Benchmark – Evidence-Based Practice Project Proposal Final

For this assignment, you will synthesize the independent evidence-based practice project proposal assignments from NUR-550 and NUR-590 into a 4,500-5,000-word professional paper.

Final Paper

The final paper should:

1. Incorporate all necessary revisions and corrections suggested by your instructors.
2. Synthesize the different elements of the overall project into one paper. The synthesis should reflect the main concepts for each section, connect ideas or overreaching concepts, and be rewritten to include the critical aspects (do not copy and paste the assignments).
3. Contain supporting research for the evidence-based practice project proposal. Benchmark – Evidence-Based Practice Project Proposal Final

Main Body of the Paper

The main body of your paper should include the following sections:

1. Problem Statement
2. Organizational Culture and Readiness
3. Literature Review
4. Change Model, or Framework
5. Implementation Plan
6. Evaluation Plan

Appendices

The appendices at the end of your paper should include the following:

1. All final changes or revisions for the drafts that will be included in the appendices of your paper.
2. Complete the “APA Writing Checklist” to ensure that your paper adheres to APA style and formatting criteria and general guidelines for academic writing. Include the completed checklist as the final appendix at the end of your paper. In each preceding course you have been directed to the Student Success Center for assistance with APA style, and have submitted the APA Writing Checklist to help illustrate your adherence to APA style. This final paper should demonstrate a clear ability to communicate your project in a professional and accurately formatted paper using APA style.

ORDER NOW FOR CUSTOMIZED SOLUTION PAPERS

General Requirements

You are required to cite 10-12 peer-reviewed sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to Turnitin. Benchmark – Evidence-Based Practice Project Proposal Final 

 

Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness

 Grand Canyon University

NUR- 590

 

Organizational Culture

Prime Healthcare Organization has a decentralized and hierarchy-based organizational and leadership structure, working in the best means to motivate subordinates and enhance growth and diversification. Real et al. (2017) confirm that decentralization in healthcare organizations improves communication for quality care and innovations. These elements change management by enhancing agility and response to a new standard. Besides, the organization’s mission is to save and promote hospitals to strengthen the compassion, quality, and better care to patients and communities. It is client-focused, where the organization targets the primary consumers of its services while focusing on the community as a whole. By being customer-based, the organization stands a chance to support change by enhancing convenience, quality, access, and response, while abolishing the boundaries. Madhani (2018) notes that by being customer-centric, the organization gains competitiveness by increasing customer engagement to promote collaboration.

Prime Healthcare Organization values include quality, compassion, community, and being physician-led by being committed to performance and exceptional care, providing dignity, serving and giving back to the community, and allowing direct health care at all levels by the doctors and clinicians. This element entails interprofessional collaboration in delivering care at diverse levels. The employees perceive the organization as decentralized, considering their active participation in the organization in all operations.

Capacity Assessment Framework- Assessing Readiness for Change

A Capacity Assessment Framework is designed by the UNDP to evaluate the organizational readiness to promote global health intervention (Dearing, 2018). Dearing notes that assessing organizational readiness entails measuring motivation and the capacity for those firms or service providers to participate in initiatives. A capacity assessment framework is a tool for addressing the organization’s readiness to intervention or change, which entails identifying significant capacities that exist and the additional ones required to attain the objectives. Therefore, this tool is a salient element for analyzing desire or needed capacities against the already existing ones for enhancing planning and response. Based on this tool, capacity assessment framework, the Prime Healthcare Organization has exemplary capabilities in organizational attributes, defining the superb organizational culture through explicit mission and purpose, and recognizing the organizational values.

The capacity assessment framework analyzes the capabilities of the people, processes, technological resources, physical resources, and organizational systems as a perfect tool for assessing readiness for change. Diab et al. (2018) confirm that change readiness assessment examines the readiness of attitudes, resources, and conditions for capacity development initiatives. Prime Healthcare Organization is adequately ready for change considering its strengths in retaining the best skills, salient communication capabilities, decentralized governance, adequate technology, availability of the human, physical and financial resources, and strong stakeholder partnerships. It is customer-focused, offering an opportunity to integrate changing customer needs. However, frequent changes in the technology required are a threat to the organization, requiring vast investment and commitment. The readiness for change in this organization is high because of the strong team engagement or commitment to change and the collective capability to integrate change. Team spirit, information flow, and mutual support are palpable elements supporting the organization’s readiness to change. Benchmark – Evidence-Based Practice Project Proposal Final

Health Care Process and Systems Needing Improved Quality, Safety, and Cost-Effectiveness

Prime Healthcare Organization being a physician-led service provider, the doctors offer direct care, requiring interventions for feasible clinical interventions. The physician-led system requires an improvement in handling patients, managing the costs, and delivering quality-led care. As a result, it is imperative to initiate Quality improvement collaboratives (CICs) by using standardized methodologies and designations for collecting high-quality data (Luckenbaugh et al., 2017). Additionally, after the collection, the data analysis is conducted to offer feedback to the physicians, initiate collaboration techniques and procedures, and distribute the results to the entire team to disseminate coordinated care at the population level.  De la Perrelle et al. (2020) confirm that integrating QICs at scale is imperative for consistent cost identification to form cost-saving healthcare systems in both acute and chronic illnesses.

Strategies to Enhance Organizational Readiness

A salient strategy identified for enhancing the organizational readiness in Prime Healthcare Organization and applicable to similar organizations is the Transtheoretical Model (TTM). Vax et al. (2021) confirm that TTM prepares the organization for change by aligning with a tailored approach to meet organizational needs. The primary stage of the TTM is pre-contemplation, where people have no idea regarding the need for change and the second phase is where the organization acknowledges the benefits of changes, although costs and risk outmatch the paybacks. Thus, at the third preparation and fourth action phases for the organizational readiness, the organization is bound to initiate training for upskilling and motivation, changing policy such as focusing on solution-focused approaches for adaptability, and encouraging the integration of technology in the healthcare practices (Vax et al., 2021). Besides, considering the integration of big data analytics is a salient approach for enhancing organizational readiness by improving intelligence and research-based intervention.

Stakeholders and Team Members in the Project

The identified stakeholders and teams in the evidence-based project for increasing patient satisfaction and raising the revenue collection while decreasing the LWBT rate include the ER nurses, informaticians, and the ACOs. The ER nurses will respond quickly to crises and identify real-time stabilization strategies for pain management and patient satisfaction. The informaticians will be responsible for comparing real-time location systems against the manual status updates for tracking patients to establish outcomes for each while focusing on data and big data for quality service delivery and technology integration. The ACOs will be responsible for coordinated care where reimbursements will be attached to quality measures, basing intervention on value.

Information and Communication Technologies

Electronic Health Records (EHR) are the primary requirement to enhance data collection and retrieval in real-time. Besides, the clinical decision support system (CDS) is essential as the primary tool for mitigating errors by guiding healthcare practitioners at the emergence department solution-focused approaches. Alotaibi and Federico (2017) acknowledge that CDS is a guiding tool to the correct procedures to attain desired outcomes. Through these technologies, practitioners are motivated to pursue outcomes according to the client’s needs by enhancing alerts, reminders, and notifications for process adherence.  Benchmark – Evidence-Based Practice Project Proposal Final

References

Alotaibi, Y. K., & Federico, F. (2017). The impact of health information technology on patient safety. Saudi Medical Journal, 38(12), 1173-1180. https://doi.org/10.15537/smj.2017.12.20631

De la Perrelle, L., Radisic, G., Cations, M., Kaambwa, B., Barbery, G., & Laver, K. (2020). Costs and economic evaluations of quality improvement collaboratives in healthcare: A systematic review. BMC Health Services Research, 20(1). https://doi.org/10.1186/s12913-020-4981-5

Dearing, J. W. (2018). Organizational readiness tools for global health intervention: A review. Frontiers in Public Health, 6. https://doi.org/10.3389/fpubh.2018.00056

Diab, G. M., Safan, S. M., & Bakeer, H. M. (2018). Organizational change readiness and manager’ behavior in managing change. Journal of Nursing Education and Practice, 8(7), 68-77. https://doi.org/10.5430/jnep.v8n7p68

Luckenbaugh, A. N., Miller, D. C., & Ghani, K. R. (2017). Collaborative quality improvement. Current Opinion in Urology, 27(4), 395-401. https://doi.org/10.1097/mou.0000000000000404

Madhani, P. M. (2018). Building a customer-focused culture in organisations: Developing 7Cs model. International Journal of Business Excellence, 16(2), 199. https://doi.org/10.1504/ijbex.2018.10015931

Real, K., Bardach, S. H., & Bardach, D. R. (2017). The role of the built environment: How decentralized nurse stations shape communication, patient care processes, and patient outcomes. Health Communication, 32(12), 1557-1570. https://doi.org/10.1080/10410236.2016.1239302

Vax, S., Gidugu, V., Farkas, M., & Drainoni, M. (2021). Ready to roll: Strategies and actions to enhance organizational readiness for implementation in community mental health. Implementation Research and Practice, 2, 263348952098825. https://doi.org/10.1177/2633489520988254

 

Daysha,

You did a nice job of addressing the organizational cuture and how using the capacity assessment framework could aid in identifying the readiness of the organization to implement your suggested intervention. You incorporated the TTM as a strategy to incorporate your intervention of patient satisfaction and you identified who the stakeholders are and with what process and technology your intervention can be implemented. You were very thorough and clear with this paper.

Marina

Benchmark- Framework or Model for Change

 

NUR- 590

Professor Marina Reade 

Change Process

Implementation Of Real-Time Location Systems In The ED

Few phases fail to sustain a fast move in adopting the change. Lewin’s model mostly becomes concerned with reinforcing the “change” over a prolonged period to overcome rejection and give enough training. The ED should utilize Lewin’s change model for change as the selected framework because it has solid support from senior hospital management and needs to make the entire healthcare facility dynamic by adopting real-time location systems in emergence service delivery.

Model’s Stages And Their Application In The ED

Under this model, the ED department will focus on the three-stage model that breaks changes into manageable phases of unfreezing, changing, and refreezing.

Unfreezing

In unfreezing chunk, the project team under its project manager will first “unfreeze” the ED’s current process and analyze its process improvement. Under this analysis, both patients and healthcare providers at the ED department affected by the change will understand the need to replace the manual system with the automated one (Šuc et al., 2019). Then, the project team will make its changes and guide nurses at the ED throughout the transition. Once the real-time location system gets deployed and tweaked as per nurses’ feedback, the project manager will solidify or “refreeze” the new status quo.

Before implementing the automated system at the ED, this change needs to go through the model’s initial stage of unfreezing. Since the nurses at the ED will resist the computerized system, the objective during the unfreezing phase becomes to create an awareness of how existing manual systems at admission and discharge levels are undermining the ED’s ability to offer quality emergence care services. Hussain et al., (2018) reveal that outdated behaviors, thinking ways, processes, patients, and ED structures get placed under in-depth examination to disclose to ED nurses how crucial a change is for the whole hospital to establish or sustain a competitive edge in the healthcare setting.

Communication will become a vital aspect during this unfreezing stage to keep nurses updated on the change, the reason behind the new system, and how it brings advantages to them and the entire ED. This unfreezing stage intends to create change awareness and make it appear crucial and urgent while motivating those affected by the change to accept (Šuc et al., 2019). Thus, the project team can create communication plans to inform all stakeholders within the ED about the shift and allocate time for conducting change-based meetings and discussions. Benchmark – Evidence-Based Practice Project Proposal Final

Changing

A real-time location system change is when the ED has to transition into this new state of using a computerized system while abandoning the manual records in entering, storing, and retrieving patients’ data. The implementation of the new system characterizes this transitioning phase. The implementation period is when the change becomes real such that the ED entirely runs the automated systems in all areas of patient admission and discharge. During changing stage, the ED struggles with the new system adoption. For instance, ED nurses experience uncertainty and fear, thus making it the most challenging step to overcome. Since the ED nurses are “unfrozen,” they can start to move.

Physicians and nurses start learning new behaviors, processes, and ways of thinking in the transitioning phase. The more prepared these healthcare providers are for change, the easier it is to overcome and complete. Since change requires precise planning and execution, the team leading the change will educate nurses on using the automated system, communicating vital information, and supporting nurses who have not become familiar with the change (Burnes, 2020). ED nurses will be reminded of the reasons for the change throughout the entire change process and benefit them once it.

Refreezing

Refreezing is the last stage of the framework for the change. It symbolizes the actions such as reinforcement, stabilization, and solidification of the operations after the change. The changes made to the ED processes, objectives, structure, and patients will get approved and refrozen within the department (Memon et al., 2021). Through this stage, the department becomes guaranteed that nurses do not revert to their outdated ways of using the manual system.

Therefore, the project manager should ensure the newly implemented system is not lost. Instead, the ED will have to cement the change into the hospital’s culture and maintain it as the accepted way of delivering emergency care services. The ED can ensure positive rewards and appreciation of individualized commitments to reinforce change since it is believed that positively reinforced behavior tends to be repetitive. Nurses showing consistency in using the new system can get rewarded weekly to encourage further change reinforcement.

 

References

Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32-59.

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.

Memon, F. A., Shah, S., & Khoso, I. U. (2021). Improving Employee’s Engagement in Change: Reassessing Kurt Lewin’s Model. City University Research Journal, 11(1), 144-164.

Šuc, J., Prokosch, H. U., & Ganslandt, T. (2019). Applicability of Lewin s change management model in a hospital setting. Methods of information in medicine, 48(05), 419-428.

Daysha,

You did a nice job of utilizing Lewin’s model of change to help you navigate through changing the ER’s system of using computerized services to improve the flow and patient care. You identified the stakeholders and the phases of change that will have to be followed through to change practice. This model is easy to understand and flexible enough to allow for any type of change. Great job.

 

Appendix

Making stakeholders motivated for change Make stakeholders understand the need for change Create change awareness Update people andcommunicate feedback

1 Unfreezingg

Concept Map For The Lewin’s Change Model

 

 

Showing what needs to get changed Abandon old ways of thinking Allow transition Allow learning of new behaviors, processes

Cement change into organization culture to make it permanent Reinforce, stabilize, and solidify the change Ensure stakeholders do not revert to old ways of doing things

The Lewin’s Change Model

2 Changing

3 Refreezing

                                                                                                                                                                                                                       

ORDER NOW FOR CUSTOMIZED SOLUTION PAPERS

                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             

  

 

APA Writing Checklist

Use this document as a checklist for each paper you will write throughout your GCU graduate program. Follow specific instructions indicated in the assignment and use this checklist to help ensure correct grammar and APA formatting. Refer to the APA resources available in the GCU Library and Student Success Center.

☒ APA paper template (located in the Student Success Center/Writing Center) is utilized for the correct format of the paper. APA style is applied, and format is correct throughout.

☒  The title page is present. APA format is applied correctly. There are no errors.

☒ The introduction is present. APA format is applied correctly. There are no errors.

☒ Topic is well defined.

☒ Strong thesis statement is included in the introduction of the paper.

☒ The thesis statement is consistently threaded throughout the paper and included in the conclusion.

☒ Paragraph development: Each paragraph has an introductory statement, two or three sentences as the body of the paragraph, and a transition sentence to facilitate the flow of information. The sections of the main body are organized to reflect the main points of the author. APA format is applied correctly. There are no errors.

☒ All sources are cited. APA style and format are correctly applied and are free from error.

☒ Sources are completely and correctly documented on a References page, as appropriate to assignment and APA style, and format is free of error.

Scholarly Resources: Scholarly resources are written with a focus on a specific subject discipline and usually written by an expert in the same subject field. Scholarly resources are written for an academic audience.

Examples of Scholarly Resources include: Academic journals, books written by experts in a field, and formally published encyclopedias and dictionaries.

Peer-Reviewed Journals: Peer-reviewed journals are evaluated prior to publication by experts in the journal’s subject discipline. This process ensures that the articles published within the journal are academically rigorous and meet the required expectations of an article in that subject discipline.

Empirical Journal Article: This type of scholarly resource is a subset of scholarly articles that reports the original finding of an observational or experimental research study. Common aspects found within an empirical article include: literature review, methodology, results, and discussion.

Adapted from “Evaluating Resources: Defining Scholarly Resources,” located in Research Guides in the GCU Library.

☒ The writer is clearly in command of standard, written, academic English. Utilize writing resources such as Grammarly, LopesWrite report, and ThinkingStorm to check your writing. Benchmark – Evidence-Based Practice Project Proposal Final