LDR 615 Topic 6 DQ 2
Grand Canyon University LDR 615 Topic 6 DQ 2-Step-By-Step Guide
This guide will demonstrate how to complete the LDR 615 Topic 6 DQ 2 assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for LDR 615 Topic 6 DQ 2
Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Topic 6 DQ 2 depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for LDR 615 Topic 6 DQ 2
The introduction for the Grand Canyon University LDR 615 Topic 6 DQ 2 is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for LDR 615 Topic 6 DQ 2
After the introduction, move into the main part of the LDR 615 Topic 6 DQ 2 assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for LDR 615 Topic 6 DQ 2
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for LDR 615 Topic 6 DQ 2
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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DQ Describe an ethical dilemma that you experienced, or have witnessed in a change leader, when attempting to initiate change
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Hi Class,
I have not experienced many ethical dilemma’s personally but there is one that I have witnessed within the workplace environment. Having a toxic leadership team can really impact the way the organization is run and how the employees perform. If there is toxicity within leadership it can affect overall employee performance, retention, and the overall workplace environment. This happened at a job of mine where leadership only cared about one specific portion of the team and treated the other employees with no respect and even cut their pay but made it look as though they were getting a “raise”. In my opinion that is not how a leadership team should treat the employees that they are supposed to care about. This dilemma was solved by an employee finally speaking up and expressing their concerns and their feedback to the leadership team. This is an example that shows that no matter what position you are in you still have a say and a voice within the company.
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Topic 6 Summary
Hi Class,
Congratulations on successfully completing topic 6! In summary, we discussed managing through change dynamics. A few highlights of our discussions would include examples around ethical and professional dilemmas faced by change leaders as well as challenges influencing the implementation of change. One of the key strategies for overcoming both revolve around the effective use of motivation tactics which increase acceptance of change among all stakeholders. Great job with topic 6 – only 2 more to go!
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In my police organization, I have recognized that many leaders have difficulty differentiating their friendships with employees and their professional relationship that requires them to hold the friends accountable. For example, if a new policy or directive is released for a crime reduction strategy, I’ve witnessed many leaders force employees who are not their close friends to do the mundane portions. In contrast, their friends are not held to the same standard of accountability.
When the leader attempted to hold their friends accountable as the other officers, it was clear the lines of the hierarchy did not apply. Challenges to workplace friendships when it comes to implementing change have been identified to include blurred boundaries, a distraction for work objectives, conflicting expectations, unwarranted promotions or praise, and a feeling of betrayal by the employee if not given special treatment (Nguyen, 2021).
There were personality disputes and conflicting expectations; the subordinates felt betrayed they were no longer empowered with special treatment (Nguyen, 2021). Workplace friendships are suitable for their social purposes and work productivity but can cause ethical concerns when boundaries are blurred with unclear expectations.
Finally, ways to resolve this conflict involve setting clear expectations and communication early on as stated in many posts. Another resolution technique for ethical boundaries consists of the leader possessing a core belief of their leadership philosophy and understanding who they are as a leader (Hellmich et al., 2019).
Reference
Hellmich, D., Kater, S. T., & Gonzales, S. R. (2019). A Leg to Stand On: Developing Core Beliefs and a Leadership Philosophy for Sound Ethical Decision-Making. New Directions for Community Colleges, 2019(185), 43. https://doi-org.lopes.idm.oclc.org/10.1002/cc.20337
Nguyen, S. (2021, March 28). Workplace friendships: The Benefits and challenges. Workplace Psychology. Retrieved November 16, 2021, from https://workplacepsychology.net/2018/01/07/workplace-friendships-the-benefits-and-challenges/.
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I enjoyed reading you post and can relate to your example; this happens in the nursing profession as well. I have worked with my
fellow nurses for 20+ years and some are great friends I have had before I became their manager. At times the friend professional relationship has been tested when I needed to discipline close friends and losing friendships in the process of holding them accountable. For leaders to be successful all staff have to be held to the same standards, boundaries must be maintained, and special accommodations are equal to each employee. In nursing similar to police work I assume we work close as a team, share encounters on the job that challenge emotions, and cause moral dilemmas. The balance lies in the maintenance of boundaries, holding each other accountable to the same standards and understanding the feelings involved can get in the way (Connors, 2020). As I have seen fellow managers blur the lines with poor outcomes, I have strived to remain impartial and set these boundaries, while not easy it can be done with the understanding of caring, with respect can be successful.
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Great post and great topic
Connors, C. D. (2020). Emotional intelligence for the modern leader. Rockridge Press.
Thank you for sharing your post with us. I like how you brought up different types of friendships. I have also seen this happen in other organizations. Nepotism is real, and I have seen it firsthand where friends or those in a relationship treat each other differently than others. At my last job, my best friend worked there. She was not assigned to me, and I made sure the company knew how we knew one another. Her supervisor was a supervisor that also reported to the same manager I did. Every week we would have a meeting and we collaborated on attendance, performance, behaviors, etc. She was brought up due to attendance. During these meetings, we would discuss what each of us would do based on what was going on. When it got to me, I stated clearly that she should move to the next level of corrective action because her days missed were excessive. I will never forget the look on the face of my manager. It was pure shock. My point is that you must be able to balance work and home. Leave your personal life at the door. Sure, there are some days where something is going to be weighing on you, but you are in a professional environment, and it should remain that way. I have worked with my husband at a different organization. When we were at work, we were colleagues. At home, we were husband and wife. If you were faced with the scenario I was in, how would you handle the dilemma?
An ethical dilemma that I have witnessed and Leadership change is mandating the covid-19 vaccinations for healthcare providers. This has been a big issue all across the nation due to health care providers wanting the right to be autonomous over their bodies. As of earlier this year 2021 the federal government mandate is that all healthcare workers must be fully vaccinated to work at local hospitals or they will be terminated from work. Before the commission, public health sponsors have tried to resolve ethical dilemmas by offering incentives to workers such as gift cards, free meals at work, and other prizes. Even though current vaccinations have shown to be highly efficient in reducing COVID-19 and its variations to date, the virus is still spreading, particularly among uninfected people. In response to waning enthusiasm, officials across the United States have tried a variety of strategies to boost vaccination rates (Hsu, 2021).
To promote and implement vaccine uptake, officials, for example, developed incentive programs, emphasized personal responsibility, deployed mobile vaccination units, and collaborated with business and community partners. Vaccines are administered often by nurses. However, immunizations are also required! Nurses come into touch with a variety of infectious illnesses, the most known of which being influenza, due to the nature of their profession (American Nurses Association, 2019). Becoming vaccinated is a vital method to avoid getting sick at work. Vaccination, on the other hand, can safeguard the nurse’s patients as well as her family. A nurse may accidentally transmit a disease to a patient while at work, especially if the patient is very ill or fragile, such as neonates. Furthermore, if a nurse becomes unwell at work, he or she may transmit the disease to family members. The problem is ongoing and leadership is still trying to stop the situation from becoming worse.