LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?

Grand Canyon University LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 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 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?                            

Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?  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 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?                          

The introduction for the Grand Canyon University LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?  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 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?                          

After the introduction, move into the main part of the LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?  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 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?                          

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 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization?                            

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 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 

Re: Topic 6 DQ 1

Organizations are currently experiencing an unparalleled rate of environmental change, driven by forces such as globalization, rapid technological transformation and dissemination, and the shift toward market-based socioeconomic systems (Schneider, 2002). In the process of implementing requisite changes, leaders routinely encounter diverse obstacles from stakeholders. Prior to addressing the obstacles faced by leaders from stakeholders, it is imperative to attend to the foundational elements that influence change. Leaders are called upon to embody conscious leadership in this regard. Conscious change leaders must pay heed to four crucial dimensions: mindset (internal, individual), culture (internal, collective), behavior (external, individual), and systems (external, collective) (Anderson, 2012).

Resistance, inadequate communication, and behavioral or character transformation stand as key challenges faced during change processes. Resistance often originates from a lack of confidence in the leaders’ vision and fear of the unknown, fostering concerns about job security among stakeholders. Nevertheless, change also signifies new prospects, expansion, and innovation. Communicating these potential benefits helps assuage apprehensions and encourages stakeholders to embrace change.

Insufficient communication between leaders and stakeholders poses another impediment to organizational change. Effective communication of the change vision to stakeholders assumes paramount significance. When leaders fall short in this endeavor, stakeholders experience disconnectedness and undervaluation. Leaders must recognize that stakeholder support, commitment, and loyalty are pivotal in driving successful change. Stakeholders are not merely passive recipients of change but active participants in the process, rendering their engagement indispensable to organizational change.

Introducing change necessitates adaptability in behavior or character from both leaders and stakeholders. The transformation from old to new in business and alterations in character collectively drive organizational behavior shifts to varying degrees. Change bereft of a corresponding behavioral adjustment remains superficial, temporary, and uncertain in impact (Kanter, 1992). The absence of behavioral adaptation signifies an insurmountable obstacle to the success of the change process.

It is incumbent upon leaders to remain cognizant of the obstacles they may encounter from their stakeholders in the change process. By preemptively addressing these challenges within the change strategy, leaders can adeptly maneuver the intricacies of change implementation, thereby bolstering the prospect of successful change within the organization and among stakeholders.

References:

Anderson, D., & Anderson, L. A. (2010). Beyond change management: How to achieve breakthrough results through conscious change leadership (Vol. 36). John Wiley & Sons.

Kanter, R. M. (1992). Challenge of organizational change: How companies experience it and leaders guide it. Simon and Schuster.

Schneider, M. (2002). A stakeholder model of organizational leadership. Organization Science, 13(2), 209-220.

Sample Answer 2 for LDR 615 What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? 

One obstacle that leaders face from stakeholders when implementing change within an organization is resistance to change itself. Issah (2018) states “when change touches on issues close to the hearts of those affected, they will most likely react emotionally due to anxiety or fear of the unknown; Moreover, when change affects the assumptions, values, beliefs, and to a large extent identities of individuals and can make the change recipients reluctant to accept the proposed status”. This insight illustrates that stakeholders resist change due to fear of the unknown or attachment to the status quo. Helpful strategies to combat resistance to change are consistent and clear communication about the need for change, especially how the change will affect them positively. Leaders also need to respond in an emotionally intelligent way in which Issah (2018)suggests by “[using] their moods and emotions and that of others to motivate them to adapt the desired behaviors”.

Another obstacle evidenced by Cheraghi et al. (2023) contends “that a key obstacle to the implementation of change is the culture reported by managers to change, that lack of proper education and guidance is one of the reasons for this”. Reasons for cultural resistance are the change conflicts with ingrained values or norms, lack of understanding by stakeholders not fully grasping the reasons behind the proposed chang, or stakeholders in positions of authority feeling threatened by changes that could diminish their power or influence. Cheraghi et al. (2023) provides a strategy to tackle this obstacle through “the use of appropriate communication; education; feedback, and self-evaluation can be considered a suitable solution to overcome the resistance” (Cheraghi et al., 2023).

The last obstacle leaders face is having limited resources such as budget or manpower. This is evident in healthcare systems where nursing turnover exists and places further constraints on managers or leaders who are trying to initiate change. Leaders who are asking for stakeholders to adopt a new change can place further stress that leads to further staff burnout. Therefore, a strategy to reduce this added stress is to develop a clear plan for resource allocation which demonstrates how resources will be optimized to support the change initiative and how they will. Be prioritized based on their potential impact and feasibility within existing resource constraints. Homauni et al. (2023) recommends “Hospital-level prioritization can be improved by aligning budgeting and planning, combining the clear role of decision-making structures, and applying explicit and formal decision-making criteria”, and it also includes “the following conditional democratic principles: participation/empowerment of stakeholders, transparency, use of evidence, reconsideration, and application/combination of community values”. Though this is a tedious job for a leader, being able to navigate with financial and human resource transparency and with strategic solutions in place for budgetary constraints helps stakeholders build trust and feel secure during a change initiative.

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

Homauni, A., Markazi-Moghaddam, N., Mosadeghkhah, A., Noori, M., Abbasiyan, K., & Jame, S. Z. B. (2023). Budgeting in Healthcare Systems and Organizations: A Systematic Review. Iranian Journal of Public Health, 52(9), 1889–1901. https://doi.org/10.18502/ijph.v52i9.13571

Issah, M. (2018). Change Leadership: The Role of Emotional Intelligence. Sage Journals, 8(3). https://doi.org/https://doi.org/10.1177/2158244018800910