LDR 615 Topic 1 DQ 2
Grand Canyon University LDR 615 Topic 1 DQ 2-Step-By-Step Guide
This guide will demonstrate how to complete the LDR 615 Topic 1 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 1 DQ 2
Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Topic 1 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 1 DQ 2
The introduction for the Grand Canyon University LDR 615 Topic 1 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 1 DQ 2
After the introduction, move into the main part of the LDR 615 Topic 1 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 1 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 1 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: What environmental forces drive organization development in your field or industry?
Topic 1 Summary
Hi Everyone,
Wow! What an outstanding first week of class! I have enjoyed how engaging and interactive the class has been. I look forward to continuing the high level of engagement and quality discussions as we move on to the remaining modules in the course.
To summarize, this week covered key elements regarding the concept and evolution of organizational development and change initiatives, including:
- Discussion of the economic and social forces driving the need for change.
- Exploration of how business and environmental changes drive organizational development.
- The process and flow of change and the importance of establishing long-term expectations for new behaviors that align with the new direction.
Again, thank you for your contribution to our discussion forums for Week 1. I look forward to continuing our discussion as we move into Topic 2.
Hello Class,
Thank you to all who have responded to this question so far. In addition to outlining the forces driving development and change in your organization and the impact of the changes, I think it is also important to take note of lessons learned. Considering the examples that are shared in this discussion thread, what do you think are the most valuable lessons learned by these organizations?
This discussion is lively and full of great lessons learned. Some of the lessons I have learned from are Diversity is essential to keep an
organization fluid yet solid. Inclusivity ensuring the people of the organization feel included and valued, this will help build ownership. Communication, especially clear communication is needed, to not shy away from being transparent and letting your people know what is going on in the change, if people feel communicated to they will not fee like there are secrets. Taking the culture of the organization into consideration when starting the journey of change, culture is the Is the central element to an organization and can be utilized as a foundation for the model of change one is to utilize when starting the change process(Ventura et al., 2020). The last thing i have learned is to ensure the people and leadership of an organization understand change of an organization is a constant process not a battle Thanks for the question
Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: DQ: What environmental forces drive organization development in your field or industry?
Ventura, P., Velloso, I., & Alves, M. (2020). Influence of organizational culture in the quality management of a teaching hospital. Rev Rene, 21, 1–9. https://doi.org/10.15253/2175-6783.20202143996
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In my personal experience, the lessons learned are related to acquiring new information through our classes and study material, which helped me define the ideal approach to implement change. My current organization failed to identify where change is truly needed, and they failed to implement change efficiently (Lewthwaite, 2000).
The first lesson is to develop the ability to identify the areas that require change; the second lesson is to identify the best approach to change (Lewthwaite, 2000). The second lesson is to keep the stakeholders informed, which would help avoid creating uncertainty and fear (Lewthwaite, 2000). Taking into consideration the approach to change displayed by my organization, the next lesson is related to how to react to change, and this can be reactive or proactive; in my case, my organization has been reacting, which results in a continuous state of crisis and damage control (Lewthwaite, 2000). A proactive approach would benefit an organization capable of identifying what actions are required and the best way to implement change, which would benefit every stakeholder and the whole organization (Lewthwaite, 2000). Lastly, another crucial component is communication. In my experience, the organization failed to communicate throughout multiple stages. The lack of communication created doubts, uncertainty and in the end, leadership presented significant changes and decisions without any notice, which created more problems. On the other hand, when leadership uses effective communication to keep the channels open, sharing what is sharable, anticipating, and preparing the stakeholders for what is to come while including them in the process, it will make the changing process a positive experience (Lewthwaite, 2000).
Reference:
Lewthwaite, J. (2000). chapter twenty two: Managing change. In Everything You Need for an NVQ in Management (pp. 560–579). Thorogood Publishing Ltd.
As I’ve read through several discussions posts and researched my responses, I found a commonality amongst many organizations that successfully implemented change. Each company or entity involved their employees and engaged them throughout the process to ease concerns and understand things administration had not considered. Without employee engagement, picking the correct leaders to help lead the change, and then communicating these changes adequately throughout the organization, the process will fail as it does not have the proper foundation to sustain the unknown.
Please excuse my first post. In my haste, I completely forgot to include my intext citations and reference at the end. Thank you. Here is the proper post.
As I’ve read through several discussions posts and researched my responses, I found a commonality amongst many organizations that successfully implemented change. Each company or entity involved their employees and engaged them throughout the process to ease concerns and understand things administration had not considered (KNOER, 2011). Without employee engagement, picking the correct leaders to help lead the change, and then communicating these changes adequately throughout the organization, the process will fail as it does not have the proper foundation to sustain the unknown (KNOER, 2011).