NUR 699 GC Week 2 Assignment 1 – Evidence-Based Practice Proposal – Section A: Organizational Culture and Readiness Assessment

 

Details:

Before making a case for an evidence-based project, it is essential to understand the culture of the organization in order to begin assessing its readiness for EBP implementation.

1. Complete the “Organizational Culture and Readiness for System-Wide Integration of Evidence-Based Practice Survey,” located in the textbook appendix.
2. Develop an analysis of 250 words from the results, addressing your organization’s readiness level, possible project barriers and facilitators, as well as how to integrate clinical inquiry.
3. Make sure to include the rationale for the survey categories scores that were significantly high and low, incorporating details and/or examples. Also explain how to integrate clinical inquiry into the organization, providing strategies that strengthen the organizations weaker areas.
4. Submit a summary of your results. The actual survey results do not need to be included.

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

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 Turnitin. Please refer to the directions in the Student Success Center.

Upon receiving feedback from the instructor, revise “Section A: Organizational Culture and Readiness Assessment” for your final paper submission. This will be a continuous process throughout the course for each section.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument.

 

MORE INFO 

Organizational Culture and Readiness Assessment

Introduction

You’ve heard about data culture and readiness. You know it’s important for your organization to have a strong data culture and readiness, but how do you measure that? The answer is simple: with assessment tools. These questionnaires will help you get an idea of where your organization stands in terms of data governance, maturity levels and more.

Data Culture Questionnaire #1

Data culture is the way people behave, think, feel and work. It’s the essence of what makes an organization unique from its peers.

The data culture questionnaire #1 is designed to capture the key aspects of your organization’s culture so that you can identify where improvements are needed or areas for growth in order to boost effectiveness on all levels: personal, professional and organizational (i.e., financial).

Data Culture Questionnaire #2

• Data Culture Questionnaire #2

• What is the general level of data culture in your organization?

• Does your organization use data to make decisions?

• Does your organization have a data governance process? How is that process designed and implemented, and who are its primary stakeholders (i.e., managers, team members)? If you don’t have one yet, what needs to happen before you can create one or determine whether it’s necessary for your organization’s success in the long term.

Data Governance Questionnaire

Data governance is a process of managing the data in an organization. It includes managing data quality, data management and security issues. Data governance also includes aligning business objectives with the use of information technology (IT) systems and applications.

Data governance is important because it helps ensure that all users have access to accurate and up-to-date information about their departments’ processes or operations; this will help them make informed decisions when they need them most.

Maturity Assessments

Maturity assessments are a way of assessing the maturity level of your organization. The purpose is to identify gaps in your programs, identify areas for improvement, and determine how to move forward.

There are three different types of maturity assessments:

• Competency-based—This type of assessment focuses on identifying competencies that an employee can demonstrate using specific examples from their work environment.

• Capability-based—This type of assessment focuses on identifying capabilities or skills that an employee can demonstrate with specific examples from their work environment.

• Balanced scorecard framework—This framework uses seven key performance indicators (KPIs) and 37 inputs to measure progress toward achieving goals over time period(s).

Maturity Assessment Support

You can use a maturity assessment to help you assess the maturity of your data governance program. In other words, it’s a tool to help you determine whether or not your organization has adopted best practices in data governance and privacy management. Maturity assessments are valuable because they can be used as an indicator of progress towards achieving accountability and transparency goals.

A maturity assessment will also help you identify areas for improvement, so that when next year’s budget cycle rolls around (and hopefully there is no need for another one), we’ll know exactly where we stand!

Takeaway:

The takeaway from this article is that your organization’s culture can be assessed through a readiness assessment. You can use the framework to help you assess the current state of your employees’ readiness to respond to crises, manage stress and perform under pressure.

The first step in any readiness assessment is understanding what it means for an employee to be “ready.”

Conclusion

An organization’s culture is one of the most important factors in determining their readiness for change. In this article, we’ll discuss how to build a culture assessment process that can help identify where your organization is on a spectrum from “ready” to “not-so-ready.”