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DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

Grand Canyon University DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees 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 DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees                                 

Whether one passes or fails an academic assignment such as the Grand Canyon University DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees 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 DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees                               

The introduction for the Grand Canyon University DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees 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 DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees                               

After the introduction, move into the main part of the DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees 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 DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees                               

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 DQ: Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees                                 

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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LDR 615 Topic 8 DQ 1

Sample Answer for DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

In order to make successful change within any organization there are many different key factors to think about. For the digital marketing field, change happens a lot and happens quickly. The systems that are necessary in order to facilitate continuous change include making the entire leadership team is a role model for the change, looking at how the change can/will impact the employees, and making sure the change is fully submerged within the entire company and not just one portion. This last point is important, as a leadership team you don’t want to put the change all on one singular person or department because that is where the burnout and quality of work will decrease. These three factors will include everyone but also make the leadership team be a group that other employees can look up to and model in order for continuous change to happen.

Harshak, A., Aguirre, D., & Brown, A. (2010, December 10). Making Change Happen, and Making It Stick. Retrieved from: https://www.strategy-business.com/article/00057

Sample Answer 2 for DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

For this discussion I want to use the industry Im most familiar with, law enforcement. In Police1, a popular police based publication, the utilize this method to change as a means to preform effective change with little negative issues, like burnout or toxic attitude.

Identify Changes Needed and Create Urgency for the Change

What internal and external factors might impact the success of transformational change at your organization? Keeping these factors in mind, generate a list with your team of the most pressing changes needed, then conduct a SWOT analysis (Strengths, Weaknesses, Opportunities and Threats) to help determine what your strategic plan should address. Then narrow down your list of goals depending on how complex you want the change effort to be.

DETERMINE THE FUTURE DESIRED STATE

Conversations for the future desired state naturally occur in the first step. However, your projected outcomes become more targeted as you discuss and plan specific strategies.

This is where the importance of mapping out your plan comes into play, such as determining who is in charge of what strategies, creating deadlines for completion of the work involved, reviewing how and when your plan will be implemented, and details of the revaluation process.

GENERATE BUY-IN AND COMMITMENT

Reflecting upon the TCP at the Marina Police Department, I found this step to be the most crucial. The project leadership team

DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees
DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

stepped up and raised their standards of excellence as they actively embraced personal and professional improvements together.

As such, peer accountability, trust, teamwork, open communication and active listening quickly became the tenets of a revitalized leadership team, and the entire organization began to benefit from this early shift in culture months before the TCP officially launched.

Action and implementation

This step involves completing predetermined tasks for each of the goals created to ensure the strategies are completed and in place by the official start date and then implementing the changes.

Evaluate, reconstruct and begin the next phase of transformational change

The positive results of the TCP as indicated by the members of the police department through various forms of revaluation data, such as interviews and surveys, were very encouraging.

The main department-wide survey was an anonymous, internal electronic survey that was sent to all sworn and non-sworn personnel before the start of this project. As a result of this first survey, the data gathered revealed that employee satisfaction was rated at only 29% positive within the department. Ten months later, the same survey was sent out again and employee satisfaction had been elevated to a 63% positive rating! (Widener, 2020)

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Resource:

Widener, A. (2020, September 1). 5 steps to begin leading transformational change in your agency. Police1. Retrieved November 28, 2021, from https://www.police1.com/chiefs-sheriffs/articles/5-steps-to-begin-leading-transformational-change-in-your-agency-tKAz4KxzZNYB9Ovt/

Sample Answer 3 for DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

For this discussion question, I would consider the contracting field. Many individuals are drawn to contracting because of the money. Contracting has changed drastically over the years. From personal experiences, I have learned that contactors get paid more at the height of a war. The Department of Defense and other governmental agencies utilize this tactic to recruit employees, but many followers forget that they can be placed in an austere environment with limited resources/ essentials. While oversees, many individuals may become ill due to poor living conditions and working with other nationalities with different hygienic beliefs. Due to these changes, the military, DoD and other agencies provides essentials in care packages, fresh food rations including MREs (meals ready to eat), housing and security on ground (military and contactors). Another variable that is critical is rest and relaxation also known as R&R. About two years ago, I had a fellow employee who did not take R&R in over two years because he wanted to save his money to purchase a property. Our supervisor noticed a major different in his attitude, tardiness, the employee almost hitting another coworker while driving. The gentleman got sleepy while driving. Due to this, there was a mandatory change to the contract; everyone had taken R&R every three months or be terminated. The DoD took matters like these seriously to avoid major lawsuits. After a few months, a report was sent out stating there was less burnouts and individuals were more motivated to work. Social interaction and the support of friends provides a welcome change of pace and can help us “recharge.” Another change was leaders were held responsible to make sure their followers go on timely R&Rs no matter the mission. The third change was leaders being terminated if they took shortcuts.

Great and informative post. I too have

experience in working, or over working to achieve a goal, like buying a vehicle in my

case I also noticed how this made me angrier, more tired and irritable, and

less approachable. My issues culminate in me wrecking my patrol vehicle in the

back of a vehicle parked on the hi way. After this i learned to take my rest

time. While i resented this at first due to habit and lost wage opportunities,

I learned to accept and respect this as it made me much happier and gave me

things money could not buy.

Sample Answer 4 for DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

Thank you Steven. Rest is critical. Yes we all need money to survive, but if we do nott ake care of our well being we can make trivial mistakes that can cost us our lives. No amount of money is worth our lives. Best of luck with the rest of the program and I am glad you are okay.

Keshia, you response is detailed and well done. I agree with you. Essentially, organizations such as Kaiser Permanente can also facilitate continuous changes without compromising quality or causing employee burnout by understanding and clarifying the impact of change on the people. For any meaningful change to occur, a clear evaluation of the impact of change on different populations and segment within the organization is required (Feng et al., 2019). The assessment is essential in revealing the type and scope of effects of changes on every aspect of employees. The assessment also gives a basis for communication with the team members regarding what the change means to them individually. Explaining the intensity of change for every employee and thorough description of changes every employee is expected to deliver is essential in making the employees feel involved and their input valued (Bhardwaj et al., 2021). Engaging people in the change effort is also crucial in identifying areas of possible conflicts and overlap and how to address them. This is essential in sustaining the new realities for long and making the change part of the organization’s culture (Dom & Ahmad, 2019).

Successful change within an organization happens when there is a clear vision from transparent leaders, inclusive decision making, clear and effective communication, employee support, and a positive culture. There are multiple elements an organization can consider to ensure that change is embedded in the culture. Kotter and Cohen (2002) encourage utilizing the new employee orientation process to share the vision and dedication the organization has for recruits, making sure there is continuity of behavior as well as results to help cultures grow consistently, and sharing stories again and again about what the organization does and why it succeeds.

Sample Answer 5 for DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

A successful process implemented in my healthcare organization is the daily huddles. These team huddles are attended by all leaders Monday through Friday to share what is going well, what gaps in care are identified, resources needed, and upcoming changes or initiatives to be shared with each team leader. Set aside each morning at 9 a.m., this time provides space to share best practices, concerns, and solutions with all team members caring about change. Huddles are also occurring on units prior to the start of each shift. These are called safety huddles to ensure that the team is aware of any unit concerns at the beginning of each shift with a consistent message.

Healthcare today consistently changes due to advancing technology and staffing barriers. Continuous change can create challenges, frustration, and burnout for front line staff caring for patients. Solutions that organizations could offer to support staff to help reduce burnout include the following evidence-based recommendations by Gabriel and Aguinis (2022) are listed below:

  • Providing stress management interventions such as cognitive-behavioral training and mindfulness meditation groups
  • Allow employees to be active crafters by allowing autonomy and flexibility and offering professional development opportunities.
  • Encourage social support by creating an environment of trust and provide crisis management.
  • Engage employees in decision-making through transparency and good communication.
  • Implement high-quality performance management by providing timely strengths-based feedback, connecting performance to financial and non-financial rewards, and implementing fair and equitable performance management.

References:

Gabriel, K. P., & Aguinis, H. (2002). How to prevent and combat employee burnout and create healthier workplaces during crisis and beyond. Business Horizons, 65(2), 183-192. https://doiorg.lopes.idm.oclc.org/10.1016/j.bushor.2021.02.037

Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press.

Sample Answer 6 for DQ Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

One essential system within my healthcare organization is the establishment of a project management office (PMO). A PMO is a centralized organizational group that oversees and coordinates project management activities within an organization. Lavorie-Tremblay et al. (2018) states that “In order to ensure that the changes continue once the move has been completed, the experts from the PMO have been particularly present, available, and attentive to the needs of the people involved, even going so far as to get involved at the operational level. Conserving or setting up project monitoring committees, using the lessons learned, and ensuring that people adopt the PMO’s approach, including when it comes to project management, are other strategies that are conducive to continuity. The PMO then utilizes and overseas different strategies to ensure changes become permanently embedded into our organization’s culture. One approach is through leadership and change management training programs that ensure staff have the skills to adapt to new processes. Our PMO oversees the training of Lean and ADKAR change management model. Lean “is considered a philosophy of work based on the participation of people that defines ways to improve and optimize a production process by focusing, identifying, and eliminating all unnecessary processes and/or activities, called “waste”, thus facilitating the stability, efficiency, and productivity of the organization” (Morell-Santandreu et al., 2021). Another tactic is establishing continuous communication and feedback loops such as regular surveys that gather input from staff at all levels. In order to gauge burnout among employees, our organization has a communication feedback loop known as our All Employee Survey which asks specific questions about professional development and staff burnout annually.

Three factors to consider when ensuring changes become permanently embedded in the hospital’s culture are leadership modeling, integration into daily processes, and continuous recognition and celebration. Leadership commitment and modeling at all levels must demonstrate commitment to the changes through their actions and decisions. This visible support helps normalize new behaviors and practices. In fact, Cheraghi et al. (2023) attests that ““Managers supporting change in the organization can play an important role in improving resistance”. Also, changes should be woven into daily operations, standard operating procedures, and existing workflows. This integration makes the new ways of working part of the routine rather than marked as something new that “we ought to do”. Lastly, regularly highlighting successes, rewarding adoption of new practices, and providing a forum where change is celebrated helps cement changes as “the way we do things here.” This reinforcement prevents backsliding into old habits and solidifies the new culture.

 

References

Cheraghi, R., Ebrahimi, H., Kheibar, N., & Sahebihagh, M. H. (2023). Reasons for resistance to change in nursing: an integrative review. BMC Nursing22(1), 310. https://doi.org/10.1186/s12912-023-01460-0

Lavorie-Tremblay, M., Aubry, M., Richer, M.-C., & CYR, G. (2018). A Health Care Project Management Office’s Strategies for Continual Change and Continuous Improvement. The Health Care Manager37(1), 4–10. https://doi.org/10.1097/HCM.0000000000000185.

Morell-Santandreu, O., Santandreu-Mascarell, C., & Garcia-Sabater, , Julio J. (2021). A Model for the Implementation of Lean Improvements in Healthcare Environments as Applied in a Primary Care Center. International Journal of Environmental Research and Public Health18(6). https://doi.org/https://doi.org/10.3390/ijerph18062876