Applying a Model or Framework for Change
Change models are usually used to guide a change initiative within an organization so that it can streamline practice to align it with evidence-based practice or EBP. The models provide a conceptual framework on which the impending change is based and are very crucial. It would be very difficult to carry out change within healthcare organizations if change models were not to be used. As a matter of fact, many of the change initiatives would fail for lack of a tangible roadmap to implementation. One of the most used change models in nursing practice is the Rogers’ Diffusion of Innovations model (Dearing & Cox, 2018; Pashaeypoor). The purpose of this paper is to discuss it as a framework for change within organizations.
The Selected Model or Framework and Its Relevance to the Project
Implementing recommendations for evidence-based practice within organizations is part of translation into practice (Melnyk & Fineout-Overholt, 2019). Translation into practice is usually the final step in the entrenchment of EBP in practice. It starts by dissemination of recommendations and ends by actual application of the change in practice by providers (Brownson et al., 2018; White et al., 2016). As stated above in the introduction, the chosen framework is that of Rogers’ DOI that is very relevant to this project because of its practical nature. It has five key steps that the change process has to go through and these are knowledge, persuasion, decision, implementation, and confirmation.  Applying a Model or Framework for Change Essay Paper

The Stages in the Rogers’ DOI Change Model
Implementation of change initiatives requires practical and applicable steps that are not just theory. This is why this change model is so suitable for my project. At the knowledge stage, employees within the organization who are the professionals are sensitized about the need for the change and what it entails. The activities at this stage are aimed at getting the maximum buy-in. This stage is closely followed by that of persuasion. This carries on the quest to achieve maximum buy-in by actively convincing the nurses and allied workers of the need to support the change.
At the decision stage, assessment is made as to whether the change would be a success or a failure. This is done by gauging the amount of buy-in that has been achieved up to then. If sufficient, the change process proceeds. If not sufficient, more time is allocated and the persuasion stage is elongated. Implementation is what follows and lastly confirmation.

ORDER A PLAGIARISM-FREE PAPER HERE

This last step involves officially including the change proposals and recommendations into the organization’s procedures, practices, and processes.
How I Would Apply Each Stage in My Proposed Implementation
As explained above, I would use the knowledge stage to provide maximum enlightenment on the role of the proposed change to improving practice. At the persuasion stage I would engage other like-minded innovators to help me go round the organization spreading a good word about the impending change and the need for it. This leads to the decision stage in which I would then decide whether to proceed with the change or not. This will depend on the level of acceptance of the change within the organization. Applying a Model or Framework for Change Essay Paper This is dictated in part by the organizational culture. If it is estimated that resistance is low and buy-in is high, I would then proceed with the implementation of the initiative. Successful implementation will finally lead to confirmation that is the final step of translation.

Concept Map
This is presented in the Appendix at the end of this paper and it is very useful as it provides the conceptual framework that guides the implementation of the change. By referring to it, the process of implementation remains on course.
Conclusion
The Rogers’ DOI model is one of the often used change models in nursing practice. It is practical and easy to use in implementing change. For this reason, it is preferred and very suitable for my project or initiative.
Appendix
Roger’s DOI Graphic Model

References
Brownson, R.C., Eyler, A.A., Harris, J.K., Moore, J.B., & Tabak, R.G. (2018). Getting the word out: New approaches for disseminating public health science. Journal of Public Health Management and Practice, 24(2), 102–111. https://doi.org/10.1097/PHH.0000000000000673
Dearing, J.W. & Cox, J.G. (2018). Diffusion of innovations theory, principles, and practice. Health Affairs, 37(2), 183-190. http://dx.doi.org/10.1377/hlthaff.2017.1104
Melnyk, B.M., & Fineout-Overholt, E. (2019). Evidence-based practice in nursing & healthcare: A guide to best practice, 4th ed. Wolters Kluwer.
Pashaeypoor, S., Ashktorab, T., Rassouli, M., & Alavi-Majd, H. (2016). Predicting the adoption of evidence-based practice using “Rogers Diffusion of Innovation Model”. Contemporary Nurse. https://doi.org/10.1080/10376178.2016.1188019
White, K.M., Dudley-Brown, S., & Terhaar, M.F. (2016). Translation of evidence into nursing and health care, 2nd ed. Springer Publishing Company, LLC.

Applying a Model or Framework for Change Essay Paper