Interdisciplinary Plan Proposal NURS-FPX4010

Interdisciplinary Plan Proposal NURS-FPX4010

For this assessment, you will create a 2-4 page plan proposal for an interprofessional team to collaborate and work toward driving improvements in the organizational issue you identified in the second assessment.

Interdisciplinary Plan Proposal NURS-FPX4010

For this assessment, use the context of the organization where you conducted your interview to develop a viable plan for an interdisciplinary team to address the issue you identified. Define a specific patient or organizational outcome or objective based on the information gathered in your interview.

The goal of this assessment is to clearly lay out the improvement objective for your planned interdisciplinary intervention of the issue you identified. Additionally, be sure to further build on the leadership, change, and collaboration research you completed in the previous assessment. Look for specific, real-world ways in which those strategies and best practices could be applied to encourage buy-in for the plan or facilitate the implementation of the plan for the best possible outcome.

Additionally, be sure that your plan addresses the following, corresponding to the grading criteria in the scoring guide. Please study the scoring guide carefully so you understand what is needed for a distinguished score.

Describe an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal of improving patient or organizational outcomes.

Explain a change theory and a leadership strategy supported by relevant evidence that will most likely help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan.

Explain the collaboration an interdisciplinary team needs to improve the likelihood of achieving the plan’s objective. Include best practices of multidisciplinary collaboration from the literature.

Explain organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if the improvements described in the plan are not made.
Communicate the interdisciplinary plan, with clear, logically organized, and professional writing, with correct grammar and spelling, using the current APA style.

See Also:

NURS-FPX4010 Assessment 4 Stakeholder Presentation.

Interdisciplinary Plan Proposal NURS-FPX4010 Example

An interdisciplinary plan entails a series of activities created by a team of professionals from various fields, such as doctors, nurses, nutritionists, and informaticists. Healthcare institutions face problems that affect these professionals.

These include medical errors, staff shortages, the inadequacy of resources, and poor working conditions. These problems affect productivity issues, patient safety, and quality care delivery and can ruin an organization’s reputation hence the need for their management.

Interdisciplinary teams can help discuss and develop solutions to such problems. This essay evaluates an interdisciplinary plan that can help solve the staff shortage problem, and change theory, a leadership strategy, and a collaboration strategy can support the plan’s success.

Objectives and Predictions of the Interdisciplinary Plan

The interdisciplinary plan aims to reduce the consequences of staff shortages. Another objective is to balance the number of staff in the organization with the department’s needs to prevent overload in some departments and deficiency in others.

An essential objective of the interdisciplinary team is to reduce the consequences of staff shortage. According to Patel et al. (2021), staff shortage leads to an overload of the existing staff, decreased motivation and productivity, and increased nurses’ burnout and turnover.

Staff shortage is inversely proportional to patient safety and care quality. The organization may be forced to employ underqualified staff to manage the shortage, compromising care quality and patient safety. The interdisciplinary plan proposed is cross-training of healthcare professionals.

Impacting new skills will enhance diversity and increase the productivity of these healthcare professionals (Patel et al., 2021). Departments will then easily balance the nurses without significant changes in care quality and patient safety. The primary goal is to improve care quality, patient safety, and organizational performance.

Change Theory and Leadership Strategy

The best change theory to apply is Kurt Lewin’s theory. The theory entails three comprehensive stages. The first stage, unfreezing, entails defining the problem, identifying causes, explaining the need for change, and mapping the change process (Tran & Gandolfi, 2019).

The stage includes other aspects such as budgeting and resource allocation/planning. The stage entails staff support to implement the change. In this case, offering to pay for staff cross-training programs or sponsoring them halfway will help produce better outcomes.

The second stage, moving, will entail implementing the change (Hussain et al., 2018). People change their way of doing things, attitudes, and feelings. The stage will entail actual staff training, the assumption of new roles, and access to the accrued benefits of completing the program.

The last stage, refreezing, entails activities that will ensure the permanency of the change to ensure it becomes the new practice standard. Revising the organizational policy to include a clause legitimizing and favoring cross-training will be integral in this case.

Staff support/empowerment is the chosen leadership strategy that is highly likely to help improve the plan’s buy-in and implementation. Professional empowerment is done through increasing access to resources and information.

Tran and Gandolfi (2019) note that an organization that supports its staff increases productivity and retention. Sponsoring their education in various fields-cross training and providing post-training benefits such as an increase in salary or promotion will help manage the change.

Cross-training is rigorous because professionals take up intensive training while still working. The organization should put up interventions such as giving them more free time to attend lessons and physical training and studying while working is difficult hence the need for support.

Professionals try hard to balance work, studies, and family; without adequate support, they may neglect one aspect, leading to poor family relations, decreased productivity, or poor performance (Tran & Gandolfi, 2019). Thus, staff support/empowerment is the collaborative strategy of choice in this interdisciplinary plan.

Collaborative Strategy

Shared decision-making is the collaboration intervention of choice. Without interprofessional collaboration, conflicts arise, and the organization’s daily activities are stalled, leading to poor performance. Shared decision-making is an intervention that incorporates interprofessional perspectives in making decisions (Jeanne et al., 2019).

The decisions made are fair and acceptable to all involved professionals leading to better quality decisions and patient outcomes. Professionals also feel valued when involved in decision-making. Representatives from professional teams also help increase buy-in from professionals.

They will help present the interests of the professional team to the executive team hence inclusivity. Professionals will share responsibilities matching their qualifications and experience, and disruptive innovations will be easily leveraged after the professions engage in shared decision-making.

Budget and Resources Required

The hospital will begin by cross-training doctors and nurses, the healthcare professionals with the worse shortage. Training a nurse or a doctor is too expensive, and cross-training costs are significantly lower than training and hiring a new professional.

These professionals are also scarce. The hospital will liaise with a local nursing college to provide the training because running the training in an institution will be more expensive in the long run. The hospital will train 100 of the 300 nurses and 40 of the 120 physicians yearly.

The intention is to ensure optimum training and to prevent overwhelming the organization with the training needs. The hospital will invest in lecturers from various schools to teach online classes. There will also be physical lessons for clinical teaching and skills impaction.

The cost of training one nurse is estimated at $4000 and a physician $6000, an estimated total of $1.92 million for the three years. The hospital will liaise with a local university to ensure it delivers the best training accredited by institutions to the staff.

Conclusion

Cross-training staff is expensive but increases the organization’s efficiency despite the staff shortage. Cross-training also increases the professionals’ value hence a decreased need for hiring specialists, which is an expensive affair, and the specialists are scarce.

The plan will also reduce medical errors, staff turnover, and burnout related to shortages and work overload. The plan will take three years to help maintain the training costs and prevent them from overburdening the organization. The plan will lead to a better organization and will thus solve the problems arising from staff shortages.

References

  • Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002
  • Jeanne Wirpsa, M., Emily Johnson, R., Bieler, J., Boyken, L., Pugliese, K., Rosencrans, E., & Murphy, P. (2019). Interprofessional models for shared decision making: The role of the health care chaplain. Journal of Health Care Chaplaincy, 25(1), 20-44. https://doi.org/10.1080/08854726.2018.1501131
  • Patel, S., Hartung, B., Nagra, R., Davignon, A., Dayal, T., & Nelson, M. (2021). Expedited Cross-Training: An Approach to Help Mitigate Nurse Staffing Shortages. Journal for Nurses in Professional Development, 37(6), E20-E26. https://doi.org/10.1097/NND.0000000000000738
  • Rahman, A., Björk, P., & Ravald, A. (2020). Exploring the effects of service provider’s organizational support and empowerment on employee engagement and well-being. Cogent Business & Management, 7(1), 1767329. https://doi.org/10.1080/23311975.2020.1767329
  • Tran, T. T., & Gandolfi, F. (2020). Implementing Lewin’s change theory for institutional improvements: A Vietnamese case study. Journal of Management Research, 20(4), 199-210.

Interdisciplinary Plan Proposal NURS-FPX4010 Scoring Guide

CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED
Describe an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal related to improving patient or organizational outcomes. Does not describe an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal related to improving patient or organizational outcomes. Identifies an objective for an evidence-based interdisciplinary plan but does not clearly explain how the objective will help achieve a specific goal related to improving patient or organizational outcomes. Describes an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal related to improving patient or organizational outcomes. Describes an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal related to improving patient or organizational outcomes, including methods from the literature that may be used to determine success.
Explain a change theory and a leadership strategy supported by relevant evidence that will most likely help an interdisciplinary team succeed in collaborating, implementing, or creating buy-in for the project plan. Does not explain a change theory and a leadership strategy, supported by relevant evidence, that is most likely to help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan. Describes a change theory and a leadership strategy. Still, the relevance to the success of interdisciplinary teams in collaborating and implementing or creating buy-in for the project plan is not clearly explained, and no evidence is provided. Explains a change theory and a leadership strategy supported by relevant evidence that will most likely help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan. Explains a change theory and a leadership strategy, supported by relevant evidence, that is most likely to help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan, providing real-world examples relevant to the health care organization that is the context for the plan.
Explain the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective, including best practices of interdisciplinary collaboration from the literature. Does not explain the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective. Does not cite best practices of interdisciplinary collaboration from the literature. Explains collaboration but not in terms of an interdisciplinary team or does not include best practices from the literature. Explains the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective, including best practices of interdisciplinary collaboration from the literature. Explains the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective, including best practices of interdisciplinary collaboration from the literature. Provides real-world examples relevant to the health care organization that is the context for the plan.
Explain organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if nothing is done to make the improvements sought by the plan. Does not explain organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if nothing is done to make the improvements sought by the plan. Identifies organizational resources needed for the plan to succeed and the impacts on those resources if nothing is done to make the improvements sought by the plan. Does not include a financial budget. Explains organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if nothing is done to make the improvements sought by the plan. Explains organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if nothing is done to make the improvements sought by the plan. Provides real-world examples relevant to the health care organization that is the context for the plan.
Communicate the interdisciplinary plan with clear, logically organized, and professional writing, with correct grammar and spelling, using the current APA style. Using the current APA style does not communicate the interdisciplinary plan with clear, logically organized, and professional writing with correct grammar and spelling. Communicates the interdisciplinary plan with unclear or illogically ordered writing, with numerous grammar or APA style errors. Using the current APA style communicates the interdisciplinary plan with clear, logically organized, and professional writing, correct grammar and spelling. Communicates the interdisciplinary plan with clear, logically organized, and professional writing, with correct grammar and spelling, using the current APA style without errors.

Interdisciplinary Plan Proposal NURS-FPX4010 Resources:

Applying PDSA

·       Evidence-Based Practice and Improvement

 Budgeting

Staffing

 Interprofessional Collaboration

  • CFAR, Inc., Tomasik, J., & Fleming, C. (2015).Lessons from the field: Promising interprofessional collaboration practices. Retrieved from https://www.rwjf.org/en/library/research/2015/03/lessons-from-the-field.html
    • This report, from a Robert Wood Johnson project focused on understanding interprofessional collaboration in health care, identifies five successful models for effective collaboration.
  • Interprofessional Education Collaborative. (n.d.).Recommended links. Retrieved from https://www.ipecollaborative.org/recommended-links.html
    • IPEC’s recommended links include professional associations, centers for interprofessional education, supporting organizations, and a short video showing an example of interprofessional education.

   Leadership

  • Robert Johnson Wood Foundation. (2014). Preparing nurses for leadership in public policy [Blog post]. Retrieved from https://www.rwjf.org/en/library/articles-and-news/2014/02/preparing-nurses-for-leadership-in-public-policy.html
    • This blog post examines ways to prepare nurses to be leaders in public policy advocacy, creation, and defense.

·       Capella Writing Center

APA Style and Format
  • Capella University follows the style and formatting guidelines in the American Psychological Association Publication Manual, known informally as the APA manual. Refer to the Writing Center’s APA Module for tips on proper APA style and format use.

Capella University Library

  • BSN Program Library Research Guide.
    • The library research guide will be helpful in guiding you through the Capella University Library, offering tips for searching the literature and other references for your assessments.

Also Read:

  • NURS-FPX4010 Assessment 4 Stakeholder Presentation.

NURS-FPX4010 Assessment 3 Interdisciplinary Plan Proposal 

For this assessment you will create a 2-4 page plan proposal for an interprofessional team to collaborate and work toward driving improvements in the organizational issue you identified in the second assessment.

The health care industry is always striving to improve patient outcomes and attain organizational goals. Nurses can play a critical role in achieving these goals; one way to encourage nurse participation in larger organizational efforts is to create a shared vision and team goals (Mulvale et al., 2016). Participation in interdisciplinary teams can also offer nurses opportunities to share their expertise and leadership skills, fostering a sense of ownership and collegiality.

You are encouraged to complete the Budgeting for Nurses activity before you develop the plan proposal. The activity consists of seven questions that will allow you the opportunity to check your knowledge of budgeting basics and as well as the value of financial resource management. The information gained from completing this formative will promote success with the Interdisciplinary Plan Proposal. Completing this activity also demonstrates your engagement in the course, requires just a few minutes of your time, and is not graded.

Demonstration of Proficiency

  • Competency 1: Explain strategies for managing human and financial resources to promote organizational health.
    • Explain organizational resources, including a financial budget, needed for the plan to be a success and the impacts on those resources if nothing is done, related to the improvements sought by the plan.
  • Competency 2: Explain how interdisciplinary collaboration can be used to achieve desired patient and systems outcomes.
    • Describe an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific objective related to improving patient or organizational outcomes.
    • Explain the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective. Include best practices of interdisciplinary collaboration from the literature.
  • Competency 4: Explain how change management theories and leadership strategies can enable interdisciplinary teams to achieve specific organizational goals.
    • Explain a change theory and a leadership strategy, supported by relevant evidence, that are most likely to help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan.
  • Competency 5: Apply professional, scholarly, evidence-based communication strategies to impact patient, interdisciplinary team, and systems outcomes.
    • Organize content so ideas flow logically with smooth transitions; contains few errors in grammar/punctuation, word choice, and spelling.
    • Apply APA formatting to in-text citations and references, exhibiting nearly flawless adherence to APA format.

Reference

Mulvale, G., Embrett, M., & Shaghayegh, D. R. (2016). ‘Gearing up’ to improve interprofessional collaboration in primary care: A systematic review and conceptual framework. BMC Family Practice, 17.

Professional Context

This assessment will allow you to describe a plan proposal that includes an analysis of best practices of interprofessional collaboration, change theory, leadership strategies, and organizational resources with a financial budget that can be used to solve the problem identified through the interview you conducted in the prior assessment.

Scenario

Having reviewed the information gleaned from your professional interview and identified the issue, you will determine and present an objective for an interdisciplinary intervention to address the issue.

Note: You will not be expected to implement the plan during this course. However, the plan should be evidence-based and realistic within the context of the issue and your interviewee’s organization.

Instructions

For this assessment, use the context of the organization where you conducted your interview to develop a viable plan for an interdisciplinary team to address the issue you identified. Define a specific patient or organizational outcome or objective based on the information gathered in your interview.

The goal of this assessment is to clearly lay out the improvement objective for your planned interdisciplinary intervention of the issue you identified. Additionally, be sure to further build on the leadership, change, and collaboration research you completed in the previous assessment. Look for specific, real-world ways in which those strategies and best practices could be applied to encourage buy-in for the plan or facilitate the implementation of the plan for the best possible outcome.

Using the Interdisciplinary Plan Proposal Template [DOCX] will help you stay organized and concise. As you complete each section of the template, make sure you apply APA format to in-text citations for the evidence and best practices that inform your plan, as well as the reference list at the end.

Additionally, be sure that your plan addresses the following, which corresponds to the grading criteria in the scoring guide. Please study the scoring guide carefully so you understand what is needed for a distinguished score.

  • Describe an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal related to improving patient or organizational outcomes.
  • Explain a change theory and a leadership strategy, supported by relevant evidence, that is most likely to help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan.
  • Explain the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective. Include best practices of interdisciplinary collaboration from the literature.
  • Explain organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if the improvements described in the plan are not made.
  • Communicate the interdisciplinary plan, with writing that is clear, logically organized, and professional, with correct grammar and spelling, using current APA style.

Additional Requirements

  • Length of submission: Use the provided template. Remember that part of this assessment is to make the plan easy to understand and use, so it is critical that you are clear and concise. Most submissions will be 2 to 4 pages in length. Be sure to include a reference page at the end of the plan.
  • Number of references: Cite a minimum of 3 sources of scholarly or professional evidence that support your central ideas. Resources should be no more than 5 years old.
  • APA formatting: Make sure that in-text citations and reference list follow current APA style

Interdisciplinary Plan Proposal Sample Paper

Healthcare institutions require continuous improvements to cater for the ever-increasing patient healthcare needs. This planning proposal attempts to solve patient falls among elderly and critically ill patients. The plan will be implemented in critical care units such as intensive care units, high dependency units, and geriatric patient care in the wards using wearable sensors.

Objective

The objective is to help minimize patient falls and improve patients’ fall reporting among geriatrics and critically ill patients. Patient falls can relay mild or fatal injuries that could lead to death permanent disability. If the plan succeeds, wearable sensors will help detect fall risk factors and help mitigate them, thus reducing healthcare costs associated with fatal injuries and subsequent lawsuits (Greene et al., 2019). Improved reporting will also ensure patient falls are detected and managed early to prevent further complications and thus, will help improve patient outcomes by mitigating undesirable and avoidable injuries.

Questions and Predictions

  1. What is the impact of the plan on staff workload? The plan will require the nurses and other healthcare providers, such as the informaticists, more time to interpret and make inferences from the data collected by the sensors. 2. Will the plan provide a good return on investment? According to, moderate to severe patient falls lead to high healthcare costs to treat. Patients also sue hospitals for negligence, increasing costs to the institution. In addition, missed falls may go unnoticed until complications such as sepsis occur and are relatively difficult to treat (Greene et al., 2019). The plan will minimize all these costs and thus will provide a good return on investment. 3. How long will the plan take? Patient falls are a contemporary issue that is recurrent. Thus, the plan is long-term and will thus require effective change management and keen resource allocation and control.

Change Theories and Leadership Strategies

McKinsey 7S model for managing change is the best theory for the plan. The theory entails 7 S: Structure, Strategy, Skill, System, Shared Values, Style, and Staff that will help determine the organization’s readiness to implement a change plan (Galli, 2018). By evaluating these factors, the team will determine the plan’s applicability. The theory also provides a four-step model to help implement a change plan. The first step, which was already discussed, is determining the areas that require change. The second step of the model entails determining the best interventions.

At this stage, every team member’s opinion is considered for decision-making. In the third step, the team determines the best interventions and makes a necessary change (Galli, 2018). Finally, the team implements it in the fourth step. By clearly writing each member’s role in every step, the team collaborates. The democratic leadership strategy is the best for this plan. The strategy allows fair participation in decision-making and respects the opinions of all team members, thus enhancing interprofessional collaboration (John, 2020).

Team Collaboration Strategy

The technicians will place the wearable sensors at the best locations to easily detect motion and constantly ensure they are correctly working. The locations include pressure areas, joints, and the waist (Greene et al., 2019). Nursing informaticists will record data from the sensors and disseminate it to the nurses and other healthcare providers. Nurses will respond to monitor alarms to prevent falls or detect falls.

Doctors will prescribe interventions to minimize falls in patients with higher risks. The healthcare leadership is responsible for change management and availing other necessary resources.

Facilitating open and professional communication is the best collaborative strategy for this plan. Interprofessional teams require professional communication to succeed. Professional communication means that the information is clear, concise, coherent, concrete, and correct (Cazeau, 2021). Passing incorrect information leads to wrong data synthesis and inference and, consequently, decisions made hence the need for professional communication.

Professional communication also ensures respect among team members, which improves their interpersonal interactions and the possibility of success (Vestergaard & Nørgaard, 2018). As with democratic leadership strategy, open communication enhances collaboration by ensuring team members contribute to the planning process without discrimination. Productivity among team members improves when they perceive respect and value. Open and professional communication will thus enhance collaboration in an interprofessional team.

Required Organizational Resources

A new nursing informaticist will be necessary to balance the increased workload, thus a recurrent expense of $60,000 every year. The wearable sensors, monitors, and alarms are required to implement the plan and cost about $500,000. The data collected will be recorded in the electrical health records; hence, a new program installation will cost the hospital about $1000. The organizing team will receive a sitting allowance of a total of $10,000. Staff training necessary for the plan will cost about $5,000. Thus, the plan does not excessively stretch the organization’s resources. The total budget is about $576 000 initial budget and $60 000 recurrent budget annually.

Patient falls, as discussed earlier, lead to high healthcare costs. If the resources are not used for the plan, significant organizational resources will be used to treat patient fall injuries, and prolonged hospital stays. In addition, lawsuits associated with patient falls will cost the organization much money. Further, patient complaints lead to a soiled company reputation, which will impact its operations. Poor reputation has adverse effects on the resources as it tends to reduce the number of patients seeking healthcare services in the hospital.

References

  • Cazeau, N. (2021). Interprofessional Communication: Integrating Evidence to Enhance Systems During a Pandemic. Clinical Journal of Oncology Nursing, 25(1), 56-60. https://doi.org/10.1188/21.cjon.56-60
  • Galli, B. J. (2018). Change management models: A comparative analysis and concerns. IEEE Engineering Management Review, 46(3), 124-132. https://doi.org/10.1109/EMR.2018.2866860
  •  Greene, B. R., McManus, K., Redmond, S. J., Caulfield, B., & Quinn, C. C. (2019). Digital assessment of falls risk, frailty, and mobility impairment using wearable sensors. NPJ Digital Medicine, 2(1), 1-7. https://doi.org/10.1038/s41746-019-0204-z
  • John, K. (2020). Adlerian theory and practice wisdom promote democratic leadership and organizational health. The Journal of Individual Psychology, 76(1), 84-98. http://doi.org/10.1353/jip.2020.0020
  • Vestergaard, E., & Nørgaard, B. (2018). Interprofessional collaboration: An exploration of possible prerequisites for successful implementation. Journal of Interprofessional Care, 32(2), 185-195. https://doi.org/10.1080/13561820.2017.1363725