CNA425: Theoretical paper Assignment Help
Question
CNA425: This is a research-based assessment for Professional Practice Enhancement, University of Tasmania where the students need to develop a comprehensive theoretical assignment on one of the chosen principles of practice development. The student will need to support their findings on the chosen topic with suitable theories and concepts from the literature. This assignment assesses students on their ability to demonstrate rational behavior and insightful practice development in the professional space.
Solution
This principle of Practice Development chosen for this study is the “Perceived limitations and barriers to change in nursing”. Our experts have researched extensively along with applying the theory of Practice development to write this paper.
The solution begins with an introductory paragraph on healthcare, nursing and its association with change. The purpose of highlighting change as an important concept in practice development in nursing is portrayed here.
The evolution of healthcare and growing complexity of the healthcare delivery ecosystem, has shown that change plays a major role in driving achievement of better patient outcomes. Traditionally, the nursing process focused on treating patient disease on the basis of symptoms and clinical evidence. In 2009 the Australian Safety and Quality Framework for Healthcare introduced the concept of patient-centered care that shifted healthcare focus from pharmacological to holistic patient care. McCormack, Manley & Titchen (2013), then developed the principles of development aimed at achieving the person-centered and evidence based care.
This is only half of the introductory paragraph written by our experts. Call us at +61 871501720 to read more.
This is followed by an application of the theory of practice development to the perceived limitations and barriers to change in nursing. You can read a snippet of the complete theoretical foregrounding written by our experts.
The theory of change was first proposed by Kurt Lewin in 1951. Kurt Lewin initiated a study of group dynamics and organizational development where he discovered that change is a systematic process that involves a series of stages. In his theory, Kurt Lewin stated that change takes place through “unfreezing-change-refreezing” process (Harvey et al., 2002). The theory was developed on the belief that change takes place in an interconnected environment with different forces; driving forces and restraining forces. Driving forces push an organization towards the realization of change while restraining forces undermine change by creating barriers. According to Lewin, identifying and determining the factors that affect the change process can help management achieve a dynamic balance of factors to ensure successful change (Memon et al., 2021).
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The next paragraph introduces some specific limitations and barriers that have been proposed in past studies. Through this paragraph, our experts have demonstrated the application of evidence to support the findings proposed in the paper. Our experts have highlighted seven different barriers here. We have presented only a part of all these limitations here.
Limitation 1
There are a wide of limitations and barriers identified by scholars that undermine change in nursing practice. According to a study conducted by Tappen et al. (2017), one of the barriers to change is the magnitude and complexity of the change. In the study, Tappen et al. (2017), sought to establish the factors that led to unsuccessful adoption of INTERACT, a enterprise 4resource planning system recommended by the NHS in the UK. Nurses identified the program to be too complex for them to understand and adopt in their daily routine, even though management emphasized that the system would help improve integration and coordination in healthcare. In another study conducted by Tappen et al. (2017), findings showed that employees resisted implementation of new technology due to perceived loss of control of their jobs.
Limitation 2
Lack of change management culture also acts as a major barrier to change adoption. The complexity of change particularly becomes an issue when an organization lacks a coordinated change implementation processes to incentivize employees and reduce resistance to change (Clari et al., 2021).
Limitation 3
The social environment can be a major barrier and limitation to change in nursing. As identified by socioecological theories, human beings are social beings who rely on the social environment to shape their identity and decisions. For example, the social identify theory proposed by Henri Tajfel, human beings develop a sense of identity based on their group affilliations (Woods-Giscombe, 2021).
Limitation 4
Leadership instability in the healthcare organization acts as a major barrier to change. Leaders play a major role in promoting change mindset among the employees through different styles of leadership. Transformational leaders for example help an organization to adopt a vision for change and inspire employees in embracing behavior that supports the change process.
Limitation 5
Organizational factors act as barriers to change by posing structural or systemic barriers. Usually for change to take place, an organization must have the right vision for change that aligns with available resources, organizational systems and culture of the firm (Memon et al., 2021). Organizational factors are considered to be the pillar to achieve technical, process and cultural support to change processes. Change calls for capital, human, intellectual, technology, training and infrastructural resources. Health care organizations are required to consider factors within the health setting which can influence the performance of nurses during change.
Limitation 6
Organizational work design and arrangements determine employee adjustment to change. Factors such as workload can also hinder change by imposing too much pressure on nursing practitioners (Memon et al., 2021). Workload is an ideal example of an organizational factor assigned and expected from a nurse within a specified period. A common measure of workload is the number of patients overseen by nurses an issue that can put pressure on the working staff.
Limitation 7
The study by Tappen et al. (2017), further identified organizational discrimination as a limitation and barrier to change in nursing as it leads to perceived mistrust between management and employees. According to Kechi (2020) the process of practice development can be affected by perceived mistrust towards management usually propagated through unfavorable or unfriendly policies.
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The essay concludes with a short paragraph on the findings from the review of the studies related to the research topic.
In conclusion, the nursing profession continues to face barriers posing a threat to changes in the profession. The nursing population is expected to increase in future and further changes are expected due to changing demographics, technology advancements and patient-centered care, Change management is therefore expected to remain a core element of the nursing professional development.
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