ubsequently, this paper outlines how I would proceed in locating evidence to examine the needed change, and also how I would adapt Lewins classic model of change based on chaos and complexity theory to address this evidence-based change.
Before delineating these issues, it is imperative to define the word change. Ford (2009) describes the change process as a "sequence of individual and collective events, actions, and activities unfolding over time in context that describe or account for how entities develop or change" (p. 304). One of the major challenges in my organization is the nurse burnout. One of the indicators of burnout include job dissatisfaction. Others include lack of enjoyment in their work, skepticism, poor relationships between themselves, and constant conflicts within the workplace. The needed change involves implementation of plans of actions that will ensure job satisfaction among the nurses. This can be achieved through motivation workers through issuing rewards to best performers, appreciating their efforts, regular trainings to advance their skills and knowledge, and treating the nurses as partners rather than treating them as subordinates. Systems to identify stress among the nurses and subsequently acting accordingly to relieve the stress and avoid it all together would also be a needed change (Ford, 2009).
Numerous methodical investigations have been conducted in the past seeking to delineate all the aspects of nurse burnout, including it causes and how it can be prevented. Therefore, to locate evidence on the needed change in terms of doing away with nursing burnout, peer-reviewed articles of journals on past studies would provide the necessary literature (Pearson, Field and Jordan, 2009). Professional organization standards that would be relevant in examining the needed change include ethical standards. Being ethical in nursing means that the feelings of all individuals involved in the care process are considered in the implementation of