Post a thoughtful response to at least two (2) other colleagues’ initial postings. Responses to colleagues should be supportive and helpful (examples of an acceptable comment are: “This is interesting – in my practice, we treated or resolved (diagnosis or issue) with (x, y, z meds, theory, management principle) and according to the literature…” and add supportive reference. Avoid comments such as “I agree” or “good comment.”
- Response posts: Minimum of one (1) total reference: one (1) from peer-reviewed or course materials reference per response.
- Response posts: Minimum 100 words excluding references.
In health care it is important to be current on all aspects of your practice, especially when you are a nurse. Nurses play a vital role in implementing and using evidence-based research in their daily practice. In this discussion the role of the nurse leader in promotion of evidence-based practice, the strategies for implementation of evidence-based practice change, the forces behind a changing health care culture with regard to current issues and trends, comparing nursing work group culture with other organizational cultures, how the organizational infrastructure and culture either helps or hinders the implementation of evidence-based nursing practices, and the process for implementing evidence-based practices in my organization will be looked at.
Nursing leadership has many duties within the health care setting, but one of the most important is promoting evidence-based practice as new situations arise. These situations arise as health care moves more and more toward patient and family centered care and outcomes (Huber, 2014). Most units have a unit manager that is responsible for the nurses on the unit. It is important that they promote new evidence-based practices and stand behind the changes that these practices bring in order to help implement them. There are strategies that most unit managers have to implement change in the workplace with regard to evidence-based practice. Most of these strategies are developed to support unit managers with their evidence-based practice implementation (Aarons, Ehrhart, Farahnak, & Hurlburt, 2015).
The forces behind the changing health care culture are the patients and their families. As stated above, healthcare is moving toward more patient and family centered care, with emphasis on the cultural, spiritual, and family values of the patients (Huber, 2014).
Each unit is its own nursing work group, or small group of people within the hospital (Huber, 2014). These “cultures” differ from those of other organizations in that nurses have to work together as a cohesive group of people in order to function on the unit. Other places, such as an office, can see people performing as individuals who do not need to rely on their coworkers for outcomes.
The organizational infrastructure can help when implementing evidence-based practice as they can form the framework for these practices to be implemented. These infrastructures can provide the rules and processes of how to go about implementing evidence-based practice both system and individual hospital wide.
The process for implementing practices in my organization is unit based. Because each unit is individualized, we must roll out evidence-based research and practices to unit committees to get approved before moving up to the hospital and system wide level.
In conclusion, it is important for unit managers to foster an attitude of change within their units so that we are all performing the most up to date evidence-based practices.
Huber, D.L. (2014). Leadership and nursing care management. 5th ed. St Louis, MO: Elsevier.
Aarons, G.A, Ehrhart, M.G., Farahnak, L.R., & Hurlburt, M.S. (2015). Leadership and organization change for implementation (LOCI): a randomized mixed method study of leadership and organization development intervention for evidence-based practice implementation. Implementation Science. Pages 1-12. Taken from: https://implementationscience.biomedcentral.com/tr…
Organizational Structure, Culture, and Evidence-Based Practice
Evidence-based practice is an important part of nursing and the healthcare field. In this post, I will be discussing the role nurse leaders play in promoting evidence-based practice and how evidence-based practice changes are implemented. I will also discuss the changing healthcare culture, how nursing work group culture compares to other organizational cultures, and how organizational infrastructure and culture affect the implementation of evidence-based nursing practice.
Nurse leaders must provide support to staff members when promoting and implementing evidence-based practice. In order to improve outcomes for patients and for the organization, nurse leaders have the duty to create a foundation and promote growth for the use evidence-based practice (Huber, 2014). Members of the organization will rely on nurse leaders to facilitate these changes and create a culture that is receptive to change.
Strategies to implement evidence-based practice changes in an organization include making a plan and outlining steps, providing education to staff, testing the change and gaining feedback from staff, making necessary changes and re-testing as needed, before finally implementing the change in practice (Spruce, 2015). I spoke to my manager at work regarding our organization’s process of implementing evidence-based practice and she agreed that it is similar to these strategies. We also have an educator that works in our operating room that plays a large role in implementing changes and keeping staff informed. We have meetings twice a month to provide education and allows for discussion regarding changes, and we regroup as necessary.
Now more than ever, there are increased demands for healthcare workers to provide quality care. Healthcare must be focused on patients while improving the quality and safety of care, while staying current on the latest research in order to incorporate evidence-based care, and constantly making changes as necessary (Huber, 2014). Nursing work group culture changes so much more often than many other organizational cultures. There is always new research and new evidence suggesting changes, and nurses must stay on top of this research to incorporate the best care possible into their daily practice.
Organizational infrastructure plays a huge role in the implementation of evidence-based nursing practice. In order for changes to be successful, members of an organization must be receptive and open to change. Without the proper infrastructure and support, the implementation of evidence-based practice will likely be unsuccessful, as the members of the organization may be very resistant to change. In an organization with a culture that promotes evidence-based practice, there is good foundation and a support system for members of the organization. Education is provided to support staff members, staff members feel comfortable asking questions and providing feedback, and they are recognized for their effort (Huber, 2014).
In conclusion, evidence-based practice is a huge part of nursing and healthcare in general. Organizations and nurse leaders are responsible for providing a good foundation and support system for staff to create necessary improvements and increase patient-centered, quality care.
Huber, D. L. (2014). Leadership and Nursing Care Management (5th ed.). St. Louis, MO: Elsevier Saunders.
Spruce, L. (2015). Back to basics: Implementing evidence-based practice. AORN Journal, 101, 106-114. Retrieved from https://aornjournal.onlinelibrary.wiley.com/doi/ab…