Assessment 3 Instructions- Interdisciplinary Plan Proposal

Assessment 3 Instructions- Interdisciplinary Plan Proposal

This proposal aims to address the challenge of long shifts among nurses within the healthcare organization’s nursing department. Long shifts can lead to nurse burnout, decreased patient satisfaction, and compromised quality of care. It will define specific objectives, pose relevant questions, and make predictions to guide the implementation process. Additionally, it will outline an interdisciplinary plan utilizing change theories, leadership strategies, collaboration approaches, and organizational resources. By leveraging evidence-based strategies and fostering collaboration, the goal is to optimize nurse well-being, improve patient care outcomes, and ensure organizational success.

Objective

To implement a comprehensive intervention strategy to address long shifts among nurses by introducing scheduling modifications, workload management techniques, and staff support systems. This objective aligns with the overarching organizational goal of optimizing nursing workforce effectiveness and enhancing patient care quality, ultimately reducing nurse fatigue, turnover rates, and patient safety incidents.

Questions and Predictions

How will implementing scheduling modifications affect nurse workload and efficiency?

Initially, scheduling modifications may require adjustments and increased coordination efforts, adding 5 to 10 percent to nurse workloads. However, as the new schedule becomes familiar and refined, this percentage is expected to decrease.

What resources and support will be needed to facilitate the successful implementation of the plan?

Adequate resources such as staffing support, technology upgrades for scheduling systems, and training programs will be essential (Zhang et al., 2021). Predicted challenges include initial resistance to change and the need for ongoing support and communication.

How will interdisciplinary collaboration be fostered and sustained throughout the implementation process?

Establishing regular interdisciplinary team meetings, clear communication channels, and designated leaders or champions from each department will be key (Zhang et al., 2021). Predicted outcomes include improved communication, shared decision-making, and increased commitment to the plan’s success.

What metrics will be used to evaluate the effectiveness of the plan in improving nurse well-being and patient care outcomes?

Metrics such as nurse satisfaction surveys, turnover rates, patient safety incidents, and patient satisfaction scores will be utilized (Zhang et al., 2021). Predicted outcomes include increased nurse satisfaction, decreased turnover rates, and improved patient safety and satisfaction metrics.

How will feedback and adjustments be incorporated into the plan to ensure continuous improvement?

Regular feedback mechanisms, including surveys, focus groups, and performance evaluations, will be established (Zhang et al., 2021). Predicted outcomes include iterative improvements based on stakeholder input, leading to sustained positive outcomes over time.

Change Theories and Leadership Strategies

The Change Theory is the Prosci ADKAR Model, which provides a structured framework for managing individual change within organizations. By focusing on Awareness, Desire, Knowledge, Ability, and Reinforcement, this model helps individuals understand and navigate the change process (Balluck et al., 2020).

The Leadership Strategy is Servant leadership, which emphasizes the leader’s focus on serving the needs of others and facilitating their growth and development (Best, 2020).

Within the context of addressing long shifts among nurses, the Prosci ADKAR Model can help interdisciplinary teams understand the need for change (Awareness) and develop a desire to support the proposed interventions (Desire). Through knowledge-sharing and training programs (Knowledge), team members can acquire the necessary skills and competencies (Ability) to implement scheduling modifications and workload management techniques effectively. Additionally, ongoing support and reinforcement mechanisms (Reinforcement) can sustain the change efforts and ensure long-term success (Balluck et al., 2020).

Servant leadership complements the Prosci ADKAR Model by fostering a collaborative and supportive environment where the well-being of nurses is prioritized. Leaders who adopt a servant leadership approach actively listen to the concerns and ideas of interdisciplinary team members, empowering them to contribute to the development of solutions (Best, 2020). By prioritizing the welfare of nurses, servant leaders inspire trust and commitment among interdisciplinary team members, facilitating their engagement in implementing the plan for the best possible outcome.

Team Collaboration Strategy

The collaboration approach of the Interprofessional Education Collaborative (IPEC) framework is crucial for the interdisciplinary team to address long shifts among nurses effectively. Responsibilities include the Nurse Manager implementing scheduling modifications and workload management techniques with nursing staff. Nursing staff will actively participate in interdisciplinary meetings, sharing insights and collaborating with other healthcare professionals. Physicians will coordinate with nursing leadership to optimize nurse-physician communication and adjust patient care protocols (Zhang et al., 2021). Human resources, on the other hand, will provide support through staffing allocation and training resources.

The IPEC framework emphasizes integrating education and practice across healthcare disciplines to promote collaborative teamwork and improve patient outcomes. By engaging in joint educational activities and collaborative practice opportunities, team members develop mutual respect, trust, and understanding of each other’s roles and responsibilities (Zhang et al., 2021). This collaborative approach fosters a shared understanding of the importance of collaboration and interprofessional communication in addressing long shifts among nurses.

Best practices from the literature highlight the importance of clear communication, mutual respect, and shared decision-making in interdisciplinary collaboration. These practices can be applied to encourage buy-in for the plan and facilitate its implementation, ultimately leading to improved patient care quality and nurse well-being within the organization (Zhang et al., 2021).

Required Organizational Resources

To address long shifts among nurses effectively, the organizational resources needed include adequate staffing levels, training programs, and scheduling software. Rough estimates suggest that hiring additional nurses to alleviate workload burdens may incur a cost of approximately $100,000 annually. Furthermore, training resources to educate staff on workload management techniques and scheduling modifications may require an additional $50,000 per year. Implementation of scheduling software to facilitate equitable shift distribution and streamline communication among healthcare professionals could incur a one-time cost of $30,000, with ongoing maintenance fees of $10,000 per year.

Failure to implement the proposed improvements could have significant financial implications for the organization. Increased nurse turnover rates due to burnout from long shifts could result in recruitment and training costs averaging $50,000 per nurse. Additionally, decreased patient satisfaction and quality of care may lead to reduced reimbursements and potential legal expenses, amounting to an estimated $100,000 annually (Zhang et al., 2021). Overall, failure to address long shifts among nurses could result in substantial financial losses for the organization, highlighting the importance of investing in proactive interventions to mitigate these risks.

Conclusion

In conclusion, the interdisciplinary plan proposal for addressing long shifts among nurses is grounded in evidence-based strategies and collaboration frameworks. By leveraging change theories, leadership strategies, and collaboration approaches, the plan aims to enhance patient care quality and nurse well-being. Adequate organizational resources and financial budgets are crucial for the plan’s success, highlighting the importance of proactive interventions in addressing healthcare challenges.

References

Balluck, J., Asturi, E., & Brockman, V. (2020). Use of the ADKAR® and CLARC® change models to navigate staffing model changes during the COVID-19 pandemic. Nurse Leader, 18(6), 539-546. https://doi.org/10.1016/j.mnl.2020.08.006

Best, C. (2020). Is there a place for servant leadership in nursing? Practice Nursing, 31(3), 128-132. https://doi.org/10.12968/pnur.2020.31.3.128

Zhang, X., Jiang, Z., Yuan, X., Wang, Y., Huang, D., Hu, R., … & Chen, F. (2021). Nurses report of actual work hours and preferred work hours per shift among frontline nurses during coronavirus disease 2019 (COVID-19) epidemic: A cross-sectional survey. International journal of nursing studies advances, 3, 100026. https://doi.org/10.1016/

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

Instructions
For this assessment, use the context of the organization where you conducted your interview to develop a viable plan for an interdisciplinary team to address the issue you identified. Define a specific patient or organizational outcome or objective based on the information gathered in your interview.

Assessment 3 Instructions- Interdisciplinary Plan Proposal

The goal of this assessment is to clearly lay out the improvement objective for your planned interdisciplinary intervention of the issue you identified. Additionally, be sure to further build on the leadership, change, and collaboration research you completed in the previous assessment. Look for specific, real-world ways in which those strategies and best practices could be applied to encourage buy-in for the plan or facilitate the implementation of the plan for the best possible outcome.

Using the Interdisciplinary Plan Proposal Template [DOCX] Download Interdisciplinary Plan Proposal Template [DOCX]will help you stay organized and concise. As you complete each section of the template, make sure you apply APA format to in-text citations for the evidence and best practices that inform your plan, as well as the reference list at the end.

Additionally, be sure that your plan addresses the following, which corresponds to the grading criteria in the scoring guide. Please study the scoring guide carefully so you understand what is needed for a distinguished score.

Describe an objective and predictions for an evidence-based interdisciplinary plan to achieve a specific goal related to improving patient or organizational outcomes.
Explain a change theory and a leadership strategy, supported by relevant evidence, that is most likely to help an interdisciplinary team succeed in collaborating and implementing, or creating buy-in for, the project plan.
Explain the collaboration needed by an interdisciplinary team to improve the likelihood of achieving the plan’s objective. Include best practices of interdisciplinary collaboration from the literature.
Explain organizational resources, including a financial budget, needed for the plan to succeed and the impacts on those resources if the improvements described in the plan are not made.
Communicate the interdisciplinary plan, with writing that is clear, logically organized, and professional, with correct grammar and spelling, using the current APA style.
Additional Requirements
Length of submission: Use the provided template. Remember that part of this assessment is to make the plan easy to understand and use, so it is critical that you are clear and concise. Most submissions will be 2–4 pages in length. Be sure to include a reference page at the end of the plan.
Number of references: Cite a minimum of 3 sources of scholarly or professional evidence that support your central ideas. Resources should be no more than 5 years old.
APA formatting: Make sure that in-text citations and reference lists follow the current APA style.
Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment