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Hiring Male Nurses: Evidence-Based Practice

Challenges during the evidence-based capstone project

To acquire the degree of Bachelor of Science in Nursing (BSN) and Master of Science in Nursing (MSN), one must be comfortable and experienced in researching topics. Indeed, evidence-based research is hard to overestimate, as it is the primary source of reducing unnecessary risks to patients and is considered a foundation for providing quality care (Lund et al., 2016). Even though my experience in the matter is moderate, I feel relatively comfortable researching the topics of interest. However, it remains a challenge to examine and evaluate studies about the issues with which I am not familiar with. My capstone project is in one of the areas that are new to me.

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With easy access to both electronic research databases and systematic reviews, little effort is required to acquire data on the topic of the research. However, the primary problem I faced so far with the research for my capstone project is information redundancy and inconsistency. Some inquiries may contradict others, as authors seem to be selective citing only the studies that support their claim. Therefore, I found it more convenient to address systematic reviews and search through the articles I see in the references of the reviews. This strategy is the most efficient way to get relevant and up-to-date information on the areas with which I am not familiar.

Even though Lund et al. (2016) claim that there is no clear definition of a high-quality systematic review, it is still the most effective strategy to acquire relevant and objective evidence. Additionally, the topic of my capstone project is the role, performance, and recruitment of men in the nursing occupation. While this may seem to be a compelling topic, it involves many ethical issues, as it can be challenging to acknowledge the differences between genders avoiding biased statements.

The best change model for the evidence-based capstone project

The knowledge of theories concerning organizational change makes a significant contribution to understanding the process of turning to something new from outdated practices. Even though managers use only one model for organizing a change, it is beneficial to be acquainted with several change models to select the most appropriate one for every project. Additionally, experienced managers can synthesize or alter the models suggested by theorists.

However, people with little or no background in the field may find it useful to start with the basics and develop their practices over the years. The most comprehensible organizational change model was described by Kurt Lewin, as it consists only of three stages (Batras, Duff, & Smith, 2016). Therefore, as I do not have much experience in designing an organizational change, I believe Lewin’s model is the most appropriate theory to use for my capstone project.

The three steps needed to implement my evidence-based capstone project are unfreezing, moving, and refreezing. The first step is disseminating dissatisfaction with the current status quo through spreading the knowledge about potential benefits of the proposed change. The second step is the creation and implementation of an action plan to promote the change. The third step is redefining norms, culture, and policies to maintain the new practice.

While the three steps seem open to interpretation, they can be easily translated into a plan of operations. Additionally, the model is designed to promote any kind of change, while some other theories are mostly applied to long-term projects (Batras et al., 2016). Therefore, I believe that the best choice for the capstone project will be Lewin’s model of organizational change, as it is universal, understandable, and easy to use.

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Capstone Project

Introduction

Understaffing in nursing is a crucial matter that contributes to the issues with providing quality care. According to Metcalf, Wang, and Habermann (2018), the demand for nurses will continue to increase at an above-average rate due to the increase in the aging population in the USA. This may result in a significant drop in healthcare quality and increased pressure on the nurses. One of the methods to address the issue is attracting more men to the profession, as it is currently dominated by females.

Change Model Overview

The proposed model for organizational change is based on Lewin’s theory and consists of three steps. The three steps are unfreezing, or arousing dissatisfaction with the currents situation, moving, or creating and implementing an action plan, and refreezing, or revising the current guidelines for the continuity of change (Batras, Duff, & Smith, 2016). The three steps of the action plan will coincide with the stages described by the theory. The model dictates the scope of evidence needed to support the project.

Evidence Needed

The research needed to implement the change successfully can be divided into three types. For the unfreezing stage, it is necessary to disseminate knowledge about how understaffing influence patient outcomes and how attracting more men to the profession can improve the situation. For the moving stage, it is vital to study the example of how theory can be translated into an action plan. For the third stage, as it has been noticed by Clow, Ricciardelli, and Bartfay (2015) that men can become victims of sexism in hospital settings, evidence about useful guidelines to support gender equality in the nursing profession must be acquired. In short, the research needed to implement the proposed change is extensive and diverse.

Conclusion

The nursing profession is currently dominated by females and attracting more men can positively influence the practice. In particular, hiring males is one of the effective methods to fight to understaff. An organizational change driven by Lewin’s theory is an effective way to address the matter. However, the intervention will require extensive research and its thorough analysis.

References

Batras, D., Duff, C., & Smith, B. J. (2016). Organizational change theory: Implications for health promotion practice. Health Promotion International, 31(1), 231-241.

Clow, K. A., Ricciardelli, R., & Bartfay, W. J. (2015). Are you man enough to be a nurse? The impact of ambivalent sexism and role congruity on perceptions of men and women in nursing advertisements. Sex Roles, 72(7-8), 363-376.

Metcalf, A., Wang, Y., & Habermann, M. (2018). Hospital unit understaffing and missed treatments: Primary evidence. Management Decision, 56(10), 2273-2286. Web.

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Lund, H., Brunnhuber, K., Juhl, C., Robinson, K., Leenaars, M., Dorch, B. F, … Chalmers, I. (2016). Towards evidence based research. BMJ, 355, i5440. Web.

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StudyCorgi. (2020, December 11). Hiring Male Nurses: Evidence-Based Practice. Retrieved from https://studycorgi.com/hiring-male-nurses-evidence-based-practice/

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"Hiring Male Nurses: Evidence-Based Practice." StudyCorgi, 11 Dec. 2020, studycorgi.com/hiring-male-nurses-evidence-based-practice/.

1. StudyCorgi. "Hiring Male Nurses: Evidence-Based Practice." December 11, 2020. https://studycorgi.com/hiring-male-nurses-evidence-based-practice/.


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StudyCorgi. "Hiring Male Nurses: Evidence-Based Practice." December 11, 2020. https://studycorgi.com/hiring-male-nurses-evidence-based-practice/.

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StudyCorgi. 2020. "Hiring Male Nurses: Evidence-Based Practice." December 11, 2020. https://studycorgi.com/hiring-male-nurses-evidence-based-practice/.

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StudyCorgi. (2020) 'Hiring Male Nurses: Evidence-Based Practice'. 11 December.

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