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    Assignment: Application: Adoption of New Technology Systems

    As a nurse, you can have a great impact on the success or failure of the adoption of EHRs. It is important for nurses to understand their role as change agents and the ways they can influence others when addressing the challenges of changing to a drastically different way of doing things.

    Everett Rogers, a pioneer in the field of the diffusion of innovations, identified five qualities that determine individual attitudes towards adopting new technology (2003). He theorized that individuals are concerned with:

    • Relative advantage: The individual adopting the new innovation must see how it will be an improvement over the old way of doing things.
    • Compatibility with existing values and practices: The adopter must understand how the new innovation aligns with current practices.
    • Simplicity: The adopter must believe he or she can easily master the new technology; the more difficult learning the new system appears, the greater the resistance that will occur.
    • Trialability: The adopter should have the opportunity to “play around’ with the new technology and explore its capabilities.
    • Observable results: The adopter must have evidence that the proposed innovation has been successful in other situations.

    Note: You are not required to purchase Rogers’ book or pursue further information regarding his list of five qualities. The information provided here is sufficient to complete this Assignment. The full reference for Rogers’ work is provided below the due date on this page.

    For this Assignment, you assume the role of a nurse facilitator in a small hospital in upstate New York. You have been part of a team preparing for the implementation of a new electronic health records system. Decisions as to the program that will be used have been finalized, and you are now tasked with preparing the nurses for the new system. There has been an undercurrent of resistance expressed by nurses, and you must respond to their concerns. You have a meeting scheduled with the nurses 1 week prior to the training on the new EHR system. Consider how you can use the five qualities outlined by Rogers (2003) to assist in preparing the nurses for the upcoming implementation.

    To prepare

    • Review the Learning Resources this week about successful implementations of EHRs.
    • Consider how you would present the new EHR system to the nurses to win their approval.
    • Reflect on the five qualities outlined by Rogers. How would addressing each of those areas improve the likelihood of success?

    By Day 7 of Week 6

    Write a 3- to 5-page paper which includes the following:

    • Using Rogers’ (2003) theory as a foundation, outline how you would approach the meeting with the nurses. Be specific as to the types of information or activities you could provide to address each area and include how you would respond to resistance.
    • Analyze the role of nurses as change agents in facilitating the adoption of new technology.


Subject Nursing Pages 7 Style APA


Rogers’ nursing theory is centered on eight major concepts that I can apply in adopting the new EHR. Some of the concepts I would adopt in preparing the nurses include; Openness, Pattern, principles, helicy, resonance and integrality.

Considering the finances

I will adopt the concept of openness from Rogers’ theory in this area when I want to implement the EHR system by first studying the financial status of the hospital and being honest about it. The firm ought to be in a stage where the technological advancement can be executed successfully without it draining the firm financially. The employees should be capable of using the system successfully should it be implemented. In terms of financial ability, the firm should be able to afford the infrastructure needed to put up the system. When poor infrastructures is in place, it becomes difficult to convince employees that the new system is going to improve the daily work routines (Gans & Dowd, 2005). The technological infrastructure required to run the electronic health system should be in place first before trying to convince the staff at the hospital to adopt it.

Goals of the HER

In adopting the goals of EHR and involving the nurses in it, I will use the concept of integrality from Rogers’ theory. The concept advocates for a mutual, continuous relationship among the nurses and the changes in their field of work. The EHR is likely to be accepted if it involves all nurses.

It can be difficult implementing the system without clearly defining its purpose for the hospital. It is the purpose of a project that the staff will be able to identify with for them to accept it fully. The goals of the EHR should take into consideration the short and long term impacts of the system into the activities of the hospital. With goals in place, the system will be more convincing and seem real to the staff. The employees will cease to view it as a working tool and more as an instrument of change within the hospital (Ludwick & Doucette, 2009). If the goals of EHR are set right, roles can be assigned for the employees to play a part in the implementation of the goal. If staff are given roles to play in the implementation of the system, it becomes relatable to them.

Goals of the EHR will make it relative to the staff because they will all have an insight into its purpose in their daily routines. It will make it easy for them to see how the system is going to improve their work schedules and make it better. The staffs are bound to be worried on how they are going to be part of the new change and with goals and clear roles; they will have a proper understanding of their place in the new system of doing things. The goals of the EHR will address how the old ways of doing things will be fullfilled with the new system in an even better way.

Advocacy in Rogers’ theory

Rogers explain in his theory that people, including nurses have the ability to embrace change as long as their physiological and psychological needs are taken care of. By getting staff invested in the system by giving them roles can make a huge difference in how they will perceive it. Studies conducted by commonwealth fund shows that staff and physician input is critical in enhancing the successful adoption of An EHR system. Health experts will definitely have anxieties on how their regular programs will be disrupted by the new system (Hillestad & Taylor, 2005). Making each one an advocate of the system by assigning them roles will win over skeptics and make the transition easier.



Rogers’ theory explored the concept of helicy which describes the unpredictable and how it can bring fear. To remove the unknown, I will advise for training of nurses. It is important to provide proper training on the new system if it is to be effectively used by the staff in the future. Part of the fear in the transition process from an existing system to a new one is because the staff will not be able to use it well. It is the fear of the unknown that may make the staff reluctant in adopting the system. All the fear and doubt in adopting the system can be removed by properly educating the staff on how to use it effectively. It is with proper training that the staff will have confidence that they can effectively use the new system in their daily activities. If the training is good and based on practical things, it will give the staff a chance to experiment with the system and prove its ability in improving the activities of the institutions.

Mandatory Training

Training on the use of the new system should be made mandatory so that every staff get accustomed to the incoming system. The training will be done not only to make staff know how to use the system but to also get their input into how the system can be improved further for efficiency before it is installed (Jha & Blumenthal, 2009).. This is quite significant in avoiding future faults and errors that the system might cause to the daily operations. It gives the staff a chance to try out and feel the applicability of the new method of doing things. This helps the system in being simple and user friendly. It is important for staff to understand that they can easily use the EHR when it kicks off. When the EHR is tweaked and made easily usable to the staff, they will feel confident to adopt it in their operations.


Focus on Needs

Rogers’ explores the concept of pattern and how an interruption in an organization’s system and environment can be controlled for a better human experience. I will control the change by involving the nurses in the search of a system that will best suit most of their needs among a number of systems in the market (Nguyen & Nguyen, 2014). By involving staff in the search of a system, it will help find out what best suits the needs of the hospital.

A system that addresses the needs of staff will be seen as more compatible to the values and principles of the institution. It is going to be difficult to please everyone but if we could find a system that will address a majority of the needs of staff and then customize it based on the demands raised by the staff, I can get a winning system that will be accepted by everybody.

Use of examples

Evaluation is an idea discussed in the Rogers’ theory and how it is important for nurses to study what is effective within their practice. I will embrace evaluation by use of examples on instances where the EHR system has helped other hospitals with the same features as ours. The staff needs to know the advantages that will be brought about by the adoption of the new system. It is only by understanding the opportunities of the new system, will the staff accept it. The staff can be made to understand that the system is coming in having succeeded in other hospitals and we are not the first case. If offered observable results, the team can change their minds and have a different perspective on the importance of the system to the operations of the hospital. It is by providing proof that the EHR will work that the staff can be willing to come in and be a part of it.


Implement it as a process

The importance of processes have been heavily discussed in Rogers’ theory as it brings order and remove unpredictably within the nursing field, I would approach the implementation as a process and not a destination. Many parts of the implementation like training will be continuous because the firm will be receiving new staff on a regular basis. On top of that, when the new EHR system is in place and running, constant changes and updates will be regularly made to it so as that it can be more efficient in operation. To get the most out of the system, ideas will be welcomed even after its adoption so that its performance is maximized for best results.

I plan on slowing the implementation process to ensure that we don’t rush into selecting a system that will be problematic in its operation. At the same time, to avoid delaying the adoption, it is important to plot out the implementation and put up a timeline to avoid getting off track.




Gans, D., Kralewski, J., Hammons, T., & Dowd, B. (2005). Medical groups’ adoption of electronic health records and information systems. Health affairs, 24(5), 1323-1333.
Ludwick, D. A., & Doucette, J. (2009). Adopting electronic medical records in primary care: lessons learned from health information systems implementation experience in seven countries. International journal of medical informatics, 78(1), 22-31.
Hillestad, R., Bigelow, J., Bower, A., Girosi, F., Meili, R., Scoville, R., & Taylor, R. (2005). Can electronic medical record systems transform health care? Potential health benefits, savings, and costs. Health affairs, 24(5), 1103-1117.
Jha, A. K., DesRoches, C. M., Campbell, E. G., Donelan, K., Rao, S. R., Ferris, T. G., … & Blumenthal, D. (2009). Use of electronic health records in US hospitals. New England Journal of Medicine, 360(16), 1628-1638.
Nguyen, L., Bellucci, E., & Nguyen, L. T. (2014). Electronic health records implementation: an evaluation of information system impact and contingency factors. International journal of medical informatics, 83(11), 779-796.











Appendix A:

Communication Plan for an Inpatient Unit to Evaluate the Impact of Transformational Leadership Style Compared to Other Leader Styles such as Bureaucratic and Laissez-Faire Leadership in Nurse Engagement, Retention, and Team Member Satisfaction Over the Course of One Year

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