Lopez_3.5 Case Study
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Indiana Wesleyan University, Marion *
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510
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Health Science
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Apr 3, 2024
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docx
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3.5 Assignment: Case Study-Implementing a Practice Change
Christina M. Lopez
Indiana Wesleyan University
HCAD-510-01A Healthcare Issues Dr. Bradley Jordan
February 11, 2024
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Introduction Healthcare is constantly evolving and improving through trial-and-error situations or implementing new products or improved processes. Changes can be challenging as even the smallest adjustment requires training and education on the new process before it can be effectively implemented. Utilizing an online training platform that delivers messages in real-time
to employees offers a one-stop training application to ensure each employee receives the same training for each process. Ensuring this training is done at the start of each shift holds the employee accountable for the training and implementation of changes. Introducing a new process
at the appropriate time and encouraging the implementation of teamwork and quality patient care
is crucial. Background
In the case of “Implementing a Practice Change,” a nurse manager of a 40-bed newborn nursery unit has introduced a buccal-administered glucose gel to treat neonatal hypoglycemia. This glucose gel treatment will decrease transfers to the NICU, which creates a financial benefit for less cost for NICU care and overall satisfaction from the mother as she would not be separated from the infant for care in the NICU. It was a clear win/win situation, however, due to other projects already being implemented in the department and staffing constraints, the project did not receive the attention it needed for success. The nurse manager developed the policy and discussed the project details with the unit leadership team. The policy was presented, and instructions were sent to the staff along with a demonstration from a trainer. However, the policy change was not well-received, and the administration of the glucose gel was perceived as causing
additional work for the nurses or an optional task. Overall, the project was perceived as a negative change even at the project's full implementation stage (Buchbinder et al., 2021).
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Analysis
1.
The facts in this case that showed resistance to change was from the beginning when the nurse manager was forced to develop the project alone as the nursing staff was overwhelmed with other projects and were also short-staffed. Timing is everything in a policy change and if the staff is feeling overwhelmed already, introducing another major project and implementation will not be well-received. In addition to the resistance from the start, once the project was implemented, the nurses questioned the dosage amounts and the safety of administration to the newborn and their unfamiliarity with the buccal administration of the gel, despite the provided education (Buchbinder et al., 2021). 2.
Previously the staff had dealt well with change as many employees were actively working
towards projects promoting changes. Implementing change offers a chance to understand and reaffirm the establishment of systematized care, the union between the care team and management towards the same goal of a new process (Carvalho et al., 2022). The change in processes can strengthen a team and management as they are in focus together. However, if the timing is not right and the team is not included in the pre-implementation
development, it could result in a negative effect. 3.
The factors influencing the unit’s readiness for change included:
Staffing constraints due to employees being out on prolonged medical leave
Recent project focused on addressing declining employment engagement scores
Implementation of changes to the electronic medical record requiring staff training (Buchbinder et al., 2021).
The staff was feeling overwhelmed and too many changes can result in dissatisfaction among employees who are required to complete their normal tasks with the additional
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work required. These factors significantly influenced the unit’s readiness for changes as the current changes being made were already overwhelming. Introducing the process at the appropriate time and encouraging participation as teamwork is important. Teamwork in the health area is essential and proves to be the most appropriate way to achieve positive results (Carvalho et al., 2022). Staff always want to be a good representation of the team, so this aspect is vital. 4.
To engage the staff in the practice change, the nurse manager should have waited until the
nursing staff had worked through their current projects and set a date to start the glucose project. Developing an implementation plan and team would help engage the staff in the practice change. The lack of time and work overload of nurses can lead to the repetition of former processes and consequent non-compatibility with the patient’s needs as they are
too overwhelmed and overworked to learn or implement new processes (Carvalho et al., 2022). Not having a proper introduction to the change affects the engagement of the staff as in turn, it was presented and implemented at the same time. 5.
To prepare the staff for change, the department should have an online training platform that introduces the staff to an upcoming change or process. This is a great way to ensure each nurse receives the same notification and training. In addition, the nurse manager should have set a specific date for implementation a few months out to give ample time to
introduce, train, and implement. Sending out blurbs with information about when this project would start along with promoting the benefits would give the nurses education on the subject before the introduction and implementation. Including the staff in the development of the project would provide a sense of achievement to work together towards a new process that would improve patient safety and mother satisfaction.
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Recommendation
When a new process is implemented, there needs to be careful consideration of the health
of the department before introducing the process. Monitoring staff statistics and the duration or completion of prior projects should be considered. The use of an organized work method is a fundamental part of the actions that contribute to guaranteeing effective and quality care to the patient (Carvalho et al., 2022). Having an online training platform in place that provides messages and information about upcoming process changes is critical and can give staff ample introduction to upcoming changes and education on new processes. This standardized training system will ensure each employee receives the same education to reduce errors. Using these standards when introducing a new process change can alleviate negative behaviors or non-
acceptance of the changes from staff.
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References Buchbinder, S., Shanks, N., & Kite, B. (2021).
Introduction to Health Care Management
(4
th
ed.). Jones & Bartlett Learning.
Carvalho, D., Cavalcante Valença Fernandes, F. E., Grudka Lira, G., Lígia de Sousa Santana, N.,
Muniz de Melo, G. K., de Kacia de Sousa, R., & Mola, R. (2022). Implementation of the Nursing Process in an Intermediate Care Unit.
Revista Baiana de Enfermagem
,
36
, 1–9. https://doi.org/10.18471/rbe.v36.43048
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