LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
Grand Canyon University LDR 615 Topic 3 DQ 1 Compare and contrast two different change models-Step-By-Step Guide
This guide will demonstrate how to complete the LDR 615 Topic 3 DQ 1 Compare and contrast two different change models 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 3 DQ 1 Compare and contrast two different change models
Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Topic 3 DQ 1 Compare and contrast two different change models 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 3 DQ 1 Compare and contrast two different change models
The introduction for the Grand Canyon University LDR 615 Topic 3 DQ 1 Compare and contrast two different change models 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 3 DQ 1 Compare and contrast two different change models
After the introduction, move into the main part of the LDR 615 Topic 3 DQ 1 Compare and contrast two different change models 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 3 DQ 1 Compare and contrast two different change models
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 3 DQ 1 Compare and contrast two different change models
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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Compare and contrast two different change models. What leadership approach would you use to implement your preferred model? Why?
Sample Answer for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
Selecting a change model that will effectively lead change is critical. However, when it comes to the implementation of the model and the change initiative in general, we must understand the leader’s significance. Why is it important for a leader to be a model and cheerleader of the change initiative and approach?
Leaders are role models for the staff. If they are not on board with the changes then they can not help drive those changes in the organization! Staff often look up to their leaders and follow suit with what they are doing as well. It is the leaders responsibility to share the “why” when implementing, and if not done in a way that helps increase buy in for the change initiative then the change initiative may fail.
Sample Answer 2 for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
Many people would not change if they did not have to so leaders must be a model and cheerleader of the change initiative and approach (Folkman, 2019). Left to their own devices’ individuals will continue down the road most comfortable, finding comfort in a routine. I am sure that we have all been in situations where we have asked why something is done a certain way, to get a response because we have always done it that way. Change efforts require a lot of direction and motivation. Staff must become excited about the change and that will come from the leadership driving the change. These leaders who can inspire, motivate, and encourage are the essential force in organizational change (Folkman,2019).
Reference
Folkman, J. (2019). The five critical skills leaders need to be a champion of change. Retrieved from The Five Critical Skills Leaders Need To Be A Champion Of Change (forbes.com)
Sample Answer 3 for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
I believe that we lead by example. Leaders must be creative and engage their employees. The leader that listens to their staff is an effective communicator, is honest, and develops a trusting relationship; is a positive leader. This role model encourages staff by giving feedback (cheerleader). “A recent study on transformational leadership practices revealed that the top 2 practices of chief nursing officers in Magnet organizations were “enabling others to act” and “modeling the way” (Snow, 2019).
Reference:
Snow, F. (2019). Creativity and innovation. Nursing Administration Quarterly, 43(4), 306–312. https://doi.org/10.1097/naq.0000000000000367
Also Check Out: LDR 615 Topic 3 DQ 2 What is “disruptive change,” and how is this different from “incremental change?”
Sample Answer 4 for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
Implementation is complex and challenging, needing creative processes to motivate people, to turn plans into actions (Suphattanakul, 2017). Leadership is an essential component needed to encourage and motivate workers’ behaviors. Organizations must focus on
leaders committed to the organization’s vision and who can create, monitor, encourage, and reward throughout the change initiative. Leaders help the follower align their values with the organization’s values, promoting shared values within the organization (Singh, 2013). A transparent leader creates a safe culture for people to speak from their heads and hearts, saying what they mean. This open communication can lead to faster error correction and better decision-making. Without a leader who can build a transparent organization, where people can live with their values, employees often follow their own goals, which may be different or even conflict with those of their colleagues. Leaders have a tremendous influence on the workplace, and their styles must be strategically aligned to accommodate the organizational culture for successful change completion.
References
Singh, A. (2013). A Study of Role of McKinsey’s 7S Framework in Achieving Organizational Excellence. Organization Development Journal, 31(3), 39–50.
Suphattanakul, O. (2017). Role of transformational leadership in effective strategic implementation with the moderating effect of organizational culture. Journal of Business and Social Review in Emerging Economies, 3(2), 253–262. https://doi.org/10.26710/jbsee.v3i2.80
Sample Answer 5 for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
I think it is important for the leader to be the role model within the organization for their employees to see how things should be done in a positive and effective way. Leaders lead by example so setting good example will only help the company rather than hindering the business. If leadership is good , the team will be just as great! A positive environment is an inviting environment individuals will be more willing to be apart of a team that they feel is theirs too! Thank you for sharing your post!
For leaders to aid the organization in the acceptance and implementation of change they must provide a clear and concise path towards this goal while providing effective coaching and communication to their respective employees and stakeholders. For the leader to be a cheerleader, it aids in allowing them to provide direction and reinforce their desired change to those required to change. This helps provide a relationship and build a path of trust for leader and employee alike.
Sample Answer 6 for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
Thank you for your post! It is essential for leaders to be role models and cheerleaders representing and presenting the change going forward within the organization. “Workers experiencing recent or current change were more than twice as likely to report chronic work stress compared with employees who reported no recent, current or anticipated change (55% vs. 22%), and more than four times as likely to report experiencing physical health symptoms at work (34% vs. 8%)” (CBIA, 2017) and having a leader that cheers on the team and is positive about changes will reduce stress of the change. In general individuals do not like change, when they are comfortable, they would rather stay completing tasks as they always have, and change comes as a challenging stressful difficult time for many, leading staff to perform tasks out of their comfort zone. Leaders can be role models and cheerleaders through communication, collaboration, and commitment to help the implementation of the change (Center for Creative Leadership, n.d.). According to Connell (2019) “the effective change leader demonstrates strong facilitation, influence, and collaboration skills necessary to build support, remove barriers and reduce resistance to change. The change leader must be able to enhance/ build the Systems & Structures necessary to drive the required change, reward desired behaviors and prevent organizational backsliding. The effective change leader identifies the key stakeholders and implements influence strategies to gain their support in helping to “model the behaviors that create the experiences needed to change beliefs resulting in actions that deliver expected results”. Staff will transition into the new change role more effectively if the leader is open, honest, encouraging, and positive about the change that is occurring or that has occurred. Leaders have a huge impact and are inspiring and motivating to staff within the organization and can cheer their staff on along the way!
Reference
Center for Creative Leadership. (n.d.). How to be a successful change leader. https://www.ccl.org/articles/leading-effectively-articles/successful-change-leader/
Connecticut Business & Industry Association (CBIA). (2017). The impact of organizational change on employees. https://www.cbia.com/news/hr-safety/the-impact-of-organizational-change-on-employees/
Connell, S. (2019). Change leadership. Quality in Mind. https://asq.org/blog/2019/06/change-leadership/
Sample Answer 7 for LDR 615 Topic 3 DQ 1 Compare and contrast two different change models
Change models are tools that help keep a change organized and lead to more successful change implementations. These strategies are implemented locally and centrally within health systems to enhance efficiency and patient outcomes (Harrison et al, 2021). One such model for change is known as the Kotter 8 step model. In this model, there are 8 steps. The first step, creating a sense of urgency, looks to do exactly what it states, which is show the need for a change and the reason for it. This can be done just with sharing research and information that is found with the stakeholders (Graves et al., 2023). The second step is build a guiding coalition. In this step, the organization will want to establish and develop an outline for their project ( Graves et al., 2023). The third step is forming a strategic vision and initiatives. This steps involves visualizing how your change will make the situation different in the future (Bedard, 2023). The fourth step is called enlist a volunteer army. Large change can only be implemented when large numbers of people rally around the cause, and this is what you look to do in this step (Bedard, 2023). The fifth step is enable action by removing barriers. In this step, you will identify the barriers that are slowing the change and remove them (Bedard, 2023). The sixth step is generate short term wins. The step you want to focus on all win no matter the size in order to motivate the team ( Bedard, 2023). The seventh step is sustain acceleration. This step requires continuing to be relentless in instituting change after identifying the small wins (Bedard, 2023). The final step is known as institute change. In this step, you want to highlight the success of the organization ( Bedard, 2023).
Another change model is known as Lewins change model. This model only has 3 steps. The first step is called unfreeze. In this step, the idea is to prepare the stakeholders for the upcoming change by helping them to understand why the change is necessary (Lewins Change Management Model : Everything You Need To Know, n.d.). The next step is called change. In this step, you make the required changes that have been developed while at the same time gaining support by showing the value that the change has for the organization (Lewins Change Management Model : Everything You Need To Know, n.d.). The final step is refreeze. This final step is ready to be implemented when the employees have embraced the new change and you can see the change taking shape (Lewins Change Management Model : Everything You Need To Know, n.d.). This model is different from the Kotter model because it is not broken down as far. There is more that needs to be done with each step and just doesn’t have the same amount of support for organizing a change. For this reason, i would prefer the Kotter 8 step model. It will give me extra support for a change and help guide that change in a way that will help to keep me organized and on track.
References:
Bedard, A. (2023, August 22). The 8-step process for leading change: Dr. John Kotter. Kotter International Inc. https://www.kotterinc.com/methodology/8-steps/
Graves, L., Dalgarno, N., Van Hoorn, R., Hastings-Truelove, A., Mulder, J., Kolomitro, K., Kirby, F., & Van Wylick, R. (2023). Creating change: Kotter’s change management model in action. Canadian Medical Education Journal. https://doi.org/10.36834/cmej.76680
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models for Change Management, improvement and implementation meet? A systematic review of the applications of Change Management Models in healthcare. Journal of Healthcare Leadership, Volume 13, 85–108. https://doi.org/10.2147/jhl.s289176
Lewin’s Change Management Model: Everything You Need To Know. (n.d.). https://www.thehumancapitalhub.com/articles/lewins-change-management-model-everything-you-need-to-know