Week 7

: NR701:

Reflection on Learning

 

· Points 100

 

· Submitting a file upload

Purpose

The purpose of this activity is to deepen learning through reflective inquiry. It will allow for expansion in self-awareness, identification of knowledge gaps, and assessment of learning goals.

Course outcomes: This assessment enables the student to meet the following course outcomes:

· Investigate practice problems relevant to advanced nursing practice. (PO 1,3, 4, 5, 6, 9)

· Appraise practice problems at the micro, meso, and macrosystems levels. (PO 2, 3, 4, 5, 6, 9)

· Examine the role of stakeholders in change and translation science. (PO 1, 4, 6)

· Utilize ethical considerations and theories relevant to translation science. (PO 3, 4, 5)

· Compare and contrast differences and similarities in change models, conceptual frameworks, and translation models. (PO 3, 5, 6, 9)

· Explore the structure and function of the interprofessional team in the translation of evidence. (PO 4, 6, 8, 9)

· Assess challenges and barriers related to evidence translation. (PO 3, 5, 9)

Due date: Sunday 11:59 p.m. MT at the end of Week 7. The Late Assignment Policy applies to this assignment.

Total points possible: 100 points

Preparing the assessment

Follow these guidelines when completing this assignment. Contact your course faculty if you have questions. It is each student’s responsibility to save and maintain all artifacts required in the 

e-Portfolio. (Links to an external site.)

 

1) Write a brief 1-2 paragraph weekly reflection addressing the questions posed in the Reflect section of each weekly module. Edit your Reflection to include each weekly reflection.

2) Include the following sections in your Reflection.

Week 1

Week 1: National Practice Problem Exploration

Evidence translation begins with the identification of a problem or concern. Reflect upon the eight national practice problems presented in the Global Burden of Disease Research. Select one of the practice problems to address the following.

· From a global/nationwide perspective, how does the selected practice problem
Cancer
impact nurses, nursing care, healthcare organizations, and the quality of care being provided?

· Identify the national level key stakeholders who are affected by the practice problem and stakeholders involved in resolution. Cancer Global Problem

· Are clinical practice guidelines used to address this problem? Why or why not? If used, provide a brief overview of the CPG. If a CPG is not used, propose an intervention that could be implemented on a national scale to address the problem. Cancer Global Problem

· Provide
one specific example of how you achieved the weekly objectives
.

· What did you learn from this week to challenge your beliefs or attitudes?

· How will this knowledge improve your effectiveness as a practice scholar?

Week 2

Week 2: Local Practice Problem Exploration

Reflect upon the
selected national practice problem ( Cancer as a global problem)
in Week 1 to address the following.

· From a local perspective, how does the practice problem impact nurses, nursing care, healthcare organizations, and the quality of care being provided?

· Identify the local key stakeholders related to the selected practice problem.

· Describe one approach used at your unique setting to address this problem. From your perspective, is this intervention effective in addressing the problem? Why or why not? If this practice problem is not addressed at your workplace, propose an intervention that could be implemented on a local scale to address the problem.

· Provide
one specific example
of how you achieved the weekly objectives.

· Why is the information important?

· In what ways will you use this learning?

Week 3

Week 3: Ethical Considerations 

Translation of a research-based intervention to practice involves a critical review of numerous published research studies to discern if individuals – research subjects – were treated according to the ethical values and principles as defined by the Code of Federal Regulations (CFR). Reflect upon your selected practice problem and the eventual research-based intervention you select for your practice change project and address the following.

· What are the potential benefits and harms related to your selected practice problem ( NURSING shortage and how this affect cancer patients) when considering a research-based intervention for your practice change project?

· Are there competing personal or professional values related to this research-based intervention that might impact the implementation of this intervention in your practice setting?

· What types of objections might be raised? How will you explain your decision to key stakeholders to address these objections?

·
Provide one specific example
of how you achieved the weekly objectives.

· What is the benefit of the learning?

· What values can you reaffirm or want to reconsider after this learning?

Week 4

Week 4: Change Models

Select one of the organizational or behavioral change models which were used successfully for evidence-based practice change in healthcare for many years. Select one model or theory from the readings or lesson this week and:
• List the steps or the components in the change model or theory.
• Does the model or theory contain a component for appraising the evidence?
• Does the model or theory contain a component for networking with the stakeholders during all phases of practice change?
• Does the model contain components for identifying barriers and addressing barriers to implementation?

· Provide one specific example of how you achieved the weekly objectives.

· Which change model or conceptual framework did you find most valuable and why?

· In what ways, if any, do your practices inhibit reform?

Week 5

Week 5: Translation Models 

Reflect upon your selected practice problem ( Nursing shortage in cancer units and how this affect patient outcomes negatively) to determine a possible solution and address the following.

· Create an action plan using a translation theory or model to implement the proposed solution. 

· Provide a description of each component in the translation model.

· What are the barriers to implementation? What are the facilitators to overcome these barriers?

· Who are the stakeholders involved? What are their roles?

· What resources are needed for successful implementation of the solution?

· Provide one specific example of how you achieved the weekly objectives.

· Which
translation model
did you find most valuable and why?

· How receptive are you to embracing change and reform?

Week 6

Week 6: Interprofessional Collaboration

As a practice scholar, you are called to respond to a recurring medication administration error at your workplace setting and identify strategies to prevent future recurrence through interprofessional collaborative practice. Your first step is to assemble the interprofessional team. Consider the following.

· Who is on your team? What are the roles, responsibilities, and abilities of the team members?

· How will you work together? How will you determine accountability and task distribution? Identify ways to distribute and follow up on tasks among interprofessional team members.

· What strategies will you use to facilitate effective communication and collaboration?

· Provide one specific example of how you achieved the weekly objectives.

· What approach do you use in working with others throughout the change process?

· What is your response to change? Is it inclusive of other team members? Why or why not?

Week 7

Week 7: Evidence Translation and Change

Reflect upon the selected practice problem in Weeks 1 and 2 and consider the following.

· What are the common barriers to evidence translation in addressing this problem?

· What strategies might you adopt to be aware of new evidence?

· How will you determine which evidence to implement?

· How will you ensure continuation or sustainability of the change?

· Provide one specific example of how you achieved the weekly objectives.

· What goals will you set in accordance with what you have learned

· How has course information changed your ways of knowing?

Writing Organization and Mechanics

· Grammar and mechanics are free of errors.

Rubric

Reflection on Learning

Reflection on Learning

Includes no fewer than 3 requirements for weekly reflection.

11 pts

Includes no fewer than 2 requirements for weekly reflection.

10 pts

Includes no fewer than 1 requirements for weekly reflection

0 pts

No requirements for this section presented.

13 pts

13 pts

13 pts

Includes no fewer than 3 requirements for weekly reflection.

11 pts

Includes no fewer than 2 requirements for weekly reflection.

10 pts

Includes no fewer than 1 requirements for weekly reflection

0 pts

No requirements for this section presented.

13 pts

13 pts

Includes no fewer than 3 requirements for weekly reflection.

11 pts

Includes no fewer than 2 requirements for weekly reflection.

10 pts

Includes no fewer than 1 requirements for weekly reflection

0 pts

No requirements for this section presented.

13 pts

13 pts

Includes no fewer than 3 requirements for weekly reflection.

11 pts

Includes no fewer than 2 requirements for weekly reflection.

10 pts

Includes no fewer than 1 requirements for weekly reflection

0 pts

No requirements for this section presented.

13 pts

13 pts

Includes no fewer than 3 requirements for weekly reflection.

11 pts

Includes no fewer than 2 requirements for weekly reflection.

10 pts

Includes no fewer than 1 requirements for weekly reflection

0 pts

No requirements for this section presented.

13 pts

13 pts

Includes no fewer than 3 requirements for weekly reflection.

11 pts

Includes no fewer than 2 requirements for weekly reflection.

10 pts

Includes no fewer than 1 requirements for weekly reflection

0 pts

No requirements for this section presented.

13 pts

Presents information using clear and concise language in an organized manner (0-1 errors in English grammar, spelling, syntax, and punctuation).

8 pts

Presents information using clear and concise language in an organized manner (2-3 errors in English grammar, spelling, syntax, and punctuation).

7 pts

Presents information using understandable language; information is not organized (3-4 errors in English grammar, spelling, syntax, and punctuation).

0 pts

Presents information that is not clear, logical, professional or organized to the point that the reader has difficulty understanding the post (5 or more errors in English grammar, spelling, syntax, and/or punctuation).

9 pts

Criteria	Ratings	Pts
This criterion is linked to a Learning OutcomeWeek 1 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience								13 pts
This criterion is linked to a Learning OutcomeWeek 2 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience						13 pts Includes no fewer than 3 requirements for weekly reflection. 11 pts Includes no fewer than 2 requirements for weekly reflection. 10 pts Includes no fewer than 1 requirements for weekly reflection 0 pts No requirements for this section presented.
This criterion is linked to a Learning OutcomeWeek 3 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience
This criterion is linked to a Learning OutcomeWeek 4 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience
This criterion is linked to a Learning OutcomeWeek 5 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience
This criterion is linked to a Learning OutcomeWeek 6 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience
This criterion is linked to a Learning OutcomeWeek 7 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience
This criterion is linked to a Learning OutcomeWriting Organization and Mechanics Requirements: Grammar and mechanics are free of errors.		9 pts
Total Points: 100

Running head: THE CANCER GLOBAL PROBLEM 1

THE CANCER GLOBAL PROBLEM 2

The Cancer Global Problem

Leonard Einstein

Chamberlain University

The Cancer Global Problem

From a global/nationwide perspective, how does the selected practice problem impact nurses, nursing care, healthcare organizations, and the quality of care being provided?

Cancer makes up a national problem based on the global burden of disease. The ailment makes up a key issue based on the increase in the number of victims affected with the ailment. Apparently, the numbers keep increasing rather than decreasing creating a major health issue that needs to be positively addressed based on the issues that seem to surround it. Within the United states the number of people with cancer us at 1.8 million (Seffrin, 2017). Around the globe, the number is recorded to be at 18.1 million. The recorded deaths on the year 2018 were at 9.6 million. The figures clearly indicate that the ailment is a rising concern in the society that needs to be appropriately addressed based on the implication that surrounds the matter. Based on the number cancer is a problem that appropriate measures needs to be taken to address.

Nurses makes up the individuals that are widely affected with the practice. This is because they are the individuals that offer primary care to the patients. After the patients are diagnosed with the ailments and have undergone through various treatment levels, nurses have the duty of ensuring that they receive primary case. The nursing care for the affected individuals is a continuous process that needs to be handled through the observation of the correct practices that needs to be observed (Gwede & McDermott, 2016). The healthcare organizations make up the key bodies that might be affected with the practice if appropriate caution is not taken. The pressure for the organization to have the latest equipment that facilitates the treatment of the issue is a dominant case that needs to be appropriately addressed. The improvement of care quality is a dominant issue that needs to be positively addressed and reflected upon.

Identify the national-level key stakeholders who are affected by the practice problem and stakeholders involved in the resolution.

The health department makes up the key stakeholder that is affected by the problem. They are the body that provide the nation with the direction that needs to be taken. The matter is based on the financing of research and important ideals that needs to be observed to ensure that long term measures are put in place to handle the matter in an appropriate way. the focus is reflecting on the positive measures that needs to be taken to the interest of the country. The CDC is the other body affected with the practice. They provide the directions in terms of treatment and awareness that needs bro be achieved by the country. It is a dominant factor that calls for the correct rive action to deal with the issue in an appropriate way.

Are clinical practice guidelines used to address this problem? Why or why not? If used, provide a brief overview of the CPG. If a CPG is not used, propose an intervention that could be implemented on a national scale to address the problem.

The existence of a clinical guidance in dealing with the matter calls for the creation of predominant measures that are focused on presenting options that are relevant to observe and reflect upon. It is a positive measure that is focused on the presentation of goals that are likely to reflect on the interest of the learners alone. The use of cancer screening makes up one of the common CPG that is applied in the case (Stjernswärd, 2018). It is the only way to identify the various forms of cancer affecting the society. It calls for a long-term measure that would ensure that the matter is handled before it negatively affects the society in terms of application and other respective measures involved in the process. The national intervention measures need to focus on the wide scale coverage to ensure that the matter is appropriately handled.

References

Gwede, C. K., & McDermott, R. J. (2016). Prostate Cancer Screening Decision Making Under Controversy: Implications for Health Promotion Practice. Health Promotion Practice, 7(1), 134–146.

Seffrin, J. R. (2017). Conquering Cancer in the 21st Century: Leading a Movement to Save More Lives Worldwide. Health Education & Behavior, 38(2), 111–115.

Stjernswärd, J. (2018). Cancer Pain Relief – An Urgent Public Health Problem. Journal of Palliative Care, 1(2), 29–30.

5

Local Practice Problem Exploration

Name

Institution

Course

Instructor

Date

Local Practice Problem Exploration Related to Cancer Patients

Nursing Staff shortage in cancer care facilities is one of the problems that affect many local healthcare organizations in Florida. It alludes to an inadequate number of workers in cancer medical facilities that cannot serve the patient population. As a result, the few nursing staff members cannot adequately perform the healthcare tasks. The shortages are caused by the increased need for healthcare that has been caused by an increased number of elderly populations as well as the newly diagnosed patients with different types pf cancer who need constant medical attention (Griffith et al., 2021). Subsequently, the ACA has made medical services more affordable; hence more people visit healthcare facilities to seek treatment for different multimorbidities. Nurses are the ones affected most by the practice problem of cancer as well as physicians because there is a general shortage of nursing skilled personal to work on oncological units. Since 2014, cancer has been the second prominent reason of death in the state of Florida, after heart disease ( which is still the first cause) . In the three year period from 2016-2018, the total amount of cancer deaths was exactly 132,614. There’s an average of 115,000 new cancers diagnosed and reported almost every year to the statewide cancer registry (Florida Cancer Control & Research Advisory Council, 2020)

Impacts of the Problems

The problem impacts nurses by increasing their workloads. The nurses have to care for many oncological patients, leading to extreme exhaustion and burnout. The number of patients that each nurse is required to care for has increased drastically, causing an imbalance in the nurse-to-patient ratios in the medical units (Winter et al., 2021). The problem has also affected nursing care. The process of caring for many patients simultaneously has reduced the quality of nursing care provided to ailing individuals. The staff shortages also affect healthcare organizations. It causes a decline in its efficiency in providing care to the patient population. Further, staff shortages in oncological units also affect the quality of care offered in a healthcare organization (Griffith et al., 2021). The care standards diminish because the patients have to wait for a longer duration before they are served. As a result, they are discontented with the services that they receive. Another significant problem is that there is a safety issue for oncological nurses who are unnecessarily exposed more than the safe time to patients receiving chemotherapy and radiation. The shortages of nurses has made that nurses have to take care of more workload of patients receiving radiation therapy and making them to be exposed to radiation for longer periods than the recommended time (Florida Cancer Control & Research Advisory Council, 2020).

Key Stakeholders Related to Practice Problem

The key stakeholders who are affected by the problem of staff shortages in healthcare organizations include patients and nurses equally. Patients are the primary beneficiaries of the services provided in medical facilities; therefore, staff shortages impact them directly, other nurses who work in the health care are affected as well due to the increased workload (Griffith et al., 2021). The government is also a fundamental stakeholder in the issue related to staff shortages. It is tasked with ensuring that the citizens have access to adequate health. Therefore, the staff shortage impedes the government’s goal of providing sufficient healthcare to the masses. The employees in the organization, including the nurses, doctors, nursing assistants, are also stakeholders in the staff shortage issue (Winter et al., 2021). They are directly affected when there are limited staff members in the healthcare organization because, in such circumstances, their workloads increase.

Approach for Resolving the Issue

The approach used to resolve the staff shortage in the local facility is seeking additional funding and the creation of more nursing programs and incentive programs to recruit nurses who wants to specialize in oncology, which will enable the facility to recruit extra workers in the organizations. The new employees will reduce the workload that each employee is expected to handle, increasing their efficiency and working pace (Oleribe et al., 2019). The strategy also helps in improving the quality of care that patients receive. The healthcare organization seeks funding from government and non-governmental agencies.

The strategy effectively resolves the issue because it increases the financial resources that the healthcare facility has in its possession. As a result, it can afford to hire more staff members to work in the institutions (Oleribe et al., 2019). Additionally, the facility can acquire individuals with the expertise needed to meet patients’ varying needs and deliver holistic care that elicits positive outcomes. If the problem is not addressed in the healthcare institution, the local community will be required to train more individuals in healthcare-related work to increase the number of available individuals to fill the positions.

The primary risk factors in my local area for cancer are: not following a healthy diet , smoking , lack of exercise and not getting regular physical activity, family history , and exposure to certain chemicals due to working in factories or other manufacturing companies that expose the patient to these substances (Florida Cancer Control & Research Advisory Council, 2020).

Disparities present in this population are that certain groups continue to be at increased risk of developing or dying from particular cancers for example Blacks/African Americans have higher death rates than all other racial/ethnic groups to cancer types ( except for skin cancer and melanoma). African American women are more likely than Caucasian white women of dying from breast cancer. African-American men are two times as likely as White men to die of prostate cancer. Hispanic/Latino population as well as Black/African-American women have greater rates of cervical cancer than females of other racial/ethnic groups (Florida Cancer Control & Research Advisory Council, 2020).

Conclusion

A shortage of skilled personnel is a crucial issue with which many local organizations in contemporary society are grappling. The insufficient staff volumes negatively impact nurses and the nursing process, the quality of care that is disseminated, and the healthcare organizations. It is also affecting other stakeholders, including the patients , the nurses and the government. Therefore, it is necessary to find practical solutions to the problem, such as increasing the funding available to hire more skilled nurses.

References

Florida Cancer Control & Research Advisory Council. (2020). Florida Cancer Plan 2020-2025. Retrieved from

https://ftp.cdc.gov/pub/Publications/Cancer/ccc/florida_ccc_plan-508

Griffiths, P., Saville, C., Ball, J. E., Jones, J., Monks, T., & Safer Nursing Care Tool study team. (2021). Beyond ratios-flexible and resilient nurse staffing options to deliver cost-effective hospital care and address staff shortages: a simulation and economic modelling study. International Journal of Nursing Studies, 103901.

https://doi.org/10.1016/j.ijnurstu.2021.103901

Oleribe, O. O., Momoh, J., Uzochukwu, B. S., Mbofana, F., Adebiyi, A., Barbera, T., … & Taylor-Robinson, S. D. (2019). Identifying key challenges facing healthcare systems in Africa and potential solutions. International journal of general medicine, 12, 395.

https://dx.doi.org/10.2147%2FIJGM.S223882

Winter, V., Schreyögg, J., & Thiel, A. (2020). Hospital staff shortages: Environmental and organizational determinants and implications for patient satisfaction. Health Policy, 124(4), 380-388.

https://doi.org/10.1016/j.healthpol.2020.01.001

Running head: ETHICAL CONSIDERATIONS IN RESOLVING PRACTICE PROBLEMS 1

ETHICAL CONSIDERATIONS IN RESOLVING PRACTICE PROBLEMS 2

Ethical Considerations in Resolving Practice Problems

Student’s Name

Institution Affiliation

Ethical Considerations in Resolving Practice Problems

Patients with cancerous growths require constant care due to the severity of their condition and deteriorating health condition. They experience extreme pain and incapacitation and may need help with daily living activities when the disease is in advanced stages. Subsequently, the treatment processes used in the ailment, such as chemotherapy, have severe adverse reactions that affect the patients severely. Therefore, nursing staff shortage in cancer units is a significant practice problem that should be addressed promptly (Paterson et al., 2020). This essay scrutinizes how raising finances to employ additional staff members and task shifting can impact the quality of care in patients with cancerous growths. It looks at the ethical implications of the research-based intervention and how the issue can be addressed. The need for recruiting more oncological nurses to deal with the demands on patients suffering from cancer.

Potential Benefits and Harms of the Research-Based Intervention

The number of healthcare professionals available to care for cancer patients can be escalated by seeking additional funding to employ extra workers and using the task-shifting model to enhance patient care. Task shifting entails delegating healthcare institutions’ tasks from the more experts nurses to the less experienced nursing staff members (Karimi-Shahanjarini et al., 2019). The process helps in giving the experienced healthcare experts nurses the chance to handle more complex roles. For instance, the primary medical functions and procedures will be delegated to the newly hired workers. On the other hand, the highly skilled individuals focus on dealing with clinical cases that need higher competencies to handle.

The potential benefits of using the strategy include resolving the problem of short staffing adequately. It increases the number of healthcare employees available to cater to the patients’ needs suffering from cancer. Subsequently, the technique reduces the cost of accessing treatment for cancerous growths because fundamental tasks are performed by staff members whose salary scale is significantly lower (Seidman & Atun, 2017). Usually, treating the condition is quite expensive; hence, reducing the expenses would benefit the patients. Further, the availability of many professionals who can cater to the patient makes healthcare delivery more efficient. It prevents the crisis that arises when there is a shortage of essential healthcare professionals such as physicians and nurses. The harm that the intervention can cause includes patient dissatisfaction due to doubts about those caring for them, specially new grads nurses or less experienced staff. Further, the practice may pose a risk to the patient’s safety and well-being because the less qualified individuals are more likely to commit medical errors that expose that patient to harm (Seidman & Atun, 2017). Also, the organizations undergo an extra cost of training employees before the task shifting process commences. Both of these are the harms of the Research-Based Intervention.

Competing Person/Profession Values

The competing professional and personal values related to task shifting include the need to deliver quality care to the patients and reduce the workload with which the healthcare workers have to grapple. Professional values require healthcare workers to disseminate quality care at all times (Seidman & Atun, 2017). On the other hand, their values necessitate them to care for their well-being by reducing their workload, which causes burnout and is detrimental to their health.

Objections that Stakeholders may raise about the Strategy and how they will be addressed

The first objection that stakeholders may raise concerning applying the strategy in caring for cancerous patients is that the quality of care in the organization will be compromised. Individuals who have cancer require specialized care; hence inadequacies in their management can be detrimental to their health (Paterson et al., 2020). Another significant objection that the stakeholders may raise is whether the strategy would be viable in the long run.

Concerns over the possibility of the quality of care reducing will be addressed by assuring the stakeholders that the less qualified personnel will be monitored closely to ensure that they perform their designated roles competently. The skilled personnel will supervise them as they perform the tasks and advise them accordingly (Paterson et al., 2020). Similarly, the strategy’s long-term viability will be addressed by assuring the stakeholders that it is only a temporary solution to reduce the pressures caused by staff shortages and ensure continuity of care in the cancer units as more permanent solutions are instigated.

Conclusion

Care of patients ailing from cancerous growths is a critical process that requires adequate skills. Therefore, the interventions instigated to reduce staff shortages should be closely analyzed to deduce the harms and benefits to the patients’ care. Subsequently, they should be examined to gauge whether they cause clashes between healthcare professionals’ professional and personal values. Close analysis of the intervention models is necessary to address any objections that the stakeholders may have about implementing the interventions to resolve practice problems.

References

Karimi‐Shahanjarini, A., Shakibazadeh, E., Rashidian, A., Hajimiri, K., Glenton, C., Noyes, J., … & Colvin, C. J. (2019). Barriers and facilitators to the implementation of doctor‐nurse substitution strategies in primary care: a qualitative evidence synthesis. Cochrane Database of Systematic Reviews, (4).

https://doi.org/10.1002/14651858.CD010412.pub2

Paterson, C., Gobel, B., Gosselin, T., Haylock, P. J., Papadopoulou, C., Slusser, K., … & Pituskin, E. (2020, April). Oncology nursing during a pandemic: critical reflections in the context of COVID-19. In Seminars in oncology nursing (p. 151028). WB Saunders.

https://doi.org/10.1016/j.soncn.2020.151028

Seidman, G., & Atun, R. (2017). Does task shifting yield cost savings and improve efficiency for health systems? A systematic review of evidence from low-income and middle-income countries. Human resources for health, 15(1), 1-13.

https://human-resources-health.biomedcentral.com/track/pdf/10.1186/s12960-017-0200-9

1

Running Head: Diffusion of Innovation Theory

4

Diffusion of innovation Theory

Diffusion of Innovation Theory

Leonard Einstin

Chamberlain University

03/23/2021

The diffusion of innovation theory is among the ancient social science models that were established in communication. The diffusion of innovation theory has major components, including the social system, time, communication channels and innovation (Dearing, & Cox, 2018). The social system includes how individuals connect in groups and networks. The element of the social system illustrates how people learn through friends who also learn from other distant friends. Society and other organizations also offer support mainly for the adoption and conformance of certain ideas. Time is an essential component in the diffusion of innovation theory because it plays a crucial role in communication channels. During the adoption process, there is a time element and persons may be aware of the idea before they adopt it because they are waiting for the appropriate time or they are trying to find substantial evidence. For ideas to be transmitted in the health care industry, there must be a component of communication channels. Among the simplest and most used medium is face to face communication because it includes other aspects like vocal intonation and body language. The most important component is the innovation which is the actual idea itself. Stakeholders in the nursing practice usually think about the idea and decide whether to adopt it or reject it.

The theory contains various components of appraising the evidence, such as the size, validity and quality of the research. The theory carries out trials that have a large number of patients in order to avoid being incorrect due to the random play of chance. The research uses trials that are applied in clinical practices and usually present results that make sense (Grove, & Gray, 2018). In relation to the quality, randomized trials are used to avoid observer and selection bias and in instances where the person knows what occurred to most of the subjects in the trial.

During the entire stages of practice change, diffusion of innovation theory contains certain components for networking with the stakeholders, including trying to find an answer to every question, developing long-lasting personal relationships among the stakeholders and gaining a different perspective. The theory also defines some components for networking, such as building confidence, acquiring career support and advice, gaining more knowledge and new ideas.

The diffusion of innovation theory comprises various components for determining barriers and addressing those barriers to the execution of the innovation. The major steps that are used to identify and overcome those barriers are categorized into understanding barriers to change, identifying barriers to change, overcoming them and finally mapping barriers to methods (Raymaker, et al., 2017). These components offer practical suggestions to enhance change in clinical practice since they are applicable in public health settings.

Reference

Dearing, J. W., & Cox, J. G. (2018). Diffusion of innovations theory, principles, and practice. Health Affairs, 37(2), 183-190.

Grove, S. K., & Gray, J. R. (2018). Understanding Nursing Research E-Book: Building an Evidence-Based Practice. Elsevier Health Sciences.

Raymaker, D. M., McDonald, K. E., Ashkenazy, E., Gerrity, M., Baggs, A. M., Kripke, C., … & Nicolaidis, C. (2017). Barriers to healthcare: Instrument development and comparison between autistic adults and adults with and without other disabilities. Autism, 21(8), 972-984.

Running Head: Week Five Discussion Board 1

WEEK FIVE DISCUSSION BOARD 4

Translation Models

Leonard Einstein

Chamberlain University

Week Five Discussion Board

The introduction of a new system into existing structures is a complex process that requires a well-planned strategy. Therefore, introducing a task-shifting model in the local practice to reduce staff shortages in managing patients with cancer necessitates an efficient technique that will elicit positive outcomes. The process that can effectively resolve the problem is the translational model. The framework involves four significant domains in implementing an action plan, including scrutinizing the nature of the solution to be implemented and the communication process used. It also includes determining the stakeholders involved in the process and the social systems that will support the implementation process (Spoth et al., 2021). Therefore, the action plan used in implementing the proposed solution is outlining the action taken to transform the organization and those who will choreograph the changes. Afterward, the organization will identify the strategic date for initiating the changes, pool the resources needed to carry out the process, and encourage effective communication amongst the involved parties.

The components inherent in the translation model include the identification of the proposed solution. The step involves pointing out the fundamental structures inherent in the solution and passing the information to the healthcare workers using different methods such as posters and sending emails and other communication means (White et al., 2019). The second component is identifying the beneficiaries of the solution and structuring strategies for obtaining feedback on the solution’s effectiveness. In the proposed solution, the end-users are cancer patients. They will be analyzed to deduce how the task-shifting process impacts the quality of care they receive and its outcomes. The next phenomenon that is analyzed is communication. There are different ways in which the changes can be communicated to the relevant parties. For example, the healthcare professionals will be educated on how they can incorporate the solution in clinical settings (Spoth et al., 2021). Another significant component of the translational model of implementing change is social systems. Social systems allude to the environmental elements of change, including the organizational standards of practice and the remunerative procedures.

Barriers to Implementation of Solution

Several barriers can impede implementing a task-shifting model to solve staff shortages in a local organization that cares for cancer patients. The first barrier is the policies of the organization. If an organization’s policy does not permit the practice, implementing it can be challenging (Feiring & Lie, 2018). The second barrier is the lack of finances to fund the initiative. Although task-shifting lowers healthcare costs when successfully implemented, it has considerable initial costs. Lack of adequate finances to support processes such as recruiting and training the staff to whom the tasks will be delegated may impede the program’s implementation (Feiring & Lie, 2018). The facilitators that can overcome the barriers include advocating for changes in the organization’s policy to incorporate task shifting. Subsequently, it also includes seeking funding from grants and government agencies.

Stakeholders and their Roles

The stakeholders involved in implementing the solution include healthcare professionals. The role is to put the proposed solution into action. The patients are also significant stakeholders in the process (Feiring & Lie, 2018). Their part is to accept the new strategy to experience its positive effects. The executives in the organization and government agencies are also significant stakeholders. They will provide the assets needed to resolve the issue successfully.

Resources Needed to Implement the Solution

The elements needed to resolve the problem include monetary and human resources. Funds will be used to finance the activities inherent in the project (Feiring et al., 2018). On the other hand, human resources are imperative in carrying out the processes needed to implement the project.

Conclusion

The translational model is vital in implementing the task shifting process to solve the shortage of staff members in cancer units. The model has four specific domains which structure it. It is also significant to identify the factors that bar implementation of the solution and their solutions. Stakeholders and resources are also essential elements in implementing the solutions.

References

Feiring, E., & Lie, A. E. (2018). Factors perceived to influence implementation of task shifting in highly specialised healthcare: a theory-based qualitative approach. BMC health services research, 18(1), 1-10.

https://doi.org/10.1186/s12913-018-3719-0

Spoth, R., Franz, N., & Brennan, A. (2021, February). Strengthening the power of evidence-based prevention in cooperative extension: A capacity-building framework for translation science-driven behavioral health. In Child & Youth Care Forum (Vol. 50, No. 1, pp. 121-145). Springer US.

https://doi.org/10.1007/s10566-020-09559-0

White, K. M., Dudley-Brown, S., & Terhaar, M. F. (Eds.). (2019). Translation of evidence into nursing and healthcare. Springer Publishing Company.

Running head:

Interprofessional collaboration 2

Interprofessional collaboration 2

Interprofessional collaboration in Preventing Medication Errors

Chamberlain University

Leonard Einstein

04/06/2021

Assembling an interprofessional team to address the recurring medication error requires collaboration among stakeholders whose departments contribute to the common medication error cases. One of the major causes of medication errors is miscommunication among the physicians and nurses and between the doctor/nurse and the patient. Medication errors occur in ordering or prescription of the drugs, documentation, transcribing, administering which includes use of wrong route of administration, the incorrect dosage, dispensing and monitoring (Tariq et al, 2021).

It is also crucial to double check medications that are contraindicated for a specific population group, medications that are contraindicated for certain diseases, medications that cannot be prescribed if the patient is taking another medication. For example if a patient is taking amitriptyline for depression, the patient cannot concurrently take any nervous system depressant such as a benzodiazepine which can lead to further respiratory depression and respiratory failure.

Based on the root causes of medication errors outlined, the interprofessional team would involve the hospital health administrator, a representative from the nursing department, nurse educator, representative from the pharmacology department, the health information technician and the lead physician. The members of the team would have unique roles depending with the department in which each works in. The health administrator as part of the hospital management has a better access of the decision-making processes and implementation of policies and recommendations made or suggested in meetings. The responsibility of the health administrator as part of the health administrator is to ensure that the recommendations made during the team meetings aligns with the hospital policies. Also, the health administrator has the ability of presenting the discussed prevention strategies to the hospital board which effects the policies into regulations.

A representative from the nursing department serves a significant role in the team based on the fact that some of the medication errors related to monitoring arise from the inefficiencies in the nursing staff section, the nurse is the individual who actually administer the medication so it has a crucial role in preventing medication by making sure that double check the appropriate drug for the appropriate disease, the appropriate dosage , the appropriate route of administration ( example oral or intravenous) . Nursing team members should to understand that is very important to talking if they believe confused or feeling that an instruction is entered erroneously. When they feel allowed to corroborate correctness of directives, the probability of a medication administration error is diminished.

The nursing representative would assist in providing the possible reasons for the medication errors which are related to the department. The nurse representative has a responsibility of ensuring continuous vigilance and proper administration of medications to patients. As a key player in the administration of care, inclusion of a nursing representative helps in effecting the strategies developed in the team. The nurse educator has the role of ensuring that the nursing students develop the right skills and professionalism which reduce medication errors before starting the actual practice. The representative from pharmacology has the responsibility of sharing reasons for the medication errors associated with drug dispensing and ways to rectify the inefficiencies. The health information technician has the responsibility of developing strategies to reduce medication errors associated with transcribing and communication across doctors through the systems and electronic health records. The lead physician serves the responsibility of oversight in the team and providing overall recommendations on how to prevent medication errors (Tariq, 2021).

In ensuring accountability and task distribution, the team should identify all tasks required to be completed after which the tasks are allocated amongst team members. The leader of the team has to ensure agreement from team members to taking the tasks awarded. In distributing the tasks to the team members, a criterion has to be used which involves: work prioritization, evaluation of skills, availability, development and interests. In following up with the progress of the tasks delegated, one-on-one recapitulations should be done where each of the team members give an update of their progress (Unknown, 2021).

In facilitating effective communication and collaboration, various strategies should be used such as enhancing open communication among team members. Also, the communication tools should be streamlined and ensuring that the teammates are aware of each other’s focus throughout the day. Focusing on the listening skills and follow up would be important in ensuring there is smooth flow of communication among the members of the team (Gharaveis et al, 2018).

Reference

Gharaveis, A., Hamilton, D. K., Pati, D., & Shepley, M. (2018). The impact of visibility on teamwork, collaborative communication, and security in emergency departments: An exploratory study. HERD: Health Environments Research & Design Journal, 11(4), 37-49.

Tariq A. Rayhan; Vashisht Rishik; Sinha Ankur; Scherbak Yevgeniya (2021). Medication Dispensing Errors and Prevention.

https://www.ncbi.nlm.nih.gov/books/NBK519065/

Unknown (2021). Managing Research Products. National Center for Research Methods.

https://www.restore.ac.uk/mrp/services/ldc/mrp/resources/peopleskills/overview/index.shtml

5

Evidence Translation and Change

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Evidence Translation and Change

The investigative research on the impact of nursing short staffing in cancer facilities and the strategies that can be adopted to resolve the problem highlighted significant evidence that can help transform the healthcare system by modifying the processes used in care delivery. However, to effectively adopt the identified solution, there is a need to assimilate the compiled evidence into nursing practice. Incorporating evidence into practice is not a smooth process (Curtis et al., 2017). There are significant implicit and explicit barriers that may derail the process. Subsequently, new evidence may also arise that may give cause doubts about which specific evidence to incorporate. This essay analyzes the process of translating evidence into practice in implementing the necessary changes in organizations and their impact on patient outcomes.

Common Barriers to Evidence Translation

The individual characteristics of healthcare providers may hinder the translation of evidence into practice in a clinical setting. Although they are equipped with skills to translate and apply evidence, some professionals may fail to utilize the skills to enhance their standards of care (White et al., 2019). The failure of the professionals to practice may derail patients from experiencing positive effects of the compiled evidence. Hence, the cancer patients do not receive the standard care they need to improve the outcome of their treatment such as adequate management of pain. Healthcare organizations may also become barriers to the translation of evidence to practice. They may fail to provide the resources needed to incorporate the evidence into the nursing practice (Mathieson et al., 2019). For example, they may fail to provide the funds required to train the personnel while applying the task-shifting process to address nurse staffing shortages in medical facilities. As a result, the professionals fail to receive the skills needed to apply evidence into practice successfully. When the expertise needed to provide evidence based care is absent, the patients do not receive the care they need to elicit positive outcomes. Subsequently, they do not recuperate promptly and their costs of treatment are inflated due to prolonged hospital stays.

Strategies for Identifying New Evidence

The strategies that can be applied to become aware of new evidence include listening to presentations in healthcare seminars about the findings of recently conducted studies. Subsequently, the new evidence can also be acquired by reading journals that have documented content on the topic to determine the strategies that have been proven to effectively address the issue of short staffing (White et al., 2019). Further, joining professional organizations such as ANA is also a practical approach that individuals can use to be updated on the strategies that have been used successfully to manage staffing issues. The information that the professionals gain from these settings nurses new ideas about the evidence that they can apply into the nursing practice and improve patient outcomes. For example, they can help in deducing the best practices to use in minimizing the risk of contracting bed sores in long term care patients.

How to Determine which Evidence to Implement

The healthcare providers can determine the evidence to implement in addressing short staffing in cancer patients’ care by analyzing the effects that each approach has on the patient population. The healthcare providers can investigate and deduce which of the available evidence helps disseminate quality care that elicits positive outcomes in the cancer patient (Mathieson et al., 2019). For example, they can identify which strategies ensure that the duration that the patients are hospitalized are significantly reduced or that which helps reduce the discomfort they face due to pain. The outcomes that are noted in the patient population are a significant factor in the gauging the effectiveness of selected evidence because the ailing individuals are the main beneficiaries of the change process.

How to Ensure Continuity /Sustainability of the Implemented Change

The strategies that can be used to ensure continuity or sustainability of implemented changes include presenting the evidence to key stakeholders in a medical facility to support the implementation of evidence into practice. The knowledge that the evidence will elicit positive healthcare outcomes will make them insist on their incorporation (White et al., 2019). Subsequently, it is also necessary to solicit policy changes to ensure that the evidence is adopted as an essential process in the nursing practice and used extensively to enhance nursing practice in diverse settings. The process will ensure that the implemented changes are encapsulated into the culture of the organizations and become part of the day to day care of patients. As a result, the ailing individuals continually receive high standards of care which increase their chances of recuperating faster, and being contented with the services they receive. Subsequently, it will reduce the length patients have to wait before receiving treatment, reduce the number of days they stay in hospital and reduce the cost of treatment.

Conclusion

Evidence translation is a necessary step in ensuring that the required changes are made to healthcare organizations to address short staffing in cancer units. Barriers may arise that may impede the process of translating evidence into practice which should be identified and resolved. It is also necessary to scrutinize other new evidence and determine which is the most appropriate to the issue at hand. The processes ensure that patients benefit from the accrued evidence and elicit positive outcomes from the treatment process.

References

Curtis, K., Fry, M., Shaban, R. Z., & Considine, J. (2017). Translating research findings to clinical nursing practice. Journal of clinical nursing, 26(5-6), 862-872.

Mathieson, A., Grande, G., & Luker, K. (2019). Strategies, facilitators and barriers to implementation of evidence-based practice in community nursing: a systematic mixed-studies review and qualitative synthesis. Primary health care research & development, 20.

White, K. M., Dudley-Brown, S., & Terhaar, M. F. (Eds.). (2019). Translation of evidence into nursing and healthcare. Springer Publishing Company.