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. (See attached document). 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-minute narrated PowerPoint presentation):

Instructions: Change Implementation and Management Plan

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

Your narrated presentation should be minimum 5 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

** 5 – 6 slides –send enough content on each slide so at the end it will be at least 5 minutes of narrative in length**

** minimum 5 references**

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Module 4: Communication and Relationship Building

Assignment: Workplace Environment Assessment

Ariel Cordova Lopez

Walden University

NURS 6053: Inter-professional Organizational and Systems Leadership

Dr. Cathy Velasquez

July 31, 2021

Workplace Environment Assessment

Part 1

            Working in a healthcare organization can have stressful impacts on an individual. A healthy workplace is essential as it contributes to the general health and well-being of the employees and the ability of the employees to work effectively. According to American Nurses Association, for an organization to be considered healthy, it should perform exceptionally in effective communication, collaboration, effective decision making, teamwork, and authentic leadership. With this, it allows one to work in a healthy environment that allows one to work and deliver services at optimal levels to achieve the best outcomes. This is not always the case, as some organizations have cases of bullying, incivility, and workplace violence. This always has significant impacts on the victim and their emotional, physical, and mental well-being.

            A healthy working environment attracts workers and ensures the effective delivery of services within the organization. After completing a Clark health workplace inventory, the facility had a score of 74. According to inventory 74 indicates that my facility is mildly healthy. The organization upholds the mission and vision, and there is effective communication and respect at all levels of the organization. The main concern that influenced the facility’s score is that authentic leadership is absent, individuals are not well celebrated. The organization prioritizes meeting the organization’s objectives and goals over the well-being of its employees. There is no teamwork and collaboration and no supporting programs for the mentoring of employees (Clark, 2019). Employees are not aware of the importance of self-care, and the organizati0on does not give the employees room for free expression. The organization leaders focus on the profit generated and fail to recognize the employees for their work and do not reward them for their performance. There are no adequate resources for the development and growth of professionals. The organization also outsources employees in case of promotion instead of promoting those in the organization. Hence the employees are unsatisfied and less likely to recommend the organization to their families and acquaintances.

             I was surprised that the organization is mildly healthy, as I expected it to fall under moderately healthy. Another surprising factor is that employee satisfaction, engagement, employee well-being, and morale affect the civility of an organization. Hence, the employees are less likely to recommend the facility to their quittance. I have always considered mutual respect and transparency as the significant factors in the civility of an organization. After the assessment, I became aware that multiple factors contribute to the civility of the organization. Before conducting the assessment, I believed that communication, transparency, and respect are essential in any organization. The assessment confirmed this.

            The assessment indicates that the organization is mildly healthy and civil. The employees feel less valued in the organization. The employees do not feel like assets as they are no programs for their professional development, and there is little emphasis on the employee’s health and well-being. The results suggest a need for leadership that encourages the professional growth and development of the employees and encourages teamwork and collaboration in the organization. The results also suggest effective communication, transparency, and respect among the members of the organization.

PART 2

             The concept presented in the selected article is cognitive rehearsal. Cognitive rehearsal is a technique where individuals work with a facilitator to develop effective ways to address a problem. Cognitive rehearsal is essential as it can help reduce anxiety, boost confidence, and ensuring impulse control by effectively addressing stressful situations. The use of Cognitive rehearsal is essential in addressing incivility in a workplace. Cognitive rehearsal entails using the individual cognitive ability in information taking and processing (Griffin and Clark, 2014).  Cognitive rehearsal entails a planned activity that helps prepare individuals for stressful situations. This includes the rehearsal of phrases that can be used during an encounter with a stressful situation. An organization can do cognitive rehearsal through pre-briefing and prior learning, describing uncivil situations for simulation, role-playing, rehearsal using evidence-based practices, repeating scenarios through practice, and debriefing the uncivil scenarios. Cognitive rehearsal enables individuals to use their thought processes to preserve the most relevant information. It is done through didactic and interactive learning where a cue is given time and allows processing vend responding according to the information gained.

             The results from Clark’s healthy workplace inventory indicate a mildly healthy working environment with a score of 74. According to the results, the Cognitive rehearsal teaches nurses and health care professions how to address incivility in healthcare organizations. the use of role-playing activities can help address the organizsati0onal culture, teamwork, and the need for teamwork and collaboration. The organizati0on culture has not been assessed well and hence affects the vision and mission of the organization, which influences the organization’s ability to fulfill its goals and objectives. From the assessment and results, individuals and collective achievements are not celebrated. The organization only focuses on employee performance and work generation without recognizing their hard work, which affects the employee’s morale and job satisfaction (Clark, 2019).  the failure of mentoring programs and the development of the employee’s profession affects the employee’s job satisfaction rates which could lead to job turnovers. the employees do not have leadership support. This is indicated where there is a low emphasis on employee well-being and self-care. The employees also do not have the freedom of expression and have limited room for sharing ideas and different perspectives. It makes it challenging for the employees to state their needs and expectations, affecting the well-being and productivity of the employees. Teaching nurses and staff about what to do in a problem or situation, such as unfair treatment, bias in salaries, workloads, and work benefits, is critical to the organization’s success and better patient outcomes. It also entails instructing nurses and staff on activities that address team and collaboration needs. The organization can also use cognitive rehearsal to train the leaders in the organization to address problems and ensure ways that the organization can support the employees and create a healthy working environment. It requires simulating, rehearsing, demonstrating, and practicing the necessary skills over and over.

            Adverse consequences such as reduced employee performance, work morale, poor work environment, the negative patient outcome can all occur due to incivility and an unhealthy work environment. Hence, the organization can educate and offer training to its nursing staff and personnel about civility in work to promote healthy and better workplace environments. The organizations should not make assumptions that the person has the knowledge and understanding of the impacts of civility when they have no training on the same. Through the use of the theory and concepts, the entire organization will understand the various aspects such as age and ethnicity, which will help them be culturally aware and have knowledge of various cultures and how they influence individuals. Education will enable the employees to better understand the available resources, the intended nursing culture, and tolerated behavior. The concept can enforce relevant regulations, develop policies, and conduct research to promote ethical behavior in the workplace environment. In this situation, the leaders must be trai8ned on reward strategy and effective leadership, emphasizing employee well-being that will contribute to teamwork. The leader can also boost employee morale by intervening in civil cases and incorporating conceptual rehearsal in meetings to address work incivility and provide future guidance. The organization could also use the DSEC model and the conceptual rehearsal framework to address the specific problems. DSEC entails (D) a description of the situation as it rises, (E) an expression of one’s concerns, (S) stating the alternative options and stating the consequences. This is essential in helping to reduce workplace incivility.

Part 3

            Incivility in the workplace is a significant concern that affects the performance of employees the morale and also may have detrimental effects on the physical, emotional, and mental well-being of individuals. In healthcare, many nurses experience high incivility levels, including workplace bullying, violence, and unfair treatment. There are various ways in which organizations can go about addressing incivility in the workplace. Appreciating diversity is one method for addressing shortcomings within an organization. Diversity takes into consideration religion, culture, ethnicity, and sexual differences. The members of the organization need to be culturally aware and competent.

            Diversity allows individuals and people to be culturally aware and sensitive and understand that different cultures have different cultural beliefs and norms. It entails understanding that each culture is unique, and hence every individual may have different views, opinions, and perspectives on things different from one’s own. Fostering diversity is essential as it will enable people to collaborate and work as a team. It will enable the identification of gaps and areas that need to be fixed. Diversity will help foster teamwork and collaboration in the organization (Gosselin, and Ireland, 2020). To address the organization’s shortcomings, each member must participate in making decisions and implementing policies. The employees should be accorded an environment t where they can address their needs and contribute to the organization’s policies. Diversity can also enable the employees to be aware of the organization’s culture and cultural civility, acceptable behaviors, and an effective code of conduct that acts as a guide to the organization.

            To address the shortcomings, the organization should provide relevant education. Providing education and training to its employees will allow informed decisions, better problem-solving skills, conflict resolution, and respectful communication. Education of leaders allows them to be better role models to the other employees. Through leads rip training, leaders can have improved leadership skills. The leaders can develop better reward systems and work and collaborate with the employees to ensure the well-being and self-care of the employees (Clark,  Olender,  Cardoni,  and Kenski, 2011)This way, they will be leadership mindfulness, professionalism, and internationality in working towards role-modeling, teamwork, collaboration, and ethical conduct. Through education, one becomes aware hence it ensures in case of an action, the individuals involved become accountable.

            Incivility in healthcare is a significant concern, and it is important to use evidence-based strategies to improve and implement successful practices. This includes involving all the relevant stakeholders in the decision-making process. Involving the stakeholders is essential in ensuring successful practices within a workplace environment. The involvement of all the key stakeholders will make it easy to implement a favorable working environment with good working conditions. in addition, the nurses should be given opportunities for the growth and development of their professional careers to improving their performance and productivity. The leaders can also use their skills to make informed decisions, manage meetings, and come up with ways to promote nurse well-being and nursing practices. The other strategy will be clarifying the expectations of the organization (Clark, 2019). This helps in enhancing workplace autonomy. For instance, by clearly stating the organization’s expectations, the nurse will communicate effectively and organize their activities to ensure they align with the organization’s goals and ensure sound judgment. It is also essential to identify the problems in an organization and come up with practical solutions. The organization can accomplish this by clearly stating the organization’s expectations. It is also essential that the leaders promote positivity within the workplace and guide them on performing tasks effectively. The leaders create an environment where the employees feel recognized and appreciated for their work. this will foster a positive work environment, with a sense of purpose and belonging, which in turn ensure better employee performance and morale.

References

Clark, C. , Olender, L. , Cardoni, C. , Kenski, D. & (2011). Fostering Civility in Nursing Education and Practice. JONA: The Journal of Nursing Administration, 41 (7/8), 324-330. doi: 10.1097/NNA.0b013e31822509c4.

Clark, C. M. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, 44 (2), 64-68. doi: 10.1097/NNE.0000000000000563.

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive rehearsal as an intervention against incivility and lateral violence in nursing: 10 years later. The Journal of Continuing Education in Nursing, 45(12), 535-542. doi:http://dx.doi.org.ezp.waldenulibrary.org/10.3928/00220124-20141122-02

Gosselin, T. K., & Ireland, A. M. (2020, June). Addressing incivility and bullying in the practice environment. In Seminars in oncology nursing (Vol. 36, No. 3, p. 151023). WB Saunders.

Razzi, C. C., & Bianchi, A. L. (2019, October). Incivility in nursing: Implementing a quality improvement program utilizing cognitive rehearsal training. In Nursing forum (Vol. 54, No. 4, pp. 526-536).