NUR 590 Topic 2 Assignment Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness
Evidence-Based Practice Project Proposal: Organizational Culture and Readiness
The organizational culture and readiness for change considerably influence the success of any evidence-based project or innovation in an organization. It helps identify facilitators and barriers to change, the staff’s perspectives on change, and potential sources of resistance, thereby promoting the chances of successful change (Melnyk et al., 2022). The proposed evidence-based project aims to implement a mandatory de-escalation training program for emergency department nurses within the organization to reduce workplace violence and enhance nurses’ perceptions of safety. This essay analyzes the culture and readiness of the organization to adopt this change, using the Healthcare Organizational Readiness to Change (HORC) tool, and proposes strategies for successful implementation, sustainability, and improved care delivery.
Organizational Culture and Support for Change
The organization in which the proposed project will be implemented is a medium-sized urban healthcare facility with a busy emergency department operating under pressure and frequent exposure to patient aggression and workplace violence among nurses. Generally, the organizational culture is progressive, committed to continuous improvement, and values high-quality service delivery and professional development. Additionally, the organization’s mission and values are centered on safety, compassion, innovation, and providing evidence-based care, all of which align perfectly with the proposed intervention’s goals.
There is a hierarchical leadership structure built on shared governance. The staff, especially nurses, work together in collaboration with other professionals. Interprofessional collaboration is highly regarded, and communication channels are open and accessible, promoting effective information sharing. Despite the leaders’ support for staff development and the presence of a supportive quality improvement infrastructure, feedback loops between frontline staff and upper management are sometimes delayed, limiting responsiveness to concerns. Staff generally perceive the organization positively, especially regarding leadership and support for their safety and continuous improvement. Overall, the organizational culture reflects a high level of support for the proposed change, backed by leadership and the availability of change infrastructure.
Organizational Readiness Assessment, Results, and Strategies to Facilitate Organizational Readiness
The Healthcare Organizational Readiness to Change (HORC) organizational readiness assessment tool was used to evaluate the organization’s readiness to support the proposed change. According to Gabutti et al. (2023), the HORC framework is utilized to assess the dimensions that influence change within an organization, including leadership support, communication, staff engagement, and training infrastructure. The tool also helps identify and monitor organizational strengths and weaknesses, supporting the implementation of evidence-based practice changes.
The assessment survey results were as follows: leadership support-high, staff engagement-moderate, communication-moderate, training infrastructure-moderate to low, and evidence-based practice and quality improvement culture-high. These assessment results indicate that the organization is well-prepared to implement the change. However, successful change will depend on addressing barriers such as communication inconsistency and maintaining staff engagement throughout the project implementation period. Moreover, the organization can effectively support and sustain evidence-based practice change initiatives. Among the strengths that could support sustainability are having a committed leadership team, staff acknowledgement of improvement needs, and openness to engage in continuous improvement to address concerns. Mun et al. (2024) note that active staff engagement in evidence-based practice change promotes success and reduces possible resistance. However, potential barriers may include staff burnout, negative experiences with short-lived initiatives, and time limitations.
The strategies that will be employed to enhance organizational readiness and mitigate implementation barriers include flexible scheduling for the program, leadership involvement, and creating feedback loops and seamless communication. The training program will be made flexible, with in-person and online short lessons, to accommodate the high workload demands for emergency department nurses. Additionally, leaders will be informed of every action taken throughout the implementation to seek support and buy-in. To overcome communication barriers, structured communication channels are effective for staff to provide feedback and their input on how change programs can be improved (Alsadaan et al., 2025).NUR 590 Topic 2 Assignment Benchmark – Evidence-Based Practice Project Proposal: Organizational Culture and Readiness
Healthcare Processes and Systems to Improve Quality, Safety, and Cost Effectiveness
Based on the organization’s value on continuous improvement, it is essential to adopt evidence-based processes and systems to enhance quality, safety, and cost effectiveness. In this case, the recommended processes and systems include centralized safety incident reporting and data-driven quality improvement. According to Veronesi et al. (2023), centralized safety and incident reporting systems enhance reporting by encouraging incident reporting and action taking. In addition, data-driven quality improvement, such as linking workplace violence data to outcomes such as nurse turnover, would help justify resource allocation for addressing the issue. Consequently, these processes will help the institution save on costs related to nurse turnover and recruitment.
Stakeholders/Team members, Information Communication Technologies, and their Impact on Implementation
The successful implementation of the proposed project will require a multidisciplinary team to work together. The stakeholders will include a nurse educator, who will serve as the project lead responsible for overseeing training and outcomes evaluation, the emergency department nurse manager, who will coordinate the training and scheduling, and the nursing staff. Other stakeholders include the quality improvement officer, who will support data collection and outcome evaluation, and the chief nursing officer to provide leadership support.
Information communication technologies that will be needed for implementation include an incident reporting software, communication platforms, and data dashboards. The incident reporting software will help monitor trends in workplace violence and assess the impact of training. The communication platforms, such as email and staff portals, will be used to disseminate information, training updates, and post-training surveys. Meanwhile, data dashboards will help visualize key outcome metrics. The integration of the project intervention and ICT will enhance nursing practice and care delivery by increasing nurses’ confidence and skills in handling aggression, leading to safer environments and reducing workplace violence incidents, consequently improving nurse retention, morale, and productivity.
Conclusion
The hospital’s organizational culture provides a strong foundation for implementing an evidence-based de-escalation training program. Based on the assessment, the organization demonstrates strong readiness and cultural alignment for implementing change. With leadership support, strategic planning, and integrated technologies, the project aims to enhance nurse safety, reduce workplace violence, and improve care delivery in the emergency department, while contributing to a more resilient and empowered nursing workforce.
References
Alsadaan, N., & Ramadan, O. M. E. (2025). Barriers and facilitators in implementing evidence-based practice: A parallel cross-sectional mixed methods study among nursing administrators. BMC Nursing, 24(1), 403. https://doi.org/10.1186/s12912-025-03059-z
Gabutti, I., Colizzi, C., & Sanna, T. (2023). Assessing organizational readiness to change through a framework applied to hospitals. Public Organization Review, 23(1), 1–22. https://doi.org/10.1007/s11115-022-00628-7
Melnyk, B. M., Hsieh, A. P., & Mu, J. (2022). Psychometric properties of the Organizational Culture and Readiness Scale for System-Wide Integration of Evidence-Based Practice. Worldviews on Evidence-Based Nursing, 19(5), 380–387. https://doi.org/10.1111/wvn.12603
Mun, K., Lee, M., & Shim, J. (2024). Effects of work engagement and barriers on evidence-based practice implementation for clinical nurses: A cross-sectional study. Healthcare (Basel, Switzerland), 12(22), 2223. https://doi.org/10.3390/healthcare12222223
Veronesi, G., Ferrario, M. M., Giusti, E. M., Borchini, R., Cimmino, L., Ghelli, M., Banfi, A., Luoni, A., Persechino, B., Di Tecco, C., Ronchetti, M., Gianfagna, F., De Matteis, S., Castelnuovo, G., & Iacoviello, L. (2023). Systematic violence monitoring to reduce underreporting and better inform workplace violence prevention among health care workers: Before-and-After prospective study. JMIR Public Health and Surveillance, 9, e47377. https://doi.org/10.2196/47377
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Assessment Traits
Benchmark
Requires Lopeswrite
Assessment Description
In order to successfully implement a change within an organization, the change agent must assess the organization’s culture and readiness for change.
In 750-1,000 words, analyze the culture and level of readiness of the organization for which your evidence-based practice project is proposed.
You will use the assessment of the organization’s culture and readiness in the Topic 8 assignment, during which you will synthesize the various aspects of your project into a final paper detailing your evidence-based practice project proposal.
Include the following:
Describe the organization’s culture and explain to what degree the culture supports change. Consider organizational and leadership structure, mission and values, interprofessional collaboration/team engagement, communication, perception of the organization by employees, etc.
Select an organizational readiness tool and assess the level or readiness for change within your organization. Identify the readiness tool and summarize the survey results.
Propose strategies to better facilitate the readiness of the organization.
Discuss the degree to which the organizational culture will support and sustain an evidence-based practice change. Consider strengths and weaknesses, potential barriers, stakeholder support, timing of the proposal, and resources.
Discuss what health care process and systems you would recommend for improving quality, safety, and cost-effectiveness for the organization.
Identify the stakeholders and team members for the project. Include what their duties will be in the evidence-based practice project proposal.
Explain what information and communication technologies are needed for the implementation and how they will be integrated in the setting by the internal stakeholders.
Explain how these will help improve nursing practice and care delivery for individuals and populations for your intervention.
Refer to the “Evidence-Based Practice Project Proposal – Assignment Overview” document, located in Class Resources, for an overview of the evidence-based practice project proposal assignments.
You are required to cite a minimum of four peer-reviewed sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content.
Complete the “APA Writing Checklist,” located in Class Resources, to ensure that your paper adheres to APA style and formatting criteria and general guidelines for academic writing. Include the completed checklist as an appendix at the end of your paper.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Benchmark Information
This benchmark assignment assesses the following programmatic competencies:
MBA-MSN; MSN
3.1: Assess health care processes and systems to recommend measures for improving quality, safety, and cost-effectiveness across an organization.
3.3: Integrate appropriate information and communication technologies to improve nursing practice and care delivery for individuals and populations.
