- DNP 855 Module 2 Assignment: Organizational Change Essay.
Organizational Change Essay
The DNP 855 Module 2 Assignment Organizational Change Essay explores how changing management in a clinical care setting is a deliberate, coordinated, and systematic process. Using Lewin’s Change The Trailblazers Model, a flourishing development model can be effectively applied to manage the risk factors of hypertension in adults aged 25-45. Change management includes leadership engagement, planning, implementation, and overcoming challenges to ensure the sustained adoption of new practices. Ultimately, the goal is to enhance the quality of training for clinical staff and provide patients with the knowledge needed to prevent hypertension-related strokes.
Problem Identification
Hypertension Management and Challenges
Hypertension is a critical threat to human flourishing, especially for young people between the ages of 25 and 45 with risky lifestyles. While the persistent standard nursing practices proposed to assist with reducing patients’ risks most likely will not be adequate to conform to these risk factors, there is a need for a jumbling and individualized flourishing advancement approach (Oliveros et al., 2020). The issue is a constant problem in my organization, and the disregarded targets include expanded clinical gatekeeper expertise and patient self-preventive methods for managing behaviour.
Change is Necessary
Change is a cycle that requires legitimate preparation, especially concerning implementation at clinical consideration organizations that incorporate a few associates who ought to cooperate to bring about the illustrated changes. The head undertaking in Change the Board is to understand what Change we need to make and what ultimate goals it will convey. Inside the arrangement of your endeavor, the objective is to apply a flourishing advancement model to deal with the preparation of clinical guards and the proficiency of patients, in this way forestalling factors that lead to hypertension in people aged 25 to 45 years.
Considering extraordinary and complex errands, associates’ responsibility is a massive part of the resolution process. This should incorporate a communication strategy for directing discussion of the issues that will require Change. It additionally incorporates asking those participating for their points of view and potentially talking with them about the motivations behind why Change is necessary (Oliveros et al., 2020). Associating with the firm from the chief stage can ensure that they support the Change since they are significant in formulating the collaboration.
Setting Achievable Health Goals
The going-with stage in the orchestrating framework is to establish goals based on express, quantifiable, reachable, and have a plan of action. Standards for Change allude to targets and objectives that assist in coordinating the change cooperation and offer an improvement for evaluating the reasonableness of Change. For example, one of the targets is to raise the number of attendees to promote flourishing by 20% in something like two months or less.
Another could be to expand patient adherence to preventive measures, such as exercise and food sources, by at least 30% in a comparative timeframe. These objectives should be attainable within the organization’s existing capabilities and ought to be as indicated by the overall focal points of the endeavor. One of the primary exercises in the straightening-out stage is the creation of an educational gathering.
Implementation of Selected Change Theory
Lewin’s Change Model Stages
Lewin’s Change The Trailblazers Model can be used to finish Change. This model consists of three stages: Unfreezing, Changing, and Refreezing to understand change collaboration.
• Unfreezing: This stage means raising the discernment of the prerequisite for Change and creating a status inside the organization (Mirzaei et al., 2020). My endeavor could involve holding studios or gatherings to educate embellishments regarding the unfortunate deficiencies of the persistent practices and the advantages of implementing the flourishing development model.
• Changing: After my organization is prepared, the resulting stage is to attempt Change. This communication incorporates distributing the gathering for education and offering an informative gathering to the clinical chiefs (Mirzaei et al., 2020). This is the stage where evaluation should be driven to pick, assuming the Change is being done accurately and giving assistance if necessary.
• Refreezing: The last step is to freeze the practices created in the implementation cycle and transform them into the standard. This could incorporate integrating the new preparation into standard clinical attendant education, planning, and continually examining the results to make modifications.
Rationale for Selecting This Theory
The DNP 855 Module 2 Assignment Organizational Change Essay discusses the rationale for selecting Lewin’s Change Management Model. This model is straightforward and can be effectively implemented in healthcare organizations. Its simplicity makes it easy to understand and use, making it suitable for complex environments involving many individuals. This coordinated approach ensures that the Change is successfully implemented and sustained, which is crucial when managing patient care and their needs.
Involvement of People at All Levels
It is essential to attract people from all socioeconomic levels as we endeavor to regulate hypertension through flourishing advancement. Specialists, clinical attendants, clinical consideration staff, and supervisors should embrace Change (Göktaş et al., 2020). These adornments appreciate the meaning of the undertaking and are ready to contribute as much as possible toward accomplishing the goal.
Collaborative Effort for Change
For instance, the attendants require information on the new flourishing development moving close, and the administrators should ensure they benefit from the necessary resources. Another gathering of embellishments is the crucial recipient of education benefits; their involvement level influences the mediation’s abundance. This gives greater appropriateness to the Change since it is contributed by everyone rather than a couple (Göktaş et al., 2020).
This fortitude of effort goes far in watching out for resistance, guarantees strong implementation, and contributes distinctly towards improving the health of clients with potential hypertensive disorders.
Potential Challenges and Solutions
The significant challenge is resistance to Change, especially among attendees used to the constant system. They should consider the new preparation program as a weight or question the possibility of new strategies. Tending to fears and embracing Change while offering consolation can diminish these concerns. Another problem is the patient’s strong consistency with the educational undertakings offered to them. This suggests that patients could have stress about changing status or need adequate appreciation for the material conveyed (Cleven et al., 2020). We can give clear and concise information to the patients and plan individual coming about gatherings to figure out the messages completely.
Conclusion
The DNP 855 Module 2 Assignment Organizational Change Essay explores the need for Change in healthcare practices, particularly in managing common diseases like hypertension. This paper will examine the change management process in the clinical setting, focusing on applying a successful change model to address modifiable risk factors for hypertension. This section will discuss the change process and apply the well-known Lewin’s Change Management Model.