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The Johns Hopkins Nursing Evidence-Based Practice Model: The Clinical Scholar Model

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The clinical Scholar Model (Page 298) The Johns Hopkins Nursing Evidence-Based Practice Model (Page 302) Reason the model was developed promote the spirit of inquiry, educate direct care providers, and provide mentorship for EBP as well as conducting research at the point of care. Recognized EBP implementation gap. Goals of the model Evaluate current practices Providers need to be able to speak and understand research language Synthesizing research Mentors available to access with research To accelerate the transfer of new knowledge into practice Outline of the model Observe, determine, analyze, synthesize, apply& evaluate, and disseminate Practice question Evidence translation Who is the model designed for? Clinical …show more content…

The model that would be most applicable to my current practice setting and would seem to meet the needs of the patient and the organization would be the clinical scholar model. This model differs from other models because the research is conducted at the clinical level versus many other models having the research done at a different level and then implementing changes from top down (Schultz, 2011). By involving individuals that will be affected by the change, not just a top down method, change will be more easily accepted and implemented (Brewer, 2014). This model would be the best fit for my current organization because a majority of the nurses are in the direct care setting (Melnyk, & Fineout-Overholt, 2015). This model was chosen because it seems to go in-depth on each step of the EBP process, this is needed because the EBP process is new to many of the nurses working in my organization. This model is also chosen because of the clinical scholars being available on the floor as a mentor if needed. Lastly, knowledge sharing has been shown to be very effective when implementing changes and this is a specific step with this …show more content…

Some of the change strategies that will be most effective are involving staff in the changes, making sure that the need for communication is clearly communicated, that the urgency of the change is communicated, and vision, outcomes, and progress are shared with the entire staff (Packard, 2014). By utilizing these strategies the implementation plan will work better because staff will be informed and engaged. Brewer, J. D. (2014). LEADERSHIP AND ORGANIZATIONAL BEHAVIOR. Consulting Psychology Journal: Practice & Research, 66(4), 316-319. doi:10.1037/cpb0000021 Melnyk, B.M. & Fineout-Overholt, E. (2015). Evidence-based practice in nursing & healthcare: A guide to best practice (3rd ed.). Philadelphia, PA: Wolters

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