Benchmark - Evidence-Based Practice Project Proposal Final Paper Evens 

Benchmark - Evidence-Based Practice Project Proposal Final Paper Evens 

1.Problem Statement The topic I have selected for this week is "burnout among nurses." This is a relevant topic for nursing practice because it affects many nurses and can significantly impact their ability to provide quality patient care. Healthcare workers, particularly physicians, remain susceptible to enduring feelings associated with being burnt out, whereas proper nutrition could contribute towards minimizing this recurrent problem. This article will study, analyze, evaluate, and give a conclusion on the use of mentoring programs to reduce the chances of burnout and promote the well-being of nurses. PICOT Statement: Among nurses experiencing burnout in healthcare facilities (P), how would mentoring programs (I) compared to no interventions (C) reduce the chances of burnout and promote the well-being of nurses (O) in six months period (T)? 2.Organizational Culture and Readiness Organization's Culture Organizational culture refers to shared values, beliefs, norms, and behaviors that mold the working environment. This impacts how individuals within an organization interact with each other, faced with decisions, and respond to changes. Changes are often challenging; however, it becomes easier when there is ample support from organizational culture. The extent to which cultural values uphold change varies depending on prevailing circumstances. This specific organization's artistic inclination towards change is moderate. Conspicuously, it thrives on open communication, flexibility, and adaptability. Primarily, directness in discussions is gratefully encouraged at all levels, including mechanisms for augmenting cross-generational/horizontal team communications. Here,

inclusion thrives since diverse workplaces foster healthy, constructive viewpoints concerning inevitable changes while enhancing inclusivity where every voice can be heard throughout departments (Kabukye et al., 2020). Moreover, this successful organizational structure cherishes flexibility and embraces new ideas beyond employing a single existing method to cope with ever-evolving situations. Employees are encouraged to innovate, embrace calculated risk-taking and enhance experimental learning, creating a welcoming platform where opportunities brought by changes are highly welcomed. Interprofessional collaboration is highly valued within the organization; leveraging diverse expertise from employees of different backgrounds or disciplines provides opportunities for creativity and innovation. Cross-functional teamwork is encouraged via regular meetings with joint projects or shared goals promoting all staff involvement in various projects' successful completion. Furthermore, the company culture emphasizes effective communication channels such as town hall meeting discussions or digital platforms for transparency between employees' management levels (Kabukye et al., 2020). Regular, timely feedback from their superiors encourages active participation among peers in providing meaningful suggestions contributing towards inclusive progress measured across all metrics. Organizational Readiness Tool In determining organizational readiness within their organizations, leaders often adopt "Organizational Readiness for Change" (ORC) surveys - a commonly utilized tool in this regard which measures multiple components of system preparedness that include leadership support, resource availability, staff commitment, and organizational climate - all evaluated through data collected from employees on dimensions related to unrolling particular programs wrought with