NUR 3561 – Deliverable 6 – Disseminate An Innovation Proposal
The Lewin change theory was developed by Kurt Lewin, who describes organizational change by the stages of an ice block. Lewin developed the following steps: Unfreeze, change, refreeze. The unfreezing stage symbolizes the need for a change. The change phase is pretty self-explanatory and represents the change itself that needs to be made. Finally, the refreeze stage represents the successful completion of the change (Woten & Karakashian, 2021). This SWOT analysis will incorporate the Lewin change theory related to the need to retain new nurses.
According to Heering and Mennella, in 2018, the turnover rate for new nurses was 30-60%. As a result, today, our healthcare system continues to face an ever-growing nurse shortage. Organizations have already stepped into Ledwins’s first phase of change unfreeze by identifying the nurse shortage and the need for better retention. Organizations have also followed Ledwins’s second phase, change, by offering sign-on bonuses, better wages, and mentorships to elicit new nurses to stay. Ledwins final stage of refreezing has yet to be completed despite some changes being made; the nursing field continues to be challenged and requires additional changes to retain nurses. The refreeze stage continues to be a work in progress for most healthcare organizations.
Proposal of change: Onboarding of new nurses will include individualized mentor selection and extending the amount of training time to 6 months with the mentor: competitive wages and well-educated management.
Some strengths organizations have in retaining new nurses.
Strengths in place to retain new nurses including competitive wages and an advanced mentoring program with the support of a transformational leader.
Weaknesses organizations have in retaining new nurses.
A significant weakness organizations have is horizontal bullying. After graduating from a nursing program, new nurses are vulnerable to peer bullying from established or older nurses. New nurses are expected to graduate from nursing school and, the next day, be able to function as a nurse with 20 years of experience. It can be a daunting task for an experienced nurse to work with a new graduate. One study reports that an organization’s policies regarding workplace bullying are minimally enforced at just 43%(Weaver, 2013).
NUR 3561 – Deliverable 6 – Disseminate An Innovation Proposal
Opportunity organizations have to retain new nurses.
Most organizations have a general mentoring program for new nurses; however, it is not always a good experience, making an effort irrelevant. The new nurse needs to feel comfortable and confident with the mentor that is chosen for them. They should be able to form a positive relationship within the mentorship. Organizations should evaluate the characteristics and personality of the trainee and match them to the features and characteristics that will complement the mentor(Ephraim, 2020).
Properly educating nurse managers can have a positive effect on the retention of new nurses. In addition, a well-defined transformational leader will promote trust and teamwork within the organization (Avolio & Gardner, 2005).
Threats organizations have to nurse retention.
Poor communication within the organization can threaten the effectiveness of this proposal. To effectively elicit a change, communication must be clear and proactive.
Outside threats may include community opinion. In addition, patients with poor experience or disgruntled former staff can threaten the opportunity to retain new nurses. Finally, negative word of mouth can prevent a new nurse from applying at this.
Reference
I understand some of these resources are older than five years. However, they are found as references within the core content, and I found their information to have longevity qualities.
Avolio, B. & Gardner, W. (2005). Authentic leadership development. Getting to the root of positive forms of leadership. The Leadership Quarterly. 16(3). Pp. 315-338.
Ephraim, N. (2020, December 5). Mentoring in nursing education: An essential element in the retention of new nurse faculty. Journal of Professional Nursing. Retrieved September 12, 2021, retrieved from https://www.sciencedirect.com/science/article/pii/S8755722320302301.
Heering, H. R. C., & Mennella, H. D. A.-B. (2018). Coaching and Mentorship for Retention of Nurses. CINAHL Nursing Guide. Retrieved from: https://search.ebscohost.com/login.aspx direct=true&AuthType=ip,shib&db=nup&AN=T904976&site=eds- live&custid=s9076023
Weaver, Kelly. (2013). The Effects of Horizontal Violence and Bullying on New Nurse Retention. Journal for Nurses in Professional Development, 29, 138- 142. retrieved from https://doi.org/10.1097/NND.0b013e318291c453
Woten, M. R. B., & Karakashian, A. R. B. (2021). Change Theory. CINAHL Nursing Guide. Retrieved from https://search.ebscohost.com/login.aspx? direct=true&AuthType=ip,shib&db=nup&AN=T903204&site=eds-live&custid=s9076023
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Question 
NUR 3561 – Deliverable 6 – Disseminate An Innovation Proposal
Record a presentation in screencast-O-Matic and summarize the key components of your proposed innovative idea. The purpose of this presentation is to convince the nursing staff your innovative idea is relevant.