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Capstone Project Change Proposal Presentation for Faculty Review and Feedback Create a professional presentation of your evidence-based intervention and change proposal to be disseminated to an interprofessional audience of leaders and stakeholders. Include the intervention, evidence-based literature, objectives, resources needed, anticipated measurable outcomes, and how the intervention would be evaluated. Submit the presentation in LoudCloud for feedback from the instructor. While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. You .
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- 1. Capstone Project Change Proposal Presentation for Faculty Review and Feedback Create a professional presentation of your evidence-based intervention and change proposal to be disseminated to an interprofessional audience of leaders and stakeholders. Include the intervention, evidence-based literature, objectives, resources needed, anticipated measurable outcomes, and how the intervention would be evaluated. Submit the presentation in LoudCloud for feedback from the instructor. While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. You
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NRS 493 Capstone Project Change Proposal Presentation
NRS 493 Capstone Project Change Proposal Presentation Content
Problem of burnout in ED nurses
Interventions
Evidence-based literature
Resources needed, anticipated measurable outcomes, barriers to implement change.
Solutions to barriers
Evaluation of the outcomes
This is the content of the presentation. It begins with the importance of the project change and its problem of burnout in ED nurses. We will look at the project interventions and understand what goals we have in the mind. Further, we will see how EBP literature aid in completing the project and selecting interventions. Then comes objectives of the change proposal and resources that will be needed to implement the change. Further, we look into the different measurable outcomes as well as barriers that we may face during the implementation along with solutions for them. Then we will move to understanding how outcomes will be evaluated to see whether the change was beneficial or not.
Burnout prevalence rate is increasing
Burnout increases turnover rate
It reduces quality of care and patient satisfaction
It leads to stress, anxiety, depersonalization, and emotional exhaustion
The problem of burnout is a major health care problem as it affects nurses, their productivity, ability to work, errors committed during the practice (Nowrouzi et al., 2015), and other health care aspects such as poor work environment, quality of care (Ang et al., 2016), satisfaction levels of patients and nurses, and overall outcome.
Thus, it is important to address the burnout issue in nurses by adopting strategies (Cañadas-De la et al., 2018).
Primary care physicians have among the highest rates of burnout among physician specialties, with more than 60% of those in the United States reporting high levels of burnout as measured by a commonly used scale.
Burnout is a problem in its own right for reasons of concern about the well-being of health care workers. There is also concern that burnout and low engagement in the workplace may adversely affect patient care, destabilize the workforce, and increase turnover.
The study surveyed nearly 800 members of the American Association of Critical-Care Nurses from August 2018 through August 2019. Findings, which were published in the May 2021 issue of American Journal of Critical Care include:
About 61% reported suboptimal physical health. Nurses tend to like working three days per week, but that requires 12-hour shifts with limited breaks to rest properly, often resulting in sleep disruption, headaches, cardiovascular disease, gastrointestinal symptoms, and musculoskeletal disorders.
About 40% screened positive for depressive symptoms and more than 50% screened positive for anxiety.
Those who reported worse health and wellbeing had between a 31% to 62% higher likelihood of making medical errors.
Nurses who reported working in places that provided greater support for wellness were more than twice as likely to have better personal health and professional quality of life compared with those whose workplace provided little or no support.
Stress, anxiety, and depression are likely even higher in the current environment than before the pandemic, when the study was conducted, the authors say.
It increases heath care errors
Increases risk to patient safety
Reduces nurse satisfaction
Increases intention to leave job
Although it is difficult to determine causal relationships, burnout has been associated with increased patient safety incidents, including medical errors, reduced patient satisfaction, and poorer safety and quality ratings.
Burnout lowers nurses’ quality of life, performance level, and organizational commitment and increases their intention to leave the job. … Structural empowerment was found to be important for both nurses’ job satisfaction and quality of patient care as mediated by professional practice environment characteristics.
Interventions
Increase nurse to patient ratio
Effective staff scheduling
Increasing interprofessional collaboration
Stress management programs
The implementation plan starts from increasing nurse to patient ratio and then educating nurses about the change plan and its objectives to promote effective change (Magtibay et al., 2017). The next step is to create training and education sessions to train nurses to manage self through mindfulness, stress management, active management, self-efficacy, and burnout management programs (ALmutairi & El.Mahalli, 2020). Then creating supportive environment, work culture, and establishing interprofessional collaboration through knowledge-sharing, shared decision-making, and group discussions will be implemented. Further, dynamic scheduling will be implemented (Rees et al., 2019). The plan will be implemented at small scale and then implemented at large scale by evaluating the outcomes (Guixia & Hui, 2020). The outcome measures include turnover rate, cost of care, satisfaction levels of both nurses and patients, quality of care, reduced health care errors, and nurse perception analysis.
Self-efficacy and resilience
Organizational support
Creating supportive environment
Training and education sessions
There is a significant correlation between teaching self-efficacy, resilience and burnout. More specifically, the results point out that the self-efficacy correlated positively with resilience and negatively with burnout. In the same way, resilience correlated negatively with burnout. Further, the researchers state that building self-efficacy can lead to resilience.
Also, organizational support is important. For example, cost associated with increasing nurse to patient ratio, Yoga instructors, paid leave, incentives for workers, tours to relieve stress, community events, and other stuff.
following six reasons as the cause for disengagement and burnout: Work overload
Lacking a sense of control
Insufficient rewards relative to the demand
Breakdown or lack of a sense of community in the workplace
Conflict of values or seeing work as meaningless
Absence of fairness
“In today’s workplace, people and organizations are responding to the challenges of global competition, tightening budgets, and downsizing by working harder instead of smarter, resulting in the exhaustion, cynicism, and ineffectiveness characteristic of burnout,”
Creating supportive, engaging work environment helps fight employee burnout
Good training programs can help reduce employee burnout as it helps nurses to identity different aspects that increase burnout to manage it succesfully
Nurse to patient ratio – (Bruyneel et al., 2021), (Guixia & Hui, 2020), & (Gutsan et al., 2018).
Effective staff scheduling – (Patel et al., 2019) (Simone et al., 2019)
Increasing interprofessional collaboration – (ALmutairi & El.Mahalli, 2020), (Cañadas-De la et al., 2018), & (Magtibay et al., 2017).
Stress management programs – (Guixia & Hui, 2020) & (Yao et al., 2018)
Nurse to patient ratio – (Bruyneel et al., 2021), (Guixia & Hui, 2020), & (Gutsan et al., 2018) – The nurse-patient ratio is a direct determinate of the effects of psychological, mental, emotional health and nurse productivity in the workplace which also determines the patients’ overall health. California is the only state that has legally defined required minimum nurse-to-patient ratios to be maintained at all times by unit. For example, the nurse-to-patient ratio in a critical care unit must be 1:2 or fewer at all times, and the nurse-to-patient ratio in an emergency department must be 1:4 or fewer at all times that patients are receiving treatment, the law states.
Effective staff scheduling – (Patel et al., 2019) (Simone et al., 2019) – Organization-directed interventions can involve simple changes in the work schedule and environment, work tasks to reduce stress levels (e.g., reductions in the workload by improved team-work, changes in the work evaluation, increment of participation in decision-making, and supervision to minimize job demand and enhance job control), and more profound improvements in the operation of healthcare organizations. These interventions were associated with a meaningful reduction in emotional exhaustion and depersonalization scores and had more significant effects when compared with individual-directed interventions.
Increasing interprofessional collaboration – (ALmutairi & El.Mahalli, 2020), (Cañadas-De la et al., 2018), & (Magtibay et al., 2017) – The inter-professional collaboration was the strongest negative predictor in the model of emotional exhaustion. Relations with doctors are an important factor that may yield benefits in terms of nurses’ work engagement and clinical autonomy. Supportive and empowering relations with doctors lead nurses to positive attitudes towards their position
Stress management programs are designed to promote overall wellbeing by providing employers and employees with tools to prevent and reduce workplace stress. They can be delivered in a variety of ways, but are usually made up of educational resources, company policies, digital programs delivered through an app or wellbeing platform, management training or physical changes to the workplace. For example, a designated social area in the workplace for employees to gather and take a break and incentives for completing a mindfulness session could both be a part of a stress management program.
Self-efficacy and resilience – (Galindo-Domínguez et al., 2020) & (Hu et al., 2020)
Organizational support – (Bruyneel et al., 2021), (Guixia & Hui, 2020), & (Gutsan et al., 2018)
Creating supportive environment (Montgomery et al., 2021) & (Nowrouzi et al., 2015)
Training and education sessions – (Ivanić et al., 2017) & (Kuritsyn & Fomichev, 2020)
Self-efficacy and resilience – (Galindo-Domínguez et al., 2020) & (Hu et al., 2020) – Psychological resilience has been described as the ability of a person to overcome adversity and adjust in a positive manner to maintain their well-being and has been linked to persistence in the nursing workforce as well as in the educational context. As predicted by the model, resilience had a significant influence on the relationship between mindfulness, self-efficacy and coping, and psychological adjustment (burnout scores). Higher mindfulness, higher self-efficacy, and coping scores were associated with lower burnout due to each variables effect on resilience. For mindfulness and self-efficacy, these effects were not moderated by Neuroticism, suggesting that the relationships between variables occur irrespective of a persons score on this personality variable. These findings offer some support for the development of programs for students that teach mindfulness skills, adaptive coping skills and strategies directly designed to bolster self-efficacy as a potentially important approach to strengthening student nurse resilience and thereby potentially preventing burnout.
Organizational support – (Bruyneel et al., 2021), (Guixia & Hui, 2020), & (Gutsan et al., 2018) support organizational support
Creating supportive environment includes discussions, shared decision-making, and support through resources (Montgomery et al., 2021) & (Nowrouzi et al., 2015)
Training and education sessions prepares nurses to manage the work burden and stress – (Ivanić et al., 2017) & (Kuritsyn & Fomichev, 2020)
Increasing nurse to patient ratio
Creating a supportive interprofessional collaboration
Reduce burnout
Providing organizational support to reduce burnout
Objective 1: Increasing nurse to patient ratio
The objective is critical as one of the major reasons for burnout in nurses is the increased burden on nurses due to high patient count and lower nurse-to-patient ratio (Guixia & Hui, 2020). The burden and stress increase on nurses when they have to care for multiple patients every day and it increases the chances of errors and adverse events (Yao et al., 2018).
Objective 2: Creating a supportive interprofessional collaboration
In health care settings, communication is an important part of the process where nurses, physicians, pharmacists, informatics nurses, and other health care professionals coordinate and collaborate to provide care (Ang et al., 2016). A better and supportive interprofessional collaboration increases burden sharing, knowledge sharing, ethical decision making, and aid in solving complex health care issues. Thus, it will reduce stress and burnout in nurses (Rees et al., 2019).
Objective 3: Implementing mindfulness, self-efficacy, and stress management strategies to support nurses to manage stress
Self-efficacy is essential in nursing practice as nursing is a dynamic field with an increased workload. Practicing self-efficacy will enable nurses to adapt to demanding situations and implement stress management strategies to reduce burnout (Nowrouzi et al., 2015). Further, support during situations such as COVID-19 or similar situations will reduce stress on nurses (Guixia & Hui, 2020).
Objective 4: Organizational support through incentives, work schedules, and a better work environment
Lower job satisfaction is common in nurses who are subjected to poor work scheduling, hostile or not inclusive work environment, and low wages or incentives. Also, better scheduling will result in better time and nurse management, which is essential in reducing burnout and stress in nurses.
Objective 5: Training and educating nurses to increase work-life management skills
Burnout is one of the major factors that will affect personal life and professional practice. Also, individual aspects and work environment conditions affect the way nurses practice in health care settings. Thus, training and educating nurses will result in better skills in managing themselves and the demands in the workplace (Guixia & Hui, 2020).
Training and educating nurses
Increase quality of care and job satisfaction
Reduce turnover rate and health care errors
Autonomy and social justice
Training and educating nurses to increase work-life management skills
Using data from the American Nurses Association’s National Database of Nursing Quality Indicators, researchers discovered that a 25 percent increase in nurse job enjoyment over a two-year span was linked with an overall quality of care increase between 5 and 20 percent.
Levels of burnout among primary care clinicians and staff are alarmingly high, and there is widespread belief that burnout and lack of employee engagement contribute to high turnover of the workforce.
The proposed change project and objectives advocate for autonomy as nurses will adopt and practice self-efficacy and stress management to adapt to the work environment and improve themselves by concentrating on individual characteristics, needs, and aspects that affect them. Also, nurses will be responsible for their work and managing is burden after the training, education, and implementation of Organizational strategies. Further, the change project also advocates for social justice as it includes better treatment of nurses and health care professionals by increasing nurse to patient ratio to reduce burnout (Nowrouzi et al., 2015). Organizational support, incentives, and a better work environment promote justice for nurses where better-quality life is expected. The project also aims to reduce nursing errors and adverse events during practice, which is essential in increasing safety, quality care, and satisfaction levels in patients and nurses (Magtibay et al., 2017).
Organizational level
Nurse leaders
Nurse managers
Psychologists
Trainers to manage stress
Finances to hire more nurses
Quick nap beds and recreational facilities
Telehealth when needed
Web-based or in-person training
Plan for managing stress and literature and video lessons
As the project plan is to reduce burnout in nurses to increase quality of care, nurse satisfaction, and self-efficacy, and reduce health care errors, depersonalization, and low job satisfaction, the first resource needed is financial support and planning where experts and specialists will be hired to increase self-efficacy and implement stress management strategies (ALmutairi & El.Mahalli, 2020). Also, organizational support is important. For example, cost associated with increasing nurse to patient ratio, Yoga instructors, paid leave, incentives for workers, tours to relieve stress, community events, and other stuff.
The second key resource is web-based and in-person based education and training for nurses in heath care facilities where the intervention will be applied to test the effectiveness of the multi-modal intervention in reducing stress. Even the use of telehealth resources will be beneficial as nurses can care for a person from remote location (Alotaibi & Federico, 2017).
The third key resource that might be needed is quick nap or power nap beds for nurses along with refreshment unit in health care where nurses can relax and cope up with the increased stress levels in health care (Magtibay et al., 2017). These resources are beneficial in reducing immediate stress levels. The fourth key resource that will be beneficial is psychiatric support unit for nurses who are facing depersonalization and suffering from anxiety and depression (ALmutairi & El.Mahalli, 2020). The resource will be highly beneficial as it allows the nurses to get immediate psychiatric support during crisis or even during day-to-day nursing practice (Wei et al., 2017).
Turnover rate
Health care error rate
Quality of care and patient satisfaction levels
Burnout and stress levels in nurses through psychological scales
Turnover rate is defined as the percentage of employees who left a company over a certain period of time. It’s often described in relation to employee retention rate, which measures the number of employees retained from the beginning of a set period until the end. There are two types of turnover.
Maslach Burnout Inventory (MBI) and Coping Methods Checklist (CMC) to collect the data and found that coping methods such as stress management, self-efficacy, and mindfulness strategies were effective in reducing burnout. Self-rating Anxiety Scale (SAS), Self-rating Depression Scale (SDS), and MBI and found that burnout was high in nurses especially during COVID-19 and factors such as nurse to patient ratio, increased work burden, and external aspects such as COVID-19 pandemic increased burnout.
Outcome 1: reduced turnover ratio in health care
As more nurses will collaborate together and work towards reducing stress in the work environment, turnover ratio decreases as a smaller number of nurses will leave the job (Yao et al., 2018).
Outcome 2: increased nurse to patient ratio in health care
As more nurses are recruited to handle the burden and burnout in nurses, nurse to patient ratio will increase and thus, it will further increase quality care (Lahana et al., 2017).
Outcome 3: reduced health care errors
As number of patients per nurses will be less, then the nurses will have time to manage everything without stress and fatigue, health care errors will be less (Magtibay et al., 2017).
Outcome 4: reduced burnout in nurses
The stress management, self-efficacy, and support will reduce burnout in nurses as burden sharing, quality interprofessional collaboration, and high nurse to patient ratio will be beneficial (Rees et al., 2019).
Resistance to change
Financial resources
Workforce issue and nurse shortage
Measuring outcome statistically
There are four key barriers. The first barrier is resistance to change as nurses might feel work burdened due to sessions. The solution is to increase nurse to patient ratio and pay the nurses even during the sessions and educate them about importance of the sessions (Guixia & Hui, 2020). The second barrier is related to financial resources and this can be resolved through crowdfunding, federal support programs, involvement of community, and taking investment or loan. The third barrier is to hire more nurses immediately and this can be solved by hiring new graduates as assistant nurses (Yao et al., 2018). The fourth barrier is measuring outcome statistically and this can be solved by using scaled tools to measures the perceptions on the scale of one to ten.
Use of psychological tool to measure perceptions before and after interventions
Statistical pre and post comparison
Improved quality and throughput
Increased patient and nurse satisfaction
Plan for evaluating proposed nursing intervention
The plan is to use the pre and post interventional statistical analysis of number of health care errors, turnover rates, satisfaction levels of nurses and patients, cost of health care, throughput, and quality of care (Cañadas-De la et al., 2018). Further, psychological tool scales will be used to determine whether the nurses and patients experienced positive outcomes of the interventions in improving quality of care and reducing burnout. Also, analyzing and comparing nurses’ perception and before and after intervention will aid in evaluating effectiveness of interventions (Guixia & Hui, 2020).
Nurse burnout is the state of mental, physical, and emotional exhaustion caused by sustained work-related stressors such as long hours, the pressure of quick decision-making, and the strain of caring for patients who may have poor outcomes. As a result, the proposed multimodal intervention with different strategies to address each aspect is important to achieve desired outcomes is effective.
ALmutairi, M., & El.Mahalli, A. (2020). Burnout and coping methods among emergency medical services professionals. Journal Of Multidisciplinary Healthcare, Volume 13, 271-279. https://doi.org/10.2147/jmdh.s244303
Alotaibi, Y., & Federico, F. (2017). The impact of health information technology on patient safety. Saudi Medical Journal, 38(12), 1173-1180. https://doi.org/10.15537/smj.2017.12.20631
Ang, S., Dhaliwal, S., Ayre, T., Uthaman, T., Fong, K., & Tien, C. et al. (2016). Demographics and personality factors associated with burnout among nurses in a singapore tertiary hospital. Biomed Research International, 2016, 1-12. https://doi.org/10.1155/2016/6960184
Barrow, J., Annamaraju, P., & Toney-Butler, T. (2016). Change management. Retrieved 28 July 2021, from.
Bruyneel, A., Smith, P., Tack, J., & Pirson, M. (2021). Prevalence of burnout risk and factors associated with burnout risk among ICU nurses during the COVID-19 outbreak in French speaking Belgium. Intensive And Critical Care Nursing, 65, 103059. https://doi.org/10.1016/j.iccn.2021.103059
Cañadas-De la, G., Ortega, E., Ramirez-Baena, L., De la Fuente-Solana, E., Vargas, C., & Gómez-Urquiza, J. (2018). Gender, marital status, and children as risk factors for burnout in nurses: a meta-analytic study. International Journal Of Environmental Research And Public Health, 15(10), 2102. https://doi.org/10.3390/ijerph15102102
Guixia, L., & Hui, Z. (2020). A Study on burnout of nurses in the period of COVID-19. Psychology And Behavioral Sciences, 9(3), 31. https://doi.org/10.11648/j.pbs.20200903.12
Gutsan, E., Patton, J., Willis, W., & Coustasse, A. (2018). Burnout syndrome and nurse-to-patient ratio in the workplace. MGMT Research. Retrieved 29 July 2021, from https://mds.marshall.edu/mgmt_faculty/196/.
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Ivanić, D., Adam, V., Srzić, I., Stepić, A., & Pintarić, H. (2017). Burnout syndrome in emergency medicine. Hong Kong Journal Of Emergency Medicine, 24(6), 290-297. https://doi.org/10.1177/1024907917740094
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Capstone Project Change Proposal Presentation
question Capstone Project Change Proposal Presentation Review the feedback on the change proposal professional presentation and make required adjustments to the presentation. Present your evidence-based intervention and change proposal to an interprofessional audience of leaders and stakeholders. Be prepared to answer questions and accept feedback.
After presenting your capstone project change proposal, write a 250-350 word summary of the presentation. Include a description of the changes that were suggested by your preceptor before your presentation and how you incorporated that feedback. Describe how this interprofessional collaboration improved the effectiveness of your presentation. Include a description of the feedback and questions from your audience after your presentation, and how this experience will affect your professional practice in the future.
Capstone Project Change Proposal Presentation (TOPIC FALL PREVENTION STRATERGIES IN HOSPITALS).
Running head: CAPSTONE PROJECT CHANGE PROPOSAL 1
CAPSTONE PROJECT CHANGE PROPOSAL 7
Capstone Project Change Proposal
Rinu George
Grand Canyon University: NRS-493-0501
Falls have become a serious problem in hospitals. Statistics indicate that about 900,000 people fall in the hospital in the United States each year (King et al., 2018). Inpatients are at a high risk of falling. About half of residents in nursing homes fall each year in the United States. Falls result in significant negative healthcare impacts which may affects the recovery process of the patients. However, studies indicate that most of this fall can be prevented. Over the past few years, numerous approaches have been developed to prevent falls in hospitals however, they seem to be ineffective. This paper presents an effective approach to preventing most of the falls that occur in hospitals.
Clinical Problem Statement
About one third of hospital falls result in serious injuries such as internal bleeding, head trauma, fractures and lacerations resulting in increased utilization of healthcare. Serious injury of death resulting from falls in the hospital is considered a never event. Not all falls result into injury. However these falls may have significant health impacts. As noted by King et al., (2018) “even supposedly 'no harm' falls can cause distress and anxiety to patients, their family members, and health care staff, and may mark the beginning of a negative cycle where fear of falling leads an older person to restrict his or her activity, with consequent further losses of strength and independence.”
Purpose of the Change proposal
This change proposal aims to reduce preventable falls in the hospital, by implementing various strategies, the proposal will provide ways in which patients, families and healthcare professionals should conduct themselves in the healthcare facilities to prevent falls. In addition, the proposal provides best practices for nurses and physicians when dealing with inpatients to prevent falls and improve safety in the hospital. Ultimately the proposal will provide knew knowledge for researchers and healthcare providers to improving the safety of patients in the hospitals.
PICOT Question
Among patients admitted in the hospital (P), how effective is providing a safe hospital environment (I) as compared to conducting standardized assessments (C) in preventing falls (O) within the period of stay in the hospital (T)?
Literature Search strategy
After writing the research question, key words were identified. The Key words were used to search for scholarly articles in various databases including Google Scholar, Cinhal and PubMed. Articles that were less than five years old were included in the study. The articles that did not match this search criterion were excluded in the study.
Literature Evaluation
The hospital environment is critical in preventing falls among patients admitted in the hospital. Keeping patient environment safe can help in preventing falls. This involves familiarizing the patients with the environment and training them how to use the call light (King et al., 2018). Providing a safe environment also entails having sturdy handrails in the hallway, bathrooms and rooms of patients and keeping hospital bed breaks locked. Multiple studies indicate that providing an effective hospital environment plays a significant role in preventing falls among patients (Cameron et al., 2018). A safe hospital environment not only safeguards patients but also staff members and visitors in many areas.
Nursing Theory utilized
Neuman's Systems model is the theory that was utilized in this study. According to the theory, an individual is an open system that responds to stressors in its immediate environment. The variables of the individual in this model are spiritual, developmental socio-cultural, psychological and physiological (Fawcett & Foust, 2017). The system consists of core or basic structures protected by a resistance line. Normally, health level is identified as the normal line of defense. This line is usually protected by a flexible line of defense. When the flexible line of defense if broken into by stressors, the system is invaded and this activates the resistance line. The system is the reconstituted if there is enough energy to restore the line of defense.
Proposed Implementation Plan
Providing a safe hospital environment will involve familiarizing the patients with their immediate environment once they are admitted in the hospitals. The nurses then will help the patients practice the use of call lights. The call light will be maintained within the reach of the patient to make it easy for them to switch it on. Sturdy handrails will be installed in the patients’ hallways, bathrooms and rooms. Hospital bed brakes will be kept locked at all times and ensure the beds are low enough especially when the patients are resting. The floors of the patient rooms will be kept clean and dry at all times to prevent patients from slipping. Hourly rounding will be carried out by nurses as well as nurse assistants to ensure a safe hospital environment (Gu et al., 2016).
It is expected that this program will increase awareness of the adverse effects of falls among patients. In addition, the program is expected to encourage healthcare workers to create a safe environment for all patients admitted in hospitals. Ultimately the program is expected to reduce the rate of falls among inpatients. A safe hospital environment can also reduce the rate of falls among healthcare workers and also families visiting the hospitals.
Use of Evidence based Practice
Numerous studies indicate that safe hospital environment is the basis of patient safety. This applies to all areas of healthcare setting to prevent falls. According to Morris & O’Riordan (2017), “Maintaining a safe and comfortable environment is the responsibility of the hospital independent of a patient's particular risks for falls, because failure to do so can put any patient at risk”. This intervention plan has been informed by the fact that studies show that patient safety begins by providing a safe hospital environment. While there are other effective approaches for preventing falls, they may be ineffective without a safe hospital environment.
Plan for Evaluation
The effectiveness of this program will be determined by the number of falls that have been recorded since the implementation of the program. A reduce number of falls among inpatients will indicate that the program has achieved its objectives. If the number does not change from the previous rate of falls, it will show that the program has not been effective. Increased consciousness about the patient environment by inpatients will indicate that the program has partly achieved its objectives. Data concerning fall rates will be evaluated using various statistical approaches including mean, median and variance
Potential Barriers
There are various barriers to the implementation of this program one of them is lack of knowledge among staff members on fall prevention. This barrier will be overcome by providing training programs for creating a safe hospital environment among healthcare professionals. Lack of access to resource facilities is also another barrier to the implementation of the program. When health care professional are not able to access certain resources necessary for creating a safe hospital environment it may be difficult to implement the program effectively. This barrier can be overcome by granting access to the resources by all healthcare professionals (Morris & O’Riordan, 2017).
Another key barrier to the implementation of the program is lack of enough nurses in hospitals. Nurse shortage is a key problem in the US healthcare system. The ratio of nurse to patient is not acceptable as nurses have to care for many patients compromising the services provided. This barrier can be addressed by recruiting nurses and their assistants to improve service delivery to the patients. This will make hourly rounding achievable as there will be adequate nurses and assistants to do so. The nurses should also be trained to ensure that they understand the need to implement the program effectively.
Cameron, I. D., Dyer, S. M., Panagoda, C. E., Murray, G. R., Hill, K. D., Cumming, R. G., & Kerse, N. (2018). Interventions for preventing falls in older people in care facilities and hospitals. Cochrane database of systematic reviews , (9). Retrieved from https://www.cochranelibrary.com/cdsr/doi/10.1002/14651858.CD005465.pub4/abstract
Fawcett, J., & Foust, J. B. (2017). Optimal aging: a Neuman systems model perspective. Nursing Science Quarterly , 30 (3), 269-276. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/0894318417708413
Gu, Y. Y., Balcaen, K., Ni, Y., Ampe, J., & Goffin, J. (2016). Review on prevention of falls in hospital settings. Chinese nursing research , 3 (1), 7-10. Retrieved from https://www.sciencedirect.com/science/article/pii/S2095771816300202
King, B., Pecanac, K., Krupp, A., Liebzeit, D., & Mahoney, J. (2018). Impact of fall prevention on nurses and care of fall risk patients. The Gerontologist , 58 (2), 331-340. Retrieved from https://academic.oup.com/gerontologist/article/58/2/331/2736326
Morris, R., & O’Riordan, S. (2017). Prevention of falls in hospital. Clinical Medicine , 17 (4), 360. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6297656/
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CAPSTONE PROJECT CHANGE PROPOSAL PRESENTATION FOR FACULTY REVIEW AND FEEDBACK ; INTRODUCTION The presentation is about hospital acquired infection intervention
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After presenting your capstone project change proposal, write a 250-350 word summary of the presentation. Include a description of the changes that were
Be prepared to answer questions and accept feedback. After presenting your capstone project change proposal, write a 250-350 word summary of the
Inpatients are at a high risk of falling. About half of residents in nursing homes fall each year in the United States. Falls result in significant negative