NSG5002 Week 5 Assignment Role Concepts in Healthcare

NSG5002 Week 5 Assignment Role Concepts in Healthcare NSG5002 Week 5 Assignment Role Concepts in Healthcare Permalink: https://nursingpaperessays.com/ nsg5002-week-5-a…ts-in-healthcare / ? Week 5 Project Previous Next Instructions NSG5002 Week 5 Assignment Role Concepts in Healthcare- Week 5 Project Your PowerPoint presentation should be uploaded to the Group Discussion Board Area section on Day 2 . Your presentation should have: Title slide with student names Brief overview of theorist’s background Discussion of theorist’s view of the 4 basic concepts of nursing metaparadigms Discuss the basic theoretical assumptions and/or propositions Diagram of theory Identify other concepts unique to theory and their relationship to each other Present and explain theory (analysis of the theory) An analysis and a critique of the model Elaboration of the theory’s implications for nursing practice, nursing education, and nursing research. Include a brief summary and reference (top of slide) for the each of the 4 to 5 articles. (must include at least one primary, one secondary, and one research article). Select articles from published a peer reviewed, scholarly journals (5-year-old or less unless it is a primary article from the theorist) Conclusion References By the end of the week, evaluate at least two peer group presentations making use of the criteria provided in the Peer Presentation Review Checklist Template located here . This is a required component to your presentation and must be uploaded with your presentation submission.Download the Group Project: Tips for Success Document .Post your critiques for the group project presentation to the Discussion area here where the PowerPoint Presentations are posted.Please note: It is expected that each one of you will download and read each presentation. Submission Details: Submit your Group Powerpoint presentation and your critiques to the Discussion area here by the due dates assigned . NSG5002 Week 5 Assignment Role Concepts in Healthcare – Week 5 Discussion – Part 1 Previous Next This is where the Group Leader will post the Group’s Power Point Presentation of their Nursing Theorist. Week 5 Discussion – Part 1 Directions: Post your Group Project Power Point to the Group Discussion Board (described under week 5 project) Post a critique on the group discussion board for two groups. Use the critique template as a guide. Were all the components well done? List any that were omitted or needed more depth. What did the group cover very well? Submission Details In your discussion question response, provide a substantive response that illustrates a well-reasoned and thoughtful response; is factually correct with relevant scholarly citations, references, and examples; and demonstrates a clear connection to the readings. Post your response to the Discussion area by the assigned due date . Be sure to correct any spelling, grammar, or punctuation errors before you post. By the end of day four (4) , respond to at least 2 of your peers’ submissions. In your participation responses to your peers, comments must demonstrate thorough analysis of postings and extend meaningful discussion by building on previous postings. Note : Review South University’s Substantive Participation Policy Criteria, Helpful Tips, and Late Policy available by clicking on the South University Policy and Guidelines navigation tab here . The late policy applies to late discussion question responses. NSG5002 Week 5 Assignment Role Concepts in Healthcare Discussion Rubric Criteria No Submission (0) 0 points Emerging (F through D Range) (1-20) 20 points Satisfactory (C Range) (21-23) 23 points Proficient (B Range) (24-26) 26 points Exemplary (A Range) (27-30) 30 points Criterion Score Discussed the inclusion of all components for the presentations. Student did not submit assignment Work does not meet assignment expectations; did not discuss components in either critique. Assignment meets minimal expectations with one of critiques omitting discussion of components. Assignment meets expectations with description of components in insufficient depth. Discussed inclusion of all components thoroughly. / 30 Discussed any content gaps in presentation. Student did not submit assignment Work does not meet assignment expectations; did not discuss content gaps in either critique. Assignment meets minimal expectations with one of critiques omitting discussion of content gaps. Assignment meets expectations with description of content gaps in insufficient depth. Discussed content gaps thoroughly. / 30 This table lists criteria and criteria group name in the first column. The first row lists level names and includes scores if the rubric uses a numeric scoring method. NSG5002 Week 5 Assignment Role Concepts in Healthcare Criteria No Submission (0) 0 points Emerging (F through D Range) (1-13) 13 points Satisfactory (C Range) (14-15) 15 points Proficient (B Range) (16-17) 17 points Exemplary (A Range) (18-20) 20 points Criterion Score Discussed portion that reviewer found was covered well. Student did not submit assignment. Work does not meet assignment expectations; no discussion of content covered well is included. Assignment meets minimal expectations with one of critiques omitting discussion of content covered well. Assignment meets minimal expectations with one of critiques omitting discussion of content that was well done. Assignment meets expectations with thorough discussion of content area that was well done. / 20 Writing Mechanics (Spelling and Grammar) and Information Literacy. Student did not submit assignment. Numerous issues in any of the following: grammar, mechanics, spelling, or use of slang, preventing comprehension. Spelling, grammatical, and/or structural errors are present which prevent understanding the majority of author’s overall intent. Minor errors in grammar, mechanics, or spelling in the present. Minor errors in are present, but they do not interfere with reader comprehension. The writer’s overall argument and language are clear and focused, leaving the reader with no confusion about author’s intent; the text is error free. / 20 Rubric Total Score Total / 100 Overall Score Overall Score No Submission (0) 0 points minimum There was no submission for this assignment. Emerging (F through D Range) (1-69) 1 point minimum Satisfactory progress has not been met on the competencies for this assignment. Satisfactory (C Range) (70-79) 70 points minimum Satisfactory progress has been achieved on the competencies for this assignment. Proficient (B Range) (80- 89) 80 points minimum Proficiency has been achieved on the competencies for this assignment. Exemplary (A Range) (90-100) 90 points minimum The competencies for this assignment have been mastered. NSG5002 Week 5 Assignment Role Concepts in Healthcare NSG5002 Week 5 Assignment Role Concepts in Healthcare – Week 5 Discussion – Part 2 Directions: Research change theories from scholarly literature resources. Choose a change theory and correlate the steps of the theory to a change that has occurred in your clinical area. Did the change follow the steps well? Was the change made successfully? If it did not go smoothly, how would you have improved the process? Submission Details In your discussion question response, provide a substantive response that illustrates a well-reasoned and thoughtful response; is factually correct with relevant scholarly citations, references, and examples; and demonstrates a clear connection to the readings. Post your response to the Discussion area by the assigned due date . Be sure to correct any spelling, grammar, or punctuation errors before you post. By the end of day four (4) , respond to at least 2 of your peers’ submissions. In your participation responses to your peers, comments must demonstrate thorough analysis of postings and extend meaningful discussion by building on previous postings. Note : Review South University’s Substantive Participation Policy Criteria, Helpful Tips, and Late Policy available by clicking on the South University Policy and Guidelines navigation tab here . The late policy applies to late discussion question responses. Example Approach Discussion Part 2 Kurt Lewis’s Change Theory The ability to be malleable in an ever-changing environment is vital in any profession and especially important in functioning in an emergency room (ER). Kurt Lewin developed a model for change that is appliable in various industries. Lewis’s Change Theory is common structure in which nursing facilities apply to improve functionality. NSG5002 Week 5 Assignment Role Concepts in Healthcare Kurt Lewin Change Model is used for fundamental change, and it includes unfreezing, moving, and refreezing (Butts & Rich, 2018). The unfreezing is the action of disrupting inadequate systems or behaviors to be unlearned or rejected (Butts & Rich, 2018). The moving portion of Lewin’s Change Theory is as it suggests a change in organization level or individuals toward improved performances or task (Butts & Rich, 2018). The refreezing part of the Change Theory involves integrating and stabilizing of change (Butts & Rich, 2018). “Lewin’s theory proposes that individuals and groups of individuals are influenced by restraining forces, or obstacles that counter driving forces aimed at keeping the status quo, and driving forces, or positive forces for change that push in the direction that causes change to happen. The tension between the driving and restraining maintains equilibrium” (Akram, et. al., 2016, e4). Changing the present situation requires administrations to implement deliberate change behaviors by exercising Kurt Lewin’s three-step model. The Change Theory can be applied to the emergency room (ER) in various way. Similar change occurred in an ER. For example, my current hospital was purchased, therefore had new management and policies implemented. One of the policies included improved triage process in the ER. The new management identified modification in the throughput of the triage process was the unfreezing portion. The need was identified to have patient medical screening during triage by an advance practitioner to increase patient safety due to long wait time in the ER. In the unfreezing mode the willing to change old patterns and develop a more suitable protocol to increase patient safety. In the moving stage, the triage staff collaborated with the advance practitioners to demonstrate the improve flow and the benefits of change, determine alternatives, and decrease negative influences. The refreezing phase is not a stationary process, as needed the process is envaulted for functionality and can changes as needed. The new triage process has improved patient safety and decreased patient wait time for medical interventions and decreased patient length of stay. Change is not always desired event in any industry, but in the medical field change is a necessity. Experts assert that Lewin’s theory provides the fundamental principles for change (Akram, et. al., 2016). In the ER, having the ability to envision the need for change and implement the change is vital to patients and staff. Lewin’s Theory of Change can be an effective tool to give structure to the need change. NSG5002 Week 5 Assignment Role Concepts in Healthcare References Akram, T., Ali, M., Haider, M., Hussain, S., & Lei, S. (2016). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change Retrieved fro. Journal of Innovation & Knowledge(26), n.d. Butts, J., & Rich, K. (2017). Philosophies and Theories for Advanced Nursing Practice. (3rd ed.). (https://digitalbookshelf.southuniversity.edu/#/books/9781284143010/, Ed.) Jones & Bartlett Learning. Role Concepts in Healthcare – NSG5002 Week 5 Assignment Role Concepts in Healthcare Role theory is the product of interdisciplinary theory development that includes anthropology, sociology, and social psychology. It contains concepts and propositional statements that address specific aspects of social behavior, the goal of which is the understanding and explanation of social order. Role theory seeks to predict how individuals will perform in a given role. Nursing role can be interpreted as a normative structure learned and internalized during the process of professional socialization in nursing. Socialization occurs as role occupants interact with others in related positions. Socialization is the process by which individuals acquire the knowledge, skills, attitudes, values, motivations, and patterns that shape their adaptation to the setting in which they live and work. It is viewed as an interactional-reciprocal process in which the person being socialized and the socializer are mutually influenced. The process includes the learning of motor and language skills, social roles, moral norms and values, affective and cognitive modes of functioning. The goal is attainment of competence in performance of the role in order to be accepted by society. Socializing agents are family, authority figures, peers, and institutions, and the process is a means of transmitting learning to the person being socialized. The primary focus is on occupational, marital, and parental roles. Socialization is a continuous and cumulative process. Nursing professionals are constantly dealing with staff members, patients, and their families. The nature of their work calls for a certain amount of socialization in order to be able to interact effectively with colleagues, patients and their families. For example, the improved technical skills and competencies of a new nurse is the result of socialization. A nurse, who is not comfortable with electrocardiographic interpretations or handling pulmonary catheters, gains confidence after getting some assistance from experienced staff nurses. Similarly, changes in the affective domain are also the result of socialization. NSG5002 Week 5 Assignment Role Concepts in Healthcare Role Stress and Role Strain In addition to the role concepts already discussed, there are two other role concepts that assume great significance in role theory: role stress and role strain. Role Stress Role Strain Role stress is a situation that occurs when the social structure creates different, conflicting, or impossible demands on occupants of positions within it. Role strain implies subjective feelings of frustration, tension, or anxiety. Role stress of the focal occupant often results in similar conditions for role partners. It may relate to the context or functions of a position. These feelings may prevent goal attainment by occupants of the role system. Sources of role stress are located within the social structure of the organization and are external to the role occupant. Role strain impacts role performance and may lead to decreased quality of care as nurses become dissatisfied, drained of energy, and lose their commitment to professional values. Role stress may generate role strain for role occupants and those in their role set. Role occupants often attribute role strain to their own inability to manage their role rather than acknowledge its creation by the social and organizational structure. Sources of Role Strain in Nursing From typology, let’s move on to examine some of the assumptions of the role theory: People seek problematic, challenging situations in which they may use their skills and knowledge. People are predisposed to actualizing their own potential. Conflict is necessary for progress and the development of consensus in a social system. Conflict and challenge facilitate individual growth. Role difficulties and problems are neither abnormal nor undesirable. In the light of these assumptions, consider some of conditions that contribute to role strain in the nursing profession: Socialization deficit—lack of adequate socialization for the role or for status changes within the role, such as promotions Role differentiation—changes in the role due to changing technology, increased organizational complexity, change in output expected by the organization Role transition—movement from old roles to newly developing roles The primary sources of role strain for nurses include role conflict and role ambiguity. Role conflict – NSG5002 Week 5 Assignment Role Concepts in Healthcare The role occupant is confronted with conflicting expectations that are mutually exclusive and therefore impossible to carry out. The role occupant is a member of different groups and has a different role in each, the expectations for which may be mutually exclusive. Role partners may have different expectations for role occupant. Role expectations of subroles may be incompatible. Conflict is inevitable in organizations. Role Ambiguity Role expectations are vague. There is disagreement on the expectations for a particular role. Goals of administration and professionals are often significantly different. Some ambiguity is characteristic of all professional roles; technical roles are more defined with clearer expectations. Professionals often do not deal with the uncertain and the unexpected. Ambiguity is a challenge to professional skills and demands creativity. Ambiguity is even more detrimental to role performance than role conflict. We have all experienced role stress and role strain in our work lives. In your work environment, what do you feel are some the contributing factors? How have these contributed to role strain in your present work? Change Theory – NSG5002 Week 5 Assignment Role Concepts in Healthcare The nature of organizations is such that success in one area inevitably produces problems in another. Organizations, whatever their specific purpose, facilitate the production of dilemmas. Therefore, there is always a need for change and change management to affect growth and profits. The goal is to enhance change-facilitating forces while effectively diminishing the restraining forces. However, organizations change as little as they must, rather than as much as they should. Is planned change in complex organizations possible? Or do enormous internal and external forces overcome any attempt to control them? There are limits to the potential for change. Not everyone has the power to effect change. Change cannot be ordered to happen. Conflicts of interests may resist change. The need for change may make it harder to change. Adversity produces a sense of necessity for change that promotes innovation. However, scarcity of resources creates a climate less likely to utilize innovation than abundance. The ability of an organization to change significantly appears greatest when inclination to change is least. In times of plenty, these are increased resources for change but less necessity. Meaning of Intentional/Planned Change According to Kurt Lewin’s change theory in the 1940s, change was movement between discrete, fixed states. The classic model was of the system unfreezing, changing, and refreezing. This is no longer considered to be accurate, as systems and organizations never freeze. They are dynamic, always in a state of flux, and the stages of change constantly overlap. What is the reality? Organizations are always in motion. Change is always occurring, whether guided by the leaders or not. Change is not always planned nor desired. Those involved in controlling events or guiding change must always be aware of the nature of the networks within and around organizations. Forces that prompt change include the relationship of the organization with its environment, growth during its life cycle, and its internal and external struggle for power. Change is ubiquitous in healthcare as an industry and within our organizations. Do you know what the big three model of change is all about? The Big Three Theory of Change – NSG5002 Week 5 Assignment Role Concepts in Healthcare The big three theory of change is the result of groundbreaking efforts by Rosabeth Moss Kanter—professor at the Harvard Business School. This theory focuses on various components that institute change in organizations. The Big Three Theory of Change Comprises: Three kinds of movement Three forms of change Three action roles in the change process Types of Movement Movement can be: Macroevolutionary—historical, related to whole industries, the movement of an organization as it relates to motion in its environment. The environment is always shifting due to geographical, political, economic, demographic, and social realties. Microevolutionary—developmental, related to the movement of parts of the organization as it grows, ages, and progresses through its life cycle. Momentum is created in an organization as it increases in size, and its members, values, and practices change. Revolutionary—the manipulation and struggle for power and control to make decisions or attain benefits from the organization. Over time, different stakeholders advance their own interests and make claims on the organization’s resources. NSG5002 Week 5 Assignment Role Concepts in Healthcare Forms of Change Change relates to: Identity—changes in the relationships between the organization and its environment; its assets and market; its relationships to customers and other organizations. Coordination—changes which involve the internal parts or configuration of an organization; the problems of shape and structure as it grows and ages. Control—changes that stress the political dimension; which coalition is dominant in the organization, which set of interests predominate, who governs and sets strategy; ownership. Action Roles Action roles can be as: Change strategists—concerned with the organization’s direction and the connection between the organization and its environment; usually found in top leaders at the beginning of a change sequence. Change implementers—responsible for the change effort itself, concerned with internal organizational structure and coordination; usually the mid-level managers in the middle of the change sequence. Change recipients—those most strongly affected by the change and its implementation but without the opportunity to influence those effects; organizational staff at the end of the change sequence. Nursing professionals don’t work in a vacuum. They create a framework for change within their work environment. For example, the culture change movement pioneered by Stephen Shields—president and CEO of the Meadowlark Hills retirement community in Manhattan, Kansas—has brought a radical transformation in the way patients are treated in long-term care facilities. This movement believes in moving away from the assembly-line approach to treating patients; to that of warm household community, where the patient and staff build a life together. The big three theory of change can be an important tool to affect change and influence certain health policy decisions. NSG5002 Week 5 Assignment Role Concepts in Healthcare Get a 10 % discount on an order above $ 100 Use the following coupon code : NURSING10