Essay on Change Management from Western Governors University.

 Start typing right now. 1. Describe how one recommended innovation strategy might be implemented by management as part of the organization's change management process. Start typing right now. Describe how four phases from Kotter's eight-step model could be used to the change process for the organization in this case. F Start typing right now. G. Describe how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to keep the learning organization environment alive and thriving. Start typing right now. References The primary instructional material in the C721 course is Acrobatiq, which is a software package (this is the 12 module readings). For your convenience, I've included a link to the reference. Assuming that you cited Acrobatiq in your paper, you can leave the reference shown below in its current format. Make sure to include the phrase "(Acrobatiq, 2017)" as an in-text citation in the body of your article whenever it is necessary.

Additionally, include any other references that you used in this reference area. Acrobatiq is a type of acrobat (2017). Change Management is a term that is used to refer to the process of implementing changes. The following is a learning resource for C721-Change Management. The document is available at https://wgunx.acrobatiq.com/courseware/contents/wgu chngmgmt nov15. There are TWO different versions of the C721-Change Management course available. This Tips document is only applicable to Version 2 of the software. Scenario: An industrial manufacturing business has hired you to work as a change management consultant, and you are thrilled. Currently, the company's leadership employs a top-down management method to achieve success. The organizational structure is based on a hierarchical structure (pyramid type). Creative thinking, making suggestions, or making decisions are not encouraged amongst employees. They are also not encouraged to experiment with new ideas and come up with novel solutions to existing problems. Over the previous decade, the company has experienced significant growth, going from generating $1 million in sales to generating $100 million in sales. The company has grown its foreign operations in the last year, and currently employs 500 people across the globe. Because of the company's rapid growth, the organization has not made significant investments in training and development opportunities for its personnel, which might help them to promote innovation and process improvements. In addition, the company's inventory management techniques and software systems have become out of date as a result of its growth.

The senior leadership team will receive a report from you as the change management consultant in which you will diagnose the need for change and explain how to prepare for change, implement change, and maintain the changes that have been implemented so far. Also included will be an explanation of how the company may transform into a learning organization in order to remain at the forefront of change and innovation. Requirements: Your entry must be a completely original piece of work. If sources are correctly cited, no more than 30% of the submission and no more than 10% of the submission can be directly quoted or closely paraphrased from them, even if the sources are correctly cited together. In order to determine the degree of originality, refer to the Turnitin Originality Report that is provided in Taskstream for guidance. You must use the rubric to lead the production of your submission because it contains comprehensive criteria that will be used to evaluate your work. If you do not follow the rubric, your submission will be disqualified. Each of the requirements listed below may be evaluated by more than one aspect of the rubric. The titles of the rubric aspects may include hyperlinks to relevant sections of the course materials. A. Using either the systems contingency model or the organizational life cycle model, discuss the necessity for change for the company in the scenario. B.

Describe the distinctions between a learning organization and a typical organization in terms of structure and culture. To begin, determine which level of Woolner's 5-stage model the organization is now in. a. Describe why the company is currently in the stage of Woolner's 5-stage model that has been recognized. 2. Describe how the corporation in the scenario might employ Senge's five disciplines to transform itself into a learning organization. 3. C. Using the model developed by Balogun and Hope-Hailey, identify the end result and the nature of the change required to transform the company from a traditional organization to a learning organization. Please keep in mind that you can either identify the end result and the form of change separately, or you can identify the name of the quadrant in Balogun and Hope-model Hailey's that corresponds to the end result and the nature of change separately. 1. Using the model developed by Balogun and Hope-Hailey, explain why the ultimate outcome and nature of change would be appropriate for the company in the case under consideration. In the example, discuss how the four steps of the action research model could be implemented to the transformation process (from traditional organization to learning organization) for the corporation. • E. Specify two innovative strategies that management may employ to transition the company in the scenario from its current state of being a traditional organization to its current state of being a learning organization. 1. Describe how one recommended innovation strategy might be implemented by management as part of the organization's change management process.

Describe how four phases from Kotter's eight-step model could be used to the change process for the organization in this case. F G. Describe how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to keep the learning organization environment alive and thriving. H. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized. I. Demonstrate professional communication in the content and presentation of your submission. Not Evident Approaching Competence Competent Articulation of Response The candidate provides The applicant makes a presentation. The candidate gives weak (clarity, unsatisfactory adequate articulation of articulation of response. organization, articulation of response. response. mechanics)

To be competent in this element of the assignment, the submission must be properly organized and contain appropriate language. If you have any trouble with this component, consult the Articulation of Response document found under the Evaluation Procedures tab in TaskStream, contact the Center for Writing Excellence or your course mentor. A. Addressed need for change and Systems Contingency or Organizational Life Cycle Models There is no discussion of the necessity of change in this document. .

c721 change management essay

Failure to effectively express the need for change in the company in the scenario, or a failure to employ either or both of the organizational life cycle models, are among the problems with the debate. Using either the systems contingency model or the organizational life cycle model, the discussion appropriately depicts the need for change for the corporation in the scenario. There are two main issues that need to be addressed: Describe 1) the need for change within the organization and, 2) a clearly articulated account of the systems contingency model, including its three phases, or a properly articulated description of the organizational life-cycle model, including its five stages of growth. What is it about the company that requires change? What exactly does the appropriate model look like? What role do they play in assisting an organization in planning for and evaluating change initiatives? It is not possible to provide a definitive response or solution in terms of the most effective strategic strategy using the systems contingency model. It does, however, aid in the simplification of the organization's complications and is required to address all of the ad hoc circumstances that may occur. There are three input phases that must be taken into consideration when developing this response. It is also necessary to provide a detailed description of each phase. The organizational life-cycle model portrays the life-cycle of an organization from the time of its inception to the time of its dissolution or closure. When responding to this criterion, make certain that you provide the sequence or events described in this model in your response. These are not coincidental occurrences. The five phases should be presented clearly and in the order in which they occur, with each step being explained correctly and completely. B. Organizational Learning versus Traditional Organization This document does not include an explanation of the distinctions between a learning organization and a traditional organization Inaccurate information is provided in the description of one or more differences between a learning organization and a regular organizational structure. An accurate distinction is made between a learning organization and a traditional organization in the description provided herein. An organization that is structured traditionally and one that is structured to learn have major distinctions. The most fundamental assumption of a traditional organization is that what has worked in the past will continue to function in the present and the future, regardless of the circumstances. Learning organizations, on the other hand, build internal structures that are capable of responding to change and assisting organizational members in acting more proactively. The goal is to empower members at all levels of the organization to accept change as a necessary and good component of the organization's ongoing existence. B1. Woolner's Five Stages of Development Woolner's 5-step approach does not have a stage identified, and this is not provided. The stage of Woolner's 5-stage model that was selected for the company based on the scenario is not accurate. Western Governors University's Change Management Certificate Program The stage of Woolner's 5-step model that was indicated in the essay is accurate for the company in the situation. When a corporation embarks on its road to become a learning organization, Woolner describes five stages that it must go through. When presented with the situation, the student will properly identify the stage that the company is now in. A description of Woolner's 5 Stage Explanation in B1a There is no explanation offered for the Woolner stage, which is mentioned in part B. No discussion of why the Woolner stage mentioned in part B truly fits the current stage of the company as depicted in part B is provided. Part B of the explanation logically demonstrates why the Woolner stage identified in part B of the scenario appropriately represents the current stage of the company. The student must provide rationale and supporting evidence to show why they chose the stage of the company that they did from the scenario they were presented with. B2. The 5 Disciplines of Senge There is no explanation provided as to how the company intends to employ Senge's five disciplines. Each of Senge's five disciplines is not precisely identified, and the explanation also does not clearly address how the company would employ each of Senge's five disciplines to transform itself into a learning organization. Every one of Senge's five disciplines is accurately identified in the explanation, which then proceeds to logically detail how the company would employ each of the identified disciplines to become a learning organization. According to Peter Senge's best-selling book The Fifth Discipline: The Art and Practice of the Learning Organization, which was published in 1990, he is credited with popularizing the phrase "learning organization." Therefore, describe each of Senge's five disciplines and explain how the corporation from the scenario will employ each of them as it strives to become a learning organization. C. The Final Result and the Nature of the Change An identification of the final consequence or nature of the transformation is made. When Balogun is used, the end result and nature of change are mistakenly identified. When utilizing Hope-model, Hailey's the final result and nature of change are incorrectly identified, but both the end result and nature of change are correctly delivered. The type of change is not identified using the model developed by Balogun Balogun and Hope-Hailey. as well as Hope-model Hailey's Using the model developed by Balogun and Hope-Hailey, determine the end goal and nature of change required to transform the company from a traditional organization to a learning organization. Give an example of why this form of change is acceptable for an organization that wants to transition from a traditional organization to a learning organization in the scenario described above. Please keep in mind that you can either identify the end result and the form of change separately, or you can identify the name of the quadrant in Balogun and Hope-model Hailey's that corresponds to the end result and the nature of change separately..

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Explanation of the final result as well as the nature of the change There is no explanation offered for the final result or the nature of the modification mentioned in section C. Either the explanation fails to discuss rationally why both the end result and nature of change identified in section C would be appropriate for the company in the situation, or the explanation fails to include Balogun and Hope-model Hailey's into the explanation. With Balogun and Hope-model Hailey's as a guide, the explanation logically illustrates why both the end result and nature of change proposed in component C would be appropriate for the organization in the case under consideration. If a company is transitioning from a traditional organization to a learning organization, explain the ultimate result and kind of change outlined by Balogun and Hope-model Hailey's as the company in the scenario converts from a traditional organization to a learning organization. Model of Action Research (D) There is no explanation of the first three steps of the action research model, and there is no discussion of the fourth step. There is no rational explanation provided for how each of the four steps of the action research model could be applied to the transformation process for the organization in the scenario. With accuracy, the discussion outlines four steps of the action research model and rationally shows how each step could be applied to the change process for the organization in question in the case study scenario. Workers can use the action research model to help them identify a problem, design a solution, put the solution into action, and analyze the final outcomes. It is divided into nine clearly defined steps. Make a clear distinction between four of these processes and explain how each step could be used to the change process in the case. E. New and Innovative Approaches The two recommended innovation strategies are not included in this document. There are one or more innovation techniques among the two indicated for the corporation in the scenario that are irrational or improper for moving from a traditional organization to a learning organization, depending on the situation. When it comes to moving the corporation in the scenario from a standard organization to a learning organization, the two innovation strategies that are advised for management make logical and acceptable sense. Two (2) innovation strategies that are reasonable and appropriate for the organization's transition from a traditional to a learning organization should be recommended to the management team for consideration. A description of innovative strategies in E1.

There is no explanation of how an innovation strategy could be implemented as part of the company's change management approach. Part E of the explanation does not logically address how management would employ an innovation strategy in the company's change process, and the explanation does not discuss the innovation strategy advocated in part E. The explanation logically explores how management would implement the innovation approach indicated in part E as part of the company's transition process. Make use of one of the innovation techniques and explain how it can be implemented to assist the organization in the scenario in making the transition from a traditional organization to a learning organization, as demonstrated in the scenario. The Eight-Step Change Process developed by F. Kotter There is no mention of the fourth and fifth steps in Kotter's eight-step approach. Kotter's 8-step model is discussed in detail, but there is no logical explanation of how each phase could be applied to the change process for the organization in the scenario. 

It accurately recognizes four steps of Kotter's eight-step model and rationally discusses how each step could be applied to the change process for the organization in the scenario, as demonstrated in the discussion. The eight-step transformation method developed by John Kotter was introduced. Give an explanation of what is completed (or should be accomplished) in each step of the process in answer to this prompt demand. Keep in mind that you should apply each phase to your own organization as it transitions from being a standard organization to becoming a learning organization. Explanation of how the five pillars of G. work together The five pillars of sustainable change could be employed to ensure the long-term success of the company's learning. There is no provision for changing the organizational environment. The explanation does not logically explore how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to maintain the learning organization environment that is described therein. The explanation rationally examines how each of the five pillars of sustainable change could be applied to the corporation in the scenario in order to maintain the learning organization environment that has been created. In addition to just identifying the five (5) pillars of sustainable change, explicitly explain how each of the five pillars of sustainable change could be used to maintain the company's learning organization environment in a clear and concise manner. The submission does not include both intext citations and an H. Sources reference list for sources that are quoted, paraphrased, or summarized, which is required by the university. The contribution includes in-text citations for sources that are quoted, paraphrased, or summarized, as well as a reference list; nevertheless, the citations and/or reference list are either insufficient or erroneous in their information. When sources are appropriately quoted, paraphrased, or summarized, in-text citations should be used. A reference list should be included that accurately identifies the author, date, title, and source location, if any, of each source cited in the text. All in-text citations and references must be formatted in accordance with the American Psychological Association (APA). Your response should have included in-text citations for each and every reference that was mentioned on the References page. It is necessary to remove the source from the reference list if the source was not cited in the body of the text. To learn more about APA formatting, visit the APA Formatting connection to the document prepared by the Western Governors University Center for Writing Excellence. If you require extra assistance, you can contact the Center for Writing Excellence. This community is intended to assist students in the development of general writing abilities as well as APA formatting. The mentors are outstanding and are willing to organize individual appointments with students as needed. It is included in the course under the part titled "Course Tips" where you can get the Acrobatiq APA citation reference. The content is poorly organized, fragmented, or contains extensive errors. I. Errors in mechanics, communication usage, or grammar that are considered professional. The use of improper vocabulary or a tone that detracts from the issue is unacceptable. Content that is poorly arranged, difficult to understand, or involves errors in mechanics, language, or grammar that cause confusion is considered to be poor quality. Terminology is either misunderstood or unproductive. Attention to detail is reflected in the content.

 

What?	When?
Launch	Monday 24 January
Entries close	Friday 25 March
Online judging	Monday 25 April – Wednesday 11 May
Shortlist announcement	Wednesday 8 June
Judging Interviews	Monday 27 June – Wednesday 6 July
Awards	Thursday October

What are the awards in nursing?

Nursing Awards for Outstanding Performance
During National Nurses Week, the Department of Nursing honors the best and brightest examples of nursing achievement from across the country. Highland nurses can be nominated for these prestigious awards by any of the organization's employees, members of the medical staff, patients, and visitors, among others. In this year's competition, awards will be presented in the following areas:

Licensed Practical Nurse (LPN) Excellence Award

The recipient of this award will be a Licensed Practical Nurse who has demonstrated a commitment to providing high-quality patient care on a consistent basis. The individual will be acknowledged as a valuable team member who has made a significant contribution to the department's or organization's achievement of goals over the course of the previous year. The candidate constantly exemplifies the principles and behavioral standards of the ICARE organization.

The PCT Excellence Award is presented annually.

The recipient of this award will be a Patient Care Technician who has demonstrated a commitment to providing high-quality patient care on a consistent basis. The individual will be acknowledged as a valuable team member who has made a significant contribution to the department's or organization's achievement of goals over the course of the previous year. The candidate constantly exemplifies the principles and behavioral standards of the ICARE organization.

The Emerging Star Award

Nursing students who have been registered nurses for less than two years and who display a strong commitment to their profession will be eligible to receive this award. In the short time that he or she has been at Highland, the honoree has already demonstrated promise and made a significant contribution to the community.

Award for Outstanding Nursing Practice

In this category, the award will be given to a registered nurse who continuously practices excellence and who employs excellent competence and expertise in the care of patients in a hospital or in the community. This nurse advocates for the use of evidence to improve his or her individual practice as well as the broader nursing practice at Highland on a regular basis. This nurse serves as a role model for professionalism in all aspects of patient care.

Excellence in Nursing Professional Development (NPD) Award

Registered nurses who demonstrate consistent leadership in the professional development of nurses using adult education principles, implement education offerings to improve quality and safety based on current evidence, and demonstrate a personal commitment to and encourage academic advancement and professional organization membership will be recognized with this award. Who should be considered for this award? The recipient must be certified in the field in which he or she will be working.

The Jamie Philpott Nursing Leadership Excellence Award is presented annually.

The recipient of this award will be a registered nurse who displays great transformative leadership and has a demonstrated track record of delivering and maintaining excellent outcomes. This award was established in recognition of Jamie Philpott's remarkable contributions to the Department of Nursing and her great leadership.

Nursing Research and Innovation Award for Outstanding Contribution to Nursing Research and Innovation

The recipient of this award will be a registered nurse who exhibits the integration of scientific research skills with the innovative application of knowledge and technology in order to improve procedures of care and achieve good outcomes in her or his practice.

Nursing Mentor of the Year Award

An RN will be selected as the recipient of this award if she or he consistently exhibits clinical skill and innovative methods to orientation of new employees. This nurse educates new employees as they make the transition from school to professional practice and serves as a role model for other professionals.

Award for Dottie Haelen's Contribution to Nursing Practice

Individuals who consistently support the Department of Nursing's efforts to enhance practice and achieve goals that are reflective of excellence in patient care will be recognized with this significant award. For her great support and contributions to the Department of Nursing and Highland Hospital, Dottie Haelen was given this award in her honor, which was established in 2011.

National Awards Program

A national awards program, administered by the American Nurses Association (ANA), is designed to identify, celebrate, and recognize those who represent the very best in the nursing profession, as well as their contributions to the field of health care. The awards program also recognizes the positive difference that they have made in the lives of their coworkers and patients, as well as in the communities in which they live.

 Individual registered nurses' outstanding achievements and significant contributions to health care delivery are highlighted in the ANA National Awards Program, which is intended to reach out to those in the nursing profession, as well as to other health care professionals, government officials and the general public. Champions of nursing are also identified and recognized through the ANA National Awards Program, which includes leaders who have made major contributions in favor of the nursing profession despite the fact that they are not members of the nursing profession.

Timelines
The Call for Nominations for Awards in 2021 has been closed. The deadline for submitting nominations for the ANA National Award was October 1, 2021 at 5:00 p.m. Eastern Time. The recipients of the 2022 National Awards will be announced in the first quarter of 2022.

Criteria in general
If you are thinking about nominating yourself or a colleague for an ANA National Award, you should first read the National Awards Program Guide, which may be found here. The Guide contains crucial information, such as the following:

Details about each award, including qualifying requirements and selection procedures;
There is also an outline of the award nomination procedure, including suggestions for submitting a solid nomination and a link to the online nomination form; and deadlines for submitting and reviewing award submissions are provided.

National Award Categories

Awards for Distinguished Practice : Nursing recognize excellence in nursing research, nursing education, or nursing practice, as well as outstanding professional contributions made by an ANA member in the areas of research, education, clinical care, direct patient care, or public health. Awards for Distinguished Practice in Nursing are given to individuals who have made outstanding contributions to nursing research, nursing education, or nursing practice.

The Mary Ellen Patton Distinguished Direct Patient Care Award honors an individual registered nurse who provides exemplary direct patient care and makes significant contributions to the advancement of nursing practice by demonstrating a commitment to personal leadership development and serving as an inspirational role model for others.
Young Nurse Leader Award, given to a young nurse who has achieved great accomplishments and made substantial contributions to the nursing profession.

An individual registered nurse who has achieved significant contributions in nursing research, nursing education, or nursing practice is recognized with the Jessie M. Scott Foundations of Nursing Practice Award.
The Pearl McIver Public Health Service Award, established to honor extraordinary leadership and excellent professional accomplishments made by a public health nurse in influencing the role and improving the practice of public health nursing, was established in her honor in 2003.

Nurse Exemplar Awards serve to promote and highlight the American Nurses Association's (ANA) ongoing commitment to the principles of nursing ethics and the highest standards of nursing practice.

In recognition of extraordinary contributions to the nursing profession over an extended period of time through distinguished service, steadfast leadership, exceptional mentorship, effective advocacy, and innovative efforts that have had a long-lasting impact on the health and/or social and political history of the United States, the American Nurses Association has established the ANA Hall of Fame Award.

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In recognition of showing the highest standards of ethics and leadership in his or her everyday practice, serving as an ethical role model, and encouraging ethical dialogue and/or scholarship, the Leadership in Ethics Award is given.

Nursing Honors and Recognition Champions are recognized for their remarkable achievements in the area of advocacy for the nursing profession and for the American Nurses Association.

Inspired by Barbara Thoman Curtis, Hildegard Peplau, and Shirley Titus, the Advocacy Award celebrates the individual registered nurse who accepts the role of advocate as a part of his or her professional identity and strives to make a difference in the lives of others.

It is given to an extraordinary leader or organization who has made significant contributions to the nursing profession but who is not a part of the nursing profession itself.

In the field of nursing, the Nursing Pioneer Awards acknowledge those who have made remarkable contributions to social justice by removing barriers and advancing a culture of fairness and inclusion in the profession.

The Luther Christman Award is given to an individual man in nursing who has made significant contributions to the profession of nursing in areas such as practice, research, teaching, public policy, and/or community service, among others.

In recognition of exceptional achievements to integration within the nursing profession either by a single registered nurse or by a group of registered nurses, the Mary Mahoney Award is given.

What Is a Nursing Care Plan and How Does It Work?

In the world of healthcare, nurses play a pivotal role in ensuring patients receive comprehensive and individualized care. One essential tool that aids in this process is the Nursing Care Plan. A nursing care plan is a component of the nursing process that specifies the plan of action that will be implemented during a patient's medical care. It is also known as a nursing care strategy. A care plan is typically completed by an LPN or a Registered Nurse (RN) following an in-depth assessment of the patient's needs.

Types of Care Plans

Atopic Dermatitis | Poison Ivy | Impaired Comfort: A Nursing Care Plan (NCP)

It is intended for patients who are experiencing some form of allergic reaction to their skin, as described in this NCP nurse care plan for atopic dermatitis. In this case, the patient is suffering from an allergic reaction to poison ivy and is experiencing severe pruritus as a result of it. The nursing diagnostic of Impaired Comfort will be used, and our patient's goals and nursing actions will be discussed .

Nursing Care Plan and Diagnosis for Mastitis

This nursing care plan and diagnosis is for Mastitis that is associated with breastfeeding. It is called mastitis when there is inflammation of the breast tissue. Most of the time, it is caused by blocked ducts or milk stasis that occurs during nursing. It is quite rare for a woman who is not breastfeeding to get mastitis, but it does happen.

Nursing Care Plan and Diagnosis for Tracheostomy and Tracheotomy

This document contains a nurse care plan as well as a diagnostic for Tracheostomy or Tracheotomy surgery. Risk factors for poor airway clearance, infection, and limited vocal communication are all included in the nursing diagnosis for these conditions: As a nurse, you may come across a patient who has a tracheostomy tube in their throat. The term "trach" may be used in the medical field to refer to this device.

Nursing Care Plan & Diagnosis for Hysterectomy| Risk for Infection & Grieving

Following a hysterectomy, this nursing care plan for nurses offers a diagnosis and care plan for the patient, along with nursing interventions and outcomes for the following conditions: Due to the loss of a body part, there is a risk of infection as well as grief. The removal of the female reproductive organs, often known as a hysterectomy, puts patients at risk for infection and increases their chances of experiencing post-operative grief.

Nursing Care Plan and Diagnosis for Mastectomy |Nanda Goals & Interventions

For a patient who has undergone a Mastectomy, this nursing care plan offers a diagnosis and care plan for nurses that includes nursing interventions and outcomes for the following conditions: Physical mobility is impaired, and grief is experienced as a result of breast cancer. Patients who have undergone a Mastectomy have limited movement as a result of the loss of the pectoral muscle during the procedure

How to write a Care Plan

Care plans are a method of approaching and streamlining the nursing process in a planned manner. They also make it possible for a nursing team to communicate effectively. This tutorial will assist you in understanding the principles of nursing care plans as well as the steps involved in creating them. Also included will be a list of best practices to keep in mind, as well as a sample nursing care plan that you may download and print on your own time.

The Most Important Reasons for Having a Care Plan

It is the goal of a nursing care plan to describe the patient's requirements and desires, as well as the nursing interventions (or implementations) that will be used to achieve those requirements. The care plan, which is kept on file with the patient's health record, is used to ensure that the patient receives continuity of care. 5

The following are the primary reasons for creating a care plan:

• A care plan assists nurses and other members of the patient's care team in organizing various areas of the patient's care according to a timeline. It also serves as a tool for them to think critically and holistically in order to provide care that is supportive of the patient's physical, psychological, social, and spiritual well-being.
• A care plan makes it easier to allocate a patient to a nurse who has certain abilities and expertise; it also makes it easier to communicate with the patient. It is more likely that patients will become more involved in their therapy and recovery if they have specific goals to work toward. 
• Collaboration among members of the nursing team .Care planning enables for a team of nurses (as well as physicians, physician assistants, and other care providers) to share information, express ideas, and coordinate in order to provide the best possible care for the patient.
• Documentation and adherence to regulations . A well-written care plan enables nurses to assess the success of their interventions and to document the fact that they were carried out. This is necessary both to enhance the efficiency of care delivery and to provide documentation for medical professionals.

What Are the Different Components of a Care Strategy?

Care plans are organized according to a five-step framework, which includes the following steps: assessment, diagnosis, outcomes and planning, implementation, and evaluation.

Introduction and the Practice Problem: Part 1 of Applying Theory to a Real-World Situation

Section 1: Introduction

In the present era, the area of nursing is always growing in order to address the new challenges that arise in every environment. Numerous hospitals have incorporated the nursing code of ethics and nursing theories into their daily operations, and as a result, they have achieved positive outcomes. There have been a number of nursing theories developed over the years that have made a significant impact to the nursing profession. The importance of nursing theory in nursing practice cannot be overstated because it provides a strong framework to define and support nursing practice, improves the quality of patient care, and provides solutions to problems that arise in nursing practices. Nursing theory has a significant impact on patient care and should not be overlooked (Parse, 1995). The theory of human caring developed by Jean Watson provides a solid foundation for recognizing the importance of learning and applying nursing concepts in order to resolve the issues that arise on a daily basis in the workplace. This section will go into greater detail on how nursing theories influence nurse staffing in hospitals.
Problem Solving in Practice and Its Importance
According to a large body of nursing literature, nurse staffing has been a persistent concern for most hospitals for many years (Alligood and Tomey, 2006). Healthcare officials have acknowledged that the shortage of nurses and doctors is a persistent problem that has an impact on the safety of patients and nurses. Staffing in the acute care sector is a difficult topic for many nurse leaders, clinical nurses, and educators working in the field of nursing. Hospitals with insufficient or low nurse staffing levels have inferior patient outcomes, resulting in a reduction in the overall quality of treatment. Patients' safety is jeopardized by a reduction in nursing staff, which leads to an increase in medication errors, patient falls, longer hospital stays, and a higher rate of patient mortality.

THE APPLICATION OF THEORY TO ACTUAL SITUATION 3 

Despite the fact that the problem is hurting nursing professionals, traditional means of fixing the problem, such as retention strategies and financially focused recruitment, have not been successful in completely addressing the problem.
Nonetheless, applying nursing theories has brought valuable insights into how nurses can work diligently to improve the quality of care they provide to patients. Managers and hospital administrators are aware of the need to improve the quality of care while also raising the morale of nurses. Indeed, when nurses are driven to do their duties, they can be extremely valuable resources in the effort to improve the overall well-being of their patients.
Nurses in today's culture encounter numerous problems as they attempt to strike a balance between their personal lives and their professional lives. The use of Watson's theory has helped healthcare leaders understand that nurses need be motivated by a variety of incentives in order to perform their tasks efficiently. It provides a solid foundation for hospitals to recognize that human caring is a critical part of nursing that promotes quality care and helps to resolve staffing concerns. Everyone working in a clinical setting must recognize that a human being is a valuable being who deserves to be nurtured, assisted, supported, cared for, and appreciated if the problem of nurse staffing is to be fully addressed. According to this notion, a caring environment is one that promotes the growth of an individual's well-being while also allowing the healthcare practitioner to achieve his or her professional goals (McEwen and Wills, 2011, p. 1).
Because the theory of human care is applied in the hospital setting, nurse managers and leaders recognize the importance of motivating nurses to carry out their responsibilities successfully with the goal of encouraging high-quality care delivery in their facilities. The implementation of Watson's theory has been utilized to improve nursing practice and offer nurses with the most fulfilling aspects of their jobs that contribute to the improvement of overall patient care and satisfaction.
The use of theories in nursing is logical in the sense that it provides solutions to immediate problems that arise in the health-care industry (Parker, 2006).

FINDING APPLICATIONS FOR THEORY IN PRACTICE 4

References
M. R. Alligood and A. M. Tomey are co-authors of the paper (2006). 3rd edition of Nursing Theory: Its Utilization and Application. Mosby Elsevier, St. Louis, Missouri.
McEwen and Wills, E. M. McEwen and E. M. Wills (2011). Nursing has a theoretical foundation (32nd ed.). Lippincott Williams and Wilkins, Philadelphia, Pennsylvania.
Parker, M. E., et al (2006). Nursing theories and nursing practice are two sides of the same coin (2nd ed.). F. A. Davis Company, Philadelphia, Pennsylvania.
R. R. Parse, R. R. Parse (1995). Awakenings: The human becoming a theoretical construct in both practice and research The National League for Nursing Press is located in New York, New York.

Bibliography of the Theorists

Jean Watson is a well-known nurse theorist who has had a profound impact on the globe by her expertise and contribution of human compassion to the profession. Watson was born on June 10, 1940, and is a well-known scholar as well as the founder of the Watson Caring Science Institute. As a non-profit organization, the institution is dedicated to advancing understanding of human caring practices and theories in the healthcare and social service sectors, as well as to expanding such insights. Watson's six honorary doctorates, which have had a profound impact on the world, have been recognized by modern society. The theorist has had the honor of teaching nurses and other healthcare professionals from all around the world about the idea of human caring during his travels. Watson graduated from Lewis Gale School in 1961 and continued her education at Colorado University, where she received her bachelor's degree in 1963.

Application of Theory to Practice 5

She went on to obtain her M.S. in 1966 and her PhD in education and counseling psychology in 1973, both from the University of California, Los Angeles.
It has been demonstrated that this idea is applicable in the present era, as the corpus of nursing knowledge has become more recognized as a separate caring science and profession that is capable of transforming the well-being of human beings. It is essential that the aspect of human caring rules the body of nursing in the sense that this activity has enhanced a significant impact in ensuring that all patients are treated with dignity and respect, regardless of where they are coming from. Dr. Watson's theory is comprised of three primary components that have been applied in the field of nursing. Caring factors, transpersonal caring interactions, and caring moments are some of the variables that contribute to caring. Nurses have been urged to engage in these activities at all costs, regardless of the difficulties that may arise in the process. The practice of nursing would be altered if this theory were to be adopted, in the sense that every human being desires to be cared for and loved.
Theory's propositions and concepts are referred to as Accordion to this view, human beings are capable of showing compassion for other human beings.
The fulfillment of human needs, according to this theorist, is achieved through the provision of human caring in the nursing profession. When displayed at healthcare institutions, the aspect of human caring has been shown to improve the health of people as well as the growth of families. A caring atmosphere is essential because it allows individuals to make the best decisions for themselves and others around them, therefore improving their own lives and the lives of those around them. In summary, the key assumption of this theory is that interpersonal interaction is critical in improving the overall quality of care, and that this reflects on the inherent human nature of providing and expressing care in one's fellow human.
One way in which the theorist describes her theory is through the use of ten significant factors that promote healing, health, and completeness in human beings. The practice of love and kindness toward others is one of the 10 criteria.

Applicability of Theory to Practice to self and other people,

Instilling faith and encouraging others, nurturing individuals' beliefs so that they have confidence in life, fostering trusting and helping relationships, taking every opportunity as an opportunity to grow, supporting individual needs, and developing creative solutions that improve patients' well-being are all examples of application of theory to practice. Others include providing a healthy environment that addresses the sociological, spiritual, and physical needs of the patients, performing acts of healing and catering to human needs, and remaining open to accepting any and all challenges that may arise in the healthcare field. The ten factors address the importance of having self-respect and respect for others in positions of authority. Interpersonal relationship interventions require an understanding of theoretical foundations. This offers a strong foundation on which healthcare practitioners or nurses may stand since they recognize the value of creating great relationships with both their colleagues and patients as a whole. According to the theory, the nursing profession should embrace the concepts of caring, forgiveness, kindness, and compassion in their daily nursing practice (Meleis, 2007).
Theoretical Concepts Implemented in Practice
When describing the importance of having a compassionate approach in nursing leadership, the notion has been applied. In particular, it provides enough insights and a solid foundation for understanding how human care establishes a solid platform for improving quality management. Leaders can use this idea to better understand and encourage nurses in order to attain a guided or structured vision of patient-centered care delivery. As previously stated, encouraging people within an organization is critical in order to improve customer care services and hence increase revenue. As a result, motivating nurses contributes to the healing and wholeness of patients. In order to have ethical and moral standards or principles that address the challenges that arise in the administration and delivery of patient care, nurse managers need to have a good understanding of nursing theory (McEwen and Wills, 2011).

CONVERSION OF THEORY WITH PRACTICE 7
When it comes to providing patient care, nurse staffing is a critical consideration that hospitals cannot overlook (McEwen and Wills, 2011). Although many hospitals spend a lot of resources managing the workflow and optimizing staff hours, much needs to done about caring of nurses. When a hospital embrace the aspect of caring for its staff, then this will increase nurse retention, customers or else patients’ satisfaction, and improve the entire delivery of care. Therefore, understanding the concept of human caring is crucial as it lays a strong ground where nurses are motivated to perform their tasks. It also lays a strong path for nurses to exercise their duties to improve the well-being of patients.
Practice Change with the Theory Implementation
A perfect example of how human caring theory can enhance change can be outline in solving the issue of nurse staffing. According to Brown (2005), nursing leaders can address this issue by implementing the basic concepts of the theory. For instance, nurse managers can support nurses to engage in human or else self-care practices and activities that promote love, kindness, and respect of self and others. Nurse leaders can also develop and implement health policies that provide healing process, support team work, allows nurses to rest, and help nurses to learn from one another. In so doing, this would demonstrate how utilizing this theory would enhance a significant contribution in the work environment and reduce the issue of nurse staffing. This theory allows nurse leaders to incorporate human caring in depth and ensure that nurses are working hard to improve the well-being of patients. The impact and connection between nurses’ leaders, nurses and patients are understood by understanding Ken Wilbur’s integrated theory (Hamric, Spross and Hanson, 2009).

APPLICATION OF THEORY TO THE PRACTICE 

References

Brown, S. J. (2005). Direct clinical practice. In A.B. Hamric, J.A. Spross, C. M. Hanson (Eds) Advanced practice nursing: An integrative approach, (3rd ed.). (pp. 143-185). St. Louis, MO: Saunders Elsevier.
Hamric, A. B., Spross, J. A., and Hanson, C. M. (2009). Advanced practice nursing: An integrative approach (4th ed.). St. Louis, MO: Saunders Elsevier.
McEwen, M., and Wills, E. (2011). Theoretical basis for nursing (3nd ed.). Philadelphia: Lippincott, Williams, and Wilkins.
Meleis, A. F. (2007). Theoretical nursing: Development and progress (4th ed.). Philadelphia: Lippincott, Williams, and Wilkins.

Section 3

Borrowed Theorist Biography

Over the years, Wilbur’s theory has been known to support the input of human caring theory by Jean Watson. Born in 1949 in Oklahoma City, Ken Wilber is the most celebrated and influential American Philosopher of the modern age. Wilber’s journey to discussing about human caring has been fascinating. Wilber enrolled at Duke University in 1967 and he became inspired to influence the world with his teachings. After few years, Wilber enrolled in the Nebraska University Lincoln where he pursued a degree in biology and chemist and later a master degree in biochemistry. While in school, Wilber became interested in western and eastern philosophy and psychology and he established the need to elaborate about consciousness through which he later used this concept to incorporate integrated theory. In 2000, Wilbur established the

APPLICATION OF THEORY TO THE PRACTICE 

Integral Institute, whose aim was to educate many people about self-awareness. Wilbur believed that human beings have the responsibility of knowing who they are and further encouraged his audience to care for self and others. Indeed, the theorist support the theory of human caring various books such as “Caring Science as sacred science” and the Philosophy and science of human caring” (McEwen and Wills, 2011).
Theory Applied Practically
Integral theory has had a superb reputation of providing insights about western and eastern understanding of the consciousness. The theory has been applied to politics, art, business, medicine, ecology, and spirituality. Through this theory, researchers have established applications of coaching, leadership, and development. In leadership aspect, the theory provides insights of leadership theories and further help people to apply them in different perspectives.
The model described by the theorist discusses four models; one that examines the self, collective aspects, internal, and external aspects. Understanding the four quadrant models creates a strong platform to enhance an environment that cares for people. Integral theory has also been applied by instructors at colleges when leading students and enhancing an environment that facilitates smooth learning experience.
Practice Change with the Theory Implementation
Nursing practice would change by incorporating this theory in the sense that, it creates insights on the importance of having a strong identity. Through this theory, nurses are encouraged to know who they are and further work hard to enhance the well being of others.
Indeed, when an individual knows who they are in terms of their strengths, weaknesses, opportunities, and threats then they are in a better position to do activities that enhance the well

APPLICATION OF THEORY TO THE PRACTICE

being of people. In the nursing field, it helps nurses to avoid tasks that would deteriorate the well being of patients. In addition, this theory is appropriate in solving the root issues of staffing. For instance, by using the quadrant model used by Wilbur namely the self, collective aspects, internal, and external aspects, nurse leaders can understand the importance of making decisions that improves the well-being of staff and patients. Having a clear understanding of self may be vital for leaders in making the decisions that eradicate the issue of nurse staffing. Understanding how to motivate nurses to perform their tasks effectively would be vital in eradicating the issue of staffing and improving patients’ health (Dreyfusn and Dreyfus, l986).

Potential Challenges
It is vital to note that, the change does not rely on the most common methods of retention and recruitment, rather requires the hospital and its management is to have adequate knowledge on how enact the change required. Thus, applying this theory may be costly especially when creating awareness to the employees on how to improve their services to patients. Educating and training employees on the aspect of caring demand a lot of resources. (Alligood and Tomey, 2006).
Conclusion
Nurse staffing has been a common challenge faced in most healthcare institutions. Over the years, this issue has been address through various methods such as additional pay incentives, and recruitment bonuses. Despite the initiative made to address the issue, the truth of the matter is that these methods have not fully addressed the root cause of the issue. With this in mind, applying Integral and human caring theory promotes a caring environment. By applying

APPLICATION OF THEORY TO THE PRACTICE 

Watson’s theory, healthcare leaders understand the importance of having rewards in the workplace. This theory creates the need to motivate competent and potential employees in the organization. Despite the benefits that emerge from applying this theory, the truth of the matter is that it requires adequate training to be effective in the workplace. An organization must invest on giving rewards to their employees to motivate their effort.

References

Alligood, M. R., and Tomey, A. M. (2006). Nursing theory: Utilization and Application (3rd ed.). St. Louis, MO: Mosby Elsevier.
Dreyfus, H. L., and Dreyfus, S. E. (l986). Mind over machine: The power of human intuition and expertise in the era of the computer. New York: Free Press.
McEwen, M., and Wills, E. (2011). Theoretical basis for nursing, 3rd ed.). Philadelphia, PA: Lippincott, Williams, and Wilkins.