The Evolution of Nursing Informatics Presentation NUR 514

Grand Canyon University The Evolution of Nursing Informatics Presentation NUR 514   – Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University The Evolution of Nursing Informatics Presentation NUR 514   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 The Evolution of Nursing Informatics Presentation NUR 514  

Whether one passes or fails an academic assignment such as the Grand Canyon University The Evolution of Nursing Informatics Presentation NUR 514   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 The Evolution of Nursing Informatics Presentation NUR 514  

The introduction for the Grand Canyon University The Evolution of Nursing Informatics Presentation NUR 514   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 The Evolution of Nursing Informatics Presentation NUR 514  

After the introduction, move into the main part of the The Evolution of Nursing Informatics Presentation NUR 514   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 The Evolution of Nursing Informatics Presentation NUR 514  

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 The Evolution of Nursing Informatics Presentation NUR 514  

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 The Evolution of Nursing Informatics Presentation NUR 514

Introduction & Purpose of the Presentation

vChange in healthcare through inter-professional collaboration improves quality of care

vDifferent situations necessitates changes in nursing practice and organizations

vInvolvement of stakeholders is essential in change management (Polit et al., 2020)

vChange theories allow health professionals and organizations to implement innovative approaches to care delivery (Kyle et al., 2024)

vPurpose and Objectives of the change

Change in healthcare through inter-professional collaboration enhances quality care delivery. Different situations necessitate changes in nursing practice and healthcare organizations, including the rise in care demands against an insufficient nursing workforce. Stakeholders’ involvement in change is important to attain the set goals and objectives (Kyle et al., 2024). Again, change theories allow healthcare organizations and professionals to implement innovative approaches to care delivery (Polit et al., 2020). The purpose of this presentation is to discuss a change implementation plan using an inter-professional team in health facility. The change will focus on enhancing the nursing workforce to meet care demands in the facility.

Background to Situation & Rationale for Change

vHectic schedule and a rise in work shifts to meet seasonal healthcare demands

vBusy periods in healthcare practice associated with filled appointments and high patient volumes

vOverworking and high workload among nurses

vIncreased influx in calls and appointments led to management difficulties and challenges

vProposed change entailed having medical answering services specialists to handle patient calls

vRationale was to reduce workload and manage the high patient volumes

vChange was critical to improve service delivery and interactions with patients (Polit et al., 2020)

At the core of the current situation is the hectic schedule due to a rise in work shifts to meet the seasonal demand by patients. Busy times in healthcare practices associated with filled appointments and high patient volumes can present overwhelming work stress and pressure for nurses. The situation leads to overworking and high workload for nurses. The situation in the facility entails a rise in calls and appointments by patients. Most of the patients cannot get appointments while nurses continue to overwork to meet these demands. The proposed solution or change is engaging medical answering services specialists to deal with these calls (Polit et al., 2020). The rationale of the proposed change is to reduce workload and manage the high patient numbers leading to more demand. These changes are critical to improving service quality and patient care experiences. The change will also reduce the nurses’ workload and improve efficiency through better performance.

Goals of Change

vReduce nurses’ workload and rushing patients

vEnhance care quality (Shadmi et al., 2020)

vReduce fatigue and burnout among nurses, especially in critical care and emergency department

vImprove patient experience and satisfaction

vEnhance psychological wellness of nurses (Polit et al., 2020)

The goals of the proposed change include reducing the workload among nurses and ensuring that they have sufficient time and interactions with patients. The change will also improve the quality of care and patient experience (Shadmi et al., 2020) Nurses will also attain better outcomes through an expected reduction in workload that will translate into less fatigue and burnout, especially those in critical care areas in the facility. The fourth goal of this change is to enhance patient experience and satisfaction levels by prompt service delivery and enhanced interactions with nurses (Polit et al., 2020). Again, the program will enhance psychological wellness of nurses and other healthcare providers.

Implications of Practice Change

vBetter service delivery for patients

vIncreased efficiency and workflow

vWelfare of the healthcare providers (Kyle et al., 2024)

vInvolvement of all stakeholders

vChange integration for better team building (Yoder-Wise et al., 2022)

Practice change in nursing and healthcare is a critical component of evidence-based practice. The implications of change in this case go beyond addressing the expectations of the internal stakeholders. The change will impact various aspects in the setting, from better service delivery for patients to increased efficiency and workflow (Kyle et al., 2024). The welfare of healthcare workers affects their delivery and performance. As such, this change will enhance nurses’ wellness and psychological perspectives (Yoder-Wise et al., 2022). The implication is practice change is that it will involve all stakeholders and building of team-based care delivery.

Role of Advanced Registered Nurse as Change Agent & Dynamic Healthcare Environment

vChange essential for nursing professional practice

vChange agents have skills and power to influence and guide others to attain set goals (Harrison et al., 2020)

vNurses assume positive role of change due to their frontline position in care delivery

vInfluence patients to accept change (Yoder-Wise et al., 2022)

vEmpower colleagues to embrace new approaches to care delivery

vWorks in inter-professional teams to delivery better interventions

Change is an essential aspect of nursing care, especially in the dynamic healthcare environment that implores the use of cultural competent care. Change agents have skills and power to influence and guide the change process to achieve set goals. Nurses are change agents due to their experience, especially advanced registered nurses, and their role as patient advocates (Harrison et al., 2020). They are also frontline care providers and influence not just patients but other stakeholders. Again, the role of the advanced registered nurse in this change process is to influence a change mindset and transformational approach to care delivery (Yoder-Wise et al., 2022). The nurse will work through inter-professional team to deliver the proposed intervention despite the dynamic nature of the healthcare environment.

Stakeholders in Change Efforts

vStakeholders play a core role during change

vComprise of individuals and groups that influence the success of change process (Yoder-Wise et al., 2022)

vInternal stakeholders include

vExecutives and sponsors

vHealthcare professionals

vIT staff

vSupport staff

vExternal stakeholders include

vPatients and their families

vMedical answering specialists and organizations (Polit et al., 2020)

vRegulatory agencies/ governments

vProfessional nursing organizations

The stakeholders in this change process will entails individuals and organizations affected by the proposed transformation and influence overall success. The stakeholders play a significant role; either actively or passively. The stakeholders are either internal or external. The internal stakeholders in this case will include the executives and project sponsors, healthcare professionals of various cadres, and information technology (IT) staff as well as the support staff. External stakeholders include patients and their families, the medical answering specialists and their organizations and regulatory or government agencies (Yoder-Wise et al., 2022). The other group of stakeholders critical to the implementation of the proposed change entail professional organizations that develop practice standards in collaboration with government agencies.

Change Theory & Appropriateness

vChange theories guide the implementation of changes in organizations, including in healthcare

vThe proposed change theory is Lewin’s three-step change model (Yoder-Wise et al., 2022)

vThe model emphasizes the dynamics of organizational change based on its stages

vThese include unfreezing, changing, and re-freezing (Kyle et al., 2024)

vThe model is appropriate because it has only three steps; making it simpler

vModel emphasizes organizational approach or holistic perspective to change

Change theories guide the implementation of change and organizational transformation, including in healthcare. The proposed change model or theory is Kurt Lewin’s three-step change process. The model emphasizes the dynamic role of organizations and their cultures. The model has three steps that include unfreezing, changing, and refreezing. Unfreezing entails evaluating the need for change (Yoder-Wise et al., 2022). At this stage, stakeholders, especially internal, evaluate the need for change and convince others to accept the transformation. Unfreezing unveils different issues that organization sets out to improve. The changing stage is where the team will implement the proposed changes. The changing phase entails using evidence-based approaches to integrate change. Once the change is positive and leads to efficiency, it becomes part of the organizational culture and integrated in processes and other aspects of running the entity (Kyle et al., 2024). The models is appropriate since it entails few steps. The model is not complex and emphasizes organization or holistic approach to change implementation.

Ethical, Legal, Economic, Political, &Social Implications of Change Management Strategies

vEthical issues focus on the values of the change model

vLegal implications entail compliance to regulatory frameworks and laws (Harrison et al., 2020)

vEconomic implications entail overall financial value derived from the implementation

vPolitical implication are organizational management and power dynamics that influence change

Ethical, legal, economic, political and social issues affect change management strategies as changer implementers must ensure that all requirements related to these aspects are integrated in the process. Ethical issues focus on values the change model will create, especially in ensuring that it does not violate set norms and values. Legal implications mean that when using the model, it must comply with all laws and regulations concerning such activities (Harrison et al., 2020). The economic value associated with the implementation of such programs justify the use change management strategies, especially when they are cost-effective. Political issues are based on organizational structures and power bestowed on managers. As such these implications are essential to improve delivery of change as proposed by the presentation.

Initiating Change as an Advanced Registered Nurse

vDeploying Lewin’s change model

vOutlining the change vision (Yoder-Wise et al., 2022)

vDeveloping an effective communication plan

vEngaging stakeholders and collection of views Motivating nurses and influencing

Advanced registered nurses (ARN) initiate change to improve care delivery and their wellness. In this case, the proposed change will alleviate fatigue and increased workload leading to better performance and efficiency. Initiating change in this case will involve deploying Lewin’s change model, outlining the vision for change, and developing an effective communication plan (Yoder-Wise et al., 2022). The nurse will also engage stakeholders and collect their views on the implementation of the proposed change. Motivating nurses will also enhance their abilities and perspectives to attain organizational changes by implementing the proposed interventions. Nurses will work with the medical services answering specialists where they require clarity and clarification from patients calling the facility for services.

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Implementing Change With an Interprofessional Approach Presentation NUR 514

Initiating Change as a Nurse Leader

vImplementation of standard practices and ethical approach to the issue

vEstablishing a team and change champions

vDeveloping roles and responsibilities of each member (Kyle et al., 2024)

vProvide progress feedback and evaluations (Yoder-Wise et al., 2022)

The nurse will also implement standards of practice and ethical approaches to the change. The establishment of a team and change champions or agents in the nursing department will be critical to attaining the suggested changes (Kyle et al., 2024). The nurse will also develop roles and responsibilities of team members and assign them appropriate roles to attain the proposed change (Yoder-Wise et al., 2022). Finally, initiating change will entail collection of views and getting feedback from all stakeholders about the project and its benefits to providers and patients.

Effects of Unsuccessful Change to the Organization

vLowered patient satisfaction

vLimited attractiveness to capture new patients

vLowered values to the current patients (Yoder-Wise et al., 2022)

vMore shortage and increased workload for nurses

vDecline in efficiency

vA rise in stress and possible burnout 

Unsuccessful change implementation can have devastating effects on the organization and motivation among employees and the management. The proposed change focuses on reducing workload and improving care delivery. However, ineffective and unsuccessful implementation will lead to organizational loss of resources, reduced patient satisfaction, and limit the facility’s attractiveness. It will also lower the volume of patients and exacerbate the present situation. The organization will also experience a decline in efficiency and corresponding rise in stress and possible burnout (Yoder-Wise et al., 2022). These effects are negative and should warranty implementation of certain steps to correct the failure.

Potential Steps by Inter-professional Team

vRestructuring the change process

vCollect feedback from stakeholders about the reasons for failure

vAlter the change model to enhance participation (Kaligorou et al., 2020)

vEstablish SMART goals and realistic milestones for the project

vOffer social support for change agents

vIntegrate ethics into change process

vImprove communication

The possible steps by the inter-professional team to correct the situation will include restructuring the entire change process, gathering feedback on the possible causes of the failure, and even using a different change model (Kaligorou et al., 2020). The team may also have to develop SMART goals to be practical and ascertain that the changes will offer a better approach to resolving the current failure. The team will also develop social support approaches for the change process and improve communication. These aspects will be critical to arresting any mistakes in the process.

Additional Factors in Upcoming Organizational Change

vOrganizational culture, especially development of a learning culture

vAddressing possible resistance to change by the providers

vEthical values and norms in the organization (Butts et al., 2021)

vCreating a vision for change

vOrganizational leadership

vSocial support for change agents

The team should also consider other factors in the upcoming change due to the failure 0f the implementation. These factors include the evaluation of the organizational culture, particularly development of a learning organizational culture. The team will also assess the possibility of change resistance among the nurses in the facility and the ethical values underpinning the intention for change (Butts et al., 2021). The team should also consider creating or crafting a new change model with the support of the organization’s leadership and executive management. Additional factors include offering social support to the change team and the implementers, especially nurses in the facility.

Nurse’s Role as a Change Agent in the Situation

vRole-model for the new change situation

vImproving interactions with the change team (Wallin et al., 2020)

vAdvocating the deployment of effective approaches

vWorking through interdisciplinary and inter-professional teams to deliver the change (Butts et al., 2021)

Nurses are change models and agents who influence colleagues and patients to embrace transformation. The nurses will act as role models and change agents in the situation and work collaboratively with all stakeholders (Butts et al., 2021). They will also advocate the deployment of effective strategies and approaches to the change process, including working through interdisciplinary teams. They should also be liaison between the change team and the management, offering feedback from patients and colleagues about the efficacy of the proposed changes (Wallin et al., 2020). As such, improving care delivery due to changes in demand implores nurses to embrace innovative approaches and changes through appropriate models like Lewin’s change theory.

Conclusion

vChange is inevitable even when undesirable

vChange helps improve quality care delivery and organizational culture

vRise in care demand leading to an influx of call volumes and request for appointments slots

vLeveraging health technologies and specialists can alleviate the problem

vDeveloping teams and using appropriate change models like Lewin’s three-step process leads to improved care delivery

vThe proposed change will lead to reduction in workload on staff and enhance patient care experience

Organizational change is inevitable, even when undesirable among stakeholders. Change enables organizations and providers to enhance quality care delivery and organizational culture. Change ensures that nurses can address emerging issues like the rise in care demand and influx of patients seeking appointment. As such, organizations and providers can leverage technologies and specialists to address workload challenges emanating from a rise in demand for care. Developing teams and using appropriate change models will help nurse leaders implement innovative changes. The use of medical service answering specialists will help reduce the current workload pressure and improve patient outcomes and experience.

NUR-514 APA Assignment Leadership Style Reflective Essay Sample Answer

APA Assignment: Leadership Style Reflective Essay 

Self-awareness is an essential component of effective leadership and ability to attain organizational goals. Emotionally intelligent leaders in an organization inspire their subordinates by recognizing their strengths, weak areas and values as well as developing learning styles that can help them attain their goals as effective leaders. Self-reflection enables nurse leaders to understand their leadership styles and learning approaches (Barker, 2021). The purpose of this paper is to discuss my leadership attributes based on self-reflection through taking different self-evaluation or assessment tests. The paper discusses the leadership style aligning with my philosophy of care and incorporates its aspects as well as identifies areas that need improvement.  

Rationale and Brief Summary on Self-Assessment 

The three assessment tests that I completed include emotional intelligence, personality, and learning preferences. These assessments have a direct effect on one’s leadership style in nursing. I took the emotional intelligence test to determine my emotional identification, expressions, and perception. Further, effective leaders require better levels of emotional intelligence to understand their emotions and those of others around them (Mansel & Einion, 2019). In this case my score was 80 out of a possible 100 points. This implies that I have better skills in identifying my emotions and those of others. However, it also shows that I can do better to develop effective interactive sessions with colleagues and patients. The second test was the personality which indicated that I am 75% extraverted, 69% observant, 65% feeling, and 75% assertive. The rationale for selecting this test was to improve my understanding of my strengths and weaknesses and areas that I ought to improve. The test also proved that I am very assertive and versatile while also outgoing and effective at forming better interactions and relationships with teams (Psychology Today, 2019).  

The third test was VARK questionnaire which showed that I possess a multimodal learning preference. This implies that I can use and learn based on diverse methods and approaches to enhance my skills in nursing (VARK, 2022). These tests were critical as part of my leadership retrospection and reflection to ascertain the best leadership model or style. For instance, being a robust kinesthetic learner is critical and allows one to possess exceptional coordination skills and attributes.  

Leadership Style 

Nurses develop their philosophies of care as sets of principles to help them navigate the delicate balance between meeting patient needs and the limited resources available to them. My care philosophy emphasizes increased autonomy and involvement of patients in their care plans. Like Sister Callista Roy, I believe that nurses should consider their patients are a core component of their nursing profession (Sangati, 2019). further, they should embrace collaborative approach to care provision and build teams and relationships to deliver quality patient care.  

The leadership style that aligns with my philosophy of care is transformational leadership. Transformational leaders motivate employees and take ownership for their roles and execute their mandates beyond expectations. Transformational leaders focus on changes aimed at improving quality care for patients. Transformational leaders use a collaborative approach to implementing care plans and leverage a shared vision while encouraging and inspiring their followers to implement and facilitate change. Furthermore, transformational leaders are extroverted, embrace new experiences, are charismatic, and are secure in their sense of self as well as innovative and future-oriented based on their vision. 

 Changes in healthcare delivery and nursing are complex but with transformational leaders, nurses and organizations can navigate them with increased resiliency and positive synergies. The transformational leadership is appealing due to its attributes and being futuristic as well as change-oriented (Weberg et al., 2019). These aspects are essential in a healthcare environment that is undergoing long-term changes aimed at improving the delivery of quality care.  

Incorporation of the Transformational Leadership Style in Practice Setting 

The incorporation of the transformational leadership style in nursing practice is critical at this moment due to a rise in demand for healthcare services. Emerging infectious diseases like the Coronavirus disease of 2019 (COVID-19), the increased prevalence of chronic and lifestyle conditions like hypertension, and the implementation of innovative care delivery models like value-based care all implore providers to adopt and embrace transformational leadership style. This leadership model is categorical that change is important and will lead to better outcomes for patients and healthcare organizations.  

I will incorporate this style by focusing on change and ensuring that I develop collaborations among nurses of different specialties and other providers to institute changes in the organization. I will also incorporate it by developing motivational interactions and giving each individual a chance to express their perspectives on diverse issues affecting the care delivery. It is essential to encourage the staff and make them feet their contributions and ideas are valuable to the organization. This leads to increased appreciation, better motivation and zeal to develop innovative ideas.  

Areas that Need Improvement 

The assessment helped me identify key areas that need improvement. These include my communication skills, improving the level of emotional intelligence and being aware of my emotions as well as becoming an effective team player. The assessments also revealed that while I am a good multimodal learner, I should enhance my kinesthetic attribute to improve the requisite trust. Effective communication aligns with having increased levels of emotional intelligence. Sensitivity is a core aspect of being a better emotionally intelligent leader. Therefore, I intend to improve on these leadership capabilities through increased practice, acquiring resources to help me integrate best practices, and being more sensitive to people. 

Characteristics of an Effective Nurse Leader 

Provision of quality leadership in nursing practice implores nurses to develop certain attributes and skills that allow them to attain better coordination, integration, interactions and facilitate required changes. An effective nurse leader should have attributes based on transformational and servant leadership styles. This implies that such leaders are innovative, future and change focused, develop teams and build communities as well as have effective communication skills (Boak & Sarah, 2019). An effective nurse leader should also demonstrate high levels of emotional intelligence and incorporate self-awareness as well self-regulations to attain the overall organizational goals in their practice settings. Nurses look at leaders as role model hence they have to model themselves as examples that other can emulate. Effective nurse leaders should show their commitment to transformation and possess valuable traits and personalities and also be charismatic in their activities and engagements (Kraft et al., 2018). These features and characteristics inspire confidence, trust and motivate others to perform while having a strong sense of belonging.  

Leadership Theories and Styles & Effects on a Professional Nurse Leader 

The traits leadership theory and the servant leadership style are essential components in supporting effective professional nurse leader. The traits theory advances that leaders are made and not born implying that one can nurture or develop leadership attributes due to effective learning and modeling as well as having individuals encouraging them to be better at certain things. The nursing environment entails learning and adopting new ways of doing things through innovative ideas and leveraging technologies (Kibbe & Chen, 2019). As servant leaders, a professional nurse leader must possess the attributes associated with servant leadership style that include empathy, listening, and building teams.  

Through the traits approach to leadership and using servant leadership style, professional nurse leaders can develop collaborations, resolve organizational conflicts, make informed decisions and negotiate on behalf of their subordinates for even better terms and conditions in the workplace (Boak & Sarah, 2019). Conflict resolution requires leaders who possess high levels of emotional intelligence and focus on changes as opposed to maintenance of the status quo. Collaborations in inter-professional teams require leaders who can build communities and common as well as a shared vision for their followers. These attributes ensure that professional nurse leaders attain their goals and objectives in their roles.  

Conclusion 

Retrospection and reflective practice are important for nurse leaders to understand their positions and improve care delivery through teams. The assessment of my leadership strengths, attributes, weaknesses and abilities is an important aspect of effective nurse leadership. Existing theoretical perspectives and the need to enhance the care philosophy implore one to understand all these issues to be a better nurse and even leader in their practice environment.  

References 

Barker, A. M. (2021). Influencing and leading change in the complex healthcare environment: 

The role of the advanced practice nurse. In S. M. Denisco (Ed.), Advanced practice 

nursing: Essential knowledge for the profession (4th ed., pp. 149–163). Jones & Bartlett 

Learning. 

Boak, G. & Sarah, C. (2019). Experiences that develop leadership capabilities. Leadership 

& Organization Development Journal, 40(1): 97-106.  

DOI: https://doi.org/10.1108/LODJ-07-2018-0254 

Kraft, A., Sparr, J. L., & Peus, C. (2018). Giving and making sense about change: The back 

and forth between leaders and employees. Journal of Business and Psychology, 33(1), 71-87. https://doi.org/10.1007/s10869-016-9474-5 

Kibbe, M. R., & Chen, H. (Eds.). (2019). Leadership in surgery. Springer International 

Publishing. https://doi.org/10.1007/978-3-030-19854-1 

Mansel, B., & Einion, A. (2019). ‘It’s the relationship you develop with them’: emotional 

intelligence in nurse leadership. A qualitative study. British Journal of Nursing, 28(21):1400-1408. DOI: 10.12968/bjon.2019.28.21.1400. 

Psychology Today. (2019). Emotional intelligence. 

https://www.psychologytoday.com/us/tests/personality/emotional-intelligence-tes 

Sangati, C. R. (2019). Abernathy syndrome: A case report and application of Sr. Callista  

Roy’s adaptation theory/model with nursing process approach. International Journal of Pediatric Nursing, 5(2), 1-6. DOI: https://doi.org/10.37628/ijpn.v5i2.1310 

Weberg, D., Mangold, K., Porter-O’Grady, T., & Malloch, K. (2019). The person of the leader: 

The capacity to lead. In Leadership in nursing practice: Changing the landscape of 

health care (3rd ed., pp. 128–183). Jones & Bartlett Learning.  

VARK: (2019). A guide to learning preferences. http://vark-learn.com/the-vark-questionnaire