Change Proposal: Reimplementation of bedside shift report Make an outline of (Implementation Plan) of your Change Proposal with your peers. In your implementation post, be sure to cover the following: Assess the factors that are likely to affect the implementation of your recommended activities. Identify evidence-based rationales to propose how you will address them, incorporating your identified change theory. Your plan should encompass the following with evidence to support your rationale:

I. Introduction
A. Background of the Change Proposal
B. Purpose of the Change Proposal

II. Factors Affecting the Implementation
A. Resistance to Change
1. Evidence-based Rationale: Resistance to change is a common barrier in implementing new practices in healthcare settings. According to Lewin’s Change Theory, individuals tend to resist change due to fear of the unknown and disruption of familiar routines. To address this, the implementation plan should include strategies to engage and communicate with all stakeholders, ensuring their involvement and understanding of the benefits of the proposed change.
2. Action Steps:
a. Hold informational meetings with staff members to explain the rationale and benefits of implementing bedside shift report.
b. Provide training sessions on effective communication and collaborative decision-making to address concerns and build consensus among the staff.
c. Utilize change champions who have successfully implemented bedside shift report in other healthcare settings to share their experiences and offer support.

B. Lack of Resources
1. Evidence-based Rationale: Limited resources, such as time, staff availability, and technological infrastructure, can hinder the implementation of bedside shift report. The Theory of Planned Behavior suggests that individuals’ motivation to engage in a behavior is influenced by their perceived control over the necessary resources. To overcome this barrier, the implementation plan should focus on optimizing resource allocation and identifying potential barriers to resource availability.
2. Action Steps:
a. Conduct a resource assessment to identify gaps and inefficiencies in the current shift handover process.
b. Allocate additional staff members specifically for the implementation period to ensure adequate coverage and support during the transition.
c. Collaborate with the IT department to enhance technological infrastructure, such as implementing electronic shift reports, to streamline the process and reduce reliance on physical resources.

C. Lack of Staff Buy-In
1. Evidence-based Rationale: In order for bedside shift report to be successful, it is crucial to address any skepticism or lack of buy-in from staff members. The Transtheoretical Model of Behavior Change suggests that individuals go through stages of change, including precontemplation, contemplation, preparation, action, and maintenance. To facilitate staff buy-in, the implementation plan should provide opportunities for staff members to voice their concerns, offer incentives for participation, and continuously provide support and feedback throughout the implementation process.
2. Action Steps:
a. Conduct surveys or focus groups to identify staff concerns and barriers to accepting the proposed change.
b. Develop a communication plan that includes regular updates, feedback sessions, and recognition of staff efforts and achievements.
c. Provide incentives or rewards for staff members who actively engage in the implementation process, such as additional training opportunities or professional development resources.

D. Lack of Leadership Support
1. Evidence-based Rationale: Without strong leadership support, it can be difficult to drive and sustain the implementation of bedside shift report. The transformational leadership theory suggests that effective leaders inspire and motivate their followers, fostering a shared vision and creating a supportive environment for change. To ensure leadership support, the implementation plan should emphasize the importance of leaders actively promoting and reinforcing the new practice, providing necessary resources, and addressing any concerns or obstacles that arise.
2. Action Steps:
a. Engage leaders in the planning and decision-making process to create a sense of ownership and commitment.
b. Provide leaders with training on change management and effective communication strategies to empower them in leading the implementation process.
c. Establish regular meetings or check-ins with leaders to address any challenges and provide ongoing support.

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