Dear Writer, good afternoon, That is my post on the discussion board And that is how the instructor replied to the post. Now, I would like to reply to the instructor. Please reply to the instructor accordingly.

Application of ADKAR Model for Change Implementation

In a dynamic healthcare environment, the ADKAR model can be applied effectively to successfully implement a change. ADKAR stands for awareness, desire, knowledge, ability, and reinforcement. This model focuses on individual change and addresses employees' concerns to adequately support them in achieving the change goal.

Management of Organizational Change

To effectively manage organizational change, leaders need to develop awareness among employees which involves communication, explaining the benefits of intended change, and addressing their anticipations and concerns regarding the change for a smooth transition. As mentioned by Ali et al. (2021), Nurses engagement is essential in change implementation where their personal and professional goals need to be prioritized. Therefore, inspiring and motivating members to embrace the transformation helps a desire for change. Nurses also need relevant knowledge and skills to effectively implement the change where training sessions, workshops, and educational resources will play a pivotal role in ensuring their readiness and adaptability to their roles and responsibilities. To overcome barriers, nurses will need ongoing assistance and necessary tools such as technology equipment that help overcome the challenges they encounter in the process (Saab et al., 2021). Lastly, reinforcing change-focused positive behaviors such as rewarding and recognizing employee contribution will help sustain behaviors and attitudes conducive to change.

Role of Stakeholders

Stakeholders play a key role in extending feedback, support, and guidance during the change process. For instance, during the change process, patients can provide important input on the effectiveness of a medical procedure that will support decision-making. Nurse employees will play an important role in presenting the practical issues faced during the implementation of change (Nilsen et al., 2020). Additionally, by providing various perspectives and views they can identify innovative approaches to solve existing issues.

References

Ali, M. A., Zafar, U., Mahmood, A., & Nazim, M. (2021). The power of ADKAR change model in innovative technology acceptance under the moderating effect of culture and open innovation.LogForum,17(4).

Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020). Characteristics of successful changes in health care organizations: an interview study with physicians, registered nurses, and assistant nurses.BMC health services research,20, 1-8.

Saab, M. M., Hegarty, J., Murphy, D., & Landers, M. (2021). Incorporating virtual reality in nurse education: a qualitative study of nursing students' perspectives.Nurse Education Today,105, 105045.

THAT IS HOW THE INSTRUCTOR REPONDED. PLEASE REPLY TO THE INSTRUCTOR ACCORDINGLY.

Delgo,

Nice post! Thank you for your overview of ADKAR, it was great. Often, financial support for the change is necessary. This can be difficult for staff nursing to see or even identify, especially when staffing is challenged and the solution nurses want is more nurses. As we move more into the topics and as you progress through the courses, I challenge each of you to step back a few paces and try to understand the challenges of an organization as a whole. What would you do to motivate department directors if you were the CNO? How do you answer to corporate leaders if you are the CEO and the expected change is not occurring? Does it make you a better team-player today?

Dr. Smith