Week 10: Part 8: Implement and Measure Results

Week 10: Part 8: Implement and Measure Results

Week 10: Part 8: Implement and Measure Results 150 150 Peter

Week 10: Part 8: Implement and Measure Results

Step 1 Because of a lack of time, you will not be able to fully implement your change project.
However, consider how you would implement the project and how you would measure the results.
In a two- to three-page paper, discuss the following:
a. Implementation

1. Who needs to be involved in the change process?
2. Who has to approve the change?
3. How does the plan get communicated to those affected by the change?
4. Step-by-step process to implement the change from beginning to end (more
detail than perhaps what was provided in the change theory discussion).
b. Measuring results
1. How will results be measured or data collected (survey, observation)?
2. Validity/reliability of the pre- and post-assessment tool used for measuring
3. What will you do with the results?

Sample Paper

NUR445 Week 10 Assignment

Change process in organizations including healthcare involves dealing with transformation or transition of organization’s processes, goals, or technologies (Errida & Lotfi, 2021). The key purpose of change process is to implement plans for achieving and controlling change and helping individuals adapt to that particular change. The change process to be highlighted in this case involve change in bowel preparation to avoid errors and attain excellent patient outcomes.


Question 1: Numerous individuals can be involved in change process, for instance, the clinical managers, nurses and physicians, and patients. The clinical manager act as agent of change to implement the transition that can benefit the nursing practice and improve patient quality of care. Nurses and physicians participate in leading change, a verified strategy for refining healthcare. Besides, nurses should be elaborate on the change process as they are indispensable in its development and implementation.

Question 2: Typically, clinical manager has to approve the change. Clinical managers approve the change requests with an effort from the key stakeholders.

Question 3: The plan on the change process will get communicated to the impacted individuals via emails where for instance, the physicians and nurses will receive an email letter informing them of the process. These nurses and physicians will, in turn, communicate directly to the clients elaborate.

Question 4: To implement the change, numerous steps can be followed. The first step is to identify change and perform an impact assessment. This step involves identifying necessary change ensuring it aligns with the organization’s overall objectives. After identifying the goal, an impact assessment is completed to evaluate how the change can impact all levels of organization. The second step is developing a plan. A plan is created that sets the organization’s direction, counting how to attain necessary ways and changes to define if changes will be a success. The third step is communicating change to staff. In this step, a communication strategy is developed to convey change efficiently. The fourth step involve providing reasons for change. The necessity of change in this step is demonstrated, and an excellent way to attain this is by presenting data that usually support the decisions. The fifth step is seeking employee feedback. After communicating change to employees, an opportunity can be offered to provide feedback. In the sixth step, the change is launched. A timeline is created that begins with aspects that require completion first, like an employee, software installation, and equipment acquisition. The seventh step involves monitoring the change. As change is implemented throughout the organization, the process continues to be monitored to ensure that all employees follow appropriate implementation procedures. Finally, the change is evaluated. In this step, it’s good working with the staff or the team to determine how to measure the success of process (Miller, 2020). Quantifiable results are achieved that can be easily determined.

Measuring Results

Question 1: Data, in this case, will be gathered through the observation model. This model involves gathering information without asking any questions. The technique is more personal because it requires the observer to add their judgment to the data.

Question 2: Global Trigger Tool will be used to determine intervention of the change process by accurately finding adverse harm and rate of the medical errors (Schwendimann et al., 2018). Tracking adverse events over time would be a helpful way of examining if changes are improving patient safety in care processes.

Question 3: I will carefully analyze the results to define whether the change process was successful. The results will help me identify the areas that were not completed well to rectify them for excellent results.



Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management13, 18479790211016273. https://doi.org/10.1177/18479790211016273

Miller. (2020, March 19). Five critical steps in the change management process. Business Insights – Blog. https://online.hbs.edu/blog/post/change-management-process

Schwendimann, R., Blatter, C., Dhaini, S., Simon, M., & Ausserhofer, D. (2018). The occurrence, types, consequences, and preventability of in-hospital adverse events–a scoping review. BMC health services research18(1), 1-13. https://doi.org/10.1186/s12913-018-3335-z