The provision of safe and high quality care is imperative in nursing and healthcare. Evidence-based interventions have proven effective in facilitating the realization of care outcomes in healthcare. Nurses and other healthcare providers have the responsibility of utilizing care interventions that optimize the care outcomes of patients. Therefore, this section of the project explores the organizational culture and readiness level of the organization to support the proposed intervention.
Culture plays an important role in the implementation of evidence-based and change interventions. An organizational culture should support the successful use and sustainability of change projects (Mallette & Rykert, 2018). The culture of the organization where the project will be implemented is supportive. The supportive nature of the culture can be seen from a number of aspects. Firstly, the organization utilizes transformational leadership styles that encourage innovation in the provision of care. The leadership of the organization supports its staff in implementing change projects that would contribute to safety, quality and efficiency in patient care. The organization also has values that support change. The values include openness in communication, transparency, teamwork, and active stakeholder involvement in implementing change. The organizational values are supportive in nature because they underpin collectivism in the assessment, planning, implementation, and evaluation of change.
The organization also supports two-way communication between employees, management and leadership. The employees have the freedom to express their ideas and concerns in the organization. The management and leadership also ensure openness in strategy analysis and implementation. Through it, the employees are motivated to play a proactive role in implementing change (Chaudhry, 2018). Consequently, the above aspects of organizational culture will support the implementation of change.
Health organizations should be assessed for their culture and readiness to embrace change. The organizational culture and readiness assessment was done using the tool by Buildingmovement.org. The tool examines the culture and readiness of the organization from the organization, leadership, and staff’s perspectives (Buildingmovement.org, n.d). The results showed that the organization performed excellently in its culture and readiness for change. The organization scored 17/24 in all the areas of rating in the yes its true component of the tool. This score implies that the organization has supportive culture and is ready to implement the change. The organization scored 5/24 in the ‘this is developing or in process’ component of the tool that implies the organization’s mechanisms being in place to facilitate change. Lastly, the organization scored 2/24 in the ‘don’t know/not sure’ column of the tool, representing the lack of awareness of the stakeholders on the culture and readiness level of the organization to support change.
The assessment of the culture and readiness level of the organization revealed a number of organizational strengths, weaknesses, barriers and facilitators for the change. One of the evident strengths in the assessment was the supportive nature of the organizational leadership. The assessment showed the organization to have effective leadership that supports transformational and innovative interventions in healthcare. The other strength is the existence of culture of teamwork in the organization. Teamwork is important in implementing change, as it minimizes resistance to change. One of the weaknesses identified in the assessment is the low level of knowledge among the staffs on the implementation of evidence-based interventions. Low level of knowledge may hinder the successful implementation of change due to lack of the needed skills as well as fear of the unknown effects of the change (Fagerström, 2021). One of the identified barriers to the change in the organization is staff shortage. Shortage of the needed staff may hinder the implementation process due to the high workload and lack of time for the staffs to engage in project initiatives. The barriers will be addressed by utilizing the existing resources in the organization to hire additional staffs in the setting where the project will be implemented. The project will also be implemented over an extended period to enable its adequate utilization in practice.
One of the recommendations that should be considered in the org
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