Topic 8 – Response to classmate (2) EBP draft -purpose to get feedback from peers

Instructions for classmate response-

Response to classmate response (2)-Marcella-  Re: Topic 8 DQ 1 (Please see upload for classmate EBP paper)

Classmates are posting a rough draft of their “Evidence-Based Practice Presentation.” The purpose of this draft is to get feedback from peers. They will identify at least two areas they would like specific feedback for improvement.

Marcella’s – REQUEST-

-This Classmate is interested in getting feedback on improving her evaluation process and the implementation plan.

-Also comment on anything you feel is successful or could be further improved in her project/paper

-Provide critical commentary on her posted presentation. (See upload for presentation)

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Solution

Response to Classmate (2)

I believe that the best way to improve the implementation of the pain menu solution is by adopting a clear change management model such as Kurt Lewin’s change model.  Adopting a clear change management model such as Kurt Lewin’s change management model can help guide all the steps in implementing the pain menu solution in the medical-surgical unit. Through Lewin’s change management model, the implementation team can work with the leaders and nursing staff in the medical-surgical unit to disseminate new pain tools and educate all the workers on how to use such tools. This would represent the unfreezing stage (Cummings et al., 2015). The unfreezing phase would therefore be expected to last for three months. This would then be followed by the changing stage in which all the members working in a medical-surgical unit would be required to effectively utilize the new pain management tools. The changing stage would be followed by a refreezing step in which the introduced pain menu solution in a medical-surgical unit would become the standard practice (Hussain et al., 2018). Therefore, a clear change management plan would play a significant role in enhancing the implementation of the pain menu solution in a medical-surgical unit. On the other hand, evaluating the effectiveness of the new pain menu solution in the medical-surgical unit would be boosted by the use of SMART objectives. This would make the effectiveness of the interventions more measurable.

Generally, I feel that the pain menu solution would be effective in helping to improve the outcomes of patients in the medical-surgical unit and would help to address challenges such as the over-prescription of opioids and the oversedation of patients.

References

Cummings, S., Bridgman, T., & Brown, K. G. (2015). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. Human Relations, 69(1), 33–60. https://doi.org/10.1177/0018726715577707

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123–127. https://doi.org/10.1016/j.jik.2016.07.002