JCardenas Change Theory Presentation.pptx - CHANGE THEORY PROJECT Jennifer Cardenas RN University of Texas at Arlington N4455 Nursing Leadership and

JCardenas Change Theory Presentation.pptx - CHANGE THEORY...

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Jennifer Cardenas, RN University of Texas at Arlington N4455 Nursing Leadership and Management July 13, 2019 CHANGE THEORY PROJECT
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Retaining New Hires Over the past year there has been a steady increase of new hires with the problem that newly hired nurses are not remaining in their position past three years. Poor support, lack of motivation and negative staff attitudes attribute to new nurses leaving (Dawson, Stasa, Roche, Homer & Duffield, 2014). Proposed change: Implement a new system of orientating new hires and following up with new hires at set intervals after they have been on the floor. By checking in with new hires once they have been on the floor, we can see if we are meeting their needs as a new employee. At this “touch base” meeting we can determine if there is anything we can see what is going well or needs improvement.
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SWOT Strengths: Knowledgeable preceptors that are able to orient new nurses using a new orientation process called TSAM. Weaknesses: Poor retention of newly hired nurses and follow-up during and after orientation process. Opportunities: Utilization of new orientation process called TSAM. Threats: Push back from nurses in response to new orientation process. This new orientation process requires nurses to sign up for a two-hour class to learn the new TSAM process.
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Rodgers Change Theory Model 1. Knowledge 2. Persuasion 3. Decision 4. Implementation 5. Confirmation
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Change Theory Model Rodgers Change Theory Model 1. Knowledge – Identifying nurses to train to implement the new TSAM model of orientation. 2. Persuasion – Giving the orienting nurses the opportunity to view the new TSAM model and allowing the nurses to ask questions and make changes to the model if needed.
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