Assignment:Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness
Assignment:Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness
Assignment:Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness
Organizational Culture and Readiness
Health care organizations should be continually committed to providing high-quality care and optimal patient safety. Achieving this critical goal requires organizations to embrace a culture committed to change. Other success factors include promoting teamwork and investing in appropriate technologies. Organizational culture involves the values and beliefs that reflect the organization’s traditions (Alsaqqa, 2021). It could vary with leadership styles, situations, and individuals within an organization. Understanding the organizational culture and readiness for change enables nursing professionals to determine when to implement evidence-based practice (EBP) change. The purpose of this paper is to analyze the organization’s culture and readiness for the EBP project proposal.
Organization’s Culture Analysis
An in-depth reflection of the organization’s leadership, its approaches to work, and the relationship between employees and leaders depict a clan culture. Van Huy et al. (2020) noted that a clan culture is typical in health care organizations that adopt a family-style structure within a friendly working environment. Leaders serve as mentors, and employees are committed to the organization’s long-term growth. Other dominant features of a clan culture include teamwork, employee engagement, staff well-being, and value-based recruitment. To a significant extent, the organization supports change since both leaders and employees focus on innovation and growth. New work approaches are supported, and employees regard the organization highly. Overall, the resources, culture, and environment needed for change to thrive are available.
An Assessment of the Organization’s Readiness Level
The organization’s readiness level was assessed using the organizational readiness for knowledge translation (OR4KT) tool. The tool assesses readiness using six variables: climate for change, contextual factors, change content, leadership, organizational support, and motivation (Gagnon et al., 2021). A survey of five elements in each category gave a score of 85% (Appendix A). The implication is that the organization is ready for change since a high score demonstrates great readiness. The environment can also sustain change since change-ready organizations voluntarily adapt to changing demands and constantly assess their capacity for knowledge translation (Gagnon et al., 2021). Such an environment is critical for the success of the proposed project.
EBP change projects have varying strengths and weaknesses, affecting outcomes profoundly. The project’s main strength is alignment with the organization’s commitment to continuous care improvement. To achieve this goal, the project proposes a weekly (one-hour) education on mindfulness breathing meditation for nurses experiencing burnout in the emergency department. Nursing research demonstrates mindfulness breathing as an effective intervention for nurse burnout (Luo et al., 2023; Lin et al., 2019). The project is centered on outcomes improvement hence high organizational support. A notable weakness is a dependence on nurses’ continuous availability, which cannot be guaranteed. Potential barriers include the organizational culture that obligates collaborative decision-making and nurses’ busy schedule. Collaborative decision-making implies that the implementation period could be longer than anticipated. However, these barriers could be overcome by high stakeholder support and the excellent timing of the proposal. The support implies that stakeholders will likely commit their time and resources to actualize the project (Petkovic et al., 2020). Such resources include trainers and training venues and materials.
Health Care Process and Systems for Improving Quality, Safety, and Cost-Effectiveness
The organization can consider various processes and systems for improving quality, safety, and effectiveness. A suitable example of a process with positive outcomes is bedside teaching since it improves nurses’ clinical skills (Shetty et al., 2021). It enables nurses to be better listeners and communicators hence providing patient care with more empathy. Technology systems such as telehealth could also be implemented as situations necessitate. Such systems improve patient-provider communication and access to care, among other critical elements for sustained outcomes.
Strategies to Better Facilitate Readiness of the Organization
Empowering employees to understand and respond better to change could improve organizational readiness. As a result, employee training and development should be encouraged, and much focus on innovation and organizational change should be emphasized. The other effective strategy for improving organizational readiness is progressive outcome evaluation. According to Clarke et al. (2019), outcome evaluation helps health care facilities determine health interventions’ impact. The knowledge from continuous evaluation shows organizations where change is necessary hence a positive attitude towards it.
Stakeholders and Staff Members
Stakeholders include the individuals that a change project affects directly. Their influence and engagement are critical to a project’s success. One of the project’s key stakeholders is the organization’s management. Its primary role is to create the environment necessary for change and support the project through human, financial, and material resources (Petkovic et al., 2020). The second stakeholder group is the nurse trainers to enable nurses to implement mindfulness meditation effectively. Nurses are the other crucial group since the project cannot be completed without them. They should form internal teams for social and emotional support and guide each other where necessary.
Information and Communication Technologies
The current health practice is largely technology-driven due to the need for high innovation and better patient outcomes. An appropriate technology for the EBP project is electronic data collection and analysis tools. They will help to record and analyze data to determine how nurses respond to change. The other crucial technology is communication gadgets and tools like mobile phones and chat rooms. They are needed to enable individuals, trainers, and change leaders to communicate continually during and after the project. The internal stakeholders will incorporate these technologies by applying them where necessary and teaching each other about their use and appropriateness. The technologies will improve nursing practice and care delivery for individuals and populations for the intervention by enabling nurses to manage burnout hence safer and improved care quality.
Conclusion
EBP projects help nurses to promote change and improve health outcomes. They are crucial for the high performance of individuals and teams. A close evaluation of the organization’s leadership and working relationships demonstrate a clan culture. A change-oriented organization has forward-thinking leadership and creates an environment where leaders and employees work to achieve shared values. Organizational change thrives in change-oriented cultures hence a high chance of a successful project.
References
Alsaqqa, H. H. (2021). Assessment of organizational culture types in Gaza Strip hospitals. Saúde e Sociedade, 29 (4), 1-13. DOI: 10.1590/S0104-12902020191016
Clarke, G. M., Conti, S., Wolters, A. T., & Steventon, A. (2019). Evaluating the impact of healthcare interventions using routine data. BMJ, 365. https://www.bmj.com/content/365/bmj.l2239
Gagnon, M. P., Attieh, R., Dunn, S., Grandes, G., Bully, P., Estabrooks, C. A., Légaré, F., Roch, G., & Ouimet, M. (2018). Development and content validation of a transcultural instrument to assess organizational readiness for knowledge translation in healthcare organizations: The OR4KT. International Journal of Health Policy and Management, 7(9), 791–797. https://doi.org/10.15171/ijhpm.2018.17
Lin, L., He, G., Yan, J., Gu, C., & Xie, J. (2019). The effects of a modified mindfulness-based stress reduction program for nurses: a randomized controlled trial. Workplace Health & Safety, 67(3), 111-122. https://doi.org/10.1177/2165079918801633
Luo, L. X., Peng, X., Hou, J., Xie, Y., Dong, H., Peng, S., … & Zhang, J. (2023). Effects of mindfulness decompression therapy on mental health and job burnout among nurses working in the frontline of the novel coronavirus pandemic: a retrospective study. Journal of Occupational Health, 65(1), e12398. https://doi.org/10.1002/1348-9585.12398
Shetty, P. A., Magazine, R., & Chogtu, B. (2021). Patient outlook on bedside teaching in a medical school. Journal of Taibah University Medical Sciences, 16(1), 50-56. https://doi.org/10.1016/j.jtumed.2020.10.002
Petkovic, J., Riddle, A., Akl, E. A., Khabsa, J., Lytvyn, L., Atwere, P., … & Tugwell, P. (2020). Protocol for the development of guidance for stakeholder engagement in health and healthcare guideline development and implementation. Systematic Reviews, 9(1), 1-11. https://doi.org/10.1186/s13643-020-1272-5
Van Huy, N., Thu, N. T. H., Anh, N. L. T., Au, N. T. H., Cham, N. T., & Minh, P. D. (2020). The validation of organisational culture assessment instrument in healthcare setting: Results from a cross-sectional study in Vietnam. BMC Public Health, 20(1), 1-8. https://doi.org/10.1186/s12889-020-8372-y
Appendices
Appendix A: OR4KT Questionnaire
|
1 = Strongly disagree; 2 = Disagree; 3 = Neutral; 4 = Agree; 5 = Strongly agree |
- Organizational Climate
| In the organization: | 1 | 2 | 3 | 4 | 5 |
| Staff work as a team | 5 | ||||
| Staff members free to ask questions and express concerns | 5 | ||||
| The management is open to staff ideas for improving change | 5 | ||||
| The heavy workload reduces intervention effectiveness | 4 | ||||
| Managers encourage trying new and different practices | 4 |
- Organizational Contextual Features
| The organization, | 1 | 2 | 3 | 4 | 5 |
| Has necessary supporting facilities and equipment | 4 | ||||
| Has necessary support in staffing members | 4 | ||||
| Staff members are receptive to change in clinical processes | 5 | ||||
| Has necessary support in terms of training. | 5 | ||||
| Staff members have a sense of personal responsibility for improving patient care and outcomes | 5 |
- Change Content
| In the organization, | 1 | 2 | 3 | 4 | 5 |
| There is willingness to adjust to change | 4 | ||||
| There is flexibility to deal with change | 4 | ||||
| The proposed change considers patient needs and preferences | 5 | ||||
| There is ability to exchange ideas and impact upon decisions related to delivery of patient care. | 5 | ||||
| The proposed changes take into consideration the needs and preferences of patients. | 5 |
- Leadership
| In the organization, | 1 | 2 | 3 | 4 | 5 |
| Managers provide effective management for continuous patient care improvement | 4 | ||||
| Managers are involved in the change process | 5 | ||||
| Clinicians are involved in the change process | 5 | ||||
| Managers hold staff members accountable for achieving results. | 4 | ||||
| Managers provide staff members with feedback/data on effects of clinical decisions. | 5 |
- Organizational Support
| In the organization, | 1 | 2 | 3 | 4 | 5 |
| Assistance to develop new ideas is readily available | 4 | ||||
| Team members cooperate to develop new ideas | 4 | ||||
| Outcomes are monitored continuously | 5 | ||||
| The change progress is monitored continuously | 5 | ||||
| The evaluation and improvement of the change implementation include periodic outcome measurement | 5 |
- Motivation
| In the organization, | 1 | 2 | 3 | 4 | 5 |
| Patients make pressure to make changes | 4 | ||||
| Pressure to make changes come from staff members | 4 | ||||
| Senior leaders make pressure to make changes | 4 | ||||
| There is implementation change experience gained from projects or pilot programs and their evaluation. | 3 | ||||
| Senior managers promote change by behaving in a manner consistent with it | 4 |
Overall score= 85/100= 85%
Appendix B
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.
X 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.
X The title page is present. APA format is applied correctly. There are no errors.
X The introduction is present. APA format is applied correctly. There are no errors.
X Topic is well defined.
X Strong thesis statement is included in the introduction of the paper.
X The thesis statement is consistently threaded throughout the paper and included in the conclusion.
X 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.
X All sources are cited. APA style and format are correctly applied and are free from error.
X 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.
X 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.
ORDER A PLAGIARISM-FREE PAPER HERE
Assessment Description
In order to successfully implement a change within an organization, the change agent must assess the organization’s culture and readiness for change. In 750-1,000 words, analyze the culture and level of readiness of the organization for which your evidence-based practice project is proposed. You will use the assessment of the organization’s culture and readiness in the Topic 8 assignment, during which you will synthesize the various aspects of your project into a final paper detailing your evidence-based practice project proposal.
Include the following:
Describe the organization’s culture and explain to what degree the culture supports change. Consider organizational and leadership structure, mission and values, interprofessional collaboration/team engagement, communication, perception of the organization by employees, etc.
Select an organizational readiness tool and assess the level or readiness for change within your organization. Identify the readiness tool and summarize the survey results. Discuss the degree to which the culture will support and sustain an evidence-based practice change. Consider strengths and weaknesses, potential barriers, stakeholder support, timing of the proposal, and resources. Provide rationale.
Discuss what health care process and systems you would recommend for improving quality, safety, and cost-effectiveness for the organization.
Propose strategies to better facilitate the readiness of the organization.
Identify the stakeholders and team members for the project. Include what their duties will be in the evidence-based practice project proposal.
Explain what information and communication technologies are needed for the implementation and how they will be integrated in the setting by the internal stakeholders. Explain how these will help improve nursing practice and care delivery for individuals and populations for your intervention.
Refer to the “Evidence-Based Practice Project Proposal – Assignment Overview” document for an overview of the evidence-based practice project proposal assignments.
You are required to cite a minimum four 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.
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 an appendix at the end of your paper.
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 LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Benchmark Information
This benchmark assignment assesses the following programmatic competencies:
MBA-MSN; MSN-Nursing Education; MSN Acute Care Nurse Practitioner-Adult-Gerontology; MSN Family Nurse Practitioner; MSN-Health Informatics; MSN-Health Care Quality and Patient Safety; MSN-Leadership in Health Care Systems; MSN-Public Health Nursing
3.1: Assess health care processes and systems to recommend measures for improving quality, safety, and cost-effectiveness across an organization.
3.3: Integrate appropriate information and communication technologies to improve nursing practice and care delivery for individuals and populations.
