Due 7/22/18 8 p.m EST

2 pages not including min 4 references APA

PLEASE READ

TOPIC:Community Stakeholders: Who Minds the Gate?) HIV/AIDS IN LOW INCOME COMMUNITIES

In any successful research endeavor, one of the first and most important steps is to define the study population. To survey or collect data on this population, researchers first must have access to individuals within it. However, access is not always guaranteed. In many cases, researchers must identify those in the position of power and seek their approval and buy-in of decisions related to a particular population. In the field of research, these individuals are known as gatekeepers. Crosby, DiClemente, and Salazar (2013) define gatekeepers as “people who are in positions to grant or deny access” (p. 107).

Consider the example scenario in this week’s Introduction regarding the reduction of waterborne illnesses. After the failure of the free shoe program, the organization now decides to investigate the feasibility of implementing a more hygienic set of latrines in a local school that serves hundreds of children. Who might be the gatekeepers in this situation? The school principal? The owners of the local water supply? Once these gatekeepers have been identified, what are the next steps in terms of gaining buy-in from them?

For this week’s Assignment, review the Learning Resources. Consider why certain individuals are gatekeepers and need to be involved in program planning and interventions.

Assignment:

Paper: 2 PAGES APA NOT INCLUDING REF

For the community plan intervention you selected for your Final Project, identify potential gatekeepers and provide a rationale for why you chose them. In the paper, explain the following: USE SUBHEADINGS

• 1)Who are the informal and formal gatekeepers in the community? Provide a rationale for your answer that includes how and why you identified these gatekeepers.
• 2)What are the next steps for gaining buy-in from these gatekeepers, and why? Provide a rationale for your answer.

Respond 

The medical center where I work  is a large teaching institution in New York City is made up of 7 hospitals. They believe in educating the next generation of health care professionals, developing groundbreaking research, advancing innovative, patient-centered clinical care and serving the needs of our local, national and global community. The vision of the institution  is to be the #1 academic health system in the nation in high-quality patient centered care, education and research. The culture is based on respect, teamwork, innovation, empathy, excellence and responsibility. 

     The mission and vision is reflected in the organizational culture and leadership through their behaviors. How  leadership chooses to do their job everyday demonstrates the core values of the organization. My personal philosophy of nursing is based on respect. Patient care suffers when nurses are not respected (Stievano, Bellass, Rocco, Olsen, Sabatino, & Johnson, 2018). It is crucial that nurses operate in a moral work environment that involves respect to improve patient outcomes (Stievano, et al., 2018). The hospital’s Credo is based on respect. This is how my project aligns with the core values of the institution. 

One theoretical approach to understanding how change may be achieved is Rogers’ diffusion model. He argues that certain characteristics of the innovation itself may facilitate its adoption. Factors influencing acceptance include promotion by influential role models, the degree of complexity of the change, compatibility with existing values and needs, and the ability to test and modify the new procedure before adopting it (Mohammadi, Poursaberi, & Salahshoor, 2018).

Current research suggests that the most effective communication strategy is face-to-face exchange  (Mohammadi, Poursaberi, & Salahshoor, 2018). It provides an opportunity to tailor information to recipients and allows the advocate of the change to explore and, if necessary, modify the reasons why a shift in clinical behaviour should occur. Interpersonal communication is usually more effective when there is a high degree of professional resemblance between the individual attempting to introduce the innovation and the recipient  (Mohammadi, Poursaberi, & Salahshoor, 2018). 

Luckily, I think it will be relatively easy to implement changes related to a healthy work environment. I believe the majority of people want to work in an environment that is positive, supportive and frowns on bullying and incivility. Through communication as well as role modeling proper behaviors, Rogers’s diffusion of innovation framework will assist in the transformation.