Wk 10 assigment

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Pleased attachment for directions.

Narrated PowerPoint presentation of 
5 or 6 slides.
  The Power Point presentation must include the Title and References that presents a comprehensive plan to implement the change you propose.

Your presentation should be 5–6 minutes in length and should include 
you as presenter.

Include the Title slide and list of at least Five (5) References.

· Create a Power Point first.

· A rule of thumb is no more than 
5 lines of statements in one slide
. Statements should be brief, clear, and direct.

· Try not to clutter a slide with 
too much text, graphics, and various colors.

· Use 
one main idea per slide
: Maximum of 6-7 bullets and maximum of 6-8 words per bullet.

· Do not underline. Use italics sparingly

· Do not use all capital letters .

· Use common fonts, such as Arial and Times New Roman.

· Use larger font size: 
36 points, no less than 24 points
.

· Watch your color combinations. Example: Do not use green writing on a yellow background or blue writing on a red background.

·
A good rule of thumb for total number of slides is to have no more than one slide per minute of presentation time.

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. In this case you can use module for this assigment which you did for me I am attaching. Unhealthy environment workload of the employees, which is unfairly distributed, and the majority of the workers being overworked This as a result contributed to nurses leaving they job at and alarming rate which contributed to the nursing shortage we are experiencing now.

· 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 I have attached this for your revied which you did for me. 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

2


Workplace Environment Assessment


The safety of the work environment remains a crucial central area that the management is required to focus on to ensure that both clients and the employees are safe and healthy. Safety measures and reporting are some of the criteria used for evaluating the organization and scoring the organization’s performance in terms of quality services and safety to employees (Badri et al., 2018). The purpose of this summary goals is to provide a summary of the outcomes of the work environment assessment earlier complete, a literature review by giving a brief explanation of the theory of concept presented in the articles selected, and evidence-based strategies that can be used to create high-performance interprofessional teams.

Work Environment Assessment

Based on the outcomes from the work environment assessment that was completed on the workplace, the overall civility score was 55, indicating that the workplace was unhealthy. The two and most surprising things about the results were that the workplace does not have a positive environment as it was previously thought. There is a considerable gap between the leadership and the rest of the workers concerning the decision-making processes. The single idea that I believed before the performance of the assessment and was confirmed is the workload of the employees, which is unfairly distributed and the majority of the workers being overworked (Clark, 2015). Therefore, based on the health and the civility of the workplace, the outcomes of the workplace assessment indicate that the workplace is unhealthy and has a lower level of civility.

Reviewing the Literature

The model or theory presented by the selected article is the DESC model. This model is essential in structuring the civility conversation. T is based on the Team-STEPPs, which is an evidence-based teamwork system used to improve the communication and the skills of the team (Griffin & Clark, 2014). This, in turn, leads to improved safety and healthcare quality. The model works effectively with the cognitive rehearsal to address particular incivility cases.

The selected theory is related to the results of the work environment assessment. The results from the work environment assessment show that the overall civility score was 55. This reveals the unhealthy status of the workplace, hence needs further improvement. The model plays an essential role in addressing the incivility evident in this organization. This can be achieved when the staff and the management work as a team, as supported by this model. Working as a team is an essential intervention in ensuring that both parties understand one another and share the success and the challenges encountered in dealing with organizational safety (Clark, 2015). Since the model is based on the Team-STEPPS, it makes it easier for the management and the staff to improve their skills and communication, which leads to the overall enhancement of the safety and quality of care in the organization. With effective implementation of the model, there will be an improvement in the overall civility score hence an improvement in the health and safety status of the workplace.

The DESC model can improve organizational health and stronger work teams successfully. The use of the model makes it possible to address the uncivil encounter within the organization. It promotes critical conversation with the uncivil colleague hence allowing the staff and management to move forward as a team (Clark, 2015). The model or theory is vital since it makes it possible to have a perfectly prepared team for the conversation whereby each member speaks with confidence and uses respectful expressions. This critical approach ensures an end to the silence that is considered the essential characteristic of incivility.

The encounter with incivility is made more effective by using the model. Ensuring that the staff and the management perfectly understand the tools in the DESC model makes it possible to encounter incivility as a team. The model makes it possible for each member to speak confidently and use respectful expressions (Clark, 2015). This gives the members an opportunity of describing and expresses their concerns to the management and propose alternative approaches that can be adopted to improve the safety and health of the workplace.

Evidence-Based Strategies to create High-Performance Interprofessional Teams

It is essential to ensure that the issues that affect the score of the work environment are addressed ideally. To achieve this process, it is necessary to have excellent strategies that assist both staff and management in dealing with the issue of incivility in the work environment. One of the approaches is to ensure an effective communication process within the organization (Andriani et al., 2018). This intervention is essential in providing that both parties are involved in addressing conflict in the negotiation process to ensure that the shortcomings in the work environment are dealt with accordingly (Clark, 2015). Effective communication is also helping in providing that there is an effective problem-solving process since members consult each other and arrive at an effective solution.

The other strategy is to ensure that there is a culture of collaboration amongst the members. The collaboration process is essential since it allows the members to synthesize their unique strengths brought by each member to the workplace. This approach makes it possible to create a workplace a civil one (Clark, 2015). Therefore, the staff and the management will always focus on the higher purposes, i.e., providing safe, effective patient care and engaging in respectful communication.

It is also essential to improve the successful practices revealed in the workplace environment. Based on the assessment, there was a gap between the leadership and the employees, especially in terms of decision-making. The other issue is the staff’s workload that is unfairly distributed and some of the workers being overworked. Therefore, it is essential to ensure that all the team in the organization is involved in the decision-making process (Clark, 2015). It is also necessary to ensure that the staff is provided with feedback on the successes and the areas that need improvement in terms of the safety and health of the work environment. The other approach is for the organization to ensure an increase in the number of staff since it appears the few available employees are overworked.

Summary or Conclusion

The personal assessment of the workplace indicates incivility based on a civility score of 55. This is a clear indication that the workplace has an unhealthy working environment characterized by the more significant gap between the leadership and the employees in decision-making processes and the workload that the workers experience. Dealing with these issues requires adopting the DESC model that supports effective communication processes that support the civility conversation between the team members (Clark & Ritter, 2018). It also supports a collaborative approach that leads to the exploitation of the unique strengths brought by the members and supports a respectful expression by the members. The model is also essential in helping conflict negotiation, and problem-solving promote the safety and health of both patients and providers.

References

Andriani, S., Kesumawati, N., & Kristiawan, M. (2018). The influence of the transformational leadership and work motivation on teachers performance. International Journal of Scientific & Technology Research, 7(7), 19-29.

Badri, A., Boudreau-Trudel, B., & Souissi, A. S. (2018). Occupational health and safety in the industry 4.0 era: A cause for major concern? Safety science, 109, 403-411.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today10(11), 18-23. https://doi.org/10.3928/01484834-20180522-02

Clark, C. M., & Ritter, K. (2018). Policy to foster civility and support a healthy academic work environment. Journal of Nursing Education, 57(6), 325-331.

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 Nursing45(12), 535-542. Doi:10.3928/00220124-20141122-02

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