Description
You will utilize your change model for this assignment. IT is the attached powerpoint. Review the feedback submitted by your instructor on your previous change model assignment. Make any changes or modifications necessary for the submission of this assignment.
Evaluate the performance of your organization or department. (Public Health/Healthcare) Identify an area that would significantly benefit from initiating a change. Write a paper (1,500-1,750 words) in which you describe the particular area you propose to address through a change initiative. Include the following for your company:
- Discuss the issues in this area and the current outcomes as a result of the issues.
- Describe the external and/or internal driving forces, contributing issues, and the people affected.
- Evaluate the stakeholders involved and discuss how they will be affected by your change initiative.
- Clarify your role and responsibility as a change leader. Discuss the leadership theory (or theories) you will use to guide the change process.
- Discuss the change agents you need to recruit in order to successfully implement your change. Describe the roles of these change agents.
- Utilize your change model to develop strategies: (a) Explain the relevance of this model to your organization; and (b) Present the strategic aspects using your model. Be sure to clearly define the purpose of each aspect, the people involved, and the actions that need to be taken.
- Identify, or predict, the potential barriers to change. Discuss possible ways to overcome these obstacles, including methods for dealing with emerging or unforeseen circumstances that could impede implementation.
- Describe the evaluation methods you will use to determine the level of success of your change initiative. Discuss what metrics or measureable determinates you will use.
- Propose strategies to anchor change or support continuous change.
- Establish how your change plan supports the organizational mission/goal, genuinely addresses stakeholder concerns, and will serve as an equitable contribution for the community or society overall.
DEVELOPING CHANGE MODELS IN HEALTHCARE
BRAD VANDELUNE
GRAND CANYON UNIVERSITY
INTRODUCTION: CHANGE MODELS
Change models are strategic forecasts outlines that forecast the
procedure on which change would take and thus aid in adjusting the
relevant persons to the change.
As such, a change model is used in providing related persons on the
notion that the change occurring is manageable and at the same time,
achievable (Elsworth, 2000).
METHODS OF EVALUATING THE NEED TO CHANGE
Kurt Lewin
change model
Hinings and
Greenwood’s
Model of
Change
Dynamics
Kanter et al.’s
“Big Three”
Model of
Organizational
Change
Pettigrew’s
Context/Con
tent/Process
Model
SIGNIFICANCE OF CHANGE MODELS
Predicts the
change results
Building blocks for
goal attainment
Reduces resistance
RELEVANT CHANGE MODEL: LEWIN’S CHANGE MANAGEMENT
MODEL
Lewin’s change
Management
Model Involve:
Unfreezing
Change
making
Refreezing
STRATEGIES TO COLLECT STAKEHOLDER SUPPORT
Focus group discussions
Survey presentations
Explaining revenue return prospects
ADVANTAGES OF THE LEWIN’S CHANGE MANAGEMENT MODEL
Helps in mapping out an
effective communication
strategy.
Helps businesses to
acclimatize to a modern
commercial environment.
ADVANTAGES
Helps in simplifying difficult
situations.
Can be tailored to fit the
requirements of a certain
organization.
DISADVANTAGES OF THE LEWIN’S CHANGE MANAGEMENT MODEL
Employees reject change from
fear of what is not known
(change shock)
A change shock limits the
effectiveness and efficiency of
employees
Disadvantages
It has complex procedures which
are technologically oriented and
thus not welcomed by many
Helps in mapping out an effective
communication strategy.
VISUAL REPRESENTATION OF THE MODEL ()
Evaluating Need for
Change
Choose the People
for Change
Communication
Strategies
Strategies for
Overcoming
Resistance
Organizational
Success
Sustainability Srategy
Implementing
Strategies
METHODS TO EVALUATE THE NEED FOR CHANGE
Assessing the organization’s performance gap in comparison to the near
and the far past
Occurrence of a major detrimental crisis
Availability of novel technology (Black 1996).
METHODS TO EVALUATE THE NEED FOR CHANGE
Identification of new market opportunities
Mergers
Reaction following relevant external factors
Government regulations.
APPROACH AND CRITERIA FOR CHOOSING INDIVIDUALS OR
TEAMS NECESSARY FOR A CHANGE INITIATIVE
• BASED ON THEIR PAST
PERFORMANCES
• AGE FACTOR (NEAR RETIREMENT)
• DEPENDING ON THE PROMISING NATURE OF
EMPLOYEES
COMMUNICATION STRATEGIES
Emphasize that the element of change is unavoidable
Keep a sense of earnestness
Redefine the notion of success
Maintain the aura that change is nearly an increment
experience
STRATEGIES FOR OVERCOMING RESISTANCE
Quick and effective resolution of conflicts
Passion
Power of persuasion
Empowering emergent creativity and innovation
Structural change (Dent & Goldberg 1999).
IMPLEMENTATION STRATEGIES
Supporting the change from the top management
Formulate a reason for making change
Communicate the change
Involve the employees
Relevant follow up
Removing present barriers
SUSTAINABILITY STRATEGIES
Having a positive mindset
about the change for the
management and the
employees
Have the notion that the aspect of
change is very significant in an
organization
Live everyday with objectives of
having improvement
CONCLUSION
This presentation has identified the various organization change models
and has selected the Lewin’s change management model as the most
effective model referencing from the fact that this model is significantly
divided into stages which allows employees to cope with the proposed
change. This model would work best as compared to other models since
it clearly stipulates the stages needed for change to be successfully
implemented while retaining the culture of the organization.
REFERENCES
Black, N. (1996). Why we need observational studies to evaluate the effectiveness of health
care. Bmj, 312 (7040), 1215-1218.
Dent, E. B., & Goldberg, S. G. (1999). Challenging “resistance to change”.The Journal of
applied behavioral science, 35(1), 25-41.
Ellsworth, J. B. (2000). S urviving Cha ng e: A S urvey of E duca tiona l Cha ng e Models . ERIC
Suite
Clearinghouse on Information & Technology, Syracuse University, 621 Skytop Rd.,
160, Syracuse, NY 13244-5290.
Heward, S., Hutchins, C., & Keleher, H. (2007). Organizational change—key to capacity
building and effective health promotion. Hea lth promotion interna tiona l , 22 (2), 170-178.
Course Code
LDR-615
Class Code
LDR-615-O501
Criteria
Content
Percentage
80.0%
The Need for Change
10.0%
Driving Forces
5.0%
Stakeholder Evaluation
5.0%
The Role of the Leader in the Change Initiative
10.0%
Change Agents and Roles
10.0%
Application of the Change Model to Develop
Strategies (Competency 3.5)
10.0%
Overcoming Barriers to Change (Competency
1.5)
10.0%
Evaluation Methods
10.0%
Strategies for Sustaining Change
5.0%
Overall Effectiveness of Change Plan
5.0%
Organization and Effectiveness
13.0%
Thesis Development and Purpose
3.0%
Argument Logic and Construction
5.0%
Mechanics of Writing (includes spelling,
punctuation, grammar, and language use)
5.0%
Format
7.0%
Paper Format (use of appropriate style for the
major and assignment)
2.0%
Documentation of Sources (citations, footnotes,
references, bibliography, etc., as appropriate to
assignment and style)
5.0%
Total Weightage
100%
Assignment Title
Benchmark – Change Initiative: Implementation, Evaluation, and Sustainability
Unsatisfactory (0.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is not discussed.
Description of internal and/or external driving forces,
contributing issues, and people affected is not included.
Evaluation of stakeholders and how they will be affected by
the change initiative is not included.
The role of the leader in the change initiative is not
addressed.
Discussion of necessary change agents and their respective
roles in implementing change is not included.
The change model is not applied to develop strategies.
Overcoming barriers to change is not addressed.
Evaluation methods for determining the success of the
change initiative are not included.
Strategies for sustaining change are not addressed.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is not
included.
Paper lacks any discernible overall purpose or organizing
claim.
Statement of purpose is not justified by the conclusion. The
conclusion does not support the claim made. Argument is
incoherent and uses noncredible sources.
Surface errors are pervasive enough that they impede
communication of meaning. Inappropriate word choice or
sentence construction is employed.
Template is not used appropriately or documentation format
is rarely followed correctly.
Sources are not documented.
Total Points
250.0
Less than Satisfactory (74.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is discussed, but
discussion is incomplete or inaccurate.
Description of internal and/or external driving forces,
contributing issues, and people affected is incomplete or
inaccurate.
Evaluation of stakeholders and how they will be affected by
the change initiative is incomplete or inaccurate.
The role of the leader in the change initiative is present, but it
is incomplete or inaccurate.
Discussion of necessary change agents and their respective
roles in implementing change is incomplete or inaccurate.
The change model is applied, but the resulting strategies are
incomplete or inaccurate.
Overcoming barriers to change is presented, but it is
incomplete or inaccurate.
Evaluation methods for determining the success of the
change initiative are incomplete or inaccurate.
Strategies for sustaining change are incomplete or inaccurate.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
incomplete or inaccurate.
Thesis is insufficiently developed or vague. Purpose is not
clear.
Sufficient justification of claims is lacking. Argument lacks
consistent unity. There are obvious flaws in the logic. Some
sources have questionable credibility.
Frequent and repetitive mechanical errors distract the
reader. Inconsistencies in language choice (register) or word
choice are present. Sentence structure is correct but not
varied.
Appropriate template is used, but some elements are missing
or mistaken. A lack of control with formatting is apparent.
Documentation of sources is inconsistent or incorrect, as
appropriate to assignment and style, with numerous
formatting errors.
Satisfactory (79.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is included, but
discussion is cursory and lacking in depth.
Description of internal and/or external driving forces,
contributing issues, and people affected is included, but
discussion is cursory and lacking in depth.
Evaluation of stakeholders and how they will be affected by
the change initiative is included, but discussion is cursory and
lacking in depth.
The role of the leader in the change initiative is presented,
but it is cursory and lacking in depth.
Discussion of necessary change agents and their respective
roles in implementing change is included, but discussion is
cursory and lacking in depth.
The change model is applied, but the resulting strategies are
cursory and lacking in depth.
Overcoming barriers to change is presented, but it is cursory
and lacking in depth.
Evaluation methods for determining the success of the
change initiative are included but lack specific metrics or
measurable determinants and relevant details.
Strategies for sustaining change are presented, but discussion
is cursory and lacking in depth.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
cursory and lacking in depth.
Thesis is apparent and appropriate to purpose.
Argument is orderly, but may have a few inconsistencies. The
argument presents minimal justification of claims. Argument
logically, but not thoroughly, supports the purpose. Sources
used are credible. Introduction and conclusion bracket the
thesis.
Some mechanical errors or typos are present, but they are
not overly distracting to the reader. Correct and varied
sentence structure and audience-appropriate language are
employed.
Appropriate template is used. Formatting is correct, although
some minor errors may be present.
Sources are documented, as appropriate to assignment and
style, although some formatting errors may be present.
Good (87.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is discussed,
including all necessary elements.
Description of internal and/or external driving forces,
contributing issues, and people affected is discussed,
including all necessary elements.
Evaluation of stakeholders and how they will be affected by
the change initiative is discussed, including all necessary
elements.
The role of the leader in the change initiative is presented
and includes discussion of all necessary elements.
Discussion of necessary change agents and their respective
roles in implementing change is discussed, including all
necessary elements.
The change model is thoroughly applied and the resulting
strategies include all necessary elements.
Overcoming barriers to change is presented and includes
discussion of all necessary elements.
Evaluation methods for determining the success of the
change initiative are complete and include specific metrics or
measurable determinants and relevant details.
Strategies for sustaining change are complete and include
discussion of all necessary elements.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
presented and includes discussion of all necessary elements.
Thesis is clear and forecasts the development of the paper.
Thesis is descriptive and reflective of the arguments and
appropriate to the purpose.
Argument shows logical progressions. Techniques of
argumentation are evident. There is a smooth progression of
claims from introduction to conclusion. Most sources are
authoritative.
Prose is largely free of mechanical errors, although a few may
be present. The writer uses a variety of effective sentence
structures and figures of speech.
Appropriate template is fully used. There are virtually no
errors in formatting style.
Sources are documented, as appropriate to assignment and
style, and format is mostly correct.
Excellent (100.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is thoroughly
discussed with rich detail, including all necessary elements.
Description of internal and/or external driving forces,
contributing issues, and people affected is thoroughly
discussed with rich detail, including all necessary elements.
Evaluation of stakeholders and how they will be affected by
the change initiative is thoroughly discussed with rich detail,
including all necessary elements.
The role of the leader in the change initiative is thoroughly
presented with rich detail and includes discussion of all
necessary elements.
Discussion of necessary change agents and their respective
roles in implementing change is thoroughly discussed with
rich detail, including all necessary elements.
The change model is thoroughly applied with rich detail and
the resulting strategies include all necessary elements.
Comments
Overcoming barriers to change is thoroughly presented with
rich detail and includes discussion of all necessary elements.
Evaluation methods for determining the success of the
change initiative are extremely thorough with specific metrics
or measurable determinants clearly defined and numerous
relevant details.
Strategies for sustaining change are thoroughly presented
with rich detail and include discussion of all necessary
elements.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
thoroughly presented with rich detail and includes discussion
of all necessary elements.
Thesis is comprehensive and contains the essence of the
paper. Thesis statement makes the purpose of the paper
clear.
Clear and convincing argument that presents a persuasive
claim in a distinctive and compelling manner. All sources are
authoritative.
The writer is clearly in command of standard, written,
academic English.
All format elements are correct.
Sources are completely and correctly documented, as
appropriate to assignment and style, and format is free of
error.
Points Earned
Purchase answer to see full
attachment
BRAD VANDELUNE
GRAND CANYON UNIVERSITY
INTRODUCTION: CHANGE MODELS
Change models are strategic forecasts outlines that forecast the
procedure on which change would take and thus aid in adjusting the
relevant persons to the change.
As such, a change model is used in providing related persons on the
notion that the change occurring is manageable and at the same time,
achievable (Elsworth, 2000).
METHODS OF EVALUATING THE NEED TO CHANGE
Kurt Lewin
change model
Hinings and
Greenwood’s
Model of
Change
Dynamics
Kanter et al.’s
“Big Three”
Model of
Organizational
Change
Pettigrew’s
Context/Con
tent/Process
Model
SIGNIFICANCE OF CHANGE MODELS
Predicts the
change results
Building blocks for
goal attainment
Reduces resistance
RELEVANT CHANGE MODEL: LEWIN’S CHANGE MANAGEMENT
MODEL
Lewin’s change
Management
Model Involve:
Unfreezing
Change
making
Refreezing
STRATEGIES TO COLLECT STAKEHOLDER SUPPORT
Focus group discussions
Survey presentations
Explaining revenue return prospects
ADVANTAGES OF THE LEWIN’S CHANGE MANAGEMENT MODEL
Helps in mapping out an
effective communication
strategy.
Helps businesses to
acclimatize to a modern
commercial environment.
ADVANTAGES
Helps in simplifying difficult
situations.
Can be tailored to fit the
requirements of a certain
organization.
DISADVANTAGES OF THE LEWIN’S CHANGE MANAGEMENT MODEL
Employees reject change from
fear of what is not known
(change shock)
A change shock limits the
effectiveness and efficiency of
employees
Disadvantages
It has complex procedures which
are technologically oriented and
thus not welcomed by many
Helps in mapping out an effective
communication strategy.
VISUAL REPRESENTATION OF THE MODEL ()
Evaluating Need for
Change
Choose the People
for Change
Communication
Strategies
Strategies for
Overcoming
Resistance
Organizational
Success
Sustainability Srategy
Implementing
Strategies
METHODS TO EVALUATE THE NEED FOR CHANGE
Assessing the organization’s performance gap in comparison to the near
and the far past
Occurrence of a major detrimental crisis
Availability of novel technology (Black 1996).
METHODS TO EVALUATE THE NEED FOR CHANGE
Identification of new market opportunities
Mergers
Reaction following relevant external factors
Government regulations.
APPROACH AND CRITERIA FOR CHOOSING INDIVIDUALS OR
TEAMS NECESSARY FOR A CHANGE INITIATIVE
• BASED ON THEIR PAST
PERFORMANCES
• AGE FACTOR (NEAR RETIREMENT)
• DEPENDING ON THE PROMISING NATURE OF
EMPLOYEES
COMMUNICATION STRATEGIES
Emphasize that the element of change is unavoidable
Keep a sense of earnestness
Redefine the notion of success
Maintain the aura that change is nearly an increment
experience
STRATEGIES FOR OVERCOMING RESISTANCE
Quick and effective resolution of conflicts
Passion
Power of persuasion
Empowering emergent creativity and innovation
Structural change (Dent & Goldberg 1999).
IMPLEMENTATION STRATEGIES
Supporting the change from the top management
Formulate a reason for making change
Communicate the change
Involve the employees
Relevant follow up
Removing present barriers
SUSTAINABILITY STRATEGIES
Having a positive mindset
about the change for the
management and the
employees
Have the notion that the aspect of
change is very significant in an
organization
Live everyday with objectives of
having improvement
CONCLUSION
This presentation has identified the various organization change models
and has selected the Lewin’s change management model as the most
effective model referencing from the fact that this model is significantly
divided into stages which allows employees to cope with the proposed
change. This model would work best as compared to other models since
it clearly stipulates the stages needed for change to be successfully
implemented while retaining the culture of the organization.
REFERENCES
Black, N. (1996). Why we need observational studies to evaluate the effectiveness of health
care. Bmj, 312 (7040), 1215-1218.
Dent, E. B., & Goldberg, S. G. (1999). Challenging “resistance to change”.The Journal of
applied behavioral science, 35(1), 25-41.
Ellsworth, J. B. (2000). S urviving Cha ng e: A S urvey of E duca tiona l Cha ng e Models . ERIC
Suite
Clearinghouse on Information & Technology, Syracuse University, 621 Skytop Rd.,
160, Syracuse, NY 13244-5290.
Heward, S., Hutchins, C., & Keleher, H. (2007). Organizational change—key to capacity
building and effective health promotion. Hea lth promotion interna tiona l , 22 (2), 170-178.
Course Code
LDR-615
Class Code
LDR-615-O501
Criteria
Content
Percentage
80.0%
The Need for Change
10.0%
Driving Forces
5.0%
Stakeholder Evaluation
5.0%
The Role of the Leader in the Change Initiative
10.0%
Change Agents and Roles
10.0%
Application of the Change Model to Develop
Strategies (Competency 3.5)
10.0%
Overcoming Barriers to Change (Competency
1.5)
10.0%
Evaluation Methods
10.0%
Strategies for Sustaining Change
5.0%
Overall Effectiveness of Change Plan
5.0%
Organization and Effectiveness
13.0%
Thesis Development and Purpose
3.0%
Argument Logic and Construction
5.0%
Mechanics of Writing (includes spelling,
punctuation, grammar, and language use)
5.0%
Format
7.0%
Paper Format (use of appropriate style for the
major and assignment)
2.0%
Documentation of Sources (citations, footnotes,
references, bibliography, etc., as appropriate to
assignment and style)
5.0%
Total Weightage
100%
Assignment Title
Benchmark – Change Initiative: Implementation, Evaluation, and Sustainability
Unsatisfactory (0.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is not discussed.
Description of internal and/or external driving forces,
contributing issues, and people affected is not included.
Evaluation of stakeholders and how they will be affected by
the change initiative is not included.
The role of the leader in the change initiative is not
addressed.
Discussion of necessary change agents and their respective
roles in implementing change is not included.
The change model is not applied to develop strategies.
Overcoming barriers to change is not addressed.
Evaluation methods for determining the success of the
change initiative are not included.
Strategies for sustaining change are not addressed.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is not
included.
Paper lacks any discernible overall purpose or organizing
claim.
Statement of purpose is not justified by the conclusion. The
conclusion does not support the claim made. Argument is
incoherent and uses noncredible sources.
Surface errors are pervasive enough that they impede
communication of meaning. Inappropriate word choice or
sentence construction is employed.
Template is not used appropriately or documentation format
is rarely followed correctly.
Sources are not documented.
Total Points
250.0
Less than Satisfactory (74.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is discussed, but
discussion is incomplete or inaccurate.
Description of internal and/or external driving forces,
contributing issues, and people affected is incomplete or
inaccurate.
Evaluation of stakeholders and how they will be affected by
the change initiative is incomplete or inaccurate.
The role of the leader in the change initiative is present, but it
is incomplete or inaccurate.
Discussion of necessary change agents and their respective
roles in implementing change is incomplete or inaccurate.
The change model is applied, but the resulting strategies are
incomplete or inaccurate.
Overcoming barriers to change is presented, but it is
incomplete or inaccurate.
Evaluation methods for determining the success of the
change initiative are incomplete or inaccurate.
Strategies for sustaining change are incomplete or inaccurate.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
incomplete or inaccurate.
Thesis is insufficiently developed or vague. Purpose is not
clear.
Sufficient justification of claims is lacking. Argument lacks
consistent unity. There are obvious flaws in the logic. Some
sources have questionable credibility.
Frequent and repetitive mechanical errors distract the
reader. Inconsistencies in language choice (register) or word
choice are present. Sentence structure is correct but not
varied.
Appropriate template is used, but some elements are missing
or mistaken. A lack of control with formatting is apparent.
Documentation of sources is inconsistent or incorrect, as
appropriate to assignment and style, with numerous
formatting errors.
Satisfactory (79.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is included, but
discussion is cursory and lacking in depth.
Description of internal and/or external driving forces,
contributing issues, and people affected is included, but
discussion is cursory and lacking in depth.
Evaluation of stakeholders and how they will be affected by
the change initiative is included, but discussion is cursory and
lacking in depth.
The role of the leader in the change initiative is presented,
but it is cursory and lacking in depth.
Discussion of necessary change agents and their respective
roles in implementing change is included, but discussion is
cursory and lacking in depth.
The change model is applied, but the resulting strategies are
cursory and lacking in depth.
Overcoming barriers to change is presented, but it is cursory
and lacking in depth.
Evaluation methods for determining the success of the
change initiative are included but lack specific metrics or
measurable determinants and relevant details.
Strategies for sustaining change are presented, but discussion
is cursory and lacking in depth.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
cursory and lacking in depth.
Thesis is apparent and appropriate to purpose.
Argument is orderly, but may have a few inconsistencies. The
argument presents minimal justification of claims. Argument
logically, but not thoroughly, supports the purpose. Sources
used are credible. Introduction and conclusion bracket the
thesis.
Some mechanical errors or typos are present, but they are
not overly distracting to the reader. Correct and varied
sentence structure and audience-appropriate language are
employed.
Appropriate template is used. Formatting is correct, although
some minor errors may be present.
Sources are documented, as appropriate to assignment and
style, although some formatting errors may be present.
Good (87.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is discussed,
including all necessary elements.
Description of internal and/or external driving forces,
contributing issues, and people affected is discussed,
including all necessary elements.
Evaluation of stakeholders and how they will be affected by
the change initiative is discussed, including all necessary
elements.
The role of the leader in the change initiative is presented
and includes discussion of all necessary elements.
Discussion of necessary change agents and their respective
roles in implementing change is discussed, including all
necessary elements.
The change model is thoroughly applied and the resulting
strategies include all necessary elements.
Overcoming barriers to change is presented and includes
discussion of all necessary elements.
Evaluation methods for determining the success of the
change initiative are complete and include specific metrics or
measurable determinants and relevant details.
Strategies for sustaining change are complete and include
discussion of all necessary elements.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
presented and includes discussion of all necessary elements.
Thesis is clear and forecasts the development of the paper.
Thesis is descriptive and reflective of the arguments and
appropriate to the purpose.
Argument shows logical progressions. Techniques of
argumentation are evident. There is a smooth progression of
claims from introduction to conclusion. Most sources are
authoritative.
Prose is largely free of mechanical errors, although a few may
be present. The writer uses a variety of effective sentence
structures and figures of speech.
Appropriate template is fully used. There are virtually no
errors in formatting style.
Sources are documented, as appropriate to assignment and
style, and format is mostly correct.
Excellent (100.00%)
The need for change including specifying the issue and the
current outcomes resulting from the issue is thoroughly
discussed with rich detail, including all necessary elements.
Description of internal and/or external driving forces,
contributing issues, and people affected is thoroughly
discussed with rich detail, including all necessary elements.
Evaluation of stakeholders and how they will be affected by
the change initiative is thoroughly discussed with rich detail,
including all necessary elements.
The role of the leader in the change initiative is thoroughly
presented with rich detail and includes discussion of all
necessary elements.
Discussion of necessary change agents and their respective
roles in implementing change is thoroughly discussed with
rich detail, including all necessary elements.
The change model is thoroughly applied with rich detail and
the resulting strategies include all necessary elements.
Comments
Overcoming barriers to change is thoroughly presented with
rich detail and includes discussion of all necessary elements.
Evaluation methods for determining the success of the
change initiative are extremely thorough with specific metrics
or measurable determinants clearly defined and numerous
relevant details.
Strategies for sustaining change are thoroughly presented
with rich detail and include discussion of all necessary
elements.
Discussion of how the change plan supports the
organizational mission and goals, addresses stakeholder
concerns, and contributes to the community of society is
thoroughly presented with rich detail and includes discussion
of all necessary elements.
Thesis is comprehensive and contains the essence of the
paper. Thesis statement makes the purpose of the paper
clear.
Clear and convincing argument that presents a persuasive
claim in a distinctive and compelling manner. All sources are
authoritative.
The writer is clearly in command of standard, written,
academic English.
All format elements are correct.
Sources are completely and correctly documented, as
appropriate to assignment and style, and format is free of
error.
Points Earned
Purchase answer to see full
attachment
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