LDR 615 Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

Grand Canyon University LDR 615 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 LDR 615 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 LDR 615 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 LDR 615 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 LDR 615 Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees                          

The introduction for the Grand Canyon University LDR 615 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 LDR 615 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 LDR 615 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 LDR 615 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 LDR 615 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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Sample Answer for LDR 615 Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees

Re: Topic 8 DQ 1

In healthcare, there are many essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees. First, a systematic approach to determining organizational readiness requires a thoughtful assessment of a few factors. This assessment includes identifying rationale and vision for change, assessing potential barriers, determining stakeholders and sources of support, assessing ability of people to adapt to change, and identifying channels for clear communication (I.S. Partners, 2024). Second, successful change management requires careful planning. “Planning for motivational and informational communications, leadership activities and behaviors, system changes, training, etc. Since empowerment is an overarching part of this model, plans must be put in place to support the workforce to do their own planning” (Andre, 2013, Section: The Plan). Third, open, two-way communication is needed to create an understanding of the vision of change and to receive feedback and concerns from those at stake. This is the “Do” part of change—implementation. “Everyone in the organisation must understand what is being changed, so you should break the overall change into pieces which can be easily understood and easily measured…. in dealing with change, the most important part is changing culture – how people feel and act, their values” (Andre, 2013, para 1). However, one must understand that this period can be fragile because culture cannot be changed until a new way of operating has been shown to succeed over time (Kotter & Cohen, 2012). Communication also includes actions. It is important that leaders model their commitment and know what motivates their workforce. “Empowering workers puts the overall responsibility where it belongs – on the shoulders of those who best understand” (Andre, 2013, Section: Communicate Constantly). Communicating constantly ensures that everyone is headed in the same direction and on the same page. Fourth, resources, such as project managers, are necessary to help break down big changes into small, incremental steps. Part of this process is identifying the starting and ending points of change. Another invaluable resource is time. Adequate time must be allocated  to complete the project without too much competition from day-to-operations. Finally, whether change is episodic or continuous, a post-bureaucratic organizational design that functions as team-based, flexible, and less rule-bound creates an environment that engages workers from all levels to participate in decision-making, information sharing, and negotiations for solutions (Ford, 2008).

I am fortunate enough to have a transformational leader in my current area of work in the hospital that follows the essentials above. “Transformational leaders recognize the need for change, create and share compelling visions with employees, guide them through adaptations, and inspire them to accomplish the challenging goal of institutionalizing change” (Carter et al., 2013, Section: Transformational Leadership).

Three factors to consider when making sure that the changes made become permanently embedded in the organization’s culture as suggested by Kotter & Cohen (2012, Section: What sticks):

1. Using the promotions process to place people who act according to the new norms into influential and visible positions
2. Telling vivid stories over and over about the new organization, what it does, and why it succeeds—especially in new employee orientation.
3. Making absolutely sure you have the continuity of behavior and results that help a new culture grow.

In other words, reinforce and reward, align values and vision, and evaluate the process and adjust as needed for growth to continue.

References:

Andre, J. M. (2013). Plan do stabilize. How to lead change. Management Services, 57(1), 42-47. https://lopes.idm.oclc.org/login?url=https://www.proquest.com/trade-journals/plan-do-stabili-how-lead-chan/docview/1348695756/se-2

Carter, M. Z., Armenakis, A. A., Feild, H. S., & Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior (John Wiley & Sons, Inc.), 34(7), 942–958. https://doi-org.lopes.idm.oclc.org/10.1002/job.1824

Ford, R. (2008). Complex Adaptive Systems and Improvisation Theory: Toward Framing a Model to enable Continuous Change. Journal of Change Management, 8(3/4), 173–198. https://doi-org.lopes.idm.oclc.org/10.1080/14697010802567543

I.S. Partners. (2024). Why organizational readiness assessments are important. https://www.ispartnersllc.com/blog/why-organizational-readiness-assessments-are-important/

Kotter, J. P., & Cohen, D. S. (2012). Heart of change. Harvard Business Review Press.

Sample Answer 2 for LDR 615 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 Nursing, 22(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 Manager, 37(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 Health, 18(6). https://doi.org/https://doi.org/10.3390/ijerph18062876