NURS 514 Assignment Implementing Change With an Interprofessional Approach Presentation NUR 514
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In a fast-paced and complex healthcare setting, change is constant and inevitable. Thus, the advanced practice nurse needs to lead and also conform to the constant altering environment even as they work with a multidisciplinary team or teams. Imagine that your director has assigned you to work with a certain multidisciplinary team that is helping with transition from the present paper-based system to the more modern electronic health record.
Formulate a PowerPoint presentation encompassing between 10-15 slides in which you are going to examine the situation and the steps that should be employed in order to successfully execute the change. Also, ensure that your PowerPoint slides have 1—250 word speaker notes per slide in order to give them weight. Your presentation should have the following points:
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- Describe the driving forces that relate to the need for implementing electronic health records.
- Identify the key interprofessional stakeholders (both internal and external) that should beinvolved in change efforts.
- Outline how you would initiate the change and be a change advocate. Utilizing change theory and innovative models of care, explain how you would provide a structure for the planned change to achieve successful implementation of the EHR.
LGBTQ+ Care: Training and Resources for Nurses
Rationale for Change
- Promote patient safety
- Promote quality in care
- Reduce cost of care
- Promote patient satisfaction with care
Implementing Change Using an Interprofessional Approach Presentation NURS 514 Assignment
Change is an indispensable element for healthcare organizations. These institutions embrace change as a means of responding to the evolving and potential needs within their environment. Change also serves to ensure the organization adopts measures that promote sustainability and success in their markets. Organizations that consistently embrace change are inherently adaptive. They possess mechanisms to respond positively to both anticipated and unforeseen events. Employees within such organizations, receptive to change, exhibit innovation. They recognize the importance of adopting new practices that enhance the quality and efficiency of healthcare services. Thus, the continuous integration of change is of paramount importance, fostering a culture of excellence within healthcare organizations.
The particular change underway in our organization was the implementation of barcode medication administration technology. This technology is instrumental in medication administration, primarily aimed at reducing errors. Nurses are tasked with double-checking prescribed medications for patients before administration. The technology enables them to confirm the patient’s identity, medical diagnosis, relevant medical histories, and prescribed medications. Additionally, it aids in determining the dose, route of administration, strength, and timing of medication administration. The adoption of this technology was aimed at preventing medication administration errors in practice.
Several factors necessitated the adoption of the barcode medication administration technology. Firstly, the hospital had been experiencing a significant increase in medication administration errors. An evaluation of healthcare organizations with the lowest error rates indicated their utilization of health technologies to address this issue. Consequently, the use of barcode medication administration technology was considered in our institution. Secondly, the implementation of this technology was driven by the desire to enhance healthcare quality and safety. It was anticipated that the technology would reduce the risk of medication administration errors, which in turn would predict care quality and safety. The adoption was also expected to increase efficiency within the organization. The technology was set to alleviate the burden of medication administration and reduce wastage, leading to a significant reduction in care costs.
The internal interprofessional stakeholders essential for successful change implementation within the organization were diverse. Primary among these stakeholders were the nurses, who played a pivotal role as the primary implementers of the change. Consequently, their involvement in all phases of change implementation was crucial for its success. Nurses needed comprehensive training throughout the project implementation process. Effective utilization of the technology relied on seamless collaboration among physicians, nurses, and pharmacists. Therefore, the inclusion of pharmacists and physicians in the change implementation was necessary, with both groups requiring training in the technology’s use to strengthen safety and quality in care provision. Quality assurance personnel also constituted an integral stakeholder group, tasked with assessing safety, credibility, efficiency, and the necessity of the barcode medication administration technology. Finally, IT technicians were instrumental in providing technical support and system maintenance.
The successful execution of the project hinged on the involvement of various external stakeholders. One such stakeholder group was trainers of trainers, who played a critical role in ensuring internal stakeholders acquired the requisite knowledge and skills for effective change implementation. These trainers were responsible for ensuring that users possessed the necessary competencies to successfully implement the change. Another crucial group comprised experts from institutions that had demonstrated remarkable outcomes following the use of this technology. These experts could offer invaluable insights into the prerequisites for successful technology implementation in practice. Lastly, representatives from the company selling the technology were essential external stakeholders, providing technical support for the adoption of the barcode medication administration technology within the organization.
Rogers’ theory of innovation diffusion suggests that change unfolds through a series of steps: knowledge, persuasion, decision, implementation, and confirmation. These steps occur sequentially, and the successful implementation of change relies on the fulfillment of the requirements of the preceding step. For example, the implementation of change depends on the knowledge and persuasion levels of the adopters. Additionally, the incorporation of change into the organizational culture hinges on whether its use has been confirmed by the adopters or not. The theory underscores the importance of adopting interventions that develop stakeholders and address the identified and potential issues that may affect change. As initially noted, the theory is valuable for evaluation purposes. Change implementation can be assessed at each step of the model to determine the readiness of the adopters for change.
The initiation of change will encompass several steps. The first step will involve a needs assessment to determine the rationale for the organization’s need for change. This assessment will provide insights into the areas that will benefit significantly from the change implementation. It will also inform an understanding of the needs of critical stakeholders who must be involved in the change. The second step is to communicate the change. Change must be effectively communicated to the adopters to enable them to make informed decisions about its adoption. Communication will also create awareness among them about the crucial determinants for change within the organization. Subsequently, training will be provided to ensure that the adopters of the change possess the necessary knowledge and skills for successful implementation. This training will mitigate the risk of stakeholder resistance to change. The change will then be implemented following the training. Implementation will aim to determine whether the project’s goals are being met in the organization.
Interprofessional teams will make various decisions if the project faces difficulties. One such decision will involve reassessing the change. Stakeholders will investigate factors contributing to the change’s failure, which will provide information for enhancing strategies and introducing new processes. Information from this reassessment will also be used to strengthen the need for and effectiveness of the change. Another option may involve extending project timelines due to revised strategies and new processes. The team may recommend terminating the project if it proves to have a negative impact on the organization’s outcomes.
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Implementing Change With an Interprofessional Approach Presentation NURS 514 Assignment REFERENCES
- Senior, B., Swailes, D. S., & Carnall, C. (2020). Organizational Change, 6th Edition. Pearson Education Limited.
- Singh, R., & Ramdeo, S. (2020). Leading Organizational Development and Change: Principles and Contextual Perspectives. Springer Nature.
- Sveningsson, S., & Sörgärde, N. (2019). Managing Change in Organizations: How, what and Why? SAGE.
- Xie, N., Kalia, K., Strudwick, G., & Lau, F. (2019). Understanding Mental Health Nurses’ Perceptions of Barcode Medication Administration: A Qualitative Descriptive Study. Issues in Mental Health Nursing, 40(4), 326–334. https://doi.org/10.1080/01612840.2018.1528321