You are also submitting Section IV, your plan for evaluating your proposed change. Based on your change theory and evidence on existing best practices:
1. Propose steps for evaluating your suggested changes.
2. Include the indicators that you will use to measure success, both in implementing the change itself and in ensuring quality outcomes for diverse patients.
3. Also discuss the processes you will use for gathering feedback from relevant stakeholders—including nurses, patients, and their families—on what is and is not working in order to support continuous improvement.
|Subject||Writing a proposal||Pages||2||Style||APA|
Evaluating a Change Proposal
The effectiveness of a change proposal is determined by a comprehensive evaluation that matches the actual achievements with the set objectives. This forms part of the last stage of Kurt Lewin change theory which is the refreezing (Wojciechowski, Murphy, Pearsall, & French, 2016). This paper examines the steps, key indicators, and process of gathering feedback from a change proposal.
Steps for Evaluating the Change
In the change proposal aimed at promoting cultural competence among nurses, the key objective is equipping the nurses with professional, cultural skills to address patients from diverse backgrounds. There are three steps for evaluating the change achievements and effectiveness. These include conducting a survey among both the patients and nurses on aspects related to cultural competence, interacting with the patients to establish changes in the quality of service delivery, and establishing other merits associated with cultural professionalism among nurses such as increased number of patients. Notably, these steps examine the achievement of the change objectives.
Indicators to Measure Success
Indicators to the change success are different according to the target stakeholders who include the patients and nurses. Notably, cultural incompetence is associated with reduced interaction between the patient and the healthcare providers, complaints and grievances, dissatisfaction with the quality of care, patient’s poor recovery, and length of hospitalization as a result of a deficiency in cultural quality care (Shen, 2015). In this regard, indicators for the change success among the nurses is reflected in increased awareness of culturally related issues, improved interaction with the patient, and satisfaction in the care they provide. To the patients, indicators of success in the change include satisfaction in the quality of care received, quality relationship with the nurses, reduced complaints and grievances, and effective communication with the healthcare providers. Quality and safety in care are reflected in the reduced length of stay at the hospital and improved patient outcome.
To gather feedback from the relevant stakeholders including patients, nurses, families and the management, a survey is essential which employs different data collection approaches. This reflects on the importance of mixed methodology strategy. Questionnaires will be administered to the patients and nurses with specific questions related to cultural competence while focus groups will be essential in interacting with the different stakeholders to identify the key milestones and gaps which inform the future improvement strategies.
In summary, evaluating the performance of the change proposal is centred on various aspects according to the target stakeholder. While critical indicators for nurses will include their degree of awareness and competence, those for patients include satisfaction level, quality of care received and reduced complaints and grievances.
Shen, Z. (2015). Cultural competence models and cultural competence assessment instruments in nursing: a literature review. Journal of Transcultural Nursing, 26(3), 308-321.
Wojciechowski, E., Murphy, P., Pearsall, T., & French, E. (2016). A case review: Integrating Lewin’s theory with lean’s system approach for change. OJIN: The Online Journal of Issues in Nursing, 21(2).