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Implementation Plan Considerations

                An effective implementation plan for a change initiative in the healthcare sector considers a number of factors including technology, institutional structures, finances, and regulations. This paper examines some of the implementation plan consideration factors for a cultural competency change proposal.

Technological Considerations

                Technology plays a critical role in the implementation of a change plan. For this program, the implementation and evaluation of the training programs are effectively approached using technology. This entails internet enabled devices, projector, and computers for demonstrating examples and training materials. 

Institutional Structures

                The successful implementation of a change or project follows the institutional structures which, according to May, Johnson, and Finch (2016), are critical in ensuring the achievement of the set objectives. Key aspects to follow are the responsibilities and organizational rules. During the implementation of the cultural competence change proposal, consulting with the organizational management ensures that every activity follows the recommended procedures to avoid conflict with the management and promote acceptance. 

Financial Requirements

                Among the core requirements of the development and implementation of change are the finances which facilitate the different activities. For this change process, financial resources are critical in conducting the training, providing incentives for the involved nurses, and supporting activities such as transportation. Failure to develop an effective financial plan may result in untimely completion of the project.

Policy and Regulatory Constraints

                The implementation of a project should follow the required policies including those relating to the organization or the government. These include meeting the hospital’s regulations and state’s directions in project implementation (Dimick & Ryan, 2014). For instance, it is essential to ensure approval to conduct the change project to avoid conflict with the relevant authorities.

Patient Diversity

                This project targets addressing cultural incompetence among nurses. Essentially, cultural professionalism should meet different patients’ needs regardless of their diversity. Therefore, an inclusive training plan that considers patients from all cultures in the hospital setting or community is imperative to avert any discrimination or seclusion.

Buy-in Strategies for Stakeholders

                The change theory adopted is that by Kurt Lewin which entails three steps. In the unfreezing phase, it involves promoting the stakeholders’ awareness of the importance of cultural competence (Cummings, Bridgman, & Brown, 2016). Notably, the stakeholders include nurses and the organization management. During the implementation stage, it is imperative to include the stakeholders in the planning and execution of the project or plan which fosters their acceptance. According to Kuipers et al. (2014), including the stakeholders in the planning and implementation phases prevents resistance to change which is an impeding factor to project completion. 

In summary, change implementation should consider a wide variety of factors including technological, policy, regulation, organizational structure, and buy-in strategies for the stakeholders. This ensures the achievement of the change goals and reduces resistance to change.