EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL OUTLINE EVIDENCE-BASED PRACTICE CHANGE PR, Thesis of Financial Accounting

Download EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL OUTLINE EVIDENCE-BASED PRACTICE CHANGE PR and more Thesis Financial Accounting in PDF only on Docsity! EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 1 EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL OUTLINE EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL OUTLINE Chamberlain University NR 505 Nursing Practice Concern/Problem Healthcare is an ever-evolving area in which patient improvement is at the core of safe practice. In almost all fields of practice within the United States, specialized practice nurses are located. Specifically, executive nursing leaders play an essential role in the preparation and delivery of patient care. Along with other interdisciplinary team members, executive leaders work to coordinate preoperative, intraoperative, and postoperative patient care. Miscommunication and incivility across disciplines can cause problems, which can lead to harmful results for patients. Uncivil conduct is more common among nurses than any other discipline in health care.(Evans, 2017). Incivility in nursing is a concern for the nursing profession, and interferes with creating a safety culture, putting patient safety at risk. ANA defines bullying as “repeated, unwanted, harmful actions intended to humiliate, offend, and cause distress in the recipient.” (“Violence, Incivility, & Bullying | American Nurses Association,” 2018). When operating in the healthcare environment, communication is crucial. Factors such as uncivil actions disrupt the process of cooperation and break down the team's effectiveness. PICOT Question EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 2 A structured question that allows for constant exploration of the problem is important in order to solve real issues within healthcare. The patient population, action, contrast, result, and precise timeline, otherwise known as PICOT, are also included in these queries. The population (P) of interest, are healthcare employees in the surgical services department at Advent Health Sebring. The intervention (I) is to form an informative incivility workshop mandatory for all staff and create a no-tolerance policy for employees. The comparison (C) is the present team's survey before and after the incivility educational workshop. The outcome (O) of this research is a 50 percent proliferation in positive results from the post-survey after the education regarding respectful behavior perception. The timing (T) involves collecting information from the survey processed at the workshop's time and a post-survey processed within six weeks after the incivility educational workshop. Will the conception of a no-tolerance policy and incivility informative workshop diminish the occurrence of nurses experiencing incivility from coworkers and increase the objective to remain employed in the surgical services department? Key Stakeholders Input from stakeholders who were crucial to the success of this project was included in the project lead. Without the assistance and encouragement of professional associations and groups, excellent and effective healthcare will not be feasible. Stakeholders offered insight into the value of a project and the course of initiatives to achieve objectives and goals. There are many diverse stakeholders for this initiative, including the nursing staff, management, and upper- level leadership for the department of surgical services. Because of the possible effect of changing the departmental culture, this community of people is called stakeholders. Furthermore, this initiative can affect the atmosphere of adjacent units positively. Theoretical Framework EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 5 intended to be beneficial to both the nurse and the patient (Turkel, Watson, & Giovannoni, 2018). The negativity loop can be broken by making nurses exercise caring attitudes towards other nurses. The fifth and seventh Caritas Processes can be extended to conflict resolution for working relationships between nurses, promoting the communication of positive and negative feelings and offering authentic teaching/learning experiences (Brewer, Anderson, & Watson, 2020). Communication may be abrupt and considered disrespectful in a demanding work environment under the guise of being necessary for patient safety. Using Watson's Caritas will help nurses enhance respectful contact and improve working relationships in extremely challenging situations, rather than acting as a barrier. For less experienced nurses, experienced nurses should convey positive and negative feelings respectfully and behave in a teaching or coaching manner. Providing quality treatment that results in patient satisfaction offers a sense of accomplishment for the nurse. It is possible to extend this definition to nursing relationships with other professionals. The theory of Watson focuses on interpersonal relationships between nurses through the ties formed in a shared moment and respecting the distinctiveness of individuals (Riegel, Crossetti, & Siqueira, 2018). Caring behaviors may be as small as listening, raising a hand or touching the person, making eye contact, and facing the person during interactions between healthcare professionals. For experienced nurses, these moments could come in the form of a kind word or mutual memory between nurses of past experiences. A positive experience is created by the random moments that occur in an interpersonal encounter. The theory of Watson reminds nurses to concentrate on making a connection, however brief, as needed to understand the humanistic nature of nursing. EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 6 Literature Review This literature review offers evidence that nurse education can raise awareness of incivility, impact the understanding of the actions of nurses, and alter the clinical practice of nurses. The provision of schooling, communication instruction, and rehearsal to raise awareness and impacts of incivility was supported by most evidence. Also, several publications provided methods for increasing awareness and training nurses to cope with incivility. Numerous studies have been considered for prevention, leadership, and management, introducing a no-tolerance policy to mitigate or control the pervasiveness of incivility in the work atmosphere, along with education and growing understanding. The need for education and implementation of interventions to address the incidence of incivility is illustrated by nursing literature. A better work climate will be fostered by reducing nursing incivility, which will improve nurse retention and reduce the severity of the inevitable nursing shortage. Also, anti-incivility techniques would minimize the financial burden associated with the turnover of nurses, increase the morale of nurses, and lower the stress levels of nurses employed in the department. Nursing is a profession focused on providing treatment for different persons. Sadly, when many nurses report being exposed to incivility, some nurses handle their colleagues in an uncaring manner (Rainford, Wood, McMullen, & Philipsen, 2015). The issue of incivility that exists at different occupational levels and the degrees of severity or intent are defined in several terms. Lateral or horizontal aggression, bullying, disruptive or improper behavior, and incivility are phrases to explain the phenomenon. Numerous research studies have separated bullying by the degree of damage and the expected target of action from incivility. The experience of repetitive negative actions such as abuse, bullying, rejection, alienation, aggression, character EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 7 assassination, and persistent criticism of being bullied as an individual can negatively impact employees(Aebersold & Schoville, 2020). Attempting to define incivility can be challenging to classify, such as rude or offensive actions of low severity with an unclear purpose to damage others (Asghari, Abdollahzadeh, Ebrahimi, Rahmani, & Vahidi, 2017). In some reports, bullying is also listed as having a period of more than six months (Abas, Ahmi, Lin, & Perveen, 2019). Incivility prevention, as previously mentioned, is a prevalent trend discovered during this literature review for opposing the incivility in nursing incidence. More than ten of the articles reviewed discuss nursing students' themes, becoming the first exposure of nurses to uncivil behavior. The future of nursing and the work atmosphere can be influenced by incivility sensitivity training and educating nursing students to handle uncivil actions(Itzkovich & Heilbrunn, 2016).In selecting which nursing students are subjected to such nurses noted for incivility during clinical encounters, management influences, and the impact of charge nurses. This concept of training and preparing nursing students during orientation can be carried over to preparing new graduate nurses. It is crucialto avoid the first exposure to incivility because many nurses who perpetrate incivility record their personal experience as a new nurse with the conduct as a rite of passage(Park & Kang, 2020). A safe work climate for healthcare institutions can be encouraged by breaking the cycle of former victims being potential agents of incivility. The influence of leadership is invaluable in shaping the work environment to be respectful and safe. The adage of "eating their young" by nurses listed in other articles demonstrates the inability to change this attitude for the better.Active leadership is essentialfor fostering a safe work atmosphere for nurses by providing guidance, motivation, and involvement during conflict management to promote a healthy work environment(Manzoor, Manzoor, & Khan, 2020). EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 10 On the day of the educational intervention, a paper survey format and an interactive platform like Survey Monkey will electronically administer the survey after the intervention. The survey connection will be sent on a voluntary, confidential basis, by employee email, approximately seven days after the educational workshop for participants to reply. Attendance at the workshop will be tracked by sign-in sheets that provide the participants with a place to provide their email address. Within sixty days after the educational intervention, this list will be used as the reference for the second administration of the survey. The week after the electronic survey is sent to the participants, the project leader will contact the participants who have not completed the electronic survey and deliver them in paper survey packets. By numerical code, the project lead will align all the original participants and incorporate the pre-and post-survey results. Because of the presence and use of the personnel, easy access, and willingness to preserve confidentiality, this approach would be selected as the way for data collection. Analysis and Expected Outcomes A qualitative thematic analysis methodology will be used for data analysis to recognize emerging themes and trends within the data collection. All the data will be gathered sixty days after the workshop during the post-debriefing session to ensure the trustworthiness of the data. An excel spreadsheet will be utilized to enter the data.The study will explain the notion of incivility, include an organizational concept, and articulate a need for further research of incivility and how it impacts jobs. Publishing an article in a journal provides the scientific community with visibility, recognition, and an outstanding means of communication in the field of research(Abas, Ahmi, Lin, & Perveen, 2019). The literature proposed establishing a no- tolerance policy as a first step towards preventing incivility in the workplace. Other studies exploring the efficacy of policies and their application would be warranted. It will contribute to EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 11 the body of information to understand obstacles to developing a civil work climate faced by management, nurse leaders, and workers. Expected results include a strong correlation between incivility and engagement, based on the support of existing research and the structure and nature of this study. Incivility, intimidation, and lateral violence are still common and are a major driver of nurse dissatisfaction and job turnover(Aebersold & Schoville, 2020). Appreciating the idea of incivility and its negative consequences provides nursing staff the ability to consider civil, collegial resolutions and enforce them. To establish clarity in their work environments, nursing staff should continue to work on direct and therapeutic contact. The introduction and exercise of professional conduct standards would encourage faculty to take responsibility for their behavior. EVIDENCE-BASED PRACTICE CHANGE PROJECT PROPOSAL 12 References Abas, N. A. H., Ahmi, A., Lin, M.-H., & Perveen, A. (2019). Indian Journal of Public Health Research & Development, 10(7), 1229. https://doi.org/10.5958/0976-5506.2019.01754.6 Aebersold, M., & Schoville, R. (2020). How to prevent the next generation of nurses from “eating their young.” Clinical Simulation in Nursing, 38, 27–34. https://doi.org/10.1016/j.ecns.2019.10.002 Adams, L. Y. (2016). The conundrum of caring in nursing. International Journal of CaringSciences, 9(1), 1-8. Retrieved from http://libproxy.rcgc.edu:2048/login? url=http://search.proquest.com/docview/1786462271?accountid=11137 Asghari, E., Abdollahzadeh, F., Ebrahimi, H., Rahmani, A., & Vahidi, M. (2017). How to prevent workplace incivility? Nurses’ perspective. Iranian Journal of Nursing andMidwifery Research, 22(2), 157. https://doi.org/10.4103/1735-9066.205966 Brewer, B. B., Anderson, J., & Watson, J. (2020). Evaluating Changes in Caring Behaviors of Caritas Coaches Pre and Post the Caritas Coach Education Program. JONA: The Journalof Nursing Administration, 50(2), 85–89. https://doi.org/10.1097/nna.0000000000000846