NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment

Walden University NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment-Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment 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 8502 Week 3 Assignment 1 Organizational Readiness Assessment                           

Whether one passes or fails an academic assignment such as the Walden University NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment 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 8502 Week 3 Assignment 1 Organizational Readiness Assessment                         

The introduction for the Walden University NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment 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 8502 Week 3 Assignment 1 Organizational Readiness Assessment                         

After the introduction, move into the main part of the NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment 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 8502 Week 3 Assignment 1 Organizational Readiness Assessment                         

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 8502 Week 3 Assignment 1 Organizational Readiness Assessment                           

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 8502 Week 3 Assignment 1 Organizational Readiness Assessment

An organizational readiness assessment refers to a series of tasks that change carries out to establish an organization’s preparedness for a particular change. The readiness to change is measured based on the scale of the change and the severity of its impacts (Alolabi et al., 2021). An organizational readiness assessment is a vital element of change management since it helps the change agent estimate how ready the organization is for a change. The purpose of this paper is to discuss the practice problem for the practicum, its impact, and stakeholders.

Identifying the Problem

The identified problem for the practicum project is inadequate knowledge among new graduate nurses on the management of diabetic ulcers. Inadequate knowledge among the new grad nurses is attributed to lack of exposure in managing patients with diabetic ulcers and inadequate formal training programs on diabetic ulcers (Bilal et al., 2018). Consequently, the nurses fail to apply the evidence-based practice, which is crucial in promoting better patient outcomes. The new grad nurses have inadequate knowledge and skills in screening and assessing patients to identify patients at high risk of diabetic ulcers, which aims to prevent the adverse complications of ulceration and foot amputations.

The Real or Perceived Impacts of the Problem

Nurses are crucial members of the diabetes healthcare team. They have a major role in preventing diabetic ulcers and in the management and education of patients at risk of diabetic ulcers. Inadequate knowledge among new grad nurses compromises diabetic care standards resulting in poor health outcomes. The practice problem has resulted in frequent admissions and readmissions secondary to diabetic ulcers and the associated complications, significantly affecting patients’ quality of life. Besides, poor management practices have resulted in prolonged hospital stays and high healthcare costs, creating an economic burden for patients and the healthcare system (Kaya & Karaca, 2018). Therefore, a comprehensive staff educational program focusing on EBP interventions in managing Diabetic ulcers is crucial to improve nurses’ knowledge which will eventually promote better clinical practices.

Is The Problem Defined Correctly?

The practice problem on inadequate knowledge among new grad nurses on the management of diabetic ulcers is correctly defined since it is common among the new grad nurses compared to experienced nurses. The experienced nurses who care for diabetic patients have undergone various formal training on managing diabetic ulcers and are well-versed and skilled in assessment, management, and health education. On the other hand, new grad nurses do not have this level of exposure, which limits their knowledge in diabetic ulcers management.

The Stakeholders

The stakeholders important in addressing the practice include the organizational leadership team and nurses. The leadership team has a key role in ensuring new grad nurses have the right knowledge and skills to provide high-quality patient care in their assigned duties (Kaya & Karaca, 2018). However, the leadership team has not taken an active role in ensuring new grad nurses are equipped with adequate knowledge to manage diabetic ulcers. Nurses have partially engaged in addressing the problem by offering ion-job training to new grad nurses on the management of diabetic ulcers. Internal stakeholders include the leadership team and nurses, but no external stakeholders are involved.

Conclusion

Inadequate knowledge among new graduate nurses on the management of diabetic ulcers is the identified practice problem for the practicum. The problem is associated with a lack of exposure among new grad nurses. Its impact includes poor standards of care, high readmission rates, poor health outcomes, and high healthcare costs.

References

Alolabi, Y. A., Ayupp, K., & Dwaikat, M. A. (2021). Issues and Implications of Readiness to Change. Administrative Sciences, 11(4), 140. https://doi.org/10.3390/ admsci11040140

Bilal, M., Haseeb, A., Rehman, A., Hussham Arshad, M., Aslam, A., Godil, S., Qamar, M. A., Husain, S. N., Polani, M. H., Ayaz, A., Ghazanfar, A. S., Ghazali, Z. M., Khoja, K. A., Malik, M., & Ahmad, H. (2018). Knowledge, Attitudes, and Practices Among Nurses in Pakistan Towards Diabetic Foot. Cureus, 10(7), e3001. https://doi.org/10.7759/cureus.3001

Kaya, Z., & Karaca, A. (2018). Evaluation of nurses’ knowledge levels of diabetic foot care management. Nursing Research and Practice, 2018. https://doi.org/10.1155/2018/8549567

Sample Answer 2 for NURS 8502 Week 3 Assignment 1 Organizational Readiness Assessment

Organizational culture significantly affects the implementation of change initiations in health care. The successful implementation of change initiatives requires supportive culture characterized by transformational leadership, teamwork, and interprofessional collaboration in task undertaking. Nurses and other healthcare providers act as crucial change agents for change in their organizations. Therefore, the purpose of this paper is to explore organizational readiness to embrace change and strategies that would be implemented to facilitate the process.

Organizational Culture Description

The organizational culture supports the proposed change initiative. One of the pieces of evidence of its support for change is the utilization of teamwork in service provision. The staff works as teams in implementing care initiatives to achieve quality, safety, and efficiency in the care process. The organization also utilizes transformational leadership to influence change. Transformational leadership empowers the staff to play a proactive role in the implementation of innovative healthcare practices. The organizational mission also aims at delivering high-quality, safe, and efficient care. Its realization depends on the implementation of quality improvement initiatives that include a change in nursing care. The mission also supports a safety culture, open communication, and patient-centeredness in the care process (Arthurs et al., 2018). Consequently, the above organizational aspects support change.

Organizational Readiness Assessment

The organizational readiness assessment was done using a tool developed by Buildingmovement.org. The tool assesses different areas of organizational readiness that influence change, including vision, mission, and goals, leadership and governance, and staff. The tool demonstrated that the organization is ready to implement the proposed change. It has a mission statement that aligns with change initiatives that improve safety, quality, and efficiency of care. The organizational staff understands the mission and vision statements and engages in activities that contribute to their realization. The organization also evaluates its interventions to ensure their alignment with its mission, vision, and goals. It also has enabling leadership that motivates the staff to engage in activities directed towards enhancing service provision in the organization.

The assessment tool revealed organizational strengths, weaknesses, and opportunities that should be explored for its excellence. The identified strengths include the existence of a vision statement that the staff understands well. It also aligns its strategies with the mission, vision, and goals. It also uses strategy evaluation data to improve its interventions and effectiveness in achieving the desired outcomes. The organizational leadership and governance also understand how to improve efficiency and performance among its staff. The staff is dedicated to achieving their community needs. The identified weaknesses from the assessment include minimal leadership and governance expression of actions and words that drive the desired organizational excellence. The staff also has minimal awareness about the contributions of their actions to organizational success. Some of the identified potential barriers to the proposed change include high workload and low level of knowledge among patients. Therefore, interventions that increase staff awareness and participation in quality improvement initiatives should be explored to enhance organizational success and performance.

Health Care Process and Systems

Health care systems can be used to enhance quality, safety, and cost-effectiveness in the organization. Covid19 pandemic affected the project site by increasing the workload for the nursing staff. As a result, it is recommended that the project site should implement telehealth for service provision. Telehealth would reduce nursing workload by eliminating unnecessary hospital visits by patients. Nurses and other healthcare providers can be trained to provide virtual care services to patients to address overcrowding and unnecessary hospitalizations. Telehealth would also strengthen patient-centeredness and continuity in the care process since patients can interact with their providers whenever they need it (Mataxen & Webb, 2019). Consequently, telehealthshould be considered to improve quality, safety, and cost-effectiveness in the organization.

Strategies for Facilitating Organizational Readiness

The organizational stakeholders should be ready to adopt the proposed change initiative. One of the strategies that will be adopted to facilitate organizational readiness is training change implementers. Nurses will be trained about project implementation. Training will enhance their knowledge and skills on project implementation and evaluation (Spalluto et al., 2018). The other strategy will be incorporating change initiatives into organizational routines. Practices such as hand washing will be considered part of the organizational routine to ensure project sustainability. Lastly, frequent, open communication will be adopted (Rahmayanti et al., 2020). The aim will be to address any stakeholder concerns that may affect successful project implementation.

Stakeholders and Team Members

Successful project implementation will require some stakeholders and team members. They will include nurses, nurse managers and leaders, trainers of trainees, and a data analyst. Nurses will be the primary project implementers. They will recruit the participants and collect the data needed for the project. Nurse leaders and managers will oversee the project implementation process. They will also obtain feedback from nurses on the project success and improvement strategies needed for the realization of its desired outcomes. Trainers of trainees will be hired to train nurses about the project implementation. A data analyst will analyze the collected data and develop project recommendations.

Information and Communication Technologies

Integrated electronic health records will be needed for project implementation. The records will allow the capturing of relevant data for the project. An example will be the tracking of the health status of the participants recruited for the project. The integrated electronic health records will allow the project stakeholders to have an accurate assessment of whether the participants in the project or usual care have an increased predisposition to hospital-acquired infections or not (Luyten & Marneffe, 2021).

Conclusion

Organizational culture affects change implementation. The culture in the project site supports the proposed change. The organization has supportive leadership and governance that will enhance project success. Strategies to facilitate the change process in the organization will be implemented. Stakeholders and team members will be encouraged to play a proactive role in the project implementation process.

References

Arthurs, K., Bell-Gordon, C., Chalupa, B., Rose, A. L., Martinez, D., Watson, J. A., & Bernard, D. P. (2018).A culture of nursing excellence: A community hospital’s journey from Pathway to Excellence RG to Magnet RG recognition.Journal of Nursing Education and Practice, 8(5).

Luyten, J., &Marneffe, W. (2021).Examining the acceptance of an integrated Electronic Health Records system: Insights from a repeated cross-sectional design.International Journal of Medical Informatics, 150, 104450. https://doi.org/10.1016/j.ijmedinf.2021.104450

Mataxen, P. A., & Webb, L. D. (2019).Telehealth nursing: More than just a phone call. Nursing2022, 49(4), 11–13. https://doi.org/10.1097/01.NURSE.0000553272.16933.4b

Rahmayanti, E. I., Kadar, K. S., & Saleh, A. (2020).Readiness, Barriers and Potential Strenght of Nursing in Implementing Evidence-Based Practice.International Journal of Caring Sciences, 13(2), 1203–1211.

Spalluto, L. B., Arleo, E. K., Lewis, M. C., Oates, M. E., &Macura, K. J. (2018). Addressing Needs of Women Radiologists: Opportunities for Practice Leaders to Facilitate Change. RadioGraphics, 38(6), 1626–1637. https://doi.org/10.1148/rg.2018180023