LDR 615 Consider an organization in your field or industry

Grand Canyon University LDR 615 Consider an organization in your field or industry– Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University LDR 615 Consider an organization in your field or industry  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 Consider an organization in your field or industry                   

Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Consider an organization in your field or industry  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 Consider an organization in your field or industry                   

The introduction for the Grand Canyon University LDR 615 Consider an organization in your field or industry 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 Consider an organization in your field or industry                   

After the introduction, move into the main part of the LDR 615 Consider an organization in your field or industry 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 Consider an organization in your field or industry                   

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 Consider an organization in your field or industry                   

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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Sample Answer 1 for LDR 615 Consider an organization in your field or industry

Consider an organization in your field or industry. Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees. Describe three factors to consider when making sure that the changes made become permanently imbedded in the organization’s culture. 

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 LDR 615 Consider an organization in your field or industry

 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. 

1. 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. 

2. 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. 

3. 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 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. 

4. 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. 

5. 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) 

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 LDR 615 Consider an organization in your field or industry

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. 

Reference 

Recognize and prevent burnout (n.d). Recognize and Rise. Retrieved from: 

Sample Answer 4 for LDR 615 Consider an organization in your field or industry

Continuous improvement, also known as constant enhancement, makes small but significant improvements to products, services, or processes over time. The purpose of these initiatives might be long-term progress or a single breakthrough enhancement (American Society for Quality, 2019). Continuous improvement looks like a subset of continuous improvement that focuses on linear, steady change inside a process. Some practitioners believe that statistical quality control techniques are linked to continual improvement. 

The PDCA (Plan-Do-Check-Act) cycle is an essential tool for assuring continual improvement. The Plan-Do-Check-Act cycle is a four-stage change management paradigm. The PDCA cycle, like a circle, should be performed forever for continual progress. A project management tool is the PDCA (Plan, Do, Check, Act) cycle (ASQ, 2019). When creating a recurrent process flow, initiating a new improvement program, collecting data, and reviewing the results, PDCA is the best method for verifying and prioritizing problems or underlying causes. The cycle’s design is based on the assumption that continuous evaluation of management processes and management’s ability to adapt and reject unjustifiable ideas are critical to the success of an organization. 

American Society for Quality. (2019). Continuous Improvement Model – Continual Improvement Tools | ASQ. 

Asq.org. https://asq.org/quality-resources/continuous-improvement 

ASQ. (2019). PDCA Cycle – What is the Plan-Do-Check-Act Cycle? | ASQ. Asq.org. https://asq.org/quality-resources/pdca-cycle 

Sample Answer 5 for LDR 615 Consider an organization in your field or industry

In order to facilitate continuous change in an organization they must have a change management program that includes the stakeholders in the change. The change management program should include project team members, change agents, and front-line employees. It is important to have groups guiding change efforts all the time and throughout the organization. Be sure to train the stakeholders to the skills required to fulfill their role in the change (Rothemel & LaMarsch, 2012). The biggest challenge in the change process is changing people’s behavior (Kotter & Cohen, 2002). People are sensitive to the emotions that undermine change (Kotter & Cohen, 2002). So, it is essential to address the feelings about the change throughout the change process. Creating a partnership mentality with the employees is key to success. Employees should be allowed to speak up about the change (Rothemel & LaMarsch, 2012). This partnership lets the employees know that they have some control over the change and lessens anxiety and fear over it. There are three responsibilities for those involved in the change: understand the change, manage the change, and deal with the people issues that the change triggers (Rothemel & LaMarsch, 2012). In making sure that change sticks an organization should form the right guiding team, communicate the vision wide and quick, and push the urgency up fast (Kotter & Cohen, 2002). In a busy world the requirement for change is ongoing. In order to sustain change organizations, need to keep the urgency up and complacency, anger, and fear down (Kotter & Cohen, 2002). 

 Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business Press. ISBN-13: 978-1422187333 

Rothemel, R., & LaMarsh, J. (2012). Managing change through employee empowerment. Global Business & Organizational Excellence, 31(2), 17-23. https://doi-org.lopes.idm.oclc.org/10.1002/joe.21411