NR711 Week 2 Assignment: Organizational Needs Assessment

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NR711 Week 2 Assignment: Organizational Needs Assessment – Step-by-Step Guide With Example Solution

The first step before starting to write the NR711 Week 2 Assignment: Organizational Needs Assessment is to understand the requirements of the assignment. The first step is to read the assignment prompt carefully to identify the topic, the length and format requirements. You should go through the rubric provided so that you can understand what is needed to score the maximum points for each part of the assignment. 

It is also important to identify the paper’s audience and purpose, as this will help you determine the tone and style to use throughout. You can then create a timeline to help you complete each stage of the paper, such as conducting research, writing the paper, and revising it to avoid last-minute stress before the deadline. After identifying the formatting style to be applied to the paper, such as APA, review its use, including writing citations and referencing the resources used. You should also review the formatting requirements for the title page and headings in the paper, as outlined by Chamberlain University.

How to Research and Prepare for NR711 Week 2 Assignment: Organizational Needs Assessment

The next step in preparing for your paper is to conduct research and identify the best sources to use to support your arguments. Identify a list of keywords related to your topic using various combinations. The first step is to visit the Chamberlain University library and search through its database using the important keywords related to your topic. You can also find books, peer-reviewed articles, and credible sources for your topic from the Chamberlain University Library, PubMed, JSTOR, ScienceDirect, SpringerLink, and Google Scholar. Ensure that you select the references that have been published in the last 5 years and go through each to check for credibility. Ensure that you obtain the references in the required format, such as APA, so that you can save time when creating the final reference list. 

You can also group the references according to their themes that align with the outline of the paper. Go through each reference for its content and summarize the key concepts, arguments and findings for each source. You can write down your reflections on how each reference connects to the topic you are researching. After the above steps, you can develop a strong thesis that is clear, concise and arguable. Next, create a detailed outline of the paper to help you develop headings and subheadings for the content. Ensure that you plan what point will go into each paragraph.

How to Write the Introduction for NR711 Week 2 Assignment: Organizational Needs Assessment

The introduction of the paper is the most crucial part, as it helps provide the context of your work and determines whether the reader will be interested in reading through to the end. Begin with a hook, which will help capture the reader’s attention. You should contextualize the topic by offering the reader a concise overview of the topic you are writing about so that they may understand its importance. You should state what you aim to achieve with the paper. The last part of the introduction should be your thesis statement, which provides the main argument of the paper.

How to Write the Body for NR711 Week 2 Assignment: Organizational Needs Assessment

The body of the paper helps you to present your arguments and evidence to support your claims. You can use headings and subheadings developed in the paper’s outline to guide you on how to organize the body. Start each paragraph with a topic sentence to help the reader know what point you will be discussing in that paragraph. Support your claims using the evidence collected from the research, and ensure that you cite each source properly using in-text citations. You should analyze the evidence presented and explain its significance, as well as how it relates to the thesis statement. You should maintain a logical flow between paragraphs by using transition words and a flow of ideas.

How to Write the In-text Citations for NR711 Week 2 Assignment: Organizational Needs Assessment

In-text citations help readers give credit to the authors of the references they have used in their work. All ideas that have been borrowed from references, any statistics and direct quotes must be referenced properly. The name and date of publication of the paper should be included when writing an in-text citation. For example, in APA, after stating the information, you can put an in-text citation after the end of the sentence, such as (Smith, 2021). If you are quoting directly from a source, include the page number in the citation, for example (Smith, 2021, p. 15). Remember to also include a corresponding reference list at the end of your paper that provides full details of each source cited in your text. An example paragraph highlighting the use of in-text citations is as below:

“The integration of technology in nursing practice has significantly transformed patient care and improved health outcomes. According to Morelli et al. (2024), the use of electronic health records (EHRs) has streamlined communication among healthcare providers, allowing for more coordinated and efficient care delivery. Furthermore, Alawiye (2024) highlights that telehealth services have expanded access to care, particularly for patients in rural areas, thereby reducing barriers to treatment.”

How to Write the Conclusion for NR711 Week 2 Assignment: Organizational Needs Assessment

When writing the conclusion of the paper, start by restating your thesis, which helps remind the reader what your paper is about. Summarize the key points of the paper by restating them. Discuss the implications of your findings and your arguments. Conclude with a call to action that leaves a lasting impression on the reader or offers recommendations.

How to Format the Reference List for NR711 Week 2 Assignment: Organizational Needs Assessment

The reference helps provide the reader with the complete details of the sources you cited in the paper. The reference list should start with the title “References” on a new page. It should be aligned center and bolded. The references should be organized in an ascending order alphabetically, and each should have a hanging indent. If a source has no author, it should be alphabetized by the title of the work, ignoring any initial articles such as “A,” “An,” or “The.” If you have multiple works by the same author, list them in chronological order, starting with the earliest publication. 

Each reference entry should include specific elements depending on the type of source. For books, include the author’s last name, first initial, publication year in parentheses, the title of the book in italics, the edition (if applicable), and the publisher’s name. For journal articles, include the author’s last name, first initial, publication year in parentheses, the title of the article (not italicized), the title of the journal in italics, the volume number in italics, the issue number in parentheses (if applicable), and the page range of the article. For online sources, include the DOI (Digital Object Identifier) or the URL at the end of the reference. An example reference list is as follows:

References

Morelli, S., Daniele, C., D’Avenio, G., Grigioni, M., & Giansanti, D. (2024). Optimizing telehealth: Leveraging Key Performance Indicators for enhanced telehealth and digital healthcare outcomes (Telemechron Study). Healthcare, 12(13), 1319. https://doi.org/10.3390/healthcare12131319

Alawiye, T. (2024). The impact of digital technology on healthcare delivery and patient outcomes. E-Health Telecommunication Systems and Networks, 13, 13-22. 10.4236/etsn.2024.132002.

NR711 Week 2 Assignment: Organizational Needs Assessment Instructions

Purpose

The identification of a significant practice problem and associated project need are the cornerstone of a practice change project. The purpose of this assignment is to conduct an organizational needs assessment. The formulation of a comprehensive organizational needs assessment supports the professional formation of the DNP-prepared nurse. To complete the assessment of the organizational need, you will need to interview a key decision-maker at the practicum site. Have a look at NR711 Week 3 Discussion | Project Manager Roles and Responsibilities.

Instructions

To create flexibility, we are providing options on this assignment. For this assignment, each of the sections can be presented either as a narrative or as a concept map. Concept maps are an effective way to express complex ideas, especially for visual learners.

Please note that you are not required to complete any or all sections as a concept map. If you choose to use a concept map for a section, it should be created in Microsoft Word and placed in that section of your paper. The concept map must meet all the requirements of the assignment rubric for that section. The rubric and page length requirements of the paper are the same whether you complete the sections of this assignment as a narrative or as a concept map.

 Concept Map Resources

If you need additional information on concept maps and how to create a concept map in Microsoft Word, review the following videos:

Concept Map (2:48)

Additionally, review the conceptual maps section in the current APA manual.

Follow these guidelines when completing each component of this assignment. Contact your course faculty if you have questions.

  1. Use the most current version of the APA formatted Microsoft Word document for the DNP Program. The document is located in Student resources and saved as a Microsoft Word Document and will end in “docx.”
  2. All Chamberlain University policies related to plagiarism must be observed.
  3. Review the rubric for the grading criteria.

The assignment includes the following components:

  1. Title Page
    1. Title of the paper
    2. Student name
    3. Chamberlain University College of Nursing
    4. Course number and course name
    5. Session month and year
  2. Introduction
    1. Start your introduction with a powerful purpose statement or two to stimulate interest.
    2. Introduce the practice problem or need.
    3. Provide a preview of what the paper will include with a strong thesis sentence.
  3. Identification of the Practice Problem or Need
    1. Describe the practice problem or need.
    2. Discuss how the practice problem or need was determined.
    3. Briefly summarize the evidence in the literature which is focused on the practice problem and builds a compelling case for the practice problem. using in-text citations/ and references, to support the need for change.
    4. A minimum of 3 current (within 5 years) research articles from peer-reviewed journals are required.  The three research articles must support the significance and compelling nature of the practice problem. Non-research data can also be added to the 3 articles to support the compelling nature of the practice problem.  (Examples of sources of non-research data are the CDC, state or county Health Department, Kaiser Family Foundation, AHRQ.) 
    5. Describe the source of the evidence or data at the practicum site to support the need for change at the practicum site. This may be the infection rate, obesity prevalence, or diabetic patients with A1C of 7 or higher, for example. This evidence might also be from a conversation with the organizational leader. State the source of the data that supports this need at the practicum site.
  4. Identification of Stakeholders (Stakeholders have some form of stake or interest in the project outcomes.)
    1. Identify (state explicitly) key stakeholders who will support the change.
    2. Identify (state explicitly) key stakeholders who may resist the change.
    3. Identify (state explicitly) stakeholders who will have the most influence on positive or negative changes related to your identified problem.
  5. Gap Analysis Table
    1. Complete the gap analysis table, which can be downloaded at the following link:
      1. Link (Word doc): Gap Analysis Template.
    2. Include the table in your paper. Review the following instructions on how to copy a table in Word:
      1. Link (webpage): Move or Copy a Table.
    3. Answer all of the questions completely and separately. Do not combine answers.
  1. What is currently happening at the practicum site?
  2. What should be happening at the practicum site based on current evidence?
  3. What is your practice gap? (state what is currently happening and state what should be happening)
  4. Why is there a practice gap?
  5. What factors are contributing to the practice gap?
  6. What evidence do you have to demonstrate there is a practice gap?
  1. Conclusion
    1. Write one concise paragraph, providing a clear and logical summation of the paper.
    2. Summarize the main points from the needs assessment section above. (New information should not be included in the conclusion)
  2. APA Standards and References
    1. Use appropriate Level I headers.
    2. Create the reference page with a minimum of three current (within 5 yrs) peer-reviewed journal articles.
    3. References and citations are in current APA style.
    4. Each reference has a matching citation.
Writing Requirements (APA format)
  • 1-inch margins
  • Double-spaced pages
  • 12-point Times New Roman font or 11-point Arial
  • Headings & subheadings
  • In-text citations
  • Title page
  • References page
  • Standard English usage and mechanics
Program Competencies

This discussion enables the student to meet the following program competencies: 

  1. Integrates scientific underpinnings into everyday clinical practice. (POs 3, 5)
  2. Uses analytic methods to translate critically appraised research and other evidence into clinical scholarship for innovative practice improvements. (POs 3, 5)
  1. Appraises current information systems and technologies to improve healthcare. (POs 6, 7)
  2. Analyzes healthcare policies to advocate for equitable healthcare and social justice to all populations and those at risk due to social determinants of health.
  3. Leads others in professional identity, advanced clinical judgment, systems thinking, resilience, and accountability in selecting, implementing, and evaluating clinical care. 
Course Outcomes

This assignment enables the student to meet the following course outcomes:

  1. Examine the role of the DNP-prepared nurse in leading financial planning and management across healthcare settings. (PCs 5, 8; POs 2, 4, 9)
  2. Formulate a needs-based organizational assessment to inform strategic leadership decision-making. (PCs 1, 3, 4; POs 3, 5, 7)
  3. Develop strategies to lead project planning, implementation, management, and evaluation to promote high value healthcare. (PCs 1, 3, 4; POs 3, 5, 7)

NR711 Week 2 Assignment: Organizational Needs Assessment Example

Organizational Needs Assessment

Mental health hospitals are crucial in our healthcare system, providing care and support to individuals struggling with mental health disorders. However, the demanding nature of this work can take a toll on healthcare workers, leading to staff burnout and compassion fatigue. These issues impact the staff’s well-being and compromise the quality of care provided to patients. Mental health hospitals must conduct a comprehensive organizational needs assessment focused on staff burnout and compassion fatigue to address this pressing concern. This paper aims to identify how the practice problem of staff burnout and compassion fatigue was identified, explore the key stakeholders involved in addressing this issue, and complete a gap analysis table.

Identification of the Practice Problem or Need

Staff burnout and compassion fatigue are pervasive issues within the healthcare sector. Dall’Ora et al. (2020) note that staff burnout, as introduced by Freudenberger in 1974 when observing reduced motivation and commitment among volunteers at mental health clinics, refers to a state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress often exacerbated by factors like heavy workloads, inadequate resources, and high patient acuity. Compassion fatigue, on the other hand, is the emotional and physical drain experienced by healthcare providers due to continuous exposure to patients’ suffering and traumatic events.

The practice problem of staff burnout and compassion fatigue in the organization of my practicum was identified through a multifaceted approach. Direct observation and informal discussions with frontline staff, nursing leaders, and relevant employees provided qualitative insights into daily challenges and perceptions. These open dialogues enabled us to gain a deeper understanding of the emotional toll and job-related stressors that contribute to burnout and compassion fatigue.

Structured surveys were also employed to collect quantitative data on burnout indicators, complementing these qualitative findings. This method ensured that we obtained a well-rounded perspective on the issue, capturing the experiences and sentiments of healthcare professionals across all staff levels. Combining these approaches enabled us to paint a comprehensive picture of the practice problem, underlining its severity and impact.

In the study by Dall’Ora et al. (2020), it is evident that burnout in nursing is a pervasive issue with severe consequences for both individuals and patients. The research findings reveal a strong association between adverse job characteristics, including high workload, low staffing levels, and extended shifts, and burnout in nursing. This is supported by the findings of reduced job performance, poor quality of care, and patient safety issues resulting from burnout. Furthermore, the study highlights the gaps in understanding the full extent of the consequences, particularly about turnover. This research strongly supports the need for interventions to address staff burnout in the nursing profession.

A systematic review of compassion fatigue in mental health nurses by Marshman et al. (2021) highlights the emotional and physical costs associated with compassion fatigue, which can impact staff recruitment and retention. The study identifies potential mitigating factors, including strong leadership, positive workplace cultures, clinical supervision, reflection, and self-care strategies. This research highlights the pressing need for resources and interventions in mental health nursing and suggests practical ways to address compassion fatigue. Thapa et al. (2021) also emphasize the importance of a proactive organizational approach in reducing burnout and compassion fatigue among healthcare professionals.

The authors emphasize the role of leaders and managers in creating a healthy workplace, offering support, and providing opportunities for resilience-building. The article highlights the moral distress and injury experienced by healthcare professionals, particularly during the global pandemic, underscoring the need for immediate action and the importance of measures to enhance resilience. These three studies collectively provide strong and diverse evidence that staff burnout and compassion fatigue are significant and pressing issues in healthcare, warranting comprehensive interventions and support strategies.

The evidence supporting the need for change at the practicum site regarding staff burnout and compassion fatigue is multifaceted. First, the high staff turnover observed at the mental health organization indicates a critical issue. As Scanlan and Still (2019) highlight, high turnover rates often indicate job dissatisfaction and burnout among employees, which can significantly disrupt the continuity of care and the development of therapeutic relationships with patients. Second, the longer length of hospital stays is another source of evidence.

Extended patient hospital stays can result from decreased staff morale and effectiveness due to burnout, which, in turn, can contribute to the overall deterioration of patient well-being (Dall’Ora et al., 2020). These data points were reinforced by conversations with organizational leaders who expressed concerns about the impact of staff burnout on patient care quality and the sustainability of the workforce. Therefore, addressing staff burnout and compassion fatigue is both a moral imperative and a strategic necessity for the long-term success of the mental health organization.

Identification of Stakeholders

Stakeholders play a pivotal role in the success of any organizational change initiative. The executive leadership team is among the key stakeholders poised to support the change. This group, comprising the chief executive officer and chief financial officer, holds substantial influence within the healthcare organization. Their support is essential as they can allocate resources and set the strategic direction. Endorsing and facilitating initiatives to address staff burnout is not merely a suggestion but a crucial step in allocating the necessary resources and promoting a culture of well-being within the organization.

Nursing managers also emerge as critical stakeholders in this context. These frontline leaders are instrumental in implementing and overseeing the interventions to reduce burnout. Their role is akin to a bridge between the staff and the executive leadership (Aryankhesal et al., 2020). They ensure that the strategies and plans for addressing burnout are effectively communicated, understood, and executed. Nursing managers are not just conduits for change; they are vital drivers who can make or break the success of these initiatives.

However, it is essential to acknowledge that some stakeholders may resist the proposed changes. Among them are the direct care providers and frontline healthcare professionals at the core of patient care. Their resistance can stem from various factors. Some may be concerned about the potential for an increased workload resulting from the changes. Others might fear unfamiliar processes or be skeptical about the effectiveness of the interventions. Paradoxically, burnout can contribute to resistance, as exhausted and demoralized staff may lack the motivation to embrace more change. Understanding and addressing these concerns is crucial to overcoming resistance and achieving successful change.

Stakeholders who will have the most significant influence on the outcomes of these changes are patients and their families. While they are not directly involved in the day-to-day organizational management of staff burnout, they hold immense sway over the healthcare system’s perception and reputation. Patients who receive care from less burned-out healthcare providers are more likely to have positive experiences and perceptions of the healthcare system. These satisfied patients can become advocates and ambassadors for the organization’s efforts to address burnout. Conversely, negative patient experiences due to staff burnout can harm public opinion and support for the organization.

Gap Analysis Table

A gap analysis table is a valuable tool to outline the disparities between the current state of staff burnout and compassion fatigue and the desired future state. It involves identifying specific gaps in knowledge, skills, resources, and processes that hinder progress. This table serves as a roadmap for healthcare organizations to prioritize and address these gaps systematically.

What is currently happening at the practicum site?What should be happening at the practicum site based on current evidence?What is your practice gap? (State what is currently happening and state what should be happening.)Why is there a practice gap?What factors are contributing to the practice gap?What evidence do you have to demonstrate there is a practice gap?
Staff burnout and compassion fatigue are pervasive issues among healthcare workers at the mental health organization.  Healthcare workers should have access to effective interventions and support systems to mitigate staff burnout and compassion fatigue.  The practice gap is that healthcare workers lack access to adequate resources and interventions to address and prevent burnout and compassion fatigue.  The practice gap exists due to inadequate support systems and resources for healthcare workers.Factors contributing to the practice gap include heavy workloads, inadequate resources, and high patient acuity.High staff turnover rates, longer patient hospital stays, and concerns from organizational leaders about patient care quality and workforce sustainability provide evidence of the practice gap.
Conclusion

This paper highlights the importance of conducting a comprehensive organizational needs assessment that focuses on staff burnout and compassion fatigue in mental health hospitals. Identifying these pervasive issues was informed by a multifaceted approach that combined direct observation, qualitative insights, and structured surveys. Extensive research evidence supports the urgent need for interventions and support strategies, as staff burnout and compassion fatigue have far-reaching consequences for healthcare professionals and patients.

Key stakeholders, including executive leadership, nursing managers, and patients, are positioned to influence the success of these initiatives, albeit with potential resistance to change. The gap analysis table serves as a practical roadmap to address existing disparities systematically and prioritize resources, ultimately enhancing the well-being of healthcare workers and the quality of patient care in mental health organizations.

References

Aryankhesal, A., Mohammadibakhsh, R., Hamidi, Y., Alidoost, S., Behzadifar, M., Sohrabi, R., & Farhadi, Z. (2020). Interventions on reducing burnout in physicians and nurses: A systematic review. Medical Journal of the Islamic Republic of Iran, 33(77), 77. https://doi.org/10.34171/mjiri.33.77

Dall’Ora, C., Ball, J., Reinius, M., & Griffiths, P. (2020). Burnout in nursing: A theoretical review. Human Resources for Health, 18(1), 1–17. https://doi.org/10.1186/s12960-020-00469-9

Marshman, C., Munro, I., & Hansen, A. (2021). Compassion fatigue in mental health nurses: A systematic review. Journal of Psychiatric and Mental Health Nursing, 29(4). https://doi.org/10.1111/jpm.12812

Scanlan, J. N., & Still, M. (2019). Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service. BMC Health Services Research, 19(1). https://doi.org/10.1186/s12913-018-3841-z

Thapa, D. K., Levett‐Jones, T., West, S., & Cleary, M. (2021). Burnout, Compassion Fatigue, and Resilience Among Healthcare Professionals. Nursing & Health Sciences, 23(3). https://doi.org/10.1111/nhs.12843