success of the process are not determined.

Reliable leadership is required to ensure that a reliable team is created during the first stages of the change process that will undertake the evaluation of the change to determine whether it is useful. The members of a change team must be motivated and committed to the process and it is up to the leader to determine who is best fit to become members. A good leader is critical in the maintenance of change through their facilitation of action in the way they remove barriers and generate short-term wins. A leader directs others to identify and address the challenges that arise during the change process and provides updates to highlight wins for the motivation and energy of the team members (Hu et al., 2022). The sustenance of change relies on the actions of a leader in building on change and making the change the norm for the organization. One should not stop measuring change in an organization, otherwise, they will not be able to maintain and sustain the change. Measuring change allows for improving parts of it or removing arising barriers, allowing for continuous improvement and quality. For instance, measuring compliance to checking vital signs among nurses provides information on whether the change initiative was successful and whether it should persist or some changes should be made to it.

References

Bedard, A. (2023, August 22). The 8-Step process for leading change | Dr. John Kotter. Kotter International Inc. https://www.kotterinc.com/methodology/8-steps/Links to an external site.

Hanelt, A., Bohnsack, R., Marz, D., & Antunes Marante, C. (2021). A systematic review of the literature on digital transformation: Insights and implications for strategy and organizational change. Journal of Management Studies, 58(5), 1159-1197.

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

Sample Answer 3 for NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

Various sectors usually experience change, healthcare included. While change can be disruptive and negative, it is important to note that it can also be positive. Therefore, it is important to always be ready to prepare for change and ensure that change is appropriately handled to lead the organization to prosperity. Change is unavoidable in nursing practice. Therefore, change management should be used. Change management and change leadership are interrelated. However, they have different roles and focuses in the context of organizational change (Errida & Lotfi.,2021). Change management mainly deals with processes, systems, and structures within a particular organization. Hence, it is mainly focused on the technical aspects of change implementation. Change leadership deals with the aspects of people; hence, in the context of change, it deals with motivating and inspiring people to accept and drive change.

Leadership approaches relate to the process for evaluation of and sustainment of change in a nursing practice. For example, transformational leadership helps motivate and inspire followers to focus on goal achievement; hence, in the evaluation phase, transformational leadership would focus on improving and encouraging learning and continuous improvement. They also play a crucial role in change sustainment as the leaders emphasize empowering and sharing vision, which then helps in sustaining change (Bagga et al.,2023). Leadership also has a role in evaluating, maintaining, and sustaining change. They coordinate the change process to help evaluate, maintain, and sustain change. The leaders influence these aims by coordinating, motivating, and leading the change process. It is worth noting that the measurement of change in an organization should be a continuous process (Sipes, 2020). As such, it should not be stopped since change continuously takes place. Therefore, it is important for the change process to be managed appropriately by the change leaders.

References

Bagga, S. K., Gera, S., & Haque, S. N. (2023). The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), 120-131. https://doi.org/10.1016/j.apmrv.2022.07.003

Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, 13, 18479790211016273. https://doi.org/10.1177/18479790211016273

Sipes, C. (2020). Project management for the advanced practice nurse (2nd ed.). Springer Publishing Company.

Sample Answer 4 for NURS 8302 Week 11: EVALUATING AND SUSTAINING CHANGE

The healthcare system is constantly changing, and the demands of quality care are on the rise; hospitals strive to improve performance and patient safety. With this comes immense change and quality improvement (Murphree et al., 2011). Organizational changes in health care are more likely to succeed when health care professionals can influence the difference, feel prepared for the change, and recognize the value of the change, including perceiving the benefit of the shift for patients (Nilsen et al., 2020). Continuous professional education has become increasingly important to ensure that health care professionals’ competencies keep pace with current standards and to maintain and enhance the knowledge and skills needed to stay abreast of the newest evidence (Nilsen et al., 2020). Continuous improvement is a systematic, sustainable approach to enhancing the quality of care and patient outcomes that embraces practice change which is an ongoing journey in healthcare that requires commitment and persistence under effective leadership. (KPMG,2019).

One of the challenges during this change process is sustaining practice change which requires robust and effective leadership to maintain a practical improvement (Bigelow et al., 2010). It is important to note that continuous improvement is driven and owned by frontline staff, reinforced by specialized, ongoing training, and supported by the entire organization starting with the board and the chief executive and permeating everywhere from the finance and human resources and information technology departments. Moreover, change must be underpinned by the right leadership behaviors with transformational leadership skills because such leaders support, mentor, and ask questions about the change process. Transformational leaders are successful leaders who possess certain qualities such as being a good change manager that promotes teamwork, guides staff through any transition period, identify support systems and possible barriers, and enabling tools needed to strengthen and support nurses during quality and safety movement (Richardson & Storr, 2010).

According to Bigelow et al. (2010), many strategies exist for leaders to promote and sustain quality improvement, such as providing visual control, control charts, daily, weekly, monthly, and quarterly accountability processes. These strategies support the quality movement, provide bedside nurses with oversight and support of their daily practice. Similarly, nurse leaders can also utilize the Lean Six Sigma model in quality improvement because the model relies on a collaborative team effort in improving performance by systematically eliminating waste to maximize workflow (Bigelow et al., 2010). Finally, Leaders can also apply models such as the National health service (NHS) sustainability model in sustaining quality improvement changes because it assists them in implementing change, increasing the quality of care, and promoting a positive patient experience while reducing health care costs (Silver et al., 2016).

References

Bigelow, L., Wolkowski, C., Baskin, L., & Gorko, M. (2010). Lean Six Sigma: Sustaining the gains in a hospital laboratory. Clinical Leadership & Management Review, 24(3), 1–14.

KPMG International Healthcare Practices. (2019). Creating a culture of excellence. https://assets.kpmg/content/dam/kpmg/xx/pdf/2019/03/

Nilsen, P., Seeing, I., Erickson, C., Birken, S. A., and Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses, and assistant nurses. Biomedical Central health services Research.  20:147 https://doi.org/10.1186/s12913-020-4999-8

Murphree, P., Vath, R. R., & Daigle, L. (2011). Sustaining lean six sigma projects in health care. Physician Executive, 37(1), 44–48. 

Richardson, A., & Storr, J. (2010). Patient safety: A literature review on the impact of nursing

              empowerment, leadership, and collaboration [corrected] [published erratum appears in

               INT NURS REV (1):158]. International Nursing Review, 57(1), 12–21.

Silver, S. A., McQuillan, R., Harel, A., Weizman, A. W., Thomas, A., Nesrallah, G., Bell, C.

            M., Chan, C. T., & Chertow, G. M. (2016). How to Sustain Change and Support

            Continuous Quality Improvement. Clinical Journal of the American Society of

            Nephrology, 11(5), 916-924.