Incorporating the change management strategy not only requires having a clear vision of the direction and purpose but also requires a map of the activities. Implementing a change management strategy requires demarcation of unique characteristics of the change and accompanying risks and potential resistance. It is crucial to determine the change characteristics for implementing a strategy for developing a resourcing strategy for employing the change management strategy. This assessment is an extensive examination of the resource management strategy required for implementing the behaviour management in dementia in an aged care facility.
The preliminary section will elaborate on the resource management strategy. The following section will emphasize the feasibility of the strategy. The third section will determine the effectiveness of the strategy in communicating, maintaining a feedback loop and managing the workforce. The concluding section will highlight the key underpinnings of the assessment. This assessment envisions determining the resource mapping and strategy implementation techniques for the management of the behaviour of dementia in the aged care facility.
Resourcing strategy is a technique to ensure that the most suitable and talented workforce is lured and retained within the workplace. It is a notoriously difficult issue to retain the talented staff in the aged care facility (Bauer et al., 2018). The demand for effective caregivers in the aged care facilities is inflating exponentially. Keeping this in mind and the change management strategy, it is crucial that the manager ensures that a robust screening of the workforce is done with the assistance of a virtuous recruitment procedure.
For providing effectual care to the elderly people with the symptoms of dementia and cognitive impairment, the manager and the recruiting team must ensure that the nurses and the caregivers have the ability to be a good listener. The nursing practice must not only be relied on assisting in the daily activities of dressing and assisting in the food intake but must be based on forming good relationships with the patients. The screening of the nurses must be done on the basis of the communication skills and the aptitude in dealing with restless and aggressive patients. As a part of the resourcing strategy, the nurses must be looked to have the ability to recognize the psychological symptoms of the elderly people and take effective measures to control them.
Patients often stay isolated due to the restrictions, in such cases, the manager must look for the nurses who do not use their judgement-based opinions and communicate with the patients who are easier to talk with. Also, the recruitment program must be designed in such a way that the employees have in-built values about the independence of the elderly people (Harrison et al., 2019). Apart from providing care to the dementia patients, the nurses and the caregivers must also be able to make sure that the supervision is provided in the required cases and the patients must be allowed to feel independent. Having good observation skill is cardinal in tackling with the patients suffering from dementia. Hence, the manager must also keep this in mind and ensure that the nurses and caregivers are selected on the basis of the key skills. A workforce is a key resource that a setting can have; hence the preliminary strategy is relied o the workforce selection.
The recruitment procedure must look for the conjectural and pragmatic skills among the nurses. Behaviour management for dementia can only be implemented by making sure that effective training is provided to caregivers. The nurses must have the certification of being a basic caregiver. Certified Nursing Assistant (CNA) training is one of the essential certifications that the nurse must have as it cultivates the nurse aid-related knowledge and skills among them. The manager must make sure that a nursing training curriculum is conducted wherein the expert professionals make sure that deeper knowledge is provided regarding the acute and chronic conditions of dementia, the key causes for dementia, features and classification, complications and associated conditions, roles of caregivers in psychiatric nursing, administration of medications and drugs and assessment and observation of the condition. The training program must lay emphasis on developing the nurses' ability in conducting the assessment of the behavioural changes in patients with dementia (Wells, Brooke & Solly, 2019).
The manager must follow the participative approach and make sure that the nurses are involved in the construction of the training curriculum. Also, the manager must ensure that all the caregivers take part in the curriculum. Feasibility of the strategy can be accessed from the fact that the training apart from the demonstrations and schedules curriculums can also be provided via multimedia platforms. The nurses can be provided with the notes and information about all the sessions so that its easier for them to be reminiscent of everything. Clarity of the study material can be clarified with the manager if the nurses face any sort of intricacy.
Specialized training can be provided about the communication practice that needs to be conducted while providing care to elderly people. Behavioural and psychological symptoms of dementia are complex and interrelated to each other and pose an adversative influence on the lives of individuals (Aerts et al., 2019). There are many technologies that have emerged to record and simultaneously assess the devastating outcomes of dementia. These technologies can be employed in the aged care facility. However, this decision must not be exclusive of the viewpoints of the staff members. Training curriculum must also incorporate the video-monitoring coaching for keeping a track of the behavioural symptoms of the patients and also check the medications. Knowledge of telemetrics is critical as it ensures that the ambulatory monitoring of behaviour is done.
Effectiveness of the resourcing strategy in terms of communicating, maintaining feedback loop and managing the workforce can be examined on the grounds of outcomes of the training curriculum and track of the records of the behavioural symptoms of the patients. When the employees feel that they are being listened to and their feedbacks matter, then their engagement inflates. This is a key part of the change management strategy that can assist in leveraging the integration of the staff members and the patients (Corlis et al., 2019). For the effective employment of the change management strategy, a digitalized feedback application can be developed in the aged care setting. Collecting feedback from via the traditional method can be time-consuming and may result in human errors; the technology can be made use of to collect feedback from the employees. The feedback loop needs to be a two-way system so that both managers and the employees can make sure that the critical and constructive feedback loop is maintained.
Apart from the employee feedback system, there is a need to also maintain a patient-feedback system. It plays a great role in ensuring that the behavioural symptoms of dementia are managed. The patients can be guided by the nurses regarding the use of the application (Walker, Kifley, Kurrle & Cameron, 2019). This will further be helpful in bridging the communication gap between the caregivers and the nurses. CRM Integration of Patient Feedback Software allows the patients to provide the feedbacks of care or comfort they fee in the facility. It further allows the aged care facilities to improve in terms of service provision. New Aged Care Quality Standards can be integrated within the facility to make sure that the resourcing strategy involving staffing, training and feedback system is conducted in alignment with the standards. The training program of the nurses will be helpful in ensuring that the non-pharmacologic approaches are also used for dealing with the challenging behaviours of dementia (Karimi, Leggat, Bartram & Rada, 2020).
The above-depicted assessment has brought forward a picture of the resources and resourcing strategies required for implementing the change management strategy of behaviour management of dementia. The key strategies discussed are a robust recruitment program selecting the caregivers on the basis of identified key skills required for behavioural management of dementia. The need for a recruitment program in terms of nursing and patient-centred approach is highlighted in this piece of paper. Also, it is specified in the assessment that there is a need to incorporate a feedback loop in the system so that the viewpoints of the patients and the caregivers are amalgamated t further improve care delivery in dementia patients. The need for compliance with the Aged Care Quality Standards is also stressed in the assessment. It is hence, contingent that for employing the change in the aged care facility, it is significant that effective leadership is displayed in employing the appropriate resourcing strategy.
Aerts, L., Cations, M., Harrison, F., Jessop, T., Shell, A., Chenoweth, L., & Brodaty, H. (2019). Why deprescribing antipsychotics in older people with dementia in long‐term care is not always successful: Insights from the HALT study. International journal of geriatric psychiatry, 34(11), 1572-1581.
Bauer, M., Fetherstonhaugh, D., Haesler, E., Beattie, E., Hill, K. D., & Poulos, C. J. (2018). The impact of nurse and care staff education on the functional ability and quality of life of people living with dementia in aged care: A systematic review. Nurse education today, 67, 27-45.
Corlis, M., Barnett, K., Loffler, H., May, E., Gilbert-Hunt, S., & Van Emden, J. (2019). Partnering to provide interprofessional education in aged care. Journal of Interprofessional Education & Practice, 17, 100277.
Harrison, S. L., Cations, M., Jessop, T., Hilmer, S. N., Sawan, M., & Brodaty, H. (2019). Approaches to deprescribing psychotropic medications for changed behaviours in long-term care residents living with dementia. Drugs & aging, 36(2), 125-136.
Karimi, L., Leggat, S. G., Bartram, T., & Rada, J. (2020). The effects of emotional intelligence training on the job performance of Australian aged care workers. Health care management review, 45(1), 41-51.
Walker, P., Kifley, A., Kurrle, S., & Cameron, I. D. (2019). Process outcomes of a multifaceted, interdisciplinary knowledge translation intervention in aged care: results from the vitamin D implementation (ViDAus) study. BMC geriatrics, 19(1), 177.
Wells, Y., Brooke, E., & Solly, K. N. (2019). Quality and safety in aged care virtual issue: What Australian research published in the Australasian Journal on Ageing tells us. Australasian journal on ageing, 38(1), E1-E6.
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