Change Management and Implementation plan

Change Management and Implementation plan. Students name Institution Instructor Course.

Issues. Nursing Professionals Burn Out And Nurses Competing Needs Characterized by emotional straining, physical and cognitive strain Comprises of depersonalization of nurses , emotional burn out and lower as well as reduced personal achievements. Based on Jordan et.al.,2016 Signs and symptoms includes: Energy exhaustion Mental absenteeism from the job , incompetence in the quest to improving patient outcomes .(Pearce .et.al., ( 2018 ). Competing healthcare institutions needs which impacts the condition includes : Nursing staffing ratios based on Chen , Y. C. .et.al.(2019 ) Delivery of quality nursing care ..

Proposed changes and justifications. Better nurse staffing levels and increased nurse ratios Entails having an enough number of nurses Adjustable nurse staffing levels Staffing ratio of 5-6 patients per nurse in the nursing department as per He, J .et.al.(2016) , 1-1 patient ratio in intensive care units Justifications reduced burnouts Lowered medications and reduced medical errors Reduced patients complication as well as improved patient outcomes Improved job satisfaction increased nurse retention and adsorption rate Advanced patient safety and the safety of healthcare equipment's.

Type and Scope of Proposed Change policy changes.

Stalk holders impacted. The chief nursing officer Departmental managers Nurses Patients Change Managing Team Nursing leaders In charge of developing staffing plans and tabling them to the healthcare administrators (Aiken et al., 2018) Nursing professionals Provision of inputs in different patient needs ,resources required , and regulating their department workflows Healthcare administrators In charge of reviewing ,negotiating and approving nursing plans Financial officer Nurse staffing has direct involvement with budget considerations..

Communication plan. Entails directing the right information to the right audience at the right time( Harrison,2017) Analysis A communication audit of the hospital will be carried out 2. Defining the aim of the communication efforts the general changes to be attained from the communication efforts 3.Key message Considering the aims , goals , and the essential idea or a set of ideas that ought to be communicated ( Kelley, 2016) 4.Target Audience Identifying and analyzing the teams to communicate to. 5.Tactics to utilize The ways to reach the target audience given the availability of resources and the aims and goals ..

Risk Mitigation Plan. Resistance to change Could comprise of both active and passive resistance (Mares, 2018) Constantly, timely , accurate , and open communication could mitigate the risks . Isolation or placed on hold. Most common when finances are limited Could be mitigated through enhanced preparations which factors in finances like having reserve budgets. Risk Management And Impact Analysis Would involve identification , assessment and analyzing all the risks (Apostolopoulos et.al.,2016)..

Conclusion. Nurse burnout is advance associated with insufficient nurse to patients ratios that are greatly impacted by the nurse competing needs of the healthcare facility in reduction of labor costs by hiring reduced number of nurses. Policy changes on improved nurses to patient ratios b y enhancement of staffing levels as a recommended solution to the nurses burnout It requires efforts from a change management team comprising od nurse executives , staff nurses, healthcare administrators and financial leaders for a successful implementation. Communicating as well as a risk mitigation plan could ensure that the information reaches the appropriate stakeholders at the desired time and that the challenges to implementing the changes are appropriately dealt with ..

References. Aiken, L.H, Ceron,c., Simonetti, M,. T. Galiano,A…..$,H.L.(2018) hospital and nurse staffing and patient outcomes Revista Medical Clinical , 29(3).322-327 Apostolopoulos,C.Halikias. G ., Mmaroukian ,k,.& Tsaramirsis,G.(2016).Facilitating organizational decision making :a change of risk assessment model case study .journal of modelling in management. Chen , Y. C. , Guo ,Y ,L , L. Chin, W.S .,Cheng .N ,. Y .,H o ,J. J.,& Shiao ,J.S .C ,(2019).Patient –Nurse ratio is related to nurses intention to leave their job through mediating factors of burnout and job dissatisfaction , International journal of research and public health.16(23),480. Harrison,.(2017).communicating change in exploring internal communication (pp.79-86).Routledge. He, J ,.Staggs .,V.S., Barguest –Beringer ,.s .,& Dunton, (2016).Nurse staffing and patient outcomes :a longitudinal study on trend and seasonally .BMC nursing , 15(1),60 Jordan .T .R ., Khubchandiani ,J ..& Wiblishauser . M.(2016).The impact of perceived stress and coping adequacy on the health of nurses :A pilot investigation .Nursing research and practice,2016..

References. Mares, J.(2018).Resistance of health personnel to changes in healthcare . Kontakt ,20(3),e262-e272. Pearce ,P. F. , Morgan ,.S ., Mathews ,J,H., Martin. D.M.,S .O., Rochin ,E .,& Welton , J, .m .(2018).The value of nurse staffing :ANA principles redevelopment, and direction for the future . Nursing Economics ,36(4).