NUR 699 GC WEEK 5 COMPLETE DISCUSSION NUR 699 GC WEEK 5 COMPLETE DISCUSSION NUR699 NUR 699 GC Week 5 Complete Work Latest NUR 699 GC Week 5 Discussion 1 Why is it important to incorporate a theory or model related to change when implementing practice changes? Does the benefit of incorporating a change model outweigh the time and effort it took to include it? NUR 699 GC Week 5 Discussion 2 Identify barriers to the implementation of evidence-based practice. What are two ways to address this problem? CLICK HERE TO ORDER YOUR NUR 699 GC WEEK 5 COMPLETE DISCUSSION NUR 699 GC Week 5 Assignment 1 Evidence-Based Practice Proposal ? Section E: Change Model Details: In 500-750 words (not including the title page and reference page), apply a change model to the implementation plan. Include the following: Rogers diffusion of innovation theory is a particularly good theoretical framework to apply to an EBP project. However, students may also choose to use change models, such as Ducks change curve model or the transtheoretical model of behavioral change. Other conceptual models presented such as a utilization model (Stetlers model) and EBP models (the Iowa model and ARCC model) can also be used as a framework for applying your evidence-based intervention in clinical practice. Apply one of the above models and carry your implementation through each of the stages, phases, or steps identified in the chosen model. In addition, create a conceptual model of the project. Although you will not be submitting the conceptual model you design in Topic 5 with the narrative, the conceptual model should be placed in the appendices for the final paper. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center. Upon receiving feedback from the instructor, refine ?Section E: Change Model? for your final submission. This will be a continuous process throughout the course for each section. NUR 699 GC Week 5 Assignment 2 Evidence-Based Practice Proposal ? Section F: Implementation Plan Details: In 500-750 words (not including the title page and reference page), provide a description of the methods to be used to implement the proposed solution. Include the following: Describe the setting and access to potential subjects. If there is a need for a consent or approval form, then one must be created. Although you will not be submitting the consent or approval form(s) in Topic 5 with the narrative, the consent or approval form(s) should be placed in the appendices for the final paper. Describe the amount of time needed to complete this project. Create a timeline. Make sure the timeline is general enough that it can be implemented at any date. Although you will not be submitting the timeline in Topic 5 with the narrative, the timeline should be placed in the appendices for the final paper. Describe the resources (human, fiscal, and other) or changes needed in the implementation of the solution. Consider the clinical tools or process changes that would need to take place. Provide a resource list. Although you will not be submitting the resource list in Topic 5 with the narrative, the resource list should be placed in the appendices for the final paper. Describe the methods and instruments, such as a questionnaire, scale, or test to be used for monitoring the implementation of the proposed solution. Develop the instruments. Although you will not be submitting the individual instruments in Topic 5 with the narrative, the instruments should be placed in the appendices for the final paper. Explain the process for delivering the (intervention) solution and indicate if any training will be needed. Provide an outline of the data collection plan. Describe how data management will be maintained and by whom. Furthermore, provide an explanation of how the data analysis and interpretation process will be conducted. Develop the data collection tools that will be needed. Although you will not be submitting the data collection tools in Topic 5 with the narrative, the data collection tools should be placed in the appendices for the final paper. Describe the strategies to deal with the management of any barriers, facilitators, and challenges. Establish the feasibility of the implementation plan. Address the costs for personnel, consumable supplies, equipment (if not provided by the institute), computer related costs (librarian consultation, database access, etc.), and other costs (travel, presentation development). Make sure to provide a brief rationale for each. Develop a budget plan. Although you will not be submitting the budget plan in Topic 5 with the narrative, the budget plan should be placed in the appendices for the final paper. Describe the plans to maintain, extend, revise, and discontinue a proposed solution after implementation. Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center. Order Now

ADDITIONAL INFORMATION 

Benefits of incorporating change model

Introduction

The right change management process will help you make the right changes to your organization. If your organization is working with a change model, then it will be easier for everyone involved in making changes. The people who need to implement the changes and those who are affected by them know what they need to do and when they need to do it. It also helps if everyone understands the model so that everyone knows where all this is going before we start doing anything, which means less time getting started on what needs doing first!

Do you have a change model? If so, why should you use it?

• Do you have a change model? If so, why should you use it?

A change model is a guide for making changes. It helps you create and implement the changes that are necessary to achieve your goals. A good change model will help ensure that all of the important steps are covered and nothing is overlooked in the process.

The best way to start creating your own personalised version of this tool is by asking yourself two questions: What do I want from my life? And how can I get there? By answering these questions honestly, we can begin to see what needs to be done in order for us to reach our goals and live happy lives while doing so

When you need to implement a change in your system, start by asking the right questions.

When you need to implement a change in your system, start by asking the right questions.

How can I know if my employees are happy? How can I make them more engaged with their work and less likely to leave? What is the best way for me to engage with my team members? In order for us as leaders or managers to get these answers, we must first ask ourselves what kind of questions will help us get them. Here are some key ones:

• What do I want from this conversation? This is important because it helps you focus on what really matters when it comes down to getting buy-in from others instead of wasting time on things that aren’t important at all (like going over why your idea isn’t good). In addition, knowing exactly how much time needs spent talking about something before moving onto another topic allows us better predictability in terms of how long each conversation will take place over its entirety—and thus allows everyone involved enough time between each session where they can have lunch/dinner etcetera without feeling rushed out after hearing just one thing out loud again later tomorrow morning!

What does the change management model have to do with me?

The change management model is a process that you can use to manage your change efforts. It’s not a tool or technique, but rather an approach that helps you to be successful in dealing with people who don’t want to change.

The model provides steps for implementing and sustaining change, which are:

• Identify the reasons why changes need to be made (i.e., problems).

• Define the problem(s) and create solutions that address these issues while also incorporating elements of different cultures or viewpoints into each solution (e.g., cultural diversity).

• Implement the solutions and monitor their effectiveness over time so they become part of long-term culture change efforts; this includes creating systems around these new norms so they continue being practiced even after implementation ends or when other factors come up (e.g., budget cuts).

A change model will help you create better processes for all your changes.

A change model will help you create better processes for all your changes.

A change model is a framework that helps you understand how to make better decisions about your organization’s future and what its goals should be, as well as how to measure success. It also provides guidance on how to implement those changes within an organization.

The approach we take to making changes, is key to our success.

The change model is a process, not a tool. If you use it as such, then you will have trouble with the following:

• It’s hard to know how long it will take for your change project to become profitable or successful

• There are too many variables involved in making changes that make them difficult to measure and control

• Changes can be risky and unpredictable

There are many ways to manage change. Find out what’s best for your organization and use it.

There are many ways to manage change. Find out what’s best for your organization and use it.

Change management is a process that helps you and your team understand the impact of changes on customers, employees, partners and suppliers; then implement them in an efficient way. It includes four steps: identifying the change(s), assessing its potential impact (both positive and negative), communicating about this information with internal stakeholders; implementing the change(s).

We can all benefit from managing change well.

Managing change well is important for everyone. We all need to learn how to manage change well, and it’s a skill that can be learned. In this article we’ll talk about the benefits of learning how to manage change well—and we’ll also share some tips on how you can improve your own ability as an employee or manager by implementing these strategies into your everyday life!

First off: Why does managing people matter? Because it will help you in your career, but also because it helps us all in our personal lives. If there’s one thing I’ve learned from working with more than one hundred different teams over the years (and being part of many others), it’s that every single person has their own unique set of strengths and weaknesses when faced with new challenges—and those differences impact how confidently they approach things like deadlines or changes at work! That means that no matter what kind of position someone holds within an organization (manager or employee), there are always ways that they could improve their ability at project management if only they knew what those skills were beforehand!

Each organization needs a change process that works for them in order to be successful.

Change is inevitable, and it’s not just a fact of life. Change is a process that occurs over time, whether you like it or not. It takes patience and persistence to get through these changes—but they’re worth it!

Change is a journey: You may start out on one path only to find yourself in another soon after; but this doesn’t mean you’re going backwards; instead, it means you’ve taken two steps forward and one step back as part of your growth process (which includes learning new skills along the way). Don’t worry about what happened before; focus on what will happen next!

Change is a mindset: When we think about change in terms of “being” versus “doing”, we automatically shift our focus away from what needs doing (i.e., changing) towards how we can handle whatever comes up next in life’s road trips instead–and sometimes these bumps are much bigger than expected! But don’t worry–you’ll learn how best handle each bump along your journey through life’s road trip ahead 🙂

Conclusion

Now that you’ve learned about the benefits of change management, it’s time to incorporate it into your organization. The best way to do this is by looking at what works for other organizations in your industry and finding out how they manage change. If none of these options seem right for you, then maybe there’s something new out there that could be just what your organization needs.

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