Leading Evidence-Based Change - Term Paper Example

Leading evidence-based change Leading evidence-based change It is imperative for leaders in healthcare s to implement strategies or plans of action that ensure nurses are satisfied with their work. Most importantly, nurses ought to have a say in all activities within the organization particularly in regard to their autonomy and how they conduct their activities. Therefore, leaders are required to make effective changes that will increase job satisfaction as this helps bring down burnout. This paper focuses on nurse burnout problem in my organization, indicators of this problem, and the needed change.

Subsequently, this paper outlines how I would proceed in locating evidence to examine the needed change, and also how I would adapt Lewins classic model of change based on chaos and complexity theory to address this evidence-based change. Before delineating these issues, it is imperative to define the word change. Ford (2009) describes the change process as a "sequence of individual and collective events, actions, and activities unfolding over time in context that describe or account for how entities develop or change" (p. 304). One of the major challenges in my organization is the nurse burnout.

One of the indicators of burnout include job dissatisfaction. Others include lack of enjoyment in their work, skepticism, poor relationships between themselves, and constant conflicts within the workplace. The needed change involves implementation of plans of actions that will ensure job satisfaction among the nurses. This can be achieved through motivation workers through issuing rewards to best performers, appreciating their efforts, regular trainings to advance their skills and knowledge, and treating the nurses as partners rather than treating them as subordinates.

Systems to identify stress among the nurses and subsequently acting accordingly to relieve the stress and avoid it all together would also be a needed change (Ford, 2009). Numerous methodical investigations have been conducted in the past seeking to delineate all the aspects of nurse burnout, including it causes and how it can be prevented. Therefore, to locate evidence on the needed change in terms of doing away with nursing burnout, peer-reviewed articles of journals on past studies would provide the necessary literature (Pearson, Field and Jordan, 2009).

Professional organization standards that would be relevant in examining the needed change include ethical standards. Being ethical in nursing means that the feelings of all individuals involved in the care process are considered in the implementation of change. Pearson, Field and Jordan (2009) additionally states that codes of ethics are helpful as they guide the decision making process within organizations, and also determine behavior among nurses. It is also important to observe legal implications of misconduct as it also determines behavior.

Observing these standards translates to job satisfaction as conflicts are minimized (Pearson, Field and Jordan, 2009). To communicate or network to ascertain community standards, it would be significant to involve local leaders and the community members in general to help identify areas within the community that necessitate change in terms of health. According to Erwin (2010), "Lewin and his unfreezing-moving-refreezing model is aimed at changing the behavior of groups, involves actions initiated in phases over time" (p. 29). The unfreezing position encompasses building up on motivation.

Therefore, in a bid to orchestrate change in terms of eliminating nurse burnout, I would implement strategies to motivate the nurses in attaining their objectives. The moving position involves changing peoples minds in a bid to encourage them to accept the change. The refreezing position on the other hand involves underlining, supporting, and assimilating change in the day-to-day activities within the organization (Erwin, 2010). Therefore, reminding all workers on the importance of adopting the change would be important in frequent basis.

Organizations operating in chaos that subsequently contribute to job dissatisfaction and burnout among nurses are dealt with using complexity theories that focus on creating order. In a nutshell, nurse burnout is a common challenge in health institutions. This challenge can be dealt with through implementation of strategies that ensure a reduction of stressing situations, for instance through motivating the nurses. Lewin classic model of change can be adapted in order to locate and examine change as it focuses on the creation of order by motivating employees.

References Erwin, D. (2009). Changing organizational performance: Examining the change process. Hospital Topics, 87(3), 28–40. Ford, M. W. (2009). Size, structure and change implementation: An empirical comparison of small and large organizations. Management Research Review, 32(4), 303–320. Pearson, A., Field, J., & Jordan, Z. (2009). Evidence-Based Clinical Practice in Nursing and Health Care: Assimilating Research, Experience and Expertise. Oxford, UK: Blackwell Publishing.