NUR 699 GC Week 7 Assignment 1 Benchmark – Evidence-Based Practice Proposal Final Paper

Benchmark – Evidence-Based Practice Proposal Final Paper

Details:

Throughout this course you will be developing a formal, evidence-based practice proposal.

The proposal is the plan for an evidence-based practice project designed to address a problem, issue, or concern in the professional work setting. Although several types of evidence can be used to support a proposed solution, a sufficient and compelling base of support from valid research studies is required as the major component of that evidence. Proposals are submitted in a format suitable for obtaining formal approval in the work setting. Proposals will vary in length depending upon the problem or issue addressed; they can be between 3,500 and 5,000 words. The cover sheet, abstract, references page, and appendices are not included in the word limit.

Section headings and letters for each section component are required. Responses are addressed in narrative form in relation to that number. Evaluation of the proposal in all sections is based upon the extent to which the depth of content reflects graduate-level critical-thinking skills.

This project contains seven formal sections:

1. Section A: Organizational Culture and Readiness Assessment

2. Section B: Problem Description

3. Section C: Literature Support

4. Section D: Solution Description

5. Section E: Change Model

6. Section F: Implementation Plan

7. Section G: Evaluation of Process

Each section (A-G) will be submitted as separate assignments so your instructor can provide feedback (refer to applicable modules for further descriptions of each section).

The final paper will consist of the completed project (with revisions to all sections), title page, abstract, reference list, and appendices. Appendices will include a conceptual model for the project, handouts, data and evaluation collection tools, a budget, a timeline, resource lists, and approval forms.

Use the “NUR-699 EBP Implementation Plan Guide” and “NUR-699 Evidence-Based Practice Project Student Example” to assist you. Also refer to “NUR-699 Evidence-Based Practice Project Proposal Format.”

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is 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. NUR 699 Benchmark – Evidence-Based Practice Proposal Final Paper

ADDITIONAL INFORMATION;

Organizational culture and readiness for change

Introduction

The organizational culture is the collective mindset of an organization. It influences everything from its mission and values to its structure and systems. Organizational culture can be good or bad, so it’s important that you understand what your current organizational culture looks like in order to change it for the better if necessary. In this article we’ll cover how organizations create cultures and why it’s important for them to do so.

What Is Organizational Culture

Organizational culture is a set of values and norms that are shared by a group of people. It’s the way we think, act and feel as an organization.

Organizational culture can be defined as:

• The way we do things around here (the “way” part). This includes our values, beliefs, assumptions about what makes good or bad decisions and even how we treat each other within the organization.

• The way things are done in your company/team/department/etc., which may change over time due to external influences such as new technologies or changes in customer demands or competitive pressures.

Understanding the Need for Change

The first step to changing your organization’s culture is understanding why change is needed. It’s important to know what the problem is and how it can be solved, as well as identifying the benefits of change.

• Identify the Problem: What do you need to address? Why are you having trouble with this? Is there any other problem that needs fixing first, or could this be an opportunity for growth in its own right? It’s also helpful if you can provide examples from past experiences that demonstrate what has gone wrong before and how those problems have been resolved (or not).

• Identify Benefits: What will happen if we do make this change? Are there any specific outcomes we want our employees/customers/etc., who might benefit from these changes, like increased productivity or decreased turnover rates among employees?

Understand the Organization’s Current State

The first step in understanding your organization’s current state is to identify its culture. This can be done by asking questions like, “How do people feel about working here?” or “What are the leaders’ values, goals and objectives?”

The next step is to look at the organization’s systems and procedures. These include both formal processes (such as organizational charts) and informal ones (such as how people communicate). They also include policies that guide behavior such as dress code or performance review guidelines; they may include practices like daily stand-up meetings where employees share their work with each other.

Finally, you’ll want to look at what each employee does every day: What tasks do they perform on a regular basis? How much freedom does someone have when performing those tasks? Are there any constraints on how those tasks should be performed?

Identify Desired Future State

• Define what you want the organization to look like.

• Identify the strategy for achieving that state.

• Define metrics for measuring progress toward your ultimate goal.

Set specific goals for the next six months, year and beyond. Understand the value of each metric and how it’s connected to your goals.

Identify Potential Barriers

In order to prepare for change, it’s important to identify potential barriers. These are things that prevent you from achieving your goals and objectives. For example:

• You don’t have enough time in the day to complete tasks on time.

• Your team members aren’t getting along with each other or they don’t feel like they’re valued by their manager or supervisor.

Create Strategies for Overcoming Barriers

Once you’ve identified the barriers to change, it’s time to develop strategies for overcoming them. To do this, you’ll need a plan for implementing your strategies and developing a communication plan. You also need to develop a process for evaluation and feedback so that you can identify which of your ideas are working best (and when) and which ones aren’t working at all.

A good way to begin change is to identify what readiness for change looks like for you.

A good way to begin change is to identify what readiness for change looks like for you. Define the problem before starting on a solution.

If you’re trying to improve your organization’s culture and readiness for change, start by defining what that means for your organization and how it can affect employees’ development, productivity, and overall satisfaction in their work environments. Be clear about what success looks like in terms of goals that are measurable (e.g., increased revenue or reduced employee turnover) as well as long-term outcomes (e.g., improved morale). This will help keep the effort focused on measured results rather than subjective observations about whether something has “turned around.”

Another important step in identifying readiness for change: Don’t worry about what other people’s goals are just be ambitious but realistic!

Conclusion

Some organizations are ready for change, while others aren’t. It’s important to understand where your organization is at right now in order to identify areas of need and develop strategies for overcoming obstacles. It’s also important not only to look at the way things currently operate but also consider future possibilities for growth and development. In this way, you can help make sure your company is prepared when it comes time for change–and that’s something we can all be thankful for!