You will create a PowerPoint slide presentation (not an APA paper) for this assignment.

You will create a PowerPoint slide presentation (not an APA paper) for this assignment. Submit your assignment through Canvas for grading for this module. If you do not submit a PowerPoint slide presentation you will not receive credit for this assignment.

 

 

Each student will produce a plan for implementing a change project in nursing departments throughout the organization. You will begin by selecting one of the options provided in module one and propose a change to solve the problem. If you do not select one of the provided options you will not receive credit for this assignment.

 

3 topics are (choose one to write about)

 

Nursing Shortage

 

According to the World Health Organization (WHO), there are 28 million nurses worldwide. Yet that number still isn’t high enough for patient numbers and needs. As a result, there is a global shortage of nurses, and 6 million more jobs are needed to be filled by 2030 to meet healthcare requirements for all patients and their needs.

 

These numbers are predicted to continue to rise throughout 2023 as well. Many of the baby boomer generations are near retirement age, COVID-19 stunted new potential nurses from gaining education, and as nurse burnout increases, more nurses are leaving the healthcare field. The ramifications of COVID-19 and the global nursing shortage are felt throughout healthcare and will continue to be felt for the next few years.

 

You are the chair of a task force that has been challenged to come up with strategies to not only recruit new nurses to your hospital but also retain the current staff. Please create a presentation to present to your hospital leadership on the changes needed to make this happen.

 

Travel Nurses

 

The last few years showed how much society needs traveling nurses to meet shifting demands. We saw thousands of nurses pour into COVID-19 hot spots to support the surging patient volumes.

 

Travel nursing as an industry grew 30% between January and August of 2021. The lure of higher compensation amounts, travel opportunities, and a chance to work in different work environments has influenced the major jump in traveling nurses. With more nurses traveling around the country to help new patients, more nurses have been increasingly interested in the profession, keeping this trend around for years to come.

 

“The good part of travel nursing is that when there’s a natural disaster or there are very irregular levels of demand, hospitals can use travel nurses to sort of patch up the gaps,” Patricia Pittman, a professor of health policy and management at the School of Public Health at George Washington University, said. “The bad side of travel nursing is that it becomes an excuse to not invest in your regular nursing staff. It’s a double-edged sword.” Kelly Rivera-Craine, a business agent for Teamster Local 332 and an RN at Ascension Genesys Hospital in Michigan, said offering bonuses to travel nurses but not staff members—who have remained loyal to their employers throughout the pandemic and amid staffing shortages— is a “slap in the face.” (Advisory Board, 2023)

 

According to Pittman, many staff nurses are being driven away due to frustrations stemming from working conditions and staff shortages, along with pay disparities between staff and travel nurses. You have been assigned as the chair of a task force to decrease the use of travel nurses in your facility from 25% to 10%. Please develop a presentation that describes not only why travel nursing should be decreased but also the possible consequences of not having travel nurses.

 

Self-Care for Nurses

 

 

Nurses are trained caregivers, yet they sometimes forget about themselves. Self-care is a planned activity to provide for our physical, mental, and spiritual well-being. Lack of self-care can lead to errors, fatigue, and burnout, which comes at a high cost to patients, nurses, and the healthcare organization. The stress of the pandemic and the increase in workloads have made many nurses put self-care even further on the back burner. During times of increased stress, self-care should increase, not decrease. As more research and data come out about the physical and mental strain of nursing, healthcare leaders worldwide are taking the initiative to acknowledge and treat self-care as an actual responsibility. It’s time for nurses and the facilities they work for to make self-care a top priority. Self-care can look different for every nurse and should be centered on their specific needs. A self-care plan should be specific, measurable, achievable, action-oriented, and time-sensitive. You have been tasked with creating a self-care program for your bedside nurses.

 

Then you will select one of the change theories you have studied that models how you want to implement the proposed change:

 

3 change strategies (choose one to apply with the topic chosen above)

 

Power-Coercive Strategies

 

Power-coercive strategies are based on the application of power by legitimate authority, economic sanctions, or political clout. Changes are made through law, policy, or financial appropriations. Those in control enforce changes by restricting budgets or creating policies. Those who are not in power may not even be aware of what is happening. Even if they are aware, they have little power to stop it. Health care reform legislation, is an example of power-coercive strategy by the federal government.

 

Power-coercive strategies are useful when a consensus is unlikely despite efforts to stimulate participation by those involved. When much resistance is anticipated, time is short, and the change is critical for organizational survival, power-coercive strategies may be necessary.

 

Empirical–Rational Model

 

In the empirical–rational model of change strategies, the power ingredient is knowledge. The assumption is that people are rational and will follow their rational self-interest if that self- interest is made clear to them. It is also assumed that the change agent who has knowledge has the expert power to persuade people to accept a rationally justified change that will benefit them.

 

The flow of influence moves from those who know to those who do not know. New ideas are invented and communicated or diffused to all participants. Once enlightened, rational people will either accept or reject the idea based on its merits and consequences. Empirical–rational strategies are often effective when little resistance to the proposed change is expected and the change is perceived as reasonable.

 

Well-researched, cost-effective technology can be implemented using these strategies. In- troducing a new technology that is easy to use, cuts nursing time, and improves quality of care might be accepted readily after in-service education and a trial use. Using bar codes to match medications to patients is another example.

 

The change agent can direct the change. There is little need for staff participation in the early steps of the change process, although input is useful for the evaluation and stabilization stages. The benefits of change for the staff and research documenting improved patient out- comes are the major driving forces.

 

Normative–Reeducative Strategies

 

In contrast to the rational-empirical model, normative–reeducative strategies of change rest on the assumption that people act in accordance with social norms and values. Information and rational arguments are insufficient strategies to change people’s patterns of actions; the change agent must focus on noncognitive determinants of behavior as well. People’s roles and relationships, perceptual orientations, attitudes, and feelings will influence their acceptance of change.

 

In this mode, the power ingredient is not authority or knowledge, but skill in interpersonal relationships. The change agent does not use coercion or nonreciprocal influence, but col- laboration. Members of the target system are involved throughout the change process. Value conflicts from all parts of the system are brought into the open and worked through so change can progress.

 

Normative–reeducative strategies are well suited to the creative problem solving needed in nursing and health care today. With their firm grasp of the behavioral sciences and communica- tion skills, nurses are comfortable with this model. Changing from a traditional nursing system to self-governance or initiating a home follow-up service for hospitalized patients are examples of changes amenable to the normative–reeducative approach.

 

In most cases, the normative–reeducative approach to change will be effective in reduc- ing resistance and stimulating personal and organizational creativity. The obvious drawback is the time required for group participation and conflict resolution throughout the change process. When there is adequate time or when group consensus is fundamental to successful adoption of the change, the manager is well advised to adopt this framework.

 

You will conduct a SWOT analysis and develop a comprehensive action plan.

You will create a PowerPoint presentation of your plan with a “script” in the Notes section below

each slide, as if you are presenting this to an audience. Your script must be in the Notes section

that is below each slide within your PowerPoint presentation. See the Resource tab for

examples. These will be your speaker notes as if you are presenting your PowerPoint to an

audience. You MUST have a notes section for your slides. There will be a 50 point deduction

if your notes are not below each slide.

 

 

During and after your work, you will examine the types of communications, decision-making

processes, and processes you use, and comment upon those in the last part of the “script.”

Objectives

1. Select and utilize a change theory model to implement the proposed change (chapter 5)

2. Analyze the leadership roles and management skills necessary to implement a new

program.

3. Identify your decision-making process.

4. Demonstrate the elements of the change process