Nurses eating their young.pptx
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- 1. Nurses “Eating Their Young” By Customnursingpapers.com: The Best custom nursing paper writing services online.
- 2. Scenario and Proposed Change Theory • Bullying is a common and known problem in nursing. • Nurses 'eating their young' is commonly used to indicate the high level of bullying new nurses face from experienced staff (Gillespie et al., 2018). • Graduate nurses in my hospital are leaving at a record number because of bullying. • The proposed change involves the implementation of an educational program for nurses to influence practice-related bullying. • To implement this change, Lewin's change management theory will be used.
- 4. SWOT Analysis Strengths Weaknesses • Improved retention of graduate nurses • Improved communication between nurses • Improved employee satisfaction • improved quality of care to patients • Staff willingness to change • Provider buy-in challenge • Difficulties in changing the nursing culture in the organization Opportunities Threats • The need to use evidence-based approaches to nursing practice change • Availability of educational resources for nurses • The need to address nursing staff shortage and employee retention in the organization • Practicality of the intervention • Support from experienced nurses
- 5. Change Theory • Lewin's change model involves three stages: unfreezing, changing, and refreezing (Hussain et al., 2018). • Unfreezing involves improving the readiness and willingness to change. • Changing stage is when the actual implementation of the new practice occurs • Refreezing involves acceptance and internalization of new ways.
- 6. Change Theory • The implementation of change using Lewin's theory will be done as follows. • Unfreezing stage. Nurses will be informed about the problem of graduate nurses leaving the facility in large numbers. • Changing stage. Nurses will be educated about the effects of bullying and emotional response to bullying. • The potential consequences of bullying will be discussed. • Refreezing stage. Upon implementation, this stage will involve reinforcement of the practice through rewards and supporting changed behavior.
- 7. Steps and Processes • The implementation of the educational program will involve the following steps. • Step 1. Seeking approval from the organization • Writing a letter to the administration • Scheduling a meeting to discuss the problem and required changes • Step 2. Literature review • This step will involve analyzing literature to find evidence-based approaches to addressing the problem. • Step 3. Communication of the plan to employees
- 8. Steps and Processes • Step 4. Identification of stakeholders and resources • Stakeholders for implementation of the new change will include: – Academic nurse educator – Staff and graduate nurses – Administration – Information technology team Resources for implementation will include: • Meeting room for education of nurses • Capital to purchase materials like pens and books for taking notes • Projector and communication equipment during education
- 9. Steps and Processes • Step 5. Implementation • Education of nurses about creating a culture of civility (American Association of post-Acute care Nursing (AAPACN), 2021) – Avoiding finding fault – Alienation and ignoring – Attacking and punishing • The second aspect will discuss the relevance of effective communication and the utilization of assertive communication. • Teamwork will be another crucial theme in the education program.
- 10. Communication Plan Communication Audience Goal Schedule Responsibility Kick-Off Meeting All stakeholders Introduce the project and manage expectations One-time event Project manager Meeting with staff Nurses Introduce the project and plan for education One-time event Project manager and Administration Team meeting Project team Communicate progress and manage issues Weekly Project manager Results All stakeholders Gather feedback and disseminate results At the end of the project Project manager
- 11. Leadership Styles • Transformational leadership will best be used to implement the proposed change. • This style is observed to inspire change among the followers. • Leaders that utilize this style are energetic, passionate, and enthusiastic (Choi et al., 2016). • Using this style, leaders and followers make each other advance to higher levels.
- 12. Leadership Styles • During the application of this style, I will emphasize on: • Intellectual stimulation- I will encourage experienced and graduate nurses to be creative when solving their issues. • Individualized consideration- I will try to address the issue of bullying individually by creating more time to educate individuals on how to change the practice (Choi et al., 2016). • Idealized influence- I will ensure to act as a role model and influencer to enable other nurses to copy the new practice.
- 13. Management Functions and Budget Requirements • As the project manager, the following functions will be assumed. • Planning • Organizing • Controlling • Directing Budget Requirements • Implementation of this project will require minimal capital. • The administration will be asked to provide funds for organizing meetings. • Additionally, the purchase of materials like books and pens will be required.
- 15. Steps to Assure Staff Compliance • Step 1. I will ensure all experienced and graduate nurses in the facility attend the educational session. • The use of checklists during training will serve to ensure all members participate. • Step 2. Compliance after education will be ensured through: • Establishing a reporting protocol for nurses that fail to comply • Making copies of key messages and ensuring they are available in respective wards. • Monthly review of any bullying cases and addressing them effectively.
- 16. Evaluation • Will be done during and after the completion of the project. • Aspects that will be evaluated during implementation include: – Effective communication between experienced and graduate nurses – Understanding of the importance of alleviating bullying through a feedback questionnaire. • The final evaluation will involve: • Evaluation of the number of graduate nurses leaving the facility. • Compliance with the set institutional guidelines on bullying
- 17. Decision-Making Process • The process used to achieve the decision involved: – Identification of the solution to the challenge of bullying – Literature review to identify evidence-based approaches to solve the problem – Education of staff and weighing of evidence. – Making the final decision. • Final decision- Educating nurses on bullying and its effects to minimize the number of graduate nurses leaving the facility. • In the future, educating nurses using videos and simulation can best improve outcomes (Gillespie et al., 2017).
- 18. References • American Association of post-Acute care Nursing. (2021). Why Nurses Eat Their Young and How to Stop This Damaging Practice. https://www.aapacn.org/article/why-nurses-eat-their-young-and-how-to-stop-this- damaging-practice/ • Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. Human resources for health, 14(1), 1-14. https://doi.org/10.1186/s12960-016-0171-2 • Gillespie, G. L., Grubb, P. L., Brown, K., Boesch, M. C., & Ulrich, D. (2017). "Nurses Eat Their Young": A novel bullying educational program for student nurses. Journal of Nursing Education and Practice, 7(7), 11–21. https://doi.org/10.5430/jnep.v7n7P11 • Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin's change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002
Editor's Notes
- Nurses 'eating their young' is a phrase that refers to high levels of hazing or initiation experienced by new nurses at the hands of more experienced nurses (Gillespie et al., 2018). The causes of this problem are multifactorial and include ineffective communication patterns and work-related stress. This healthcare problem can manifest in various ways lie verbal criticism, intimidation, and blame games (Gillespie et al., 2018). Implementing an educational program for experienced nurses in the hospital can help to address the challenge by improving relationships between graduate and experienced nurses. Lewin's theory: Unfreezing, changing, and refreezing steps
- The need to retain graduate nurses, improve quality and communication between nurses in the organization drives the implementation of the new change. A few challenges that may hinder the implementation of the change include staff willingness to change and difficulties in changing the nursing staff's culture. By implementing the new change, the organization has an opportunity to improve staffing, retention of employees, and apply the evidence-based practice.
- I will use this theory because it is simple and applicable to the problem in the organization. Lewin's theory is important in changing the behavior, attitude, and skills of employees. Additionally, the theory is important in changing the climate and organizational culture that impairs progress (Hussain et al., 2018).
- During the application of the change management model, effective communication plays a vital role (Hussain et al., 2018). I will ensure to involve all nurses before the implementation of the change to promote acceptance of the new practice. Regular monitoring and reminders will be used during the refreezing stage to ensure the new practice remains solid.
- Implementation of new changes requires the involvement of the administration because they are responsible for approving projects. This step will ensure that the proposed change receives enough support from the management and this will influence the acceptance of the proposal by staff. The review of literature is important to understand the best ways to address the issue of nurses eating their young ones. Communication of the plan to nurses before implementation will serve to gain their views on the new change and promote acceptance of the new practice.
- The academic nurse educator will be useful in educating nurses about bullying and measures to address the problem in the organization. Nurses and graduate nurses will actively participate in the education through listening and taking notes where necessary. The administration will provide the necessary capital required to facilitate the program. IT department will ensure technology like microphones, projectors or audio-visual display is available during the educational program.
- The educational program will address key areas like incivility and ineffective communication that contribute to bullying. The educator will stress the idea of confronting the behavior of bullying and using assertive communication to avoid arguments (AAPACN, 2021).
- The communication plan identifies the key areas that will require the passing of information to stakeholders and the project team. The project leader will organize a kick-off meeting to prepare for implementation. During the implementation, weekly meetings will be held to discuss results. The last part will involve the communication of results to staff and the administration and making necessary changes.
- Common leadership styles include authoritarian, participative, transactional, delegative, and transformational leadership. I will choose transformational leadership because the chosen healthcare problem requires motivation and empowerment among the nursing staff and graduate nurses. This leadership style will serve to involve the two teams in analyzing the problem and placing a high value on corporate vision.
- Transformational leadership does not only focus on changing the status quo but also on encouraging creativity among followers (Choi et al., 2016). The leader can apply this method to groups and also focus on specific individuals who require extra motivation to change. This leadership style can help to achieve higher levels of satisfaction that can prevent graduate nurses from leaving the institution.
- Management is the process of managing the resources of the organization to achieve set goals. As the planner, I will be tasked with determining the tasks to be completed including when they will be done. I will assume the organizing role by assembling resources and establishing harmonious relationships between stakeholders. I will assume the directing role by guiding and communicating goals and outcomes during the project.
- Establishing policies and procedures requires extra measures to ensure compliance by employees. The best approach to use during education sessions will involve checklists to ascertain all staff attends the sessions. Putting a few guidelines in the wards will also act to remind staff to comply including the consequences of bullying others.
- The success of the project will be evaluated by a reduced number of graduate nurses leaving the facility. Good communication and professional relationships should exist between experienced and graduate nurses for the plan to be successful. Improved employee satisfaction is another measure that will indicate success.
- The decision made involved the use of education to improve understanding of bullying and how to address the challenge in the facility. The use of videos and simulation can aid most staff in understanding how to communicate and report bullying issues (Gillespie et al., 2017). Additionally, creating a separate educational program for graduate nurses on how to cope with bullying can help in silencing experienced nurses.