NURS 6053 Assignment: Change Implementation and Management Plan
Executive Summary
In the healthcare organization, the issue of high patient readmission rates within 30 days post-discharge signifies a significant problem, reflecting inadequate patient management during the transition phase. A central objective of the healthcare organization is to eliminate patient readmissions, as these not only incur added costs for patients but also result in suboptimal health outcomes. As a nurse, addressing this challenge underscores the need to effectively manage the factors contributing to increased readmission rates.
What Kind of Degree Should a Medical Assistant Have?
Change and Rationale
The proposed change initiative aims to confront the elevated patient readmission rates within the organization. This issue imposes both financial penalties on the healthcare institution and increased costs on the patients. The proposed change seeks to enhance adherence to treatment plans, as a substantial number of patients fail to follow their prescribed regimens during the transition from hospital to home. Non-compliance with medication regimens can lead to delayed recovery. This change will engage all nurses in the organization, assigning them the task of providing patient education during the transition from the care facility to home.
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Scope of Change
The necessity to improve the existing discharge process signals that this change is of a developmental nature. It centers on refining the procedures involved in discharging patients from the hospital. It necessitates greater nurse involvement in the discharge process and post-discharge phase.
Stakeholders and Management Team
The management team will comprise three nurse leaders, a finance manager, a project manager, an operations manager, and members of the human resource department. Each team member will assume distinct responsibilities to ensure the success of this intervention. Nurse leaders will spearhead the communication of the change and guide their colleagues in adapting to the new procedures. Patients will also receive education before discharge to promote adherence to the treatment plan.
Communication Plan
To communicate the change process, emails and newsletters will serve as primary tools to engage stakeholders. Emails will offer comprehensive information about the change, detailing stakeholder roles and expected outcomes. Furthermore, stakeholders will have the opportunity for two-way communication, enabling them to inquire and seek clarification regarding the change process.
Risk Mitigation
Various strategies will be employed to mitigate the risks associated with the change process. Adequate budget allocation will be in place to counteract potential cost-related risks, ensuring that any unforeseen expenses during implementation can be managed without hindrance. Adherence to established deadlines will minimize the risk of project delays.
Introduction
This presentation will encompass the following components:
– Current issues impacting my healthcare organization
– Proposed changes to address these issues
– Rationale for the proposed changes
– Type and scope of the intended changes
– Stakeholders affected by the proposed changes
– The composition of the change management team
– Strategies for communicating the change
– Plans for risk mitigation
Current Issues Affecting My Organization
Understaffing
Based on findings suggested by the American Nursing Association (ANA), staffing patterns play a pivotal role in fostering a safe and healthy work environment within the nursing practice. It is imperative that our organization maintains an adequate nursing workforce that aligns with the acuity and patient needs (Marshall, E., & Broome, M. 2017). Understaffing can have detrimental effects, including reduced productivity, increased burnout and stress, diminished staff retention rates, and a culture of incivility within the organization.
An assessment of our workplace using the Clark Healthy Workplace Inventory indicated a moderately healthy workplace with a score of 73. One of the major issues currently affecting our organization is inadequate staffing and insufficient resources to ensure safety and productivity.
Moreover, employees, especially health professionals, have voiced concerns about the organization’s insufficient support for career growth and development. Many staff members feel that their career progress has stagnated, and they have not been able to achieve their short-term and long-term professional goals. Unlike other healthcare institutions, our organization has not devoted sufficient effort to assist employees in pursuing advanced certifications relevant to their clinical specialties and in seeking opportunities for advancement.
For example, employees involved in providing healthcare to patients with chronic conditions like Diabetes, Hypertension, cancer, and diseases such as HIV/AIDS receive limited opportunities for continuous education on the latest diagnosis and treatment guidelines. Consequently, they may not be updated on new treatment protocols and may continue using outdated approaches.
The organization’s HR department has not prioritized continuous education and advanced learning opportunities for both physicians and nurses, which are crucial for quality improvement and patient safety initiatives. Consequently, employees report difficulties in maintaining their focus on their career progression.
In this context, the presentation will outline strategies to address these pressing issues within the organization and work towards creating a healthier and more supportive work environment for all staff members.
NURS 6053 Assignment: Change Implementation and Management Plan
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):
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
Impacted Stakeholders & Change Management Team
Stakeholders- Nurses, leadership team, and patients
Novice nurses will be guided in applying theoretical knowledge to real-life clinical situations
Patients will receive better care improving outcomes
HR department- implement the mentorship program & provide resources
Nurse Supervisors – Ensure that novice nurses are matched with mentors
The Mentorship program will have a significant impact on various stakeholders, including nurses, the leadership team, and patients. Novice nurses, in particular, will experience a profound influence due to this change, as they will be paired with experienced nurses who will guide them in the application of theoretical knowledge to real-life clinical scenarios (Compton & Rich, 2020).
The leadership team will also be significantly affected, as the program is expected to boost nurses’ job satisfaction and their commitment to staying in the organization. This, in turn, should alleviate the issues of staff turnover and nursing shortages.
Patients will benefit from the change as novice nurses, under the guidance of experienced mentors, will be better equipped to provide high-quality care, leading to improved patient outcomes.
The change management team will be composed of members from the HR department and nurse supervisors. The HR department will play a crucial role in implementing the mentorship program and ensuring that the necessary resources are allocated for its successful execution (Weng & Zhu, 2020). Nurse supervisors will be responsible for overseeing the pairing of novice nurses with experienced mentors.
Communication and Risk Mitigation Plans
Communication of the Mentorship program will involve the use of internal memos and emails. Experienced nurses will be invited to express their interest in becoming mentors by submitting their names to the HR department. Newly hired nurses will be informed about the program, and they will have the option to voluntarily participate.
Anticipated risks associated with this change include unrealistic expectations from both mentors and mentees. To address this, it will be recommended that they establish clear mentoring objectives and goals at the outset of the program (Wissemann et al., 2022). Another potential risk is the possibility of unfair manipulation by either mentors or mentees. This issue will be mitigated through comprehensive training to prepare mentors and mentees for their respective roles.
In summary, the Mentorship program will be communicated through internal memos and work-related emails to ensure all hospital units and employees are informed. The goal is to engage experienced nurses as mentors and encourage novice nurses to join the program voluntarily.
Conclusion
The issues currently plaguing our organization include low employee satisfaction, low engagement, and morale, particularly among novice nurses. These problems can be attributed to the lack of mentorship and the limited focus on staff wellness and self-care. Our proposed solution is the implementation of a mentorship program specifically designed for novice nurses. This program aims to pair novice nurses with experienced counterparts who can offer both career and emotional support.
The primary objective is to enhance job satisfaction and reduce staff turnover and shortages. The change management team responsible for overseeing this initiative will consist of members from the HR department and nurse supervisors.
In conclusion, our organization is addressing the challenge of low employee satisfaction and engagement, particularly among novice nurses, by introducing a mentorship program. This program seeks to match novice nurses with experienced mentors, ultimately improving job satisfaction and reducing turnover and staffing shortages. The change will be managed by a team comprising HR department members and nurse supervisors.
By Day 2 of Week 11
Submit your narrated Change Implementation and Management Plan.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
- Please save your Assignment using the naming convention “WK11Assgn+last name+first initial.(extension)” as the name.
- Click the Week 11 Assignment Rubric to review the Grading Criteria for the Assignment.
- Click the Week 11 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
- Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK11Assgn+last name+first initial.(extension)” and click Open.
- If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
- Click on the Submit button to complete your submission.
Grading Criteria
To access your rubric:
Week 11 Assignment Rubric
Check Your Assignment Draft for Authenticity
To check your Assignment Draft for Authenticity:
Submit your Week 11 Assignment draft and review the originality report
Submit Your Assignment by Day 2 of Week 11
To participate in this Assignment:
Week 11 Assignment
Congratulations! After you have finished all of the assignments for this module, you have completed the course. Please submit your Course Evaluation by Day 7.
Module 5: Organizational Change (Weeks 10-11)
Laureate Education (Producer). (2018). Forecasting Organizational Change [Video file]. Baltimore, MD: Author.
Learning Objectives
Students will:
- Recommend strategies to lead organizational change
- Justify plans for implementing and managing organizational change in organizational/workplace settings
- Create plans for communicating proposed changes to stakeholders
- Recommend risk mitigation plans when managing organizational changes
| Due By | Assignment |
| Week 10, Days 1–7 | Read the Learning Resources. Begin to compose your Assignment. |
| Week 11, Day 1 | Continue to compose your Assignment. |
| Week 11, Day 2 | Deadline to submit your Assignment. |
Learning Resources
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
- Chapter 4, “Practice Model Design, Implementation, and Evaluation” (pp. 99–154)
Required Media
The healthcare institution is currently grappling with a high rate of patient readmission, which becomes apparent within 30 days after a patient’s discharge. This trend signifies inadequate patient management during the transition phase. A key objective for the healthcare organization is to eliminate patient readmissions after discharge. Readmission not only imposes additional costs on patients but also leads to suboptimal health outcomes. As a nurse, this situation underscores the necessity to effectively address the factors contributing to increased readmission rates.
The proposed change initiative aims to tackle the prevalent issue of high patient readmission rates. The healthcare organization is burdened with financial penalties due to these elevated readmission rates, while patients are saddled with increased healthcare costs. The proposed change focuses on enhancing adherence to treatment plans, particularly during the critical transition from the hospital to home. Non-compliance with prescribed medications can significantly delay the recovery process. This change effort will engage all nurses who will be responsible for educating patients as they transition from the healthcare facility to their homes.
The imperative to enhance the existing discharge process highlights the nature of the change as developmental. This change endeavor seeks to fine-tune the process of discharging patients from the hospital. It necessitates greater involvement of nurses in both the discharge and post-discharge phases to ensure seamless transitions.
The management team will encompass three nurse leaders, a finance manager, a project manager, an operations manager, and members from the human resources department. Each team member will be assigned specific roles to ensure the success of this intervention. The nurse leaders will play a pivotal role in conveying the change message and guiding fellow nurses in adapting to the implemented changes. Moreover, patients will receive education before discharge to promote compliance with the treatment plan.
To communicate this change, emails and newsletters will serve as the primary tools to reach stakeholders. These emails will provide stakeholders with a comprehensive understanding of their roles and expectations regarding the change process. The communication approach will also establish a two-way channel through which stakeholders can seek clarifications and make inquiries about the change process.
Various strategies will be employed to mitigate potential risks during the implementation of this change initiative. One such strategy involves allocating a budget that surpasses the estimated costs to account for unexpected expenses that might arise. This surplus budget allocation will serve as a safeguard against increased implementation costs. Additionally, adhering to established deadlines will be crucial in reducing the risk of falling behind schedule.
Recent data indicate that 85% of employees reported positive interactions, indicating a generally healthy work environment, while 15% experienced incivility. Incivility can adversely affect job satisfaction, productivity, and stress levels. Fostering civility in nursing through training programs, mentorship, open communication, and shared governance can effectively address incivility.
Stakeholders for this endeavor encompass all employees, as they are directly influenced by the work environment, management, responsible for enforcing policies, and the HR department, overseeing policy implementation. The change management team will consist of:
– HR Manager: Responsible for developing and overseeing policy implementation to ensure compliance throughout the organization.
– Training Manager: Tasked with creating and delivering training programs related to civility, conflict resolution, and open communication.
– Department Supervisors: They will monitor employee interactions, enforce policy adherence, and provide support for employees in addressing instances of incivility.
In summary, the healthcare organization is addressing the challenge of high patient readmission rates by implementing a change that aims to improve patient transitions and treatment plan adherence. The change management team comprises various key roles to ensure the success of this initiative. Furthermore, addressing workplace incivility through training, mentorship, and communication is essential to fostering a healthy work environment.
Rubric Detail
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Content
Name: NURS_6053_Module05_Week11_Assignment_Rubric
| Excellent | Good | Fair | Poor | ||
| Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose. 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).
· A description of the changes being proposed. · Justifications for the changes, including why addressing them will have a positive impact on your organization/workplace. |
Points Range: 32 (32%) – 35 (35%)Presentation provides an accurate and detailed executive summary of the issues that are currently affecting an organization/workplace.
Presentation accurately and completely describes in detail the changes being proposed. Presentation accurately and thoroughly details justifications for the changes, including a thorough and complete explanation of why addressing these changes will have a positive impact on the organization/workplace. |
Points Range: 28 (28%) – 31 (31%)Presentation provides an accurate executive summary of the issues that are currently affecting an organization/workplace.
Presentation accurately describes the changes being proposed. Presentation accurately justifies the changes, including an accurate explanation of why addressing these changes will have a positive impact on the organization/workplace. |
Points Range: 25 (25%) – 27 (27%)Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague or inaccurate.
Presentation describes the changes being proposed that is vague or inaccurate. Presentation vaguely or inaccurately justifies the changes, including a vague or inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace. |
Points Range: 0 (0%) – 24 (24%)Presentation provides an executive summary of the issues that are currently affecting an organization/workplace that is vague and inaccurate, or is missing.
Presentation describes the changes being proposed that is vague and inaccurate, or is missing. Presentation vaguely and inaccurately justifies the changes, including a vague and inaccurate explanation of why addressing these changes will have a positive impact on the organization/workplace, or is missing. |
|
| · Details about the type and scope of the proposed changes.· Identification of the stakeholders impacted by the changes.
· Identification of a change management team (by title/role). · A plan for communicating the changes you propose. · A description of risk mitigation plans you would recommend to address the risks anticipated by the changes you propose. |
Points Range: 27 (27%) – 30 (30%)Presentation accurately and thoroughly details the type and scope of the changes proposed.
Presentation accurately and clearly identifies the stakeholders impacted by the changes. Presentation accurately and completely identifies a change management by title/role that is detailed. Presentation accurately and thoroughly proposes a detailed plan for communicating the changes proposed. Presentation accurately and thoroughly describes in detail risk mitigation plans recommended to address the risks anticipated by the changes proposed. |
Points Range: 24 (24%) – 26 (26%)Presentation accurately details the type and scope of the changes proposed.
Presentation accurately identifies the stakeholders impacted by the changes. Presentation accurately identifies a change management by title/role. Presentation accurately proposes a detailed plan for communicating the changes proposed. Presentation accurately describes risk mitigation plans recommended to address the risks anticipated by the changes proposed. |
Points Range: 21 (21%) – 23 (23%)Presentation details the type and scope of the changes proposed that is vague or inaccurate.
Presentation identifies the stakeholders impacted by the changes that is vague or inaccurate. Presentation identifies a change management by title/role that is vague or inaccurate. Presentation proposes a detailed plan for communicating the changes proposed that is vague or inaccurate. Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague or inaccurate. |
Points Range: 0 (0%) – 20 (20%)Presentation details the type and scope of the changes proposed that is vague and inaccurate, or is missing.
Presentation identifies the stakeholders impacted by the changes that is vague and inaccurate, or is missing. Presentation identifies a change management by title/role that is vague and inaccurate, or is missing. Presentation proposes a detailed plan for communicating the changes proposed that is vague and inaccurate, or is missing. Presentation describes risk mitigation plans recommended to address the risks anticipated by the changes proposed that is vague and inaccurate, or is missing. |
|
| Include a narrated presentation that is 5–6 minutes in length. | Points Range: 27 (27%) – 30 (30%)Narrated presentation accurately and completely summarizes the presentation responses. Audio recording is professional in nature and thoroughly addresses all components of the presentation. Presentation should be aesthetically organized and easy to follow with an introduction, purpose statement, and conclusion | Points Range: 24 (24%) – 26 (26%)Narrated presentation adequately summarizes the presentation responses. Audio recording is professional in nature and adequately addresses the components of the presentation. | Points Range: 21 (21%) – 23 (23%)Narrated presentation vaguely, inaccurately, or incompletely summarizes the presentation responses. Audio recording may be professional in nature and somewhat addresses the components of the presentation. | Points Range: 0 (0%) – 20 (20%)Narrated presentation vaguely and inaccurately summarizes the presentation or is missing. Audio recording is not professional in nature and inaccurately and incompletely addresses the components of the presentation, or is missing. | |
| Written Expression and Formatting – English writing standards:Correct grammar, mechanics, and proper punctuation | Points Range: 5 (5%) – 5 (5%)Uses correct grammar, spelling, and punctuation with no errors. | Points Range: 4 (4%) – 4 (4%)Contains a few (1 or 2) grammar, spelling, and punctuation errors. | Points Range: 3.5 (3.5%) – 3.5 (3.5%)Contains several (3 or 4) grammar, spelling, and punctuation errors. | Points Range: 0 (0%) – 3 (3%)Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding. | |
| Total Points: 100 | |||||
Name: NURS_6053_Module05_Week11_Assignment_Rubric
Hello Razvan,
My civility score from the Clark Workplace Assessment was 55, which indicates an unhealthy work environment (Clark, 2015). Most of the unhealthy habits at my place of employment are on the side of the staff members and not the leaders. Progression could be made in every department, however, in my opinion, we have a solid management team aside from one supervisor. The issue with that supervisor is he lacks adequate communication skills. Effective communication is essential for every leader no matter the situation. Not only verbally, but also their actions, body language, tone of speech, through writing, and even in silence (Broome & Marshall, 2021). Every form of communication affects the other party involved. It also shows what type of leader they are.
Great Post!
Cindy
References:
Broome, M. E., & Marshall, E. S. (2021). Transformational leadership in nursing (3rd ed.). Springer.
Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
NURS 6053/NURS 6053N/NRSE 6053C/NURS 6053C/NURS 6053A/NRSE 6053A: Interprofessional Organizational and Systems Leadership
- Module 5
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NURS 6053/NURS 6053N/NRSE 6053C/NURS 6053C/NURS 6053A/NRSE 6053A: Interprofessional Organizational and Systems Leadership
- Module 5
- Introduction
- Resources
- Assignment
- My Progress Tracker
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NURS 6053/NURS 6053N/NRSE 6053C/NURS 6053C/NURS 6053A/NRSE 6053A: Interprofessional Organizational and Systems Leadership
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- Course Information
- Resource List
- Support, Guidelines, and Policies
Photo Credit: Getty Images
Module 5: Organizational Change (Weeks 10-11)
Walden University, LLC. (Producer). (2018). Forecasting Organizational Change [Video file]. Baltimore, MD: Author.
Learning Objectives
Students will:
- Recommend strategies to lead organizational change
- Justify plans for implementing and managing organizational change in organizational/workplace settings
- Create plans for communicating proposed changes to stakeholders
- Recommend risk mitigation plans when managing organizational changes
| Due By | Assignment |
| Week 10, Days 1–7 | Read the Learning Resources. Begin to compose your Assignment. |
| Week 11, Day 1 | Continue to compose your Assignment. |
| Week 11, Day 2 | Deadline to submit your Assignment. |
Learning Resources
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
- Chapter 4, “Practice Model Design, Implementation, and Evaluation” (pp. 99–154)
Required Media
Optional Resources
Assignment: Change Implementation and Management Plan
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 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes 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.
Submission and Grading Information
To submit your completed Assignment for review and grading, do the following:
- Please save your Assignment using the naming convention “WK11Assgn+last name+first initial.(extension)” as the name.
- Click the Week 11 Assignment Rubric to review the Grading Criteria for the Assignment.
- Click the Week 11 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.
- Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK11Assgn+last name+first initial.(extension)” and click Open.
- If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
- Click on the Submit button to complete your submission.
Grading Criteria
To access your rubric:
Week 11 Assignment Rubric
Check Your Assignment Draft for Authenticity
To check your Assignment Draft for Authenticity:
Submit your Week 11 Assignment draft and review the originality report
Submit Your Assignment by Day 2 of Week 11
To participate in this Assignment:
Week 11 Assignment
Congratulations! After you have finished all of the assignments for this module, you have completed the course. Please submit your Course Evaluation by Day 7.
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