NURS 6053 Assignment: Change Implementation and Management Plan

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NURS 6053 Assignment: Change Implementation and Management Plan – Step-by-Step Guide

The first step before starting to write the NURS 6053 Assignment: Change Implementation and Management Plan, it is essential 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 audience of the paper and its purpose so that it can 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, you should review its use, such as writing citations and referencing the resources used. You should also review how to format the title page and the headings in the paper.

How to Research and Prepare for NURS 6053 Assignment: Change Implementation and Management Plan

The next step in preparing for your paper is to conduct research and identify the best sources to use to support your arguments. Identify the list of keywords from your topic using different combinations. The first step is to visit the 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 PubMed, JSTOR, ScienceDirect, SpringerLink, and Google Scholar. Ensure that you select the references that have been published in the last words and go through each to check for credibility. Ensure that you obtain the references in the required format, for example, in 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 about. After the above steps, you can develop a strong thesis that is clear, concise and arguable. Next you should create a detailed outline of the paper so that it can help you to create headings and subheadings to be used in the paper. Ensure that you plan what point will go into each paragraph.

How to Write the Introduction for NURS 6053 Assignment: Change Implementation and Management Plan

The introduction of the paper is the most crucial part as it helps to provide the context of your work, and will determine if the reader will be interested to read through to the end. You should start 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 NURS 6053 Assignment: Change Implementation and Management Plan

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 conducted from the research, ensure that you cite each source properly using in-text citations. You should analyze the evidence presented and explain its significance and how it connects to the thesis statement. You should maintain a logical flow between each paragraph by using transition words and a flow of ideas.

How to Write the In-text Citations for NURS 6053 Assignment: Change Implementation and Management Plan

In-text citations help the reader to give credit to the authors of the references they have used in their works. 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 Smith (2021), the use of electronic health records (EHRs) has streamlined communication among healthcare providers, allowing for more coordinated and efficient care delivery. Furthermore, Johnson and Brown (2020) highlight 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 NURS 6053 Assignment: Change Implementation and Management Plan

When writing the conclusion of the paper, start by restarting 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. End with a call to action that leaves a lasting impact on the reader or recommendations.

How to Format the Reference List for NURS 6053 Assignment: Change Implementation and Management Plan

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

Johnson, L. M., & Brown, R. T. (2020). The role of telehealth in improving patient outcomes. Journal of Nursing Care Quality, 35(2), 123-130. https://doi.org/10.1097/NCQ.0000000000000456

Smith, J. A. (2021). The impact of technology on nursing practice. Health Press.

NURS 6053 Assignment: Change Implementation and Management Plan Instructions

It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change. As a nursing professional, you are no doubt aware that success in the healthcare field requires the ability to adapt to change, as the pace of change in healthcare may be without rival.

As a professional, you will be called upon to share expertise, inform, educate, and advocate. Your efforts in these areas can help lead others through change. In this Assignment, you will propose a change within your organization and present a comprehensive plan to implement the change you propose.

To Prepare:

  • Review the Resources and identify one change that you believe is called for in your organization/workplace.
    • This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
  • Reflect on how you might implement this change and how you might communicate this change to organizational leadership.

The Assignment (5-6-minute narrated PowerPoint presentation):

Change Implementation and Management Plan

Create a narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change you propose.

Your narrated presentation should be 5–6 minutes in length.

Your Change Implementation and Management Plan should include the following:

  • An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
  • A description of the change being proposed
  • Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
  • Details about the type and scope of the proposed change
  • Identification of the stakeholders impacted by the change
  • Identification of a change management team (by title/role)
  • A plan for communicating the change you propose
  • A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose

By Day 2 of Week 11

Submit your narrated Change Implementation and Management Plan.

NURS 6053 Assignment: Change Implementation and Management Plan

Executive Summary

According to the data provided in my previous paper, it is evident that our organization is facing substantial problems regarding workplace civility and professional autonomy. It is necessary to promptly introduce conflict resolution training programs in our organization. It is essential to tackle the culture of fear and reprisal and to equip healthcare personnel with the requisite expertise to adeptly navigate challenging discussions and manage conflicts with courtesy. Fostering a healthier and more respectful work atmosphere would not only enhance the quality of patient treatment but also boost staff satisfaction (Mabona et al., 2022).

Proposed Change

Implementing conflict resolution training is proposed. This program will teach our staff how to settle workplace problems through workshops, seminars, and Internet tools. Conflict resolution training will address communication, active listening, de-escalation, and problem-solving methods adapted to the healthcare business and our working circumstances. This training program has many benefits. 

Teaching employees how to resolve issues properly will promote workplace civility and make it more pleasant (Saleem et al., 2022). Better communication will help personnel communicate and reduce conflict. The training program will also eliminate fear and reprisal by offering methods to avoid and de-escalate incivility, making it safer for staff to speak up. Providing our personnel with dispute-resolution skills will boost their professional autonomy and confidence. A respectful and collaborative workplace improves patient care quality and safety, so expect a positive influence.

Justifications for Change

To comprehend why addressing workplace civility matters and why it is in keeping with our organizational vision and values, it is imperative to understand the rationale for the proposed change. Above all, this modification is a wonderful fit with our organization’s objectives. Our goal is to deliver excellent patient care while looking out for the welfare of our staff. These objectives are directly supported by a courteous and civil workplace, which raises employee happiness and improves the standard of patient care. In line with our goals and principles, we are fostering a culture of civility.

Second, it is impossible to overstate the beneficial effects on staff satisfaction and patient care. Research has consistently demonstrated that improved patient outcomes are greatly influenced by workplace civility and open communication (Ota et al., 2022). Workers who are engaged in their roles and report better job satisfaction are those who operate in a courteous and collaborative environment. Improving workplace decorum will lead to better patient care and happier staff members.

Lastly, our suggested modification is backed by a strong body of research and industry best practices from prosperous healthcare institutions rather than being only theoretical. The relationship between patient care quality, staff happiness, and workplace civility has been demonstrated by a number of research studies and findings. For instance, Hossny and Sabra (2020) assert that workplace civility leads to better collaboration among healthcare teams, enhances staff satisfaction, and improves the safety and quality of services provided. Conflict resolution training is a proven way to deal with these problems and get the results our organization and its stakeholders need.

Type and Scope of Proposed Change

We suggest implementing a pilot program to assess the viability and efficacy of our conflict resolution training effort. This methodology enables us to meticulously assess the influence of the training on several facets of our work environment. The pilot program will be specifically tailored to encompass a wide range of people, encompassing various positions and departments within our organization. The incorporation of inclusivity will facilitate a thorough comprehension of the impact of conflict resolution training on our staff.

The program’s duration will range from 1 to 3 months, encompassing phases of planning, execution, data gathering, and assessment. Throughout this duration, we will diligently observe and evaluate the impact of the training on the dynamics of the workplace, interactions among employees, and, of utmost significance, the quality of patient care. The satisfactory assessment of the pilot program will act as an authorization for subsequent deployment. By adopting this strategy, we may enhance our training program and acquire useful feedback prior to implementing it across the entire firm, thereby guaranteeing its effectiveness.

Stakeholders

Employees: The employees are our main stakeholders. The individuals will directly benefit from the conflict resolution training, as it will improve their capacity to communicate, cooperate, and settle problems. This will result in a work environment that is characterized by positivity and increased productivity.

Leadership: Our organizational leaders are also essential stakeholders. They will have a crucial impact on shaping and facilitating the transformation. As the change permeates, they will also reap the advantages of enhanced workplace dynamics, such as elevated employee morale and engagement.

HR & training departments: The HR and Training Departments play a crucial role in the success of this change. Their responsibility entails the design and implementation of the training program. Their active participation is critical to ensuring that the training program is in accordance with our organizational policies and procedures.

Patients and families: Although they are not directly engaged in the training, they are considered indirect stakeholders. The employment atmosphere has a significant impact on the quality of care they receive. An environment characterized by increased civility and respect in the workplace is expected to yield a favorable outcome on the quality of treatment delivered, hence augmenting the overall patient experience.

Change Management Team

Team Lead: The Team Lead will play a crucial role in supervising and organizing the change project. This role guarantees that the program is in accordance with the objectives of our firm and is executed efficiently.

The HR Representative has a crucial role in designing and implementing the training program. They will verify that the program adheres to HR policies and procedures and addresses the human resources aspects of the change.

The Training Specialist’s primary duty is to create and administer the training modules. They will guarantee that the training is pertinent and efficient for our corporation and its particular requirements.

Communications Specialist: The Communications Specialist will oversee the implementation of the communication strategy. They will guarantee that updates and progress reports are efficiently sent to all parties. This function is crucial for ensuring that all individuals are well-informed and actively involved during the entire change process.

Communication Plan

Regular Updates: We will consistently deliver updates to all staff, leadership, and stakeholders. These periodic updates, usually occurring monthly or quarterly, will ensure that everyone is kept informed about the success of the training program and any advancements pertaining to the change project.

Collaboration with HR and Training Departments: Our continuous partnership with the HR and Training Departments is essential. Consistent meetings and conversations with these departments will guarantee that the training program remains on schedule and that any required modifications are immediately implemented to handle developing demands and obstacles.

Facilitating active involvement of both organizational leadership and staff will be a priority for us. This entails providing leadership with a comprehensive update on the advancement of the modification, resolving any inquiries or apprehensions, and collecting input. By actively including employees, it guarantees that they are in agreement with the change and are given chances to contribute and offer their insights.

Risk Mitigation Plan

Recognizing potential risks: One of the initial stages in risk management involves identifying potential risks (Pollack & Pollack, 2015). We will thoroughly evaluate the possible hazards linked to the modification, such as opposition to change, limitations in resources, and any unforeseen difficulties that may emerge over the training program.

To address each identified risk, we will design precise solutions to minimize their impact. As an illustration, we will create explicit communication techniques to deal with opposition, and we will devise resource distribution tactics to handle possible limitations in resources.

Continuous Monitoring: Risk management extends beyond the stages of identification and mitigation.   Ongoing surveillance is crucial. It enables us to swiftly adjust and address emergent concerns, ensuring that the change project stays on course and that any potential risks are properly controlled.

References

qHossny, E. K., & Sabra, H. E. (2020). Effect of nurses’ perception to workplace civility climate on nurse–physician collaboration. Nursing Open, 8(2). https://doi.org/10.1002/nop2.666

Mabona, J. F., Van Rooyen, D. R. M., & Ten Ham-Baloyi, W. (2022). Best practice recommendations for healthy work environments for nurses: An integrative literature review. Health SA Gesondheid, 27(0), 1–11. https://doi.org/10.4102/hsag.v27i0.1788

Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting civility in health care settings: A scoping review. Journal of Nursing Management, 30(8). https://doi.org/10.1111/jonm.13883

Pollack, J., & Pollack, R. (2015). Using Kotter’s Eight Stage Process to Manage an Organisational Change Program: Presentation and Practice. Systemic Practice and Action Research, 28(1), 51–66. Researchgate. https://doi.org/10.1007/s11213-014-9317-0

Saleem, F., Malik, M. I., Asif, I., & Qasim, A. (2022). Workplace Incivility and Employee Performance: Does Trust in Supervisors Matter? (A Dual Theory Perspective). Behavioral Sciences, 12(12), 513. https://doi.org/10.3390/bs12120513