Posted at 12.06.2018
This newspaper will bring in the components of our change task which encompassed, the introduction of a needs assessment, creating a display regarding pressure ulcer reduction for the staff, and the design of your poster and, pamphlet, as well as the logical of choosing this project. Moreover, the newspaper will present the key ideas that are highly relevant to the procedure of putting into action change by using Lewin's Change Theory. Furthermore, the paper will focus on strategies for developing a needs assessment, teaching consultations for the worker, pamphlets and a poster that address pressure ulcer prevention at the George Derby Good care Centre. These components will be discussed based on the unfreezing phase of Lewin's Change Theory. Furthermore, the driving a car and restraining makes in the change process and the role of nurses' in the change project will be addressed.
Our group was delegated to handle a change job that will use positive change for the George Derby Centre. In the initial assembly, our mentors released and orientated our group to the facility; they also offered us with a few of the obstacles that the agency encounters, such as insufficient equipment, high ratio nurse patient, and lack of a policy addressing pressure ulcer reduction. After the primary meeting with our mentors it was set up that the primary target will be on creating an attainable policy on pressure ulcer prevention and setting up a presentation of recommendations for pressure ulcer reduction to agency personnel. However, subsequently, it was concluded that there are way too many factors involved in policy making and therefore, we will never be developing a pressure ulcer protection policy. Consequently the paper will concentrate only on creating a needs assessment, and teaching the front line stuff about pressure ulcer protection.
In order to identify barriers and regions of benightedness in the essential steps and methods of pressure ulcer reduction among frontline personnel, our group made the decision a needs assessment is necessary. The rationale for this project is the fact that, elucidating the obstacles to minimizing the incidence of pressure ulcers within the service, analysing the feedback to a needs diagnosis from the staff, and providing education in the areas where staff lacks the knowledge and skills will offer us an information into where change must be attained. It had been evident from our conferences with our mentors that they are committed to change and ready to go on a multifaceted method of solving the challenge of pressure ulcers that eventually will lessen residents suffering, improving their health and reducing the expense of health care.
In 1951, Kurt Lewin presented the Change Theory which theorizes a three level style of change that the change agent must undertake for designed change to occur as unfreezing, activity and refreezing (as cited in Marquis & Huston, 2008). Unfreezing is the first stage where the change agent convinces group people and make sure they are aware a change must be carried out (Marquis & Huston). This level targets gathering pertinent data, identifying the issue, determine whether change is necessary and communicate the need for change to every person involved. In the next stage, the movements, the change agent targets determining, planning and putting into action appropriate strategies making certain driving forces surpass restraining forces. The very last phasee is refreezing (Marquis & Huston, p. 169). Two important elements of the change process will be the change agent and the stakeholders. Furthermore, Lewin's Change Theory mentions about the idea of travelling and restraining forces.
This portion of the paper will concentrate on strategies that dwelling address the introduction of needs evaluation and strategies in educating the front line staff focusing on the regions of knowledge gaps. The program demonstrates the unfreezing level of Lewis's Change theory and is composed on assessing the issue, reviewing the books, and determining eventual restraining and driving a vehicle makes and the stakeholders.
After establishing the plan of action, it was arranged after by our group that there surely is a dependence on laborious research on the primary components of our job. Because our job encompasses a large number of responsibilities, our group divided the task in order for a thorough research on the topic to be carried out. Relevant research subject areas focused about how to build up a needs analysis. The coaching process will be achieved via three strategies: Electricity Point display, pamphlets and posters. For this part, the focus will be on how to make a pamphlet and design a poster, and the development of a Power-Point presentation. Moreover, because of this subject, literature review on question development, review distribution and collection, enhancing survey response rate, and literature review on adult learning (best approach to teach to mature audience) as well as coaching to a ESL people will be pursued.
According to Rattray and Jones (2005) to be able assure content validity of the job, data can be collected "from lots of sources including assessment with experts in the field, suggested respondents and review of associated literature" (p. 237).
A needs analysis can be defined as a "formal, systematic try to determine and close the more important spaces between 'what is' and 'what should be' (Kaufman and English, 1979, p. 8). A compulsory condition for a study lead to be relevant would be that the response rate is suitable. To increase the response rate, the team that designs the review should focus on knowing the respondents, requesting involvement from respondents in advance, providing information about the purpose, offering the respondents the perfect time to complete the review and, lastly, offering a motivation for participating (The College or university of Tx at Austin, 2007).
According to Paul, Redman and Sanson-Fisher (2003), an assessment of the effectiveness of print materials found that pamphlets could succeed in changing knowledge, behaviour and behavior with regards to an array of health-related issues. Newel (1996) states that, in order to increase the comprehensibility of the main message on a pamphlet, the use of short sentences, a low reading level, and use of illustrations is essential. Up to this point, the remaining responsibilities had not yet been protected.
Our project will affect positive change for the residents of George Derby Centre. This centre hosts 300 residents. The majority of residents are male and veterans of the MILITARY. During the conferences with this mentors it was concluded that there is a dependence on educating front range staff about basic knowledge regarding pressure ulcer avoidance. It was decided by our mentor and the group to give attention to developing a needs evaluation and, predicated on its results, to create tools to teach front line staff on pressure ulcer protection. In our stop by at the center our group has made a series of observations. By talking to the care coordinator we learned a full skin examination is done once a week, on bathroom day, ratio worry aide patient is 1: 14, there are just two part time PT and two in your free time OT, and there is inadequate transferring equipment and special mattresses. Also, Braden Level tool assessments are found online but care and attention aids haven't any access to personal computers. In most cases, service aides get swept up as time passes and task pressure that they easily miss the finer things like repositioning.
Despite the actual fact that at the moment there's a low amount of residents afflicted by pressure ulcers (only 12, which result in 4% of final number of residents), the agency and our coach insisted on creating education tools with a concentrate on the elimination aspect.
According to Canadian Association of Wound Care, the prevalence of pressure ulcers in Canada is 25% in serious treatment, and 22% in mixed health -health care settings. Moreover, per month of treatment of pressure ulcers averages 9000 CAD. Therefore, with a simple algebraic formula the average monthly cost for George Derby can be predicted as pursuing: % of prevalence (22% for a mixed health care setting up)* range of residents (300)* monthly costs (9000 CAD) results in 594000 Cad spend simply for pressure ulcer treatment. As a result it makes cost-effective sense to give attention to prevention rather than treatment. This saved money could be perfectly allocated in various route such as acquiring new equipment, specialised devices, skin care products, easing the load of current staff by hiring additional staff and so forth.
Under mentor advice, the group has decided on the time-line and on how the components of our tasks will be completed. The needs analysis had been completed and approved. The next thing is distribution of needs analysis to the personnel which will be finished with support in our mentor. It had been arranged that, the mentors will distribute a memo describing the questionnaire issue and the value of it. From then on, memos and questionnaires will be passed down to worry coordinators at every product and will be discussed and allocated at statement. A deadline will get; the established time frame is October 20th.
The second item of the task is a teaching session. To market presentations, mentors usually distribute e-mails and memos to service coordinators. This issue then gets mentioned at record and workers are assigned to wait to 15 -20 min display. We plan one full day of continuous presentations in the Rose Room at George Derby on November 23rd, 2012.
Stakeholders are thought as entities that "play a role in the organization's health insurance and performance or that are afflicted by the organization" (Marquis & Huston, p. 276). Our trainer and our Douglas College student group have a distributed interest in implementing a positive change for the George Derby service and therefore we could representing external stakeholders. In making the needs examination we have conferences with the coach and medical care staff, who are part of the inner stakeholder group. In addition, volunteers, residents and their families are also inside stakeholders.
The project arrives for success because of your group eagerness to practice research theory and learn new information and new skills in all aspects of the job. By going right through the research stage, our group will have a chance to practice a few of the most crucial roles of an nurse, research and teaching. In addition, the group is determined by the desire to improve residents' wellness and keep maintaining an optimal standard of living. Another driving force will be the change real estate agents, our mentors, who strive to satisfy George Derby's objective, to keep up residents' "optimal level of personal health insurance and well-being in just a caring and supportive environment ". Furthermore they may be determined to save funds by focusing on protection. Also, one with their goals is to teach and enhance staff knowledge and skills. Possible restraining forces consist of staff reluctance to improve their way of carrying out daily routine. The change agent will ensure the integration of your education tools in their daily duties. Another restraining push is actually a low response rate to our needs evaluation. To beat that, our mentor established a lifeless collection for formulary conclusion and publishing the memos in obvious places. Low attendance at the education session and failure to understand the message credited to a high rate of ESL leading line staff could potentially be barriers in the success of our task.
The nurse's role as a researcher is paramount in promoting and performing change. We, as nurses, need to understand the procedure of research. As nurse researchers we must be capable of selecting the most relevant research data, and by critiquing, analysing and evaluating our findings we would are able to integrate them into our day to day practice. This will help "anticipate and meet these constantly shifting challenges and keep maintaining the profession's societal relevance" ( LoBiondo-Wood, Haber, Cameroon and Singh, 2009, p. 5). By correlating research from research, clinical expertise and consumer choices we can build upon a sound theory of evidence founded nursing.
In the managing procedure for our project we've allocated important resources to conduct research pertaining to all aspect of the task. Not merely have we better our knowledge regarding pressure ulcer elimination, but, we could actually select the most relevant research based practice to aid our task. With the knowledge bought we developed a needs evaluation and its evaluation will lead us in identifying where the gaps in knowledge have to be addressed through an education session complemented with pamphlets and posters.
Throughout this process we comprehended that the study findings and their program in practice is a major element of our job and by investing in this role we donate to the "advancement of medical research" ( LoBiondo-Wood, et all, 2009, p. 6).
The next step of our project is to disseminate our studies and data to the audience. Based on the results of the needs analysis we will establish a teaching plan which will be used as an instrument for the organization to boost and apply change in needed areas. The nurse's role as researchers should be complemented by their jobs as educators. We have to be able to not only teach our patients, their own families and our acquaintances, but also "should act as facilitator, creating an environment conductive to learning "(Bastable, 2008, p. 14).
Nurses may play the role of change agent, through their essential role in traveling improvement for health factors at individual, family and community levels. A nurse can become change agent in any health-related options, such as clinic, community or family adjustments, and medical care education establishments.
A nurse can became a powerful change agent being determined by making a difference in patients' life, people, the work place and community. Nurses are natural change agent due to their unique position as the catalyst between patient and the other health care workers. In their authority position, nurses have the energy to market change and enhance the conditions they will work on. Owning a range of obligations, advocating for their patients, fostering effective connections, acting as a change agent are some of the tools that allow nurses to produce a difference in the lives of their patients, acquaintances, and the community.
This paper presented a change task to be carried out at George Derby center. To use this change we focused on strategies related to unfreezing stage from Lewis's Change theory. To pursue the change we had a need to develop a needs evaluation, the results that will be used to develop an education time and extra tools. Promoting change and expanding education tools is a time eating process which requires steeping in a diversity of nurse's tasks as a researcher, an educator and a catalyst of change.