Change Implementation and Management Plan

present a comprehensive plan to implement changes y o u propose.

Change Implementation and Management Plan should include the following:

• An executive summary of the issues that are currently affecting your organization/workplace (This can include the Workplace Environment Assessment)
• A description of the change being proposed
• Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
• Details about the type and scope of the proposed change
• Identification of the stakeholders impacted by the change
• Identification of a change management team (by title/role)
• A plan for communicating the change propose
• A description of risk mitigation plans y o u would recommend to address the risks anticipated by the change y o u propose

Resources

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

Chapter 4, "Practice Model Design, Implementation, and Evaluation" (pp. 99-154)

Boustani, M., Azar, J., & Solid, C. A. (2020). Agile implementation: A model for implementing evidence-based healthcare solutions into real-world practice to achieve sustainable change. Morgan James Publishing.

Campbell, R. J. (2020). Change management in health care.Health Care Manager,39(2), 50-65.

• National Institute of HealthLinks to an external site.. (n.d.). https://www.nih.gov/health-information

Reinhardt, A. C., Leon, T. G., & Summers, L. O. (2022). The transformational leader in nursing practice -- An approach to retain nursing staffLinks to an external site..Administrative Issues Journal: Education, Practice, and Research,12(1), 1-12. https://doi.org/10.5929/2022.12.1.1

work environment assessment

Summary of Results - Clark Healthy Workplace Inventory	Based on the Clark Healthy Workplace Inventory, the workplace appears very unhealthy, scoring 44. This score indicates significant areas of concern regarding the health and functionality of the workplace environment. Some critical issues highlighted by the inventory include low levels of trust, ineffective communication, lack of employee satisfaction and engagement, insufficient resources for professional growth, and challenges in conflict resolution. Addressing these issues will be critical to improving the overall health and well-being of the workplace and fostering a more positive and productive organizational culture.
Identify two things that surprised you about the results. Also identify one idea that you believed prior to conducting the Assessment that was confirmed.	Two surprising aspects of the results are the low levels of trust within the organization and the lack of emphasis on employee wellness and self-care. These are critical factors in fostering a healthy workplace environment, and their absence suggests significant areas for improvement. One idea that was confirmed by the assessment is the importance of practical conflict resolution skills. The high score indicates that the organization is proficient in addressing disagreements respectfully and responsibly. This underscores the significance of promoting healthy communication practices to navigate conflicts constructively.
What do the results of the Assessment suggest about the health and civility of your workplace?	The assessment results suggest that the workplace's health and civility are concerning. A score of 44 indicates a very unhealthy workplace, and several areas require attention and improvement. The low scores in trust among leadership and communication transparency indicate potential issues with organizational culture and leadership effectiveness. Additionally, the need for more emphasis on employee wellness, fair treatment, and opportunities for professional growth highlights potential challenges in employee satisfaction and engagement. Overall, the assessment results indicate a need for significant interventions to address these issues and foster a healthier and more civil workplace environment.
Briefly describe the theory or concept presented in the article(s) you selected. Explain how the theory or concept presented in the article(s) relates to the results of your Work Environment Assessment.	The article "Taking a Stand Against Workplace Incivility" by McDermott et al. (2021) discusses the prevalence and impact of workplace incivility, defined as rude or disrespectful behavior that violates workplace norms of respect. The article explores strategies for addressing and mitigating workplace incivility, emphasizing the importance of promoting a culture of respect and accountability. This concept of workplace incivility relates directly to the results of the Work Environment Assessment, which indicated a very unhealthy workplace with low scores in areas such as trust, communication, and employee satisfaction. Workplace incivility can manifest in various forms, including a lack of confidence among colleagues or between leadership and employees, poor communication practices, and unfair treatment of employees. The assessment results align with the negative consequences associated with workplace incivility, such as decreased morale, engagement, and overall organizational effectiveness. Addressing workplace incivility requires proactive measures to promote respect, open communication, and accountability. Strategies outlined in the article, such as establishing clear policies against incivility, providing training on respectful communication, and fostering a culture of support and collaboration, can help improve the health and civility of the workplace environment, as indicated by the assessment results. Organizations can c re ate a more positive and productive work environment for all employees by addressing the underlying issues contributing to workplace incivility.
Explain how your organization could apply the theory highlighted in your selected article(s) to improve organizational health and/or create stronger work teams. Be specific and provide examples.	My work organization could implement several strategies to apply the theory highlighted in the selected article "Taking a Stand against Workplace Incivility" to improve organizational health and create stronger work teams. Firstly, we would establish clear policies and procedures outlining expected behaviors and consequences for workplace incivility, drawing on research demonstrating the effectiveness of such policies in reducing incivility (Porath & Pearson, 2013). Secondly, we would provide training programs for employees and managers to raise awareness about workplace incivility and equip them with respectful communication and conflict resolution skills, supported by evidence showing the importance of training in building resilience and mitigating workplace stressors (Leiter & Maslach, 2017). Thirdly, we would promote open communication and feedback channels to facilitate dialogue and support, leveraging research indicating that open communication correlates with lower levels of perceived incivility (Holm et al., 2015). Lastly, we emphasize leadership modeling of respectful behavior and intervention in incidents of incivility, recognizing the significant influence of leadership behavior on organizational culture and employee perceptions (Lim & Lee, 2011). We aim to foster a culture of respect, communication, and accountability through these measures, leading to improved organizational health and stronger work teams.