LDR 615 What environmental forces drive organization development in your field or industry?

Grand Canyon University LDR 615 What environmental forces drive organization development in your field or industry?-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University LDR 615 What environmental forces drive organization development 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 What environmental forces drive organization development in your field or industry?                         

Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 What environmental forces drive organization development 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 What environmental forces drive organization development in your field or industry?                       

The introduction for the Grand Canyon University LDR 615 What environmental forces drive organization development 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 What environmental forces drive organization development in your field or industry?                       

After the introduction, move into the main part of the LDR 615 What environmental forces drive organization development 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 What environmental forces drive organization development 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 What environmental forces drive organization development 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 for LDR 615 What environmental forces drive organization development in your field or industry? Included After Question

What environmental forces drive organization development in your field or industry? What are the steps successful organizations take when responding to change? Have you experienced forces of change in your work environment? How did the changes affect your organization?

A Sample Answer For the Assignment: LDR 615 What environmental forces drive organization development in your field or industry?

Title: LDR 615 What environmental forces drive organization development in your field or industry?

According to Kotter and Cohen (2002), organizational development can be impacted by a variety of external factors. The external factors that most greatly influence organizational development in the hospital setting include culture, politics, technology, economy, and the operating environment. Each of these factors are interconnected and leads to a causal sequence of events. Adopting an effective change model with a controlled, multi-step process is an essential step organizations can take to improve success and performance when focusing on development. Integrating broad performance indicators throughout the change model enhances success by helping to identify variables that can be manipulated to drive performance outcomes (Parry et al., 2014).

For the past three years, the hospital environment has been experiencing significant environmental changes as a consequence of the COVID-19 (C19) pandemic. The C19 pandemic led to a sequence of events that altered the operating environment. The operating environment demanded a larger workforce capacity systemically than was currently available to provide adequate care to individuals that had fallen ill to the virus. As a consequence, hospital staff were required to work substantially more hours each week than previously required to maintain permanent employment. This consequence led to a highly stressful work environment. As a repercussion, large volumes of healthcare professionals left their organizations in search of higher wages and better working conditions or retired from the workforce earlier than expected. Although the operating environment has improved, the workforce reduction further exacerbated the stress and workload of the existing workforce creating a vicious cycle still impacting healthcare organizations today.

Resources

Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations, (pp. 1-35). Boston, MA: Harvard Business Press.

Parry, W., Kirsch, C., Carey, P., & Shaw, D. (2014). Empirical development of a model of performance drivers in organizational change projects. Journal of Change Management, 14(1), 99–125. https://doi-org.lopes.idm.oclc.org/10.1080/14697017.2012.745894

A Sample Answer 2 For the Assignment: LDR 615 What environmental forces drive organization development in your field or industry?

Title: LDR 615 What environmental forces drive organization development in your field or industry?

In healthcare, the greatest environmental cause of recent change has been the pandemic. The pandemic has caused organizations to think outside of standard operating procedure to find a way to safely provide care with a disease process that was unknown at the time. Telehealth became a major industry, saving patients and providers the risk of face-to-face visits (Alghamdi & Alghamdi, 2022). Rapid development of process change was global, with a focus to safely treat patients and families, while keeping the public and the healthcare worker safe (Centers for Medicare and Medicaid Services, 2023). Changes to reimbursement, the legal aspects of care, as well as the very nature of healthcare, were adopted and continued to change rapidly as new healthcare obstacles were defined.

Successful organizations have developed a change strategy that works well within their walls, my current organization is using Kotter’s eight stages of change. This week’s reading has made me realize the importance of recognizing that there may be projects within projects and all may be at different stages all at one time (Kotter, 1996). Our organization has multiple levels of a merger process with multiple facilities, all of which are being focused to complete a larger purpose and project. It is important to remember that all situations do not fit the same solution, but that the same processes can be used to develop similar results. Communication is always the greatest need in effective change, no matter the stage of the process you are in.

During these processes, the organization has had difficulty with recognizing differences in the people, culture and attitudes of the facilities they are merging with. At times, the awareness has been lacking on both sides of the conversation, creating the potential for misinformation to occur and be reinforced. The efforts made to see and foresee these issues and course correct prior to significant resistance have been successful due to the communication efforts put in place by several individual leaders, serving as examples to the rest of us.    

Alghamdi, N. S., & Alghamdi, S. M. (2022). The Role of Digital Technology in Curbing COVID-19. International journal of environmental research and public health, 19(14), 8287. https://doi.org/10.3390/ijerph19148287

Centers for Medicare and Medicaid Services. (2023). CMS waivers, flexibilities, and the transition forward from the COVID-19 public health emergency. CMS.gov. https://www.cms.gov/newsroom/fact-sheets/cms-waivers-flexibilities-and-transition-forward-covid-19-public-health-emergency

Kotter, J., P. (1996). Leading change. Harvard Business Press. https://library-books24x7-com.lopes.idm.oclc.org/assetviewer.aspx?site=C3VGQ&bookid=3479&chunkid=338027656&rowid=17

A Sample Answer 3 For the Assignment: LDR 615 What environmental forces drive organization development in your field or industry?

Title: LDR 615 What environmental forces drive organization development in your field or industry?

Many environmental forces drive organization development for healthcare industries, such as large hospital systems. The increasing use of technology such as electronic health records (EHRs), wearable technology for patient monitoring, and virtual health are just a few. Technology is creating applications for providers to support multiple hospitals and clinics through remote charting with computers and cellular devices. Patients also use online health applications to review individual and family health records, which immediately provide information after performing tests in the laboratory, radiology, and primary care offices. Patients can find test results, procedure reports, and physician notes at their fingertips. Patient visits through virtual technology are on the rise, and patient monitoring devices are helping to keep patients at home and out of the hospital. These and many other technology devices provide better health access for those underserved.

One of the most significant contributions to change is a decline in nurses entering the workforce and nurses leaving due to baby boomer retirement. Our population growth requires increasing demands for healthcare providers, and changes are quickly occurring. An example in my work environment that started in March of this year resulted from a few nurses applying for jobs in our hospital in the acute care unit. To quickly overcome this barrier, the system maintained fewer nurses in our acute care unit and increased the number of nursing assistants to help reduce overall productivity costs. The updated staff matrix was called “partners in care .” With more nursing assistants on the unit than nurses, nurses expect to work at their top of scope and carry an increased patient assignment. This new staffing matrix added one to two patients to day and night assignments. Tasks such as ambulation assistance, bathing assistance, and other activities of daily living (ADLs) were assigned to the nursing assistants. The primary focus of the nurses was to perform patient assessments, medication administration, wound care changes, and the development of care plans. 

After five months of the partners in care staffing model, some wins were identified. The unit has seen an increase in patient experience scores and a reduction in falls. The areas still needing improvement are delegation by nurses and consistency in bedside handoff reports. Appropriate staffing models are associated with positive quality outcomes including a reduction in falls (Cooke et al., 2022). The model is still in its early phase, and the staff provides feedback monthly to allow for continued change. Many of the decisions made by the staff are made by our staff unit-based council to allow staff to have input and a voice for future changes. Communicating with the team for the buy-in is key during change (Kotter & Cohen, 2002). With the change in our staffing matrix, there will be continued adjustments, and allowing staff as the stakeholders to help make decisions about the change and provide feedback keeps our team engaged. 

Reference:

Cooke, M., de la Fuente, M., Stringfield, C., Sullivan, K., Brassil, R., Thompson, J., Allen, D., Granger, B., Reynolds, S. (2002). The impact of nurse staffing on falls performance within a health care system: A descriptive study. Journal of Nursing Management, 30(3), 750-757. https://doi-org.lopes.idm.oclc.org/10.1111/jonm.13555 

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