Original Question: Sustaining change can be difficult, as there are many variabl

Original Question: Sustaining change can be difficult, as there are many variables that can affect implementation. One critical component of EBP is to ensure that practice change is part of an organization’s culture so it will continue to impact outcomes over time. Name two potential barriers that may prevent your EBP change proposal from continuing to obtain the same desired results 6 months to a year from now, and your strategies for overcoming these challenges.
Student # 1 – responsd with 100 words and a reference within 5 years
Student #2 – responsd with 100 words and a reference within 5 years
Student #3 – responsd with 100 words and a reference within 5 years
Student #1 – Ankitkumar Patel
Insufficient staff knowledge is one obstacle that could hinder the success of EBP implementation in the organization. In my organization, direct care staff, and nurses with associate degrees and BSNs are employed, even though they are expanding their knowledge and ability to use evidence in nursing through effective change policies, proper training, and education. As a result, I predict that the nursing staff may become reluctant to use EBP due to their lack of knowledge. Interpreting the evidence and utilizing it to alter practice will probably be challenging for nurses.
Additionally, direct patient care staff and nurses find it challenging to understand the significance of the change and its urgency due to their lack of knowledge. Direct care staff must communicate clearly and concisely to implement effective change and deliver complete cooperation for EBP implementation. To encourage EBP in the next six months to a year by increasing nurse knowledge, stakeholders will need to be more accepting of the change. Another problem that might hinder the use of EBP is resistance among managers. The role of managers in motivating the workforce is crucial. They must offer materials (Birken et al., 2018). But the managers are resistant to change. The unwillingness to support change may result from a fear of it. The staff will find it challenging to implement changes because the managers have refused to accept and support them.
One approach to addressing the problem will be to teach staff and nurses how to interpret research. The significance of EBP in contemporary nursing settings will also need to be discussed. For instance, the ADNs should be made aware of how EBP can lower costs and increase patient satisfaction. I will need to make presentations about the issue’s urgency in light of the managers’ resistance. Managers who are resistant to change will hear from me about how the EBP will increase revenue and decrease costs. By guiding managers through the changes, you can make them understand the reasoning behind EBP (Birken et al., 2018).
Student #2 Kimberly
After a change in practice has occurred it takes time to become a “routine practice”. Once that time frame has passed the behavior is a muscle memory or a habit. This often referred to as anchoring your project. A change in policy cannot be successful until it becomes part of the company’s culture. Change leaders need to be persistent and address any issues that arise. The change leader needs to remember the importance of this step-in order for everyone involved with the company’s culture to understand how important these changes are, even if they are perceived as difficult or disruptive. Impactful change cannot happen until it becomes part of corporate culture, so have patience and focus on being effective at every stage this is the 8th step in the Kotter change model (Giva, 2021).
One of the biggest barriers will be nurse turn over. If the change is not deeply imbedded in the culture it will fall off. The second will be the change of managements direction for the program. While they may value the process in place they may be focused on a different area. What will keep this plan in place is the variability of the audits. It can be built around or on. In the final analysis, change sticks when it becomes “the way we do things around here,” when it seeps into the bloodstream of the corporate body. Until new behaviors are rooted in social norms and shared values, they are subject to degradation as soon as the pressure for change is removed (Leading change, 1995).
Student #3 – Gloria
Maintaining evidence-based practice (EBP) as part of an organizational culture is important because EBP is important in improving the overall quality of patient care, enhance nursing practice and increase the confidence in decision-making. Despite the proven benefits of applying EBP in health care practices, certain barriers still hinder continuous implementation of EBP. Some barriers to EBP include lack of support and supervision, lack of training and education, limited resources, and time restriction (Alatawi et al., 2020).
A potential barrier that may prevent my EBP change proposal from continuing to obtain the same desired results 6 months to a year after implementation includes lack of support and supervision. When there is lack of support from the administrators and lack of supervision from nurse managers, implementation of my EBP will not be sustained. To overcome this barrier, there is a need to appoint EBP mentors who will promote the EBP implementation. Involving the organizational management in the implementation of EBP is also important.
The second barrier that could undermine achievement of the anticipated change in the healthcare organization is inappropriate institutional culture, which does not support the practice. Inappropriate institutional culture includes failure to demand the best practice from the nurses, failure to provide necessary resources and failure to provide professional and educational advancement opportunities for nurses so that that they can enhance their skills on evidence-based practice (Farokhzadian et al., 2018). To solve this barrier, involving the organization’s management as a key stakeholder during implementation of evidence-based practice is of critical importance. In addition, involving trained mentors who are familiar with the institutional culture would help in bringing the desired change to facilitate uptake of evidence-based practice.