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 Grand Canyon University 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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LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Compare and contrast two different change models. What leadership approach would you use to implement your preferred model? Why?

A Sample Answer For the Assignment: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Title: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Having a good understanding of change models in the nursing field is an essential component of bringing about effective changes in healthcare. Lewin’s Change Management Model is grounded on the concept of unfreezing (raising awareness of necessity for change), changing and refreezing (the change is stabilized by being part and practice of the organization). The emphasis of the model in demonstrating urgency, communicating appropriately and making sure everyone is involved in the process of change(Warrick, 2023). Kotter’s 8-Step Process for Leading Change, on the other hand, is comprehensive and includes eight steps(Heinen et al., 2019). The steps include; creating a sense of urgency, developing a coalition, forming a vision and plan, communicating the vision, establishing an action with a broad base, scoring short-term goals, summing up the goals and thereby generating change, and grounding the new perspective in the organization’s culture.

Lewin’s Change Management Model and Kotter’s 8-Step Process for Leading Change are similar in the sense that both, draw attention to the necessity of creating a sense of urgency to the various groups involved in the change (Fagerström, 2021).  Both models also make point of making sure that there is effective communication throughout the process. Moreso, both models spotlight a necessity of a structured change. In both models, the need to involve all stakeholders is emphasized. On the contrary, the two change models differ in that; Kotter’s model encompasses more steps making it comprehensive while Lewin’s model has only three steps making it relatively simple. Kotter’s model stresses the need to create coalition in leadership while Lewin’s model doesn’t definitively address leadership roles. Moreover, Lewin’s model does not lay focus on making sure the change is permanent, while Kotter’s model ensures change is anchored in the culture of the organization.

Putting into consideration the comprehensive the nature of the Kotter’s 8-Step Process and it’s capabilities in dealing with changes which are complex in healthcare, I would go with this model. So as to ensure it is implemented, I would follow a Transformational Leadership Approach(Brock et al., 2019). Leaders who are transformational motivate and inspire their crew by encouraging existence of a common vision, encouraging innovation and creativity. Transformational Leadership Approach is suitable because the process of setting visions in the Kotter’s Model conforms to the visionary aspect of transformational leadership. Moreso, gaining short-term goals is aligns with the focus of the transformational leader on the growth and creativity of the individual.

Different change models are designed for various purposes and can be applied to a multitude of career fields. Choosing a change model that meets the needs of the change being implemented is essential to its success. In healthcare, theories, models, and conceptual frameworks exist to guide the implementation and sustainability of changes, interventions, and processes. Effective evidence-based practice (EBP) change models should create a conceptualized image of the steps needed to implement changes for enhancing healthcare services. The Iowa EBP Model is a guide for translating research findings that improve patient outcomes into clinical practice. Buckwalter et al. (2017) state the Iowa EBP Change Model (ICM) was developed to assist frontline healthcare providers with a problem-solving approach to clinical decisions based on scientific evidence. The ICM has an intuitive framework with applications to multiple healthcare settings. The ICM consists of five steps with feedback loops that guide corrective actions as needed or direct continuation (Buckwalter et al., 2017). The ADKAR model focuses on the impact of the individual rather than the change itself for successful implementation (Tropello & DeFazio, 2014). The model structure provides awareness to the change team while providing support and participating in active engagement with employees. The employees engaging While this change model is useful for the implementation of change on a smaller level, such as solitary departments, I would prefer the ICM for larger organizational changes.

A Sample Answer 2 For the Assignment: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Title: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

The Role of the Leader

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.

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)

A Sample Answer 3 For the Assignment: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Title: 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

A Sample Answer 4 For the Assignment: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Title: 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.

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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

A Sample Answer 5 For the Assignment: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Title: 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.

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/

A Sample Answer 6 For the Assignment: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Title: LDR 615 Topic 3 DQ 1 Compare and contrast two different change models

Disruptive change refers to a significant and trans-formative shift that fundamentally alters the way an industry, organization, or market functions. This could include adapting new technology, or changing processes due to a new contagious disease i.e COVID, monkey-pox, etc.  Incremental change is “little change to technology or the business model, involving making small, incremental improvements to improve existing products” (Gulmaraes; 2022). It disrupts existing norms, practices, and business models, often leading to the creation of new paradigms. Disruptive change usually originates from innovative technologies, processes, or ideas and can completely reshape industries or markets, challenging established players and creating new opportunities for newcomers.

Incremental Change: Incremental change, on the other hand, involves making gradual and small adjustments or improvements to existing processes, products, or services. It focuses on refining existing practices rather than completely overhauling them. Incremental change is often associated with continuous improvement efforts and is characterized by its evolutionary nature.

Differences: The key differences between disruptive and incremental change lie in their scope, impact, and approach. Disruptive change is revolutionary, causing major shifts in industries, while incremental change is more evolutionary, aimed at gradual enhancements within the existing framework.

Effects of Disruptive Change on an Organization: Disruptive change can have profound effects on organizations, both positive and negative. Here are a few ways it can impact an organization:

Challenge to Established Players: Disruptive change can challenge dominant players in an industry, rendering their existing business models obsolete. This can lead to a decline in market share and profitability if organizations fail to adapt.

Opportunities for New Entrants: Disruptive change often opens doors for new entrants and startups that embrace the new paradigm. These newcomers can quickly gain traction and disrupt the traditional market hierarchy.

Shift in Skill Requirements: Disruptive technologies may require new skill sets that employees and leadership might not possess. Organizations need to invest in training and development to remain competitive.

Cultural Resistance: Employees and stakeholders might resist disruptive change due to fear of the unknown or attachment to the status quo. Effective change management strategies are crucial to address this resistance.

Innovation and Agility: Organizations that successfully navigate disruptive change demonstrate their ability to innovate, adapt quickly, and seize new opportunities.

Example of Disruptive Change: A classic example of disruptive change is the transition from traditional taxis to ride-sharing services like Uber and Lyft. These platforms revolutionized the transportation industry by leveraging technology to connect riders with drivers using a mobile app. This disrupted the conventional taxi industry, challenging its business model and pricing structures. When disruptive change occurs, the organization’s leaders must take action to bring their team along for the change (Smedley, 2010). Uber and Lyft introduced a new way of commuting that was more convenient and often cost-effective. Traditional taxi companies faced a decline in business as consumers shifted toward the disruptive ride-sharing model. This change not only transformed the transportation landscape but also prompted cities and regulators to rethink their policies and regulations related to transportation services.

Reference:

Guimaraes, N. “Tor,” Parajape, K., & Walton, M. (2022). Radical Versus Incremental Product Changes as Moderator for NPD Success. SAM Advanced Management Journal (07497075), 87(3), 14–38.

Smedley, T. (2010). “It is possible to manage disruptive change and take staff with you.” People Management, 16–19.