Implementation Plan: Methods on Obtaining Support Approval

please I will put all the instructions in a message form, so it will be well spaced and easy to read. Please read The INSTRUCTIONS well before you begin. let me know to clear any misunderstanding before you start the assignment. Thank you. Instructions attached in the message column Consider the population in which the solution is intended, the staff that will participate, and the key contributors that must provide approval and/or support for your project to be implemented. These stakeholders are considered your audience. Develop an implementation plan (1,500-2,000 words) using the "Topic 3: Checklist" resource. The elements that should be included in your plan are listed below: Method of obtaining necessary approval(s) and securing support from your organization's leadership and fellow staff. Description of current problem, issue, or deficit requiring a change. Hint: If you are proposing a change in current policy, process, or procedure(s) when delivering patient care, describe first the current policy, process, or procedure as a baseline for comparison. Detailed explanation of proposed solution (new policy, process, procedure, or education to address the problem/deficit). Rationale for selecting proposed solution. Evidence from your Review of Literature in Topic 2 to support your proposed solution and reason for change. Description of implementation logistics (When and how will the change be integrated into the current organizational structure, culture, and workflow? Who will be responsible for initiating the change, educating staff, and overseeing the implementation process?) Resources required for implementation: staff; educational materials (pamphlets, handouts, posters, and PowerPoint presentations); assessment tools (questionnaires, surveys, pre- and post-tests to assess knowledge of participants at baseline and after intervention); technology (technology or software needs); funds (cost of educating staff, printing or producing educational materials, gathering and analyzing data before, during, and following implementation), and staff to initiate, oversee, and evaluate change. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center. 5 NRS 441v.11R.Module 3_Checklist below is the overview of the research, its problems, comparison and solutions. please refer to the literature review referencing and supporting the solutions and comparison. INTRODUCTION TO THE TOPIC UNDER STUDY The turnover of new graduate nurses to stay in their first job has been a problem for nursing managers to deal with. It’s very unfortunate some new graduate nurses even leave the professional after first job experience. The probability of new graduate nurses staying at their first job within the first, second and third year is, 0.823, 0.666, 0.537 respectively. (Cho, et al, 2012). This problem has many contributory factors such as, dissatisfaction in interpersonal relationship, work content, physical work environment, lack of support and professional growth opportunities, bullying and among others. (Cho, et al, 2012). The author writes on how nursing managers, creating a strong professional bond with the new grad through monthly meetings, interactive discussions, journaling and mentoring, compared with lack of support for same new grad nurses curb the overturn among new grads at their first job using the nursing; “Helping and Human relations nursing theory” by Robert R. Carkhuff. (Robert, 2012) The Human Relation Theory. The theory stipulated by Robert R Carkhuff is based on the concept that, helping is the process leading to new behavior for the person being helped. (Robert, 2012). The concept further explains that, an effective helper is initially nourishing and responsive, this nourishment prepares the person being helped for more direction and initiative behavior of the helper and thus enable the helpee to act constructively in their lives and the lives of others (Robert, 2012). The basic behavioral dimension for helping and development is responsive and initiative. With regards to human relationship, Robert have it that, the effect of human relationship depends upon the power relationship which also depends on the skills level. (Robert, 2012). The theory Supports the proposed solutions because, every problem has got solution, and finding solutions through a well-developed strategic means in addressing the said problems of these new graduates is a measure that needs to be managed by the nurse manager. Human relations create happiness and thus build skills and confidence which is a factor needed to stop nurse turnover. Disappointment with interpersonal connections, work content, and physical workplace relates to significant increment in the risks of leaving their occupation (Cho, et al, 2012). When adults reach full maturity, they are able to communicate fully, they have already satisfied their fullness in all aspects of life and become full persons. They are now prepared to help others to achieve their whole level of fullness. (Robert, 2012). Same implies in nursing, the nurse manager helping the newly graduated nurse through addressing their concerns by holding weekly or monthly meetings, discussions, creating a career opportunity for growth, mentoring and nurturing these new nurses creates happiness, builds confidence and grow their potentials fully. Happiness at work place and job satisfaction has minimal rate of turnover by employees. (Laschinger, (2012). References Cho, S., Lee, J. Y., Mark, B. A., & Yun, S. (2012). Turnover of New Graduate Nurses in Their First Job Using Survival Analysis. Journal of Nursing Scholarship, 44(1), 63-70. doi: 10.1111/j. 1547- 5069. 2011. 01428.x Laschinger, H. K. S. (2012). Job and career satisfaction and turnover intentions of newly graduated nurses. Journal of nursing management, 20(4), 472-484. Robert R Carkhuff, (2012). Helping and Human Relations Theory. Retrieved from: http://currentnursing(dot)com/nursing_theory/helping_human_relationships_theory.html THE CHECKLIST TO USE IS ALSO STATED BELOW. PLEASE ADDRESS ALL CHECKLIST.INCOPERATING THE THEORY IN THE SOLOLUTION. NRS-441V: Capstone Project Topic 3: Checklist Developing an Implementation Plan Instructions: This checklist is designed to help students organize the weekly exercises/assignments to be completed as preparation for the final, capstone project proposal. This checklist will also serve as a communication tool between students and faculty. Comments, feedback, and grading for modules 1-4 will be documented using this checklist. Topic Task completed Comments/Feedback Points Developing an Implementation Plan • Explains method(s) of obtaining necessary approval(s) and securing support for proposal. _____ / 10 • Provides thorough description of current problem, issue, or deficit requiring change. _____ / 20 • Provides detailed explanation of proposed solution. _____ / 20 • Discusses rationale for selecting proposed solution. _____ / 10 • Incorporates evidence from review of literature in Module 2 to support proposed solution. _____ / 20 • Provides a detailed description of implementation logistics. _____ / 40 • Identifies resources required for implementation (Staff, education materials, assessment tools, technology, funds, etc.). _____ / 10 Written Format & Length Requirements • Assignment formatted according to APA. • Word Count (1,500-2,000). _____ / 10 _____ / 10 TOTAL POINTS _____ / 150 PLEASE THE SPACE TO USE IN THE APA IS DOUBLE SPACING. I will also attach a word document from the school to use in typing the assignment as well as last weeks literature review assignment. please read them so we can get this right one time.