You will write a paper of 3-5 pages that makes a historical argument based on the primary sources provided (1-14). Consider what you have learned from the primary sources about the American past, and answer:
In what ways did Americans’ opinions about mothers, work, and child care change and stay the same over the period 1950-2000, and what factors influenced those changes?
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In your initial post, identify one current event that you believe is affecting how consumers are making buying decisions. Then, address the following:
Briefly summarize the current event and the specific ways in which it is broadly affecting consumer behavior.
Describe how the current event has specifically affected your own purchasing decisions.
In your replies to at least two peers, describe one data-collection tool that could be used to evaluate the actual impact the current event is having on consumer behavior or preferences. Indicate whether the tool reflects quantitative or qualitative data.
Peer 1
A current event that has affected how consumers are making buying decisions is the ransomware attack on Colonial Pipeline. In May of this year Colonial Pipeline was the target of a cyber attack which caused them to shut down their gasoline pipeline that provided almost half of the east coast’s fuel supply. There was a brief fear that the east coast would run out of gas because one of the main suppliers shut down, and the price of gas on the east cost started to quickly climb. When the public heard the news of what was happening and saw the prices start to go up it caused people to panic and start mass-buying gasoline. This event affected me specifically because I started going out of my way to find gas stations with the lowest price. I would fill up my car if I came across a gas station with a decent price even if I didn’t have to get gas quite yet, or I would push it to the last mile I could until I was forced to fill up. The pipeline is back up and running, but the prices have stayed relatively high.
Peer 2
Hello class, it’s great to be nearing the end of the term. The pandemic is a current event that I believe is affecting how consumers are making buying decisions. In the beginning of 2020, the Covid-19 virus quickly spread throughout the United States. The government began issuing mandatory restrictions and curfews to curb the spread of the virus. Masks became mandatory in most places and social distancing made public shopping difficult and dangerous. The risks involved with physically shopping resulted in people doing more online shopping. Shopping from home reduced the possibility of contracting the virus or coming into contact with another contaminated individual. It became normal to order things and have them delivered. Options such as Door Dash, and curbside pickup from retail stores became a staple during the quarantine life.
My own purchasing decisions have been affected by the pandemic, causing me to buy more items more often, for fear of a shortage or running out. Common household products such as toilet paper and bleach were bought in bulk from a fear of not being able to purchase them later. I also use Amazon more often than before the pandemic. Covid-19 has drastically changed my habits, forcing me to shop more often from home. I appreciate everyone’s time.
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The purpose of this assignment is to synthesize insights gained through learning activities and personal reflection in order to create a personal leadership style and change advocacy statement. Students will record a video of themselves presenting their individual leadership styleand change advocacy statement. Students willconclude by noting how the selected leadership style can facilitate the change process. A concise summary paper is included.
Course Outcomes
Through this assignment, the student will address the following Course Outcomes:
CO #1 – Discern leadership approaches that facilitate achievement of health outcomes through interprofessional collaborative practice within micro-, meso-, and macro-level systems.
CO #3 – Integrate communication modalities which convey cultural humility, value the diverse nature of individuals, and cultivate healthful work environments.
CO #4 -Apply change and leadership theories to plan sustainable, evidence-based quality improvement within an atmosphere which supports care for self and others.
Due Date:Sunday 11:59 PM MT at the end of Week Seven
Total Points Possible: 225 points
Requirements
Criteria for Content
Consider the insights gained through class readings, self-assessment of leadership capacity, reflections on individual competencies, and the issue related to your specialty track for which you will advocate for change.Complete parts I and II of the assignment using the guidelines and rubric below.
Part I: Video Recording
Create a one- to three- minute video recording of yourself presenting the following (refer to the rubric for specific requirements):
Introduction
Your personal leadership style
Your change advocacy statement and rationale
Conclusion
IMPORTANT – the intent of the video portion of the assignment is to videotape yourself presenting the information. No PowerPoint or other media should be used to deliver the information in the video. The recording must include you presenting information face to face with the camera.
Part II: Written Summary
Create a concise, summary, no more than two pages in length, explaining the following elements. Include a minimum of two peer-reviewed scholarly sources (current within five years) to support your work. Refer to the rubric for specific requirements:
Introduction
Statement of personal leadership style
Change advocacy statement and rationale
Conclusion
Preparing the Assignment
Criteria for Format and Special Instructions
Abide by the Chamberlain College of Nursing Academic Integrity Policy.
Part I:Create a video recording of yourself presenting the information required in the assignment.
Follow the instructions to create and upload a video recording using Kaltura, which is located in the Canvas course.
Please refer to the Kaltura tutorial for specific instructions; the tutorial is located in your weekly module.
The video recording must be a minimum of one minute and no more than three minutes in length.
Part II:Using Microsoft Word 2013, create the summary paper for the assignment. Include a title page with your name, date, and course information, as well as a reference page.
The summary paper must be concisely written and no more than two pages in length, excluding the title and reference pages
A minimum of two (2) peer-reviewed scholarly sources, current within five years, are required.
Sources older than five years may not be used without the permission of the class professor.
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Student creates and submits a video recording of him- or herself presenting IntroductionPersonal leadership styleChange advocacy statement and rationaleConclusion regarding how your leadership style will facilitate change advocacyInformation is presented by the student face-to-face with the recording device, with no additional media used
Part I:Presentation skills
27
12%
Presentation includes evidence of the following: Clear, audible presentationUse of correct grammar and professional toneLogical, organized flow of informationTiming and flow of information is appropriately paced to allow the viewer/listener to process information presentedEye contact with the video-recorder is maintainedFacial expressions and nonverbal communication are professional in natureVery limited use of filler words (um, like, you know, etc.)Professionally-appropriate attire
Part II:Summary Paper –Introduction
18
8%
Introduction includes: Introduction of selfChosen MSN specialty trackPurpose for the presentation
Part II:Summary Paper –Statement of Personal Leadership Style
45
20%
This section includes: Personal leadership style Explanation of yourleadership style
Part II:Summary Paper –Change Advocacy Statement
45
20%
This section includes: Statement describing the MSN track-specific issue requiring change for which you intend to advocateRationale for the change Sufficient integration of scholarly literature to support information presented Provide support from current, peer-reviewed scholarly sources
Part II:Summary Paper –Conclusion
18
8%
Conclusion includes: Concluding statement regarding how your leadership style will impact and facilitate your role as an advocate for changeSelf-reflection of learning
Part II:Graduate-level Writing Style
27
12%
Graduate-level writing style is included, evidenced by integrating the following standards: Correct use of spelling, grammar, punctuation, sentence and paragraph structureClarity, organization, and logical flow of ideas; accurate use of APA levels of headingsAPA format for citing and referencing sourcesNo direct quotes are used within the assignmentAPA document format including margins, spacing, font style and size APA document structure including pagination, title page, reference pageCongruence with APA mechanics of style (abbreviations, capitalization, italics, numbers, and use of figures or tables if applicable)
Quality of Literature Support
It is an expectation that a minimum of two peer-reviewed scholarly sources, current within five years, are included to support your work.Ifthe above expectation is not met,6 points shall be deducted.
Length of video recording
It is an expectation that the video recording is at least 1 and no more than 3 minutes in length. If the above expectation is not met,6 points shall be deducted.
Length of summary paper
It is an expectation that the summary paper is no more than 2 pages in length.If the above expectation is not met,6 points shall be deducted.
Total
225
100%
A quality assessment will meet or exceed all the above requirements.
Grading Rubric
Assignment Criteria
Exemplary (100%)
Accomplished (92%)
Average (84%)
Marginally Acceptable (76%)
Insufficient (0%)
Part I – Video RecordingPossible Points = 60Points
Part I:Video-recording
45 Points
41 Points
37 Points
34 points
0 Points
Exemplary presentation of information evidenced by all content areas covered in a comprehensive and concise manner. All of the following are included: IntroductionPersonal leadership styleChange advocacy statement and succinct rationaleConclusion regarding how your leadership style will facilitate change advocacy Information is presented by the student face-to-face with the recording device, with no additional media used
Accomplished presentation of information evidenced by most content coveredin a comprehensive and concise manner, but with one area where coverage is superficial.All of the following are included: IntroductionPersonal leadership styleChange advocacy statement and succinct rationaleConclusion regarding how your leadership style will facilitate change advocacy Information is presented by the student face-to-face with the recording device, with no additional media used
Average presentation of information evidenced by content covered in a superficial manner in two or more of the content areas. All of the following are included: IntroductionPersonal leadership styleChange advocacy statement and succinct rationaleConclusion regarding how your leadership style will facilitate change advocacy Information is presented by the student face-to-face with the recording device, with no additional media used
Marginally acceptable presentation of information evidenced by content that is limited,missing, or unsatisfactory in one of the following: IntroductionPersonal leadership styleChange advocacy statement and succinct rationaleConclusion regarding how your leadership style will facilitate change advocacy Information is presented by the student face-to-face with the recording device, with no additional media used
Insufficient presentation of information evidenced by content that is limited,missing, or unsatisfactory in two or more of the following: IntroductionPersonal leadership styleChange advocacy statement and succinct rationaleConclusion regarding how your leadership style will facilitate change advocacyInformation is presented by the student face-to-face with the recording device, with no additional media used
Part I:Presentation Skills
27Points
24Points
22Points
20 Points
0 Points
Exemplary presentation skills are evident, which meet all of the criteria below: Clear, audible presentationUse of correct grammar and professional toneLogical, organized flow of informationTiming and flow of information is appropriately paced to allow the viewer/listener to process information presentedEye contact with the video-recorder is maintainedFacial expressions and nonverbal communication are professional in natureVery limited use of filler words (um, like, you know, etc.)Professionally-appropriate attire
Accomplished presentation skills are evident which fully meetat least 6of the criteria below: Clear, audible presentationUse of correct grammar and professional toneLogical, organized flow of informationTiming and flow of information is appropriately paced to allow the viewer/listener to process information presentedEye contact with the video-recorder is maintainedFacial expressions and nonverbal communication are professional in natureVery limited use of filler words (um, like, you know, etc.)Professionally-appropriate attire
Average presentation skills are evident which meetat least 5of the criteria below: Clear, audible presentationUse of correct grammar and professional toneLogical, organized flow of informationTiming and flow of information is appropriately paced to allow the viewer/listener to process information presentedEye contact with the video-recorder is maintainedFacial expressions and nonverbal communication are professional in natureVery limited use of filler words (um, like, you know, etc.)Professionally-appropriate attire
Marginally acceptable presentation skills are evident which meet at least 4of the criteria below: Clear, audible presentationUse of correct grammar and professional toneLogical, organized flow of informationTiming and flow of information is appropriately paced to allow the viewer/listener to process information presentedEye contact with the video-recorder is maintainedFacial expressions and nonverbal communication are professional in natureVery limited use of filler words (um, like, you know, etc.)Professionally-appropriate attire
Insufficient presentation skills are evident which meet 3 or less of the criteria below: Clear, audible presentationUse of correct grammar and professional toneLogical, organized flow of informationTiming and flow of information is appropriately paced to allow the viewer/listener to process information presentedEye contact with the video-recorder is maintainedFacial expressions and nonverbal communication are professional in natureVery limited use of filler words (um, like, you know, etc.)Professionally-appropriate attire
Part I Video Recording Subtotal ________of 72 points
Part II – Written Paper ContentPossible Points = 140
Part II:Summary Paper – Introduction
18 Points
16 Points
15 Points
13 Points
0 Points
Exemplary presentation of information evidenced by all content areas covered in a comprehensive and concise manner. All of the following are included: Introduction of selfChosen MSN specialty trackPurpose for the presentation
Accomplished presentation of information evidenced by most content coveredin a comprehensive and concise manner, but with one area where coverage is superficial.All of the following are included: Introduction of selfChosen MSN specialty trackPurpose for the presentation
Average presentation of information evidenced by content covered in a superficial manner in two or more of the content areas. All of the following are included: Introduction of selfChosen MSN specialty trackPurpose for the presentation
Marginally acceptable presentation of information evidenced by content that is limited,missing, or unsatisfactory in one of the following: Introduction of selfChosen MSN specialty trackPurpose for the presentation
Insufficient presentation of information evidenced by content that is limited,missing, or unsatisfactory in two or more of the following: Introduction of selfChosen MSN specialty trackPurpose for the presentation
Part II:Summary Paper: Statement of Personal LeadershipStyle
45 Points
41 Points
37 Points
34 Points
0 Points
Exemplary presentation of information evidenced by all content areas covered in a comprehensive and concise manner. All of the following are included: Personal leadership styleExplanation of your leadership style
Accomplished presentation of information evidenced by most content coveredin a comprehensive and concise manner, but with one area where coverage is superficial.All of the following are included: Personal leadership styleExplanation of your leadership style
Average presentation of information evidenced by content covered in a superficial manner in two or more of the content areas. All of the following are included: Personal leadership styleExplanation of your leadership style
Marginally acceptable presentation of information evidenced by content that is limited,missing, or unsatisfactory in one of the following: Personal leadership styleExplanation of your leadership style
Insufficient presentation of information evidenced by content that is limited,missing, or unsatisfactory in two or more of the following: Personal leadership styleExplanation of your leadership style
Part II:Summary Paper – Change Advocacy Statement
45 Points
41 Points
37 Points
34 Points
0 Points
Exemplary presentation of information evidenced by all content areas covered in a comprehensive and concise manner. All of the following are included: Statement describing the MSN track-specific issue requiring change for which you intend to advocateRationale for the change Sufficient integration of scholarly literature to support information presented
Accomplished presentation of information evidenced by most content coveredin a comprehensive and concise manner, but with one area where coverage is superficial.All of the following are included: Statement describing the MSN track-specific issue requiring change for which you intend to advocateRationale for thechangeSufficient integration of scholarly literature to support information presented
Average presentation of information evidenced by content covered in a superficial manner in two or more of the content areas. All of the following are included: Statement describing the MSN track-specific issue requiring change for which you intend to advocateRationale for the changeSufficient integration of scholarly literature to support information presented
Marginally acceptable presentation of information evidenced by content that is limited,missing, or unsatisfactory in one of the following: Statement describing the MSN track-specific issue requiring change for which you intend to advocateRationale for the change Sufficient integration of scholarly literature to support information presented
Insufficient presentation of information evidenced by content that is limited,missing, or unsatisfactory in two or more of the following: Statement describing the MSN track-specific issue requiring change for which you intend to advocateRationale for the change Sufficient integration of scholarly literature to support information presented
Part II:Summary Paper – Conclusion
18 Points
16 Points
15 Points
13 Points
0 Points
Exemplary presentation of information evidenced by all content areas covered in a comprehensive and concise manner. All of the following are included: Concluding statement regarding how your leadership style will impact and facilitate your role as an advocate for changeSelf-reflection of learning
Accomplished presentation of information evidenced by most content coveredin a comprehensive and concise manner, but with one area where coverage is superficial.All of the following are included: Concluding statement regarding how your leadership style will impact and facilitate your role as an advocate for changeSelf-reflection of learning
Average presentation of information evidenced by content covered in a superficial manner in two or more of the content areas. All of the following are included: Concluding statement regarding how your leadership style will impact and facilitate your role as an advocate for changeSelf-reflection of learning
Marginally acceptable presentation of information evidenced by content that is limited,missing, or unsatisfactory in one of the following: Concluding statement regarding how your leadership stylewill impact and facilitate your role as an advocate for changeSelf-reflection of learning
Insufficient presentation of information evidenced by content that is limited,missing, or unsatisfactory in two or more of the following: Concluding statement regarding how your leadership style will impact and facilitate your role as an advocate for changeSelf-reflection of learning
Part II Written Paper Content Subtotal ________of 126points
Assignment FormatPossible Points = 25Points
Graduate-level Writing StyleFirst person may be used for this assignment
27 Points
24 Points
22 Points
20 Points
0 Points
Exemplary graduate level writing style is evident, which meets all of the criteria below: Correct spelling, grammar, punctuation, sentence and paragraph structure Exceptional writing style with clarity, flow, and organization of information throughout the paper, including accurate use of APA levels of headingsAPA format for citing and referencing sources APA document format including margins, spacing, font style and size APA document structure including pagination, title page, reference pageCongruence with APA mechanics of style (abbreviations, capitalization, italics, numbers, and use of figures or tables if applicable)No direct quotes are used in this assignment.Use of first person is limited to the self-reflection portion of the conclusion (unless otherwise noted in the assignment instructions)
Accomplished graduate-level writing style is evident which meets at least 6 of the criteria below: No more than 2 errors in spelling, grammar, punctuation, sentence and paragraph structure No more than 2 errors in writing style with clarity, flow, and organization of information throughout the paper, including accurate use of APA levels of headingsNo more than 2 errors in APA format for citing and referencing sources No more than 2 errors in APA document format including margins, spacing, font style and font size No more than 2 errors in APA document structure including pagination, title page, and reference pageNo more than 2 errors in APA mechanics of style (abbreviations, capitalization, italics, numbers, and use of figures or tables if applicable)No direct quotes are used in this assignment.Use of first person is limited to the self-reflection portion of the conclusion (unless otherwise noted in the assignment instructions)
Average graduate-level writing style is evident which meets at least 4 of the criteria below: No more than 2 errors in spelling, grammar, punctuation, sentence and paragraph structure No more than 2 errors in writing style with clarity, flow, and organization of information throughout the paper, including accurate use of APA levels of headingsNo more than 2 errors in APA format for citing and referencing sources No more than 2 errors in APA document format including margins, spacing, font style and font size No more than 2 errors in APA document structure including pagination, title page, and reference pageNo more than 2 errors in APA mechanics of style (abbreviations, capitalization, italics, numbers, and use of figures or tables if applicable)No direct quotes are used in this assignment.Use of first person is limited to the self-reflection portion of the conclusion (unless otherwise noted in the assignment instructions)
Marginally acceptable graduate-level writing is evident which meets at least 2 of the criteria below: No more than 2 errors in spelling, grammar, punctuation, sentence and paragraph structure No more than 2 errors in writing style with clarity, flow, and organization of information throughout the paper, including accurate use of APA levels of headingsNo more than 2 errors in APA format for citing and referencing sources No more than 2 errors in APA document format including margins, spacing, font style and font size No more than 2 errors in APA document structure including pagination, title page, and reference pageNo more than 2 errors in APA mechanics of style (abbreviations, capitalization, italics, numbers, and use of figures or tables if applicable)No direct quotes are used in this assignment.Use of first person is limited to the self-reflection portion of the conclusion (unless otherwise noted in the assignment instructions)
Insufficient graduate-level writing style is evident which meets 1 or less of the criteria below: No more than 2 errors in spelling, grammar, punctuation, sentence and paragraph structure No more than 2 errors in writing style with clarity, flow, and organization of information throughout the paper, including accurate use of APA levels of headingsNo more than 2 errors in APA format for citing and referencing sources No more than 2 errors in APA document format including margins, spacing, font style and font size No more than 2 errors in APA document structure including pagination, title page, and reference pageNo more than 2 errors in APA mechanics of style (abbreviations, capitalization, italics, numbers, and use of figures or tables if applicable)No direct quotes are used in this assignment.Use of first person is limited to the self-reflection portion of the conclusion (unless otherwise noted in the assignment instructions)
Quality of Literature Support
0 Points Deducted
6 Points Deducted
A minimum of two peer-reviewed scholarly sources, current within five years, are integrated within the assignment.
The assignment fails to meet the requirement noted for quality of literature support.
Length of Video-Recording
0 Points Deducted
6 Points Deducted
The length of the video-recording portion of the assignment is at least one and no more than three minutes in length.
The assignment fails to meet the requirement noted for total length.
Length of Summary Paper
0 Points Deducted
6 Points Deducted
The length of the paper portion of the assignment is no more than two pages in length.Total page count does not include title or reference pages.
The assignment fails to meet the requirement noted for total length.
research article ‘Competencies for Managing Change’ some qualities ‘competencies’ were identified by the authors. In your own opinion, which of the identified ??
competencies is the most important and why?
Bond UniversityePublications@bondMirvac School of Sustainable Development Institute of Sustainable Development andArchitecture1-1-2010Competencies for managing change Lynn Crawford Bond University, Lynn_Crawford@bond.edu.auAnat H. Nahmias Human Capital Practice, Presence of IT, SydneyFollow this and additional works at:http://epublications.bond.edu.au/sustainable_developmentPart of th eBusiness Administration, Management, and Operations Commons This Journal Article is brought to you by the Institute of Sustainable Development and Architecture atePublications@bond. It has been accepted for inclusion in Mirvac School of Sustainable Development by an authorized administrator of ePublications@bond. For more information, please contactBond University’s Repository Coordinator.Recommended CitationLynn Crawford and Anat H. Nahmias. (2010) “Competencies for managing change”Internationaljournal of project management,28 (4), 405-412.http://epublications.bond.edu.au/sustainable_development/57Crawford, L. H. & Hassner-Nahmias, A.(2009). Competencies for Managing Change. International Journal of Project Management, Submitted for publication.Page | 1Competencies for Managing ChangeProfessor Lynn CrawfordUniv Lille Nord de France, F-59000 Lille, France; LSMRCMirvac School of Sustainable Development, Bond University, AustraliaVisiting Professor, Cranfield University, UKDirector, Human Systems International LimitedandDr Anat Hassner Nahmias Change Management Leader, Human Capital Practice, Presence of ITAbstractOrganisational changes are now recognised as a specific project type that can benefit from the application of project management skills, tools and techniques. Associated with this trend is evidence of a degree of rivalry in the marketplace between Project Managers and Change Managers concerning who should be managing business change. And these are not the only contenders. Corporate executives and senior managers, although they may engage the assistance of both Project Managers and Change Managers, generally see themselves as taking the leading roles in managing major organisational changes and transformations. As such endeavours are most likely to take the form of programs, comprising multiple projects across the organisation, Program Managers are seen by some as being most likely to be responsible for managing organisational change initiatives. This paper reports on research undertaken to explore the differences in approach and practice of Project, Program and Change Managers as a basis for determining the competencies required to effectively manage change initiatives. Crawford, L. H. & Hassner-Nahmias, A.(2009). Competencies for Managing Change. International Journal of Project Management, Submitted for publication.Page | 2Competencies for Managing ChangeIntroduction In the project management field, organisational changes have become recognised as a distinct type of project or program (Partington, 1996) that has generated a growing research interest (Levene and Braganza, 1996; Crawford et al. 2003; Pellegrinelli, 1997; Leybourne, 2006; Bresnen, 2006; Lehtonen and Martinsuo, 2008; Nieminen and Lehtonen, 2008). In the field of change management, organisational change initiatives are often described as projects or programs and reference is made to use of project management skills, tools and techniques (Dover, 2003; Leybourne, 2006; Biedenbach and Söderholm, 2008; Oswick and Robertson, 2009). In the marketplace, there is evidence of a degree of rivalry between Project Managers and Change Managers concerning who should be managing business change. And these are not the only contenders. Corporate executives and senior managers, are generally the change owners, and although they may engage the assistance of both Project Managers and Change Managers, generally see themselves as taking the leading roles in major organisational changes and transformations. As such endeavours are most likely to take the form of programs, comprising multiple projects across the organisation, Program Managers are seen by some as being most likely to be responsible for managing organisational change initiatives (Pellegrinelli et al. 2007). There is a popular view in the project management community that Project Managers are managers of change or change agents (Turner et al., 1996), but others (Partington et al. 2005) consider that projects or programs that require significant amounts of behavioural and organisational change, particularly those that might be characterised as involving 2nd order change (Levy & Merry, 1986; Gareis, 2009) demand high levels of interpersonal skill, astuteness and sensitivity and a fundamentally different approach to the candid, direct, and rational style valued in competent project managers. They also suggest that Project Managers, or Project Managers promoted to Program Manager roles are not always suited to the demands of organisational change Crawford, L. H. & Hassner-Nahmias, A.(2009). Competencies for Managing Change. International Journal of Project Management, Submitted for publication.Page | 3projects. They need to learn skills and capabilities beyond those required to manage a typical project in order to drive change. In practice the role of the Change Manager has emerged from a different disciplinary background to that of Project Managers. Project management can be seen as having its origins in engineering with a focus on planning and control while organisational change as a discipline has grown from the Organisational Development field (Vaill, 1989) and places significant emphasis on the behavioral aspects of managing change. This leads to the recognition that there are two distinct bodies of knowledge underpinning the practices of the Project Manager and the Change Manager. The project management body of knowledge is well defined in standards and guides produced by the project management professional associations. The field of organisational change and development is less well served in terms of professional and representative bodies (Hughes, 2007, p. 47) and practice standards but arguably much richer in terms of theoretical foundations. Consideration of both fields suggests that Change Managers coming from organisational development backgrounds may lack the technical and administrative discipline of project management, while Project Management qualifications offered by the professional associations and even the majority of academic institutions do not require Project Managers to demonstrate practice or underpinning knowledge in organisational development or behavioural aspects of change (Pellegrinelli, 2002). There is certainly evidence that poor management of human factors is associated with failure of organizational change projects (Buchanan and Boddy, 1992; Todnem, 2005; Luo et al. 2006; Maguire and Redman, 2007). The role and professional background of the person best suited to manage change is atopic of often-impassioned debate in the literature and in practice. There are many who believe that this role should be performed by the Project or Program Manager(Obeng, 1994; Turner et al., 1996; Pellegrinelli, 1997; Kliem et al., 1997). Other authors believe that the person managing change should come from a background which is less technical or project-based and more focused on behavioral science such as human resources, organizational development, and/or psychology (Kanter et al., 1992; Connor and Lake, 1994; French and Bell, 1999; Cummings and Worley, 2001; Crawford, L. H. & Hassner-Nahmias, A.(2009). Competencies for Managing Change. International Journal of Project Management, Submitted for publication.Page | 4Caluwé and Vermaak, 2003). The OGC’s Managing Successful Programmes (Office of Government Commerce (OGC), 2007) envisages that roles of both Programme Manager and Business Change Manager will be involved in the management of change initiatives. As mentioned earlier, Project and Program Managers’ roles are well-established in literature, in practice, in academia and by professional bodies such as the Project Management Institute (PMI) and the International Project Management Association (IPMA). Change Management roles are not as clearly articulated. Job sites such as “My Career,” “Monster,” and “Seek” provide evidence of consistent demand for Change Managers, but role definition and support is considerably less well developed than it is in the project management field. Although a Change Management Institute (CMI), with global aspirations, was formed in Sydney in 2005 to meet “the professional development needs of Change Managers through the provision of networking, education and accreditation” (Change Management Institute, 2009), professional bodies for change management are not as well established as they are for project management and there is very little literature support for specific change management roles. The change management literature focuses more on theories and processes of change than on the definition of roles of those involved in its implementation. Many actors, at different levels of the corporate hierarchy, are seen as involved in effecting organisational change. Reference is made to change leaders, change agents, change managers, change drivers, interim managers (Smid et al. 2006), organisational development consultants (French and Bell, 1999; Caluwé and Vermaak, 2003), as well as an “external consultant or internal project leader” (Jarrett, 2004, p.246; Jarrett, 2004). Although the use of projects to implement change (Biedenbach and Söderholm, 2008) and the need for project management skills (Nikolaou et al. 2007) are mentioned, the change management literature does not specifically identify a need for Project or Program Managers. This paper reports on research that aims to contribute to the emerging and very practical debate about choice of managers of change projects by examining the competencies required to manage change.
Of the competencies identified by the authors, the most important ones are required to implement change in organizations, regardless whether the change is implemented by project/program managers or change managers and regardless whether the change is first or second order. The competencies exhibit both leadership and management skills, knowledge and attitudes. They demonstrate technical and administrative discipline as well as knowledge of organizational development and people’s behavior.
Hence the major competencies advocated for by the authors are leadership, team selection and development, communication skills and stakeholder management. Other important competencies are cultural awareness,decision-making, quality management and general management skills (planning, monitoring and controlling)………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………….
Your organization, a 20-year old service organization, seems to be in a mild state of disturbance. Several of your coworkers have been employed at the organization since its inception and these people seem to be set in their ways. After all, why should anything change? They have been doing things the same way for 20 years and they will be retiring in a few years anyway. You are a relatively new manager who has been with the organization for a year. During this time, you have hired three people who seem to be working circles around others. There seems to be dissension among the older workers and profits have slightly declined. Based on your previous experiences, research you have conducted, and what you have learned from the first four chapters of our text book, write a memo to Vice-President Pontiff to recommend a plan for change. Be sure to support your recommendation with documentation
In the last one year I have had the opportunity to understand the operations of the company and the employees’ way of working. I have also recruited three managers in the hope of streamlining operations, increasing profits and achieving the company’s goals. Despite this, there is a lot of employee resistance especially from those who have been with the company since inception. This has affected the effectiveness of the new Managers to work with existing in employees. It is in this regard that I propose a plan for change to deal with the resistance. This will ensure that profits do not continue to drop and that all employees are working together towards the vision of the company. The following is the plan for change and rationale behind it (Cameron, 1994).
The most important thing we must keep in mind when facing management of organizational change is to ensure that change is a pri………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… A Memo to Recommend a Plan for Change …….
Required Resources about Multicultural Trends Toward Social Change
Note: To access this week’s required library resource, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Readings
Koppelman, K. L. (2014). Understanding human differences: Multicultural education for a diverse America (4th ed). Upper Saddle River, NJ: Pearson.
Section 3, “Contemporary Dilemmas for Intergroup Relations”
Chapter 10, “Sexism: Where the Personal Becomes Political” (pp. 240–263)
Chapter 11, “Heterosexism: Transforming Homosexuality from Deviant to Different” (pp. 264–288)
Reddick, M., Nelson, M. J., & Caulfield, R. P. (2009). Racial and gender diversity on state courts. The Judges’ Journal, 48(3), 28–32. Retrieved from the Walden Library databases.
Multicultural Trends Toward Social Change, Part I— Topic Analysis
In this week, you will begin your Course Project. This is your opportunity to get involved in a current societal problem that has a multicultural perspective. You will examine a societal problem in which people in a societal group conform to the status quo and have taken no action for social change. Therefore, no progress is made toward correcting the social problem. The goal of your analysis is to address the “heart” or core social issue that can be remedied or improved with social change.
To prepare:
Examine and evaluate a current societal problem that has a multicultural perspective. You are free to be creative in the selection of your topic for this assignment, but you should examine a problem that is affecting society and that needs attention. Review the Resources for this week. Note: Your Optional Resources contain some very good ACLU-produced video media.
Part I: Topic Analysis
In the Topic Analysis, you will identify the topic or issue of interest that will be the focus of your Course Project. In your Topic Analysis, do the following:
Broadly describe the background or context of the issue as it exists today.
Before you state the key problem, identify two or more related issues and opportunities surrounding the main issue.
Identify potential opportunities for solving the issue.
Identify the conflicts that exist.
Consider any ethical issues that emerge.
Create one or two introductory paragraphs that integrate key concepts and theories found within the topic or issue of interest. (You may wish to create an outline to help you think about how each concept could have an impact on the present and/or the future.)
These paragraphs are intended to be a short, broad overview of the issues. Consider important concepts or theories and how they relate to the topic or issue of interest. What are the interests, rights, and values of all parties involved? In addition, think about past events that have led to the issues, and think about a potential solution or solutions.
Note: One technique to help you determine the core of the social issue you have selected (instead of simply scratching the surface and identifying a symptom rather than the root cause) is to use the Multicultural Trends Toward Social Change 5 Whys theory, which is outlined in “Determine the Root Cause: 5 Whys” (see the Resources).
Multi-Cultural Change toward Social Change: Part 1
Racism and Discrimination
Racism is the belief that certain groups of people are more superior than other based on race, color and ethnicity, and this leads to discrimination in different facets of society. Multiculturalism is when diverse cultures co-exist together where culture includes religious, racial or cultural groups. The objective of multiculturalism in society is to enhance cross-cultural harmony, ethnic and racial harmony amongst a group of people of diverse culture. However, despite the advent of multiculturalism, racism and discrimination still exists today (Koppelman, 2014).
Racism is seen in society in relation to rising police violence, increased segregation, crime, attacks on immigrants, increasing poverty, the rise in homeless people, and unemployment. Economically, mass layoffs and downsizing have wiped out the gains from discrimination in the workplace. For example, in the United States unemployment rates are higher among African American, Hispanics, and Asians than in the white population. The homeless population consists of a large percentage Blacks and Latino most of whom live in poverty (Gregg, 2006).
People can deal with racism and discrimination by improving relationships and building a better world. A lot of opportunities exist around us, but it has to begin with the individual. The most important thing is to admit that racism still exists. People need education about racism and which broadens their experience about it. Everyone must take action. The groups being discriminated such as the Blacks or Latinos must learn to speak out, educate themselves and build ties with other cultural groups. Not very white person is……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………..
Normative and non-normative events help us understand how change and stress may impact our quality of life. Using the South University Library, locate 2 scholarly journal articles written in the last 5-6 years on how change and/or stress can impact a personal life. Look especially for how sudden, unanticipated (non-normative events) events can impact a person’s quality of life.
Write a summary. Describe the main points of the article and how they relate to the week’s course and text readings. Use the lessons and vocabulary found in the readings. Your responses should clarify your understanding of the topic and should be original and free from plagiarism. Follow APA guidelines for the writing style, spelling and grammar, and citation of sources. I have attached articles from the library that’s within the last 5 to 6years for reference on how stress can impact our life.
Stress is described as a process by which a person or individual react when encountered internal or external challenges and problems. Studies have showed that all living organism have several systems to coordinate including the adaptive responses to changes both at the cellular and systematic levels. This means that stress has a direct effect on the whole anatomy of the body(Shields, et al., 2016). Therefore, a failure by an individual to adapt to both normative and non-normative stressful changes can lead to brain malfunction and physiological problems in the form of burnout, pain, anxiety and depression. Normative and non-normative changes people encounter in their daily life such as conflict with friends, health challenges issues or financial difficulties exerts varied pressure or force on the spirit and mind. Some of the changes be as a result of environmental factors or personality such as low confidence, discouragement, regrets, anxiousness and worry. To understand, the concept of stress from change perspective, two articles were analyzed.
The first article was published by Shields et al. (2016), which focused on the “Stress-related changes in personality: A longitudinal study of perceived stress and trait pessimism.” The main point of the study was to established the relationship between change in pessimism and perceived stress. The findings showed that there was significant correlation between perceived stress and change in pessimism(Shields, et al., 2016). The findings were consistent with previous studies which showed that due to dynamics of personality, there is major life transitions and stressor which can be used to predict change in personality overtime. Furthermore, the findings from this article added knowledge to the existing literature by indicating that experiences of non-severe stress also have significant correlation with personality change. However, non-severe stressors occur more frequently and the effects are of smaller magnitude on personality change as compared…………………………………………………………………………………………………
Overview The fluid composition of our cells and tissues is critical to our body’s ability to function. Fluid that we consume through various foods and beverages works to keep us properly hydrated. In this discussion we will look specifically at how much water we drink each day.
Instructions
Keep track of the quantity of water you consume for three days. Share with us how much water you consumed and what you think about this consumption relative to what you think you need to consume for proper hydration. Will you change your water consumption in the future? What affects your water consumption? Is it difficult to drink the amount of water recommended? What are some potential consequences of inadequate water intake, or excessive water intake? What recommendations do you have for those struggling with consuming enough water daily? Is your tap water safe? How can the chemical or physical properties of water vary by source? How do you know (where do you get this information)?
In the past three days, my water intake was an average of six glasses daily, which is less than the recommended water intake of eight glasses per day. Although I felt I was hydrated, eight glasses per say allows the body to function effectively and efficiently as well as enhancing the healthy of all body organs and subsequently the wellbeing of the entire body(Riebl & Davy, 2013). Studies have showed that human body depends on water to function properly because every organ, tissue and cells requires water to carry out its functions optimally. Human body depends on water to lubricate the joints, remove waste and maintain the temperature. Therefore, water is needed for the overall good health. In the future, I will change the quantity of water intake by increasing to an average of eight ounces glasses per day. I feel this is a reasonable goal to improve my overall good health. Research have showed that by maintaining an average of eight-ounce glasses of water helps to improve cognitive performance such as memory, critical thinking, concept of learning, attentiveness and concentration(Riebl & Davy, 2013). Dehydration leads to impairment of cognitive performance depending with individual…………………………………………………………………………………………………
For this assignment, you will create a communication strategy that fosters change and innovation in an organization. Explain the context in which it occurs and the options that are available. Develop a solution that will solve the organizational issue and meet the needs of the people involved. Feel free to use the same organization you researched for the Unit VI and Unit VII assignments. You are not limited to this organization, but it may be easier to complete the assignment since you have already researched it for Unit VI and/or Unit VII. You can use the same sources for all assignments, if applicable.
In the report, you will provide a potential audience analysis, create a purposeful message, and discuss a type of channel that you could use for feedback. Include answers to Neal’s (2010) communication questions, which are listed below: 1.What am I trying to achieve? 2.How will my audience react to what I am trying to achieve? 3.Will my message be resisted? 4.What do I know about my audience that will help me tailor my message? (p.40)
Do not include the question/answers in a bullet or list format. Instead,integrate the responses in your paragraphs.
Use the standard five-paragraph format (introduction/body/conclusion). Include at least two academic sources. APA format should be used. Theassignment should be a minimum of two pages in length. Content, organization,and grammar/mechanics will be evaluated.
Read: fosters change and innovation in an organization
Communication strategy is very crucial to an organization since its is the only means the company shares important information with its customers. Through communication, the organization is able to understand the needs of the consumers and addresses key issues that affects productivity and performance of the organization(Kasper & Kellerman, 2014). As a result, organization must develop a communication strategy that foster change and innovation. Change and innovation is inevitable in the organization and they play significant role in enhancing competitive advantage of the organization. This paper developed communication strategy aimed at improving change and innovation in Ford Motors.
Context analysis
The essences of developing communication strategy were to use appropriate message to enhance value position of the organization. Recent study showed that effective communication helps the management to convince the employees to embrace change in the organization and attracts employees that foster innovation and creativity. The objective of developing communication strategy was to create a message that explains to the employees the importance of change and how it will enhance innovation in the organization(Johnson-Sheehan, 2017). The second objective was to create the right message that Ford Motors uses in marketing and promotion to show to its customers that its products were manufactured with precise innovation. This ensures that the company keeps up with the existing market forces. It is important to note that change is a process and all the employees needs to be involved to minimize resistance. Drastic change is sometimes necessary if it enhances competitive advantage of the company and drive sales.
Audience reaction
Studies have showed that people react different to the change and to ensure that audiences have a positive reaction to change in the organization, it is appropriate to use transformational style of leadership. This is useful when informing the audience, the reason for initiating change and innovation in the company(Kasper & Kellerman, 2014). It is important to analyze the reaction of the audience and how they will behave after process of change stated. This helps in putting in place mechanism to counter negative reactions. Therefore, the message to use in this case is to inform the employees and the customers the needs for the Ford Motors to initiate change and adopt more innovate techniques in their production. The appropriate communication strategy includes the use of memos for the employees and email to customers as well as the print media. These………….………………………………………………………………………………………………
The health care industry, like other industries, is a very competitive environment. As organizational behavior within health care companies evolves, it will be even more important to consider the future use of learning about/applying concepts of organizational behavior and the need for continuing education.
After a productive year with the medical waste management company, Justin has now been tasked with implementing a company-wide policy change to require continuing education. Each employee will now be required to complete 2 hours of continuing education each year.
Justin’s supervisor has asked for an analysis and plan for the implementation of this company-wide change. This analysis will be presented to company leadership as a tool for understanding and implementing this change.
Answer the following prompts as your analysis of the change process identified above. Write your answers beneath each prompt.
Explain the importance of continuing education regarding organizational change (100 to 175 words).
Explain the impact this policy change may have on the organizational behavior and organizational culture of the company (100 to 175 words).
Explain barriers to change and how to address the barriers (100 to 175 words).
Explain how this change may affect individual job performance and job satisfaction (100 to 175 words).
Explain a motivational strategy that might be used for implementation (100 to 175 words).
Explain how teams or groups could be used to implement this policy change. Include a review of two approaches managers can use to build team performance and two organizational barriers to team effectiveness (100 to 175 words).
Identify communication methods to be used to support this policy change implementation (45 to 90 words).
Cite 2 reputable references. Reputable references include trade or industry publications; government or agency websites; scholarly works; your textbook, Organizational Behavior, Theory, and Design in Health Care (2nd ed.); or other sources of similar quality.
Format your references according to APA guidelines.
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