Discuss how you can ensure sustainability of your change initiative.docx
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Discuss how you can ensure sustainability of your change initiative? topic: Hospital Acquired Infection Identify and discuss the potential barriers of maintaining the change initiative you implemented? Topic: hospital Acquired infection Top management and professional staff must understand why changes must be made. These may include scarcity of financial resources, absence of strategic capabilities, which includes lack of commitment from top management. Upper management may perceive certain changes not as important and the benefits not outweighing the risks. Finally, employees may not be fully committed to change because they do not fully understand the why and the how of such transition. Resistance may hamper the process of innovation and decrease the effectiveness of the change (Pinzone, Lettieri & Masella, 2013).How can those barriers best be mitigated? Why? ...
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Running head ASSIGNMENT 4-RESISTANCE AND COMMUNICATION .docx
Running head: ASSIGNMENT 4-RESISTANCE AND COMMUNICATION 1
ASSIGNMENT 4-RESISTANCE AND COMMUNICATION
Assignment 4-Resistance and Communication
Name: Gabrielle McNeely
Institutional Affiliation: Strayer University
Assignment 4-Resistance and Communication
Introduction
The current global market is different from the one that companies experienced in the last decade. The main reason for this has been due to the exponential growth regarding computer processing among companies and their business operations. The digitization of processes is influencing the current market. This is the information age and has a higher rate of evolution. Therefore, change has become a normal state of any given business, considering that they need to refocus on ensuring that they maintain their position amidst the changes. The discussion of the paper is on resistance to change, potential causes of resistance, plan to minimize resistance and the relationship between communication and change resistance. Communication strategies are the right approaches to employ in creating effective recommendations.
Reasons for resistance to Change
There are many reasons associated with the resistance to change among organizations. The first reason may comprise of stakeholders such as employees feeling that their power is threated from a personal level. Managers may resist change that tends to decrease their power and distribute it across their subordinates. Secondly, the threat of power from an organizational level is also another major of resisting change. When the change process occurs, it may provide power to certain departments and sectors within an organization. Others may be rendered powerless. Some groups may, therefore, oppose such processes and change.
The third reason revolves around the aspect of reduction impact it has on the loss of control of employees. It reduces the power managers have on controlling the employees. The situation creates the reasons for the managers resisting the change. The fourth reason comprises of economic factors. Change may be perceived as a force behind either increasing or decreasing the salaries of employees (Kuipers, et al., 2014). It may also take away the economic privileges that are enjoyed by employees. Therefore, a negative perception regarding the nature of the change in affecting their privileges may create a possibility of them resisting the change.
The fifth reason is the impact of change on the prestige, reputation, and image of employees. A high level of dissatisfaction with the process of change in the above-stated factors creates resistance. The threat of comfort is another important reason to consider in the above case. Organizational change may be a major reason in causing personal discomfort in the professional environment. Therefore, employees may unite to resist the change because it fails to favor them either directly or indire ...
How to Make Your Change Management Process a Massive Success
How to Make Your Change Management Process a Massive Success
By
Fourné, Glaser & Heyden
-
November 22, 2018
The most complex managerial role is to effectively drive the change management process in an organization.
Managers have to continuously alter their organizations to capitalize on opportunities and mitigate threats. In the wake of a generation that has seen global behemoths like Nokia, BlackBerry, and Kodak crippled, or Volkswagen and Deutsche Bank in distress, inaction and resistance to change have become acknowledged recipes for disaster.
Top and middle managers play complex co-dependent change roles in relation to the initiation and the execution of change.
Yet, when change fails, which it does two out of three times (Aiken and Keller, 2009; Kotter, 1996), middle managers are often hung out to dry. Indeed, change resistance studies often highlight middle managers as a hurdle to change (Fenton-O’Creevy, 2001), scapegoating them for unfavorable outcomes (Balogun, 2003).
However, insights from some of our recent research show that change, which is successfully driven from the core of the organization, is a story of managerial role reversal (Glaser, Fourné, & Elfring, 2015; Glaser, Stam, & Takeuchi, 2015; Heyden et al., 2017).
This is in large part due to middle managers’ ability to secure employee support for change –a key necessary condition for realizing change.
Rethinking ‘Traditional’ Managerial Change Roles in the Change Managment Process
Driving change can be dissected into two key managerial roles: Change initiation and change execution.
Change initiation
entails the ‘spark’ for change, where managers identify a compelling reason for change, establish the business case, get buy-in from stakeholders, and secure key resources.
Change execution
, in turn, is about realizing change plans, navigating the socio-political maze of the organization, refocusing existing routines, motivate employees, and reducing associated uncertainty for employees by breaking down long-term plans into digestible targets.
Initiating change has long been considered the domain of top managers, who take a ‘strategic’ view in re-aligning the organization with their interpretation of its environment and stakeholder demands. Middle managers, in turn, are entrusted with ‘tactical’ roles in executing changes advocated by the top, acting as linking pins between top managers and non-managerial employees.
The idea of the change initiation role residing with top managers, and tactical execution roles with middle managers, remains a deeply rooted assumption in management thinking.
But, are these notions of ‘who does what’ still applicable in the 21st century?
Why Management 101 is Wrong about Top
–
Down Change in the 21st Century
The top-down tradition tends to ascribe unique role expectations to top managers, such as driving ‘turnarounds’ (Chen and Hambrick, 2012). In playing this role, however, top managers often have to articulate a grand vision ...
Afro Ant Conversation - Change Management ROI - 3 April 2014
This report documents the information gathered at the Afro Ant Conversation held on the 3rd of April 2014 on the topic of Change Management Return on Investment (ROI). The conversation included 24 professionals who work in the field of Change Management or work closely with Change Managers.
Change management white paper
An exclusive report from Infosys Consulting on how change coaching is a key for creating the organizational mind-set to drive long-term value.
Recommended
Running head ASSIGNMENT 4-RESISTANCE AND COMMUNICATION .docx
Running head: ASSIGNMENT 4-RESISTANCE AND COMMUNICATION 1
ASSIGNMENT 4-RESISTANCE AND COMMUNICATION
Assignment 4-Resistance and Communication
Name: Gabrielle McNeely
Institutional Affiliation: Strayer University
Assignment 4-Resistance and Communication
Introduction
The current global market is different from the one that companies experienced in the last decade. The main reason for this has been due to the exponential growth regarding computer processing among companies and their business operations. The digitization of processes is influencing the current market. This is the information age and has a higher rate of evolution. Therefore, change has become a normal state of any given business, considering that they need to refocus on ensuring that they maintain their position amidst the changes. The discussion of the paper is on resistance to change, potential causes of resistance, plan to minimize resistance and the relationship between communication and change resistance. Communication strategies are the right approaches to employ in creating effective recommendations.
Reasons for resistance to Change
There are many reasons associated with the resistance to change among organizations. The first reason may comprise of stakeholders such as employees feeling that their power is threated from a personal level. Managers may resist change that tends to decrease their power and distribute it across their subordinates. Secondly, the threat of power from an organizational level is also another major of resisting change. When the change process occurs, it may provide power to certain departments and sectors within an organization. Others may be rendered powerless. Some groups may, therefore, oppose such processes and change.
The third reason revolves around the aspect of reduction impact it has on the loss of control of employees. It reduces the power managers have on controlling the employees. The situation creates the reasons for the managers resisting the change. The fourth reason comprises of economic factors. Change may be perceived as a force behind either increasing or decreasing the salaries of employees (Kuipers, et al., 2014). It may also take away the economic privileges that are enjoyed by employees. Therefore, a negative perception regarding the nature of the change in affecting their privileges may create a possibility of them resisting the change.
The fifth reason is the impact of change on the prestige, reputation, and image of employees. A high level of dissatisfaction with the process of change in the above-stated factors creates resistance. The threat of comfort is another important reason to consider in the above case. Organizational change may be a major reason in causing personal discomfort in the professional environment. Therefore, employees may unite to resist the change because it fails to favor them either directly or indire ...
How to Make Your Change Management Process a Massive Success
How to Make Your Change Management Process a Massive Success
By
Fourné, Glaser & Heyden
-
November 22, 2018
The most complex managerial role is to effectively drive the change management process in an organization.
Managers have to continuously alter their organizations to capitalize on opportunities and mitigate threats. In the wake of a generation that has seen global behemoths like Nokia, BlackBerry, and Kodak crippled, or Volkswagen and Deutsche Bank in distress, inaction and resistance to change have become acknowledged recipes for disaster.
Top and middle managers play complex co-dependent change roles in relation to the initiation and the execution of change.
Yet, when change fails, which it does two out of three times (Aiken and Keller, 2009; Kotter, 1996), middle managers are often hung out to dry. Indeed, change resistance studies often highlight middle managers as a hurdle to change (Fenton-O’Creevy, 2001), scapegoating them for unfavorable outcomes (Balogun, 2003).
However, insights from some of our recent research show that change, which is successfully driven from the core of the organization, is a story of managerial role reversal (Glaser, Fourné, & Elfring, 2015; Glaser, Stam, & Takeuchi, 2015; Heyden et al., 2017).
This is in large part due to middle managers’ ability to secure employee support for change –a key necessary condition for realizing change.
Rethinking ‘Traditional’ Managerial Change Roles in the Change Managment Process
Driving change can be dissected into two key managerial roles: Change initiation and change execution.
Change initiation
entails the ‘spark’ for change, where managers identify a compelling reason for change, establish the business case, get buy-in from stakeholders, and secure key resources.
Change execution
, in turn, is about realizing change plans, navigating the socio-political maze of the organization, refocusing existing routines, motivate employees, and reducing associated uncertainty for employees by breaking down long-term plans into digestible targets.
Initiating change has long been considered the domain of top managers, who take a ‘strategic’ view in re-aligning the organization with their interpretation of its environment and stakeholder demands. Middle managers, in turn, are entrusted with ‘tactical’ roles in executing changes advocated by the top, acting as linking pins between top managers and non-managerial employees.
The idea of the change initiation role residing with top managers, and tactical execution roles with middle managers, remains a deeply rooted assumption in management thinking.
But, are these notions of ‘who does what’ still applicable in the 21st century?
Why Management 101 is Wrong about Top
–
Down Change in the 21st Century
The top-down tradition tends to ascribe unique role expectations to top managers, such as driving ‘turnarounds’ (Chen and Hambrick, 2012). In playing this role, however, top managers often have to articulate a grand vision ...
Afro Ant Conversation - Change Management ROI - 3 April 2014
This report documents the information gathered at the Afro Ant Conversation held on the 3rd of April 2014 on the topic of Change Management Return on Investment (ROI). The conversation included 24 professionals who work in the field of Change Management or work closely with Change Managers.
Change management white paper
An exclusive report from Infosys Consulting on how change coaching is a key for creating the organizational mind-set to drive long-term value.
Change Management Essentials.pdf
Navigate the complexities of change and adapt seamlessly to turn all the changes into opportunities for growth and development. Gain the tools and insights necessary to guide both individuals and organization through successful transitions.
Organizational Intervention PPT.pptx
Organizational development on Organizational Intervention concepts
Organizations face substantial change on a regular basis. Technology.docx
Organizations face substantial change on a regular basis. Technology, outsourcing, and restructuring through downsizing or rightsizing are some of the key reasons for change.
Assume you are receiving news that you are the point person within your department/division for one of the change factors listed above. What are the barriers you must address that could challenge the change initiative? What steps will you use to facilitate a successful change process?
Week Three Lecture
Anderson and Anderson (2009), authors of The Change Leaders Roadmap, recognize that there are specific steps to take in the implementation of change. Assessing the situation and analyzing the impact are two primary stepping stones for communication within the organization. This week takes us on the journey of understanding resistance to change and the multitude of reasons behind the resistance. It could be a simple “just because I do not want to do it” resistance to an outright mutiny within the ranks because of the manner in which the change was disseminated. It is important that the change manager understands the impact of change upon those within the dynamic. While the change might be imperative to the organization or in the mind of the leader, without the proper application it has no meaning to the participants or employees.
Please watch the following video: The "X" model of employee engagement: Maximum Satisfaction meets Maximum Contribution (Links to an external site.)Links to an external site.
Our text tells us that change often meets with resistant behaviors that are a challenge to the initiative. While each person has their own reasoning for the resistance, the core of the resistance often has the same context. Palmer, Dunford, and Akin (2009) propose that a dislike to the impending change is a reason to resist an initiative, or that a perceived negative impact on a personal interest or role within the organization could also be the concern. No matter what the reason behind the resistant behavior, it is clear for the action to move forward the behavior must be addressed.
There are certain considerations that the change leader should be mindful of when promoting the change. Variations include: how the person feels about change, or perhaps what they think about the change, and finally how they may act in face of change. Resistance comes in all shapes and forms and we have each experienced resistance to change at one time or another. Some resistance may come in a very active form such as being critical, finding fault appealing, imparting fear, or only using facts that are selected to defeat the change. The more passive format for resisting change may appear as being noncompliant, dragging one’s feet, not helping or supporting the process, withholding information or suggestions, or just allowing the process to fail.
Is it possible for the organization itself to resist change? Think about a time when it was apparent that technology needed to.
2Change ImplementationDeyanira DiazSouthern New Ha.docx
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
Every s.
The Effect and Management of Change in Organizat.docx
The Effect and Management of Change in Organizations
Student’s Name
Institutional Affiliation
Table of Contents
The Effect and Management of Change in Organizations
Background
Continued advances in technology and globalization have transformed the way businesses are conducted across the world. Rapid technological change ensures that new products and services come up faster than demands for them are created. Alongside, as nations develop and get richer, new markets emerge, creating opportunities for businesses around the world. Such changes have been the driving force for today’s business organization to be agile so as to remain relevant in their domains and thus remain in business (Okenda, Thuo, & Kithinji, 2017). External changes demand internal changes; thus, to survive in any given environment, organizations must accommodate change. Easy access of knowledge to spearhead organization changes is foundational for such crucial endeavors. However, other environmental factors, such as political and sociological factors, influence what kind of change is implemented. A review of organizational policies and operations must be considered before carrying out any change (Janssen, Wimmer, & Deljoo, 2015). Organizations must prepare well and put considerable effort to succeed in carrying out and managing change. Willing participation of all stakeholders is paramount to efficient change management.
The change process in an organization is not devoid of challenges. Change is always a difficult thing for any organization to sell to its stakeholders, in particular employees. The low success rate in change management is a discouraging factor for any organization planning change. Also, the manner in which change is implemented dictates its success or failure. In some cases, organizations tend to rush in with change initiatives without in-depth comprehension and end up losing focus along the way. In some other cases, organizations are overwhelmed by change concepts, which put them in very volatile and risky situation. Equally, change implementers overlook the implications of change and thus lack the structures in place to manage such limitations (Okenda, Thuo, & Kithinji, 2017). To achieve success in a change endeavor, it is imperative for the leadership to factor in focus, sufficient knowledge, preparedness, and well-laid-out structures within the system. Thus, an effective organizational leadership is essential in achieving success in any change initiative.
As much as some organizations are opposed to change, global business dynamics often make it inevitable. Failure to adapt to the forces of globalization and technological innovation will lead to extinction of businesses, unless they adapt to the new realities. Organizational policies in this respect are no longer relevant as businesses have to survive in their highly competitive domains, let alone prosper (Janssen, Wimmer, & Deljoo, 2015). Today’s businesses need to grapple with ch.
The Effect and Management of Change in Organizat.docx
The Effect and Management of Change in Organizations
Student’s Name
Institutional Affiliation
Table of Contents
The Effect and Management of Change in Organizations
Background
Continued advances in technology and globalization have transformed the way businesses are conducted across the world. Rapid technological change ensures that new products and services come up faster than demands for them are created. Alongside, as nations develop and get richer, new markets emerge, creating opportunities for businesses around the world. Such changes have been the driving force for today’s business organization to be agile so as to remain relevant in their domains and thus remain in business (Okenda, Thuo, & Kithinji, 2017). External changes demand internal changes; thus, to survive in any given environment, organizations must accommodate change. Easy access of knowledge to spearhead organization changes is foundational for such crucial endeavors. However, other environmental factors, such as political and sociological factors, influence what kind of change is implemented. A review of organizational policies and operations must be considered before carrying out any change (Janssen, Wimmer, & Deljoo, 2015). Organizations must prepare well and put considerable effort to succeed in carrying out and managing change. Willing participation of all stakeholders is paramount to efficient change management.
The change process in an organization is not devoid of challenges. Change is always a difficult thing for any organization to sell to its stakeholders, in particular employees. The low success rate in change management is a discouraging factor for any organization planning change. Also, the manner in which change is implemented dictates its success or failure. In some cases, organizations tend to rush in with change initiatives without in-depth comprehension and end up losing focus along the way. In some other cases, organizations are overwhelmed by change concepts, which put them in very volatile and risky situation. Equally, change implementers overlook the implications of change and thus lack the structures in place to manage such limitations (Okenda, Thuo, & Kithinji, 2017). To achieve success in a change endeavor, it is imperative for the leadership to factor in focus, sufficient knowledge, preparedness, and well-laid-out structures within the system. Thus, an effective organizational leadership is essential in achieving success in any change initiative.
As much as some organizations are opposed to change, global business dynamics often make it inevitable. Failure to adapt to the forces of globalization and technological innovation will lead to extinction of businesses, unless they adapt to the new realities. Organizational policies in this respect are no longer relevant as businesses have to survive in their highly competitive domains, let alone prosper (Janssen, Wimmer, & Deljoo, 2015). Today’s businesses need to grapple with ch.
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Strategic Public Sector Governance The Critical Role of Comm.pdf
Strategic Public Sector Governance
The Critical Role of Communication for Change Management Sponsors Change management
sponsors are the executives or senior leaders with authority to drive change forward in an
organization. Active and visible sponsorship tops the list of key contributors to successful change
initiatives. A global leader in change management, Prosci has studied these contributors in all 11
editions of its Best Practices in Change Management report, and sponsorship came out on top in
every single one. Sponsorship is so important that it beat out the second contributor (a structured
change management approach) by a 4:1 margin in the most recent report. We cannot overstate
the role change management sponsors play in effectively managing change in organizations. They
are responsible for building support, enlisting help from other leaders and motivating change
participants. Purposeful and consistent communication is the tool sponsors must use to provide
context for the change and bring employees on board. Employees and leaders are far more likely
to engage in a change when they understand what it means to them and why its necessary.
Ineffective sponsors often rush through change, failing to facilitate understanding and build
support through frequent and clear communication. Communication considerations for change
management sponsors The purpose of employing communication as one of the key areas of
change management is to disseminate information to the intended group of people. There are
many forms of communication channels available within an organization including employee
portals, newsletters, emails, static and non-static media as well as face to face communications.
Many organization misunderstood the change communication as a process of mediating instead of
intermediating. To have effective communication, information needs to be interpreted and
reinterpret them into ideas and processes that are easy to understand, thus applying the mediating
technique. While using the communication channels, its best to incorporate latest technologies
albeit social network and video conferencing to enhance outreach to employees. However,
although it is the management's decision to establish any means of communication channels
deemed effective, one must avoid a typical top-down and one way conduits approach while using
these communication facilities to avoid a breakdown in communication. Communication helps
change management sponsors explain the vision for the change to create necessary buy-in.
Sponsors that adopt the following communication practices can better articulate the why, what and
so what of the change, increasing the chances that employees will understand and activate the
behaviors needed for success. 1. Communicate the why People, by nature, are resistant to
change. They first need convincing that the change is important and worth the energy it will take to
implement it. Beehives change model of choice, identifies 2. Awareness as th.
Succeeding with Transformational Initiatives: Practical Approaches for Managi...
Succeeding with Transformational Initiatives: Practical Approaches for Managi...Arab Federation for Digital Economy
According to exiting literature, most change programs fail to manage and/or meet the expectations of stakeholders; leading to the failure of larger strategic organisational and transformational initiatives. Undoubtedly, change management necessitates introspective planning and responsive implementation but a failure to acknowledge and manage the external stakeholder environment will undermine these efforts. This article presents some practical frameworks for managing the delivery of change that were used collectively in different situations and contributed to the successful implementation of change programs. It does not recommend any specific approach to yield successful outcomes, but it considers a range of approaches for practitioners to take into account to assure seamless integration of programs with the formulation of overall strategy and implementation planning. Understanding the components of each program is asserted to support organisations to better understand the people and non-technology dimensions of their projects and the need to ensure effective, consultative communications to gain and maintain support for the program of change.Human resource management analysis project
This is individual project on middle manager pros and cons in company
Human and Social Factors of Change That Affect Leadership Dynamics in the Wor...
The effective management of change must be based on a clear understanding of human behavior at work. Most people are not detached from their work but experience a range of emotional involvement’s through their membership of the organization, they feel threatened and disoriented by the challenge of change. Emotions such as uncertainty, frustration are common reactions. It is understandable therefore that people often adopt a defensive and negative attitude, and demonstrate resistance to change
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY .docx
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY Comment by Anne Richards: Report format required with table of contents, executive summary (succinct overview of whole report, about one page.
Change management planning process within an organization development model
Executive summary
Introduction
Organizations in the present day are in a constant state of change. This is necessary as they respond to the call of the fast-changing business environment in which they operate. External, internal, global, and technological environments are fast-changing hence the need to change a management strategy (Butler, 2015). √ This has a meaning that workplace systems together with strategies must continually change to adapt to these trends. A case study is presented in this paper where the management is to plan and communicate changes in senior management and additional stuff. The key emphasis is given to the way, the management is going to plan, communicate and ensure the organizations adopts these changes without affecting the morale of workers. It will be argued that a comprehensive communication strategy is Comment by Anne Richards: There has to be a significant change to ethos of business eg expansion overseas or takeover/merger
essential …
Change management planning process within an organization development model
A good management change plan can bring a smooth transition and incorporation of changes in an organization. This plan will ensure employees are well guided in the whole process of change. Comment by Anne Richards: Write this as an argument statement and put in Executive Summary
Introduction
Studies have shown that There is a 70 % failure rate in the incorporation of changes in an organization. The biggest obstacle has been negative attitudes from employees (Pollack, 2015). How do we then curb this ugly side of the organizational changes? The following are smooth steps that will help plan for the changes in employee structure. Comment by Anne Richards: First sentence but provide soutce
Defining the change clearly and aligning it with the business goals; employees should be notified about the changes and be educated on how it is in line with business goals and objectives. Clear communication and explanation of the change and how it relates to the business mission, vision, objectives, and strategy will give employees an insight into the importance of these changes. Employees should be notified about the changes, provided regular updates and be educated on how it is in line with business goals and objectives. Determination of the impacts of the affected group will be key in carrying out the changes. It is a heart taking moment for senior employees to be demoted in this case or for their roles to be merged and one or two employees retrenched. Comment by Anne Richards: Rewrite as one complete strong sentence Comment by Anne Rich ...
Each student will be required to write a formal letter to an elect.docx
Each student will be required to write a formal letter to an
elected official
regarding a specific public policy issue. The letter should 1-page in length, discuss a single issue, outline the student’s position on that issue, and formally request the position of the elected official on the issue
The official contacted is clearly the appropriate official for the issue written about.
The official contacted is one of multiple officials who could be contacted about the issue.
The official written is not the appropriate official to contact about the issue in the letter.
Student clearly articulate a well-reasoned position on the issue, supported with some facts or experiences.
The student articulates a position on the issue but fails to provide a rationale or evidence to support that position.
The student fails to explain or support their position on the issue.
Student incorporates a relevant personal experience to highlight the importance of the issue or their position on the issue.
Or they incorporate some knowledge about the issue they have gained.
The student incorporates some information about the issue but it is not based on personal experience or knowledge gained.
The student incorporates no personal experience or knowledge to support their position.
Formal language is used throughout the letter. No slang or short-hand terminology is used.
The student uses a minimum (less than 3 times) amount of slang or short-hand terminology in the letter.
Slang and short-hand terminology are used throughout the letter.
The student clearly requests a response from the elected official regarding the issue in their letter.
The student indicates a reply is desired, but does not specifically request one.
No response is requested and the letter does not imply one is desired.
Fewer than 3 grammatical errors are present in the letter.
No more than 5 grammatical errors are present in the letter.
More than 5 grammatical errors are present in the letter.
.
Each single computer on a specific computer network should have a .docx
Each single computer on a specific computer network should have a unique address; otherwise, it is hard to know which computer the information goes to. Complete the following:
Illustrate the two types of computer addresses that are used on computer networks (physical hardware address and the logical address).
Explain how they are working.
.
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Change Management Essentials.pdf
Navigate the complexities of change and adapt seamlessly to turn all the changes into opportunities for growth and development. Gain the tools and insights necessary to guide both individuals and organization through successful transitions.
Organizational Intervention PPT.pptx
Organizational development on Organizational Intervention concepts
Organizations face substantial change on a regular basis. Technology.docx
Organizations face substantial change on a regular basis. Technology, outsourcing, and restructuring through downsizing or rightsizing are some of the key reasons for change.
Assume you are receiving news that you are the point person within your department/division for one of the change factors listed above. What are the barriers you must address that could challenge the change initiative? What steps will you use to facilitate a successful change process?
Week Three Lecture
Anderson and Anderson (2009), authors of The Change Leaders Roadmap, recognize that there are specific steps to take in the implementation of change. Assessing the situation and analyzing the impact are two primary stepping stones for communication within the organization. This week takes us on the journey of understanding resistance to change and the multitude of reasons behind the resistance. It could be a simple “just because I do not want to do it” resistance to an outright mutiny within the ranks because of the manner in which the change was disseminated. It is important that the change manager understands the impact of change upon those within the dynamic. While the change might be imperative to the organization or in the mind of the leader, without the proper application it has no meaning to the participants or employees.
Please watch the following video: The "X" model of employee engagement: Maximum Satisfaction meets Maximum Contribution (Links to an external site.)Links to an external site.
Our text tells us that change often meets with resistant behaviors that are a challenge to the initiative. While each person has their own reasoning for the resistance, the core of the resistance often has the same context. Palmer, Dunford, and Akin (2009) propose that a dislike to the impending change is a reason to resist an initiative, or that a perceived negative impact on a personal interest or role within the organization could also be the concern. No matter what the reason behind the resistant behavior, it is clear for the action to move forward the behavior must be addressed.
There are certain considerations that the change leader should be mindful of when promoting the change. Variations include: how the person feels about change, or perhaps what they think about the change, and finally how they may act in face of change. Resistance comes in all shapes and forms and we have each experienced resistance to change at one time or another. Some resistance may come in a very active form such as being critical, finding fault appealing, imparting fear, or only using facts that are selected to defeat the change. The more passive format for resisting change may appear as being noncompliant, dragging one’s feet, not helping or supporting the process, withholding information or suggestions, or just allowing the process to fail.
Is it possible for the organization itself to resist change? Think about a time when it was apparent that technology needed to.
2Change ImplementationDeyanira DiazSouthern New Ha.docx
2
Change Implementation
Deyanira Diaz
Southern New Hampshire University
MBA 687
Dr. Rivero
October 2, 2022
Change Implementation
Organizational change is a complex process that requires detailed planning to succeed. A change management plan is, therefore, needed to ensure successful implementation. The plan helps manage the change process and controls schedule, scope, budget, resources, and communication. A change management plan also helps manage employee responses to organizational change. Employees respond differently to change. Some will be eager to use new processes and procedures, while others will resist. Bad communication, fear of the unknown, lack of support from the management, lack of understanding of the reason for the change, and fear of failure are some of the reasons why employees resist organizational change. No matter the reaction, a change management plan should provide a complete roadmap, as well as, tools to successfully implement change and support employees as they transition through change. In this report, I will analyze the pre-implementation and implementation stages of the change management plan in the U.S. branch.
Key Stakeholders and their Significance
Key stakeholders are individuals or groups with an interest in a change initiative and can either affect or be affected by the change. The president, the vice president, and business unit leaders are the key stakeholders in the change process. These individuals want to see successful change implementation to ensure company goals are met. Their main roles include creating a change vision and communicating change throughout the organization.
Each stakeholder’s role plays a significant part in gaining acceptance, buy-in, as well as, support for change across the organization and departments. As indicated above, one major role of the key stakeholders is to create a change vision. A change vision gives employees a picture of what the company will look like in the future after change implementation (Tanner, 2021). Also, a change vision tells employees why they should let go of the past and embrace the future. In other words, having a vision of change helps employees understand the reason for the change and the benefits it can bring. This, in turn, will create buy-in, support, and acceptance for the proposed change. Besides that, key stakeholders communicate the proposed change across departments and throughout the organization. Effective communication can encourage employees to embrace change and make them aware of the objectives and vision for change (Hasanaj, 2022). Additionally, effective communication can help the organization to convince employees that the existing state of affairs is no longer suitable. It can also encourage employees to support and accept the new state. It is necessary to be honest and clear when communicating change to create buy-in. It is also important to communicate how the change will affect employees to keep them engaged.
Every s.
The Effect and Management of Change in Organizat.docx
The Effect and Management of Change in Organizations
Student’s Name
Institutional Affiliation
Table of Contents
The Effect and Management of Change in Organizations
Background
Continued advances in technology and globalization have transformed the way businesses are conducted across the world. Rapid technological change ensures that new products and services come up faster than demands for them are created. Alongside, as nations develop and get richer, new markets emerge, creating opportunities for businesses around the world. Such changes have been the driving force for today’s business organization to be agile so as to remain relevant in their domains and thus remain in business (Okenda, Thuo, & Kithinji, 2017). External changes demand internal changes; thus, to survive in any given environment, organizations must accommodate change. Easy access of knowledge to spearhead organization changes is foundational for such crucial endeavors. However, other environmental factors, such as political and sociological factors, influence what kind of change is implemented. A review of organizational policies and operations must be considered before carrying out any change (Janssen, Wimmer, & Deljoo, 2015). Organizations must prepare well and put considerable effort to succeed in carrying out and managing change. Willing participation of all stakeholders is paramount to efficient change management.
The change process in an organization is not devoid of challenges. Change is always a difficult thing for any organization to sell to its stakeholders, in particular employees. The low success rate in change management is a discouraging factor for any organization planning change. Also, the manner in which change is implemented dictates its success or failure. In some cases, organizations tend to rush in with change initiatives without in-depth comprehension and end up losing focus along the way. In some other cases, organizations are overwhelmed by change concepts, which put them in very volatile and risky situation. Equally, change implementers overlook the implications of change and thus lack the structures in place to manage such limitations (Okenda, Thuo, & Kithinji, 2017). To achieve success in a change endeavor, it is imperative for the leadership to factor in focus, sufficient knowledge, preparedness, and well-laid-out structures within the system. Thus, an effective organizational leadership is essential in achieving success in any change initiative.
As much as some organizations are opposed to change, global business dynamics often make it inevitable. Failure to adapt to the forces of globalization and technological innovation will lead to extinction of businesses, unless they adapt to the new realities. Organizational policies in this respect are no longer relevant as businesses have to survive in their highly competitive domains, let alone prosper (Janssen, Wimmer, & Deljoo, 2015). Today’s businesses need to grapple with ch.
The Effect and Management of Change in Organizat.docx
The Effect and Management of Change in Organizations
Student’s Name
Institutional Affiliation
Table of Contents
The Effect and Management of Change in Organizations
Background
Continued advances in technology and globalization have transformed the way businesses are conducted across the world. Rapid technological change ensures that new products and services come up faster than demands for them are created. Alongside, as nations develop and get richer, new markets emerge, creating opportunities for businesses around the world. Such changes have been the driving force for today’s business organization to be agile so as to remain relevant in their domains and thus remain in business (Okenda, Thuo, & Kithinji, 2017). External changes demand internal changes; thus, to survive in any given environment, organizations must accommodate change. Easy access of knowledge to spearhead organization changes is foundational for such crucial endeavors. However, other environmental factors, such as political and sociological factors, influence what kind of change is implemented. A review of organizational policies and operations must be considered before carrying out any change (Janssen, Wimmer, & Deljoo, 2015). Organizations must prepare well and put considerable effort to succeed in carrying out and managing change. Willing participation of all stakeholders is paramount to efficient change management.
The change process in an organization is not devoid of challenges. Change is always a difficult thing for any organization to sell to its stakeholders, in particular employees. The low success rate in change management is a discouraging factor for any organization planning change. Also, the manner in which change is implemented dictates its success or failure. In some cases, organizations tend to rush in with change initiatives without in-depth comprehension and end up losing focus along the way. In some other cases, organizations are overwhelmed by change concepts, which put them in very volatile and risky situation. Equally, change implementers overlook the implications of change and thus lack the structures in place to manage such limitations (Okenda, Thuo, & Kithinji, 2017). To achieve success in a change endeavor, it is imperative for the leadership to factor in focus, sufficient knowledge, preparedness, and well-laid-out structures within the system. Thus, an effective organizational leadership is essential in achieving success in any change initiative.
As much as some organizations are opposed to change, global business dynamics often make it inevitable. Failure to adapt to the forces of globalization and technological innovation will lead to extinction of businesses, unless they adapt to the new realities. Organizational policies in this respect are no longer relevant as businesses have to survive in their highly competitive domains, let alone prosper (Janssen, Wimmer, & Deljoo, 2015). Today’s businesses need to grapple with ch.
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Strategic Public Sector Governance The Critical Role of Comm.pdf
Strategic Public Sector Governance
The Critical Role of Communication for Change Management Sponsors Change management
sponsors are the executives or senior leaders with authority to drive change forward in an
organization. Active and visible sponsorship tops the list of key contributors to successful change
initiatives. A global leader in change management, Prosci has studied these contributors in all 11
editions of its Best Practices in Change Management report, and sponsorship came out on top in
every single one. Sponsorship is so important that it beat out the second contributor (a structured
change management approach) by a 4:1 margin in the most recent report. We cannot overstate
the role change management sponsors play in effectively managing change in organizations. They
are responsible for building support, enlisting help from other leaders and motivating change
participants. Purposeful and consistent communication is the tool sponsors must use to provide
context for the change and bring employees on board. Employees and leaders are far more likely
to engage in a change when they understand what it means to them and why its necessary.
Ineffective sponsors often rush through change, failing to facilitate understanding and build
support through frequent and clear communication. Communication considerations for change
management sponsors The purpose of employing communication as one of the key areas of
change management is to disseminate information to the intended group of people. There are
many forms of communication channels available within an organization including employee
portals, newsletters, emails, static and non-static media as well as face to face communications.
Many organization misunderstood the change communication as a process of mediating instead of
intermediating. To have effective communication, information needs to be interpreted and
reinterpret them into ideas and processes that are easy to understand, thus applying the mediating
technique. While using the communication channels, its best to incorporate latest technologies
albeit social network and video conferencing to enhance outreach to employees. However,
although it is the management's decision to establish any means of communication channels
deemed effective, one must avoid a typical top-down and one way conduits approach while using
these communication facilities to avoid a breakdown in communication. Communication helps
change management sponsors explain the vision for the change to create necessary buy-in.
Sponsors that adopt the following communication practices can better articulate the why, what and
so what of the change, increasing the chances that employees will understand and activate the
behaviors needed for success. 1. Communicate the why People, by nature, are resistant to
change. They first need convincing that the change is important and worth the energy it will take to
implement it. Beehives change model of choice, identifies 2. Awareness as th.
Succeeding with Transformational Initiatives: Practical Approaches for Managi...
Succeeding with Transformational Initiatives: Practical Approaches for Managi...Arab Federation for Digital Economy
According to exiting literature, most change programs fail to manage and/or meet the expectations of stakeholders; leading to the failure of larger strategic organisational and transformational initiatives. Undoubtedly, change management necessitates introspective planning and responsive implementation but a failure to acknowledge and manage the external stakeholder environment will undermine these efforts. This article presents some practical frameworks for managing the delivery of change that were used collectively in different situations and contributed to the successful implementation of change programs. It does not recommend any specific approach to yield successful outcomes, but it considers a range of approaches for practitioners to take into account to assure seamless integration of programs with the formulation of overall strategy and implementation planning. Understanding the components of each program is asserted to support organisations to better understand the people and non-technology dimensions of their projects and the need to ensure effective, consultative communications to gain and maintain support for the program of change.Human resource management analysis project
This is individual project on middle manager pros and cons in company
Human and Social Factors of Change That Affect Leadership Dynamics in the Wor...
The effective management of change must be based on a clear understanding of human behavior at work. Most people are not detached from their work but experience a range of emotional involvement’s through their membership of the organization, they feel threatened and disoriented by the challenge of change. Emotions such as uncertainty, frustration are common reactions. It is understandable therefore that people often adopt a defensive and negative attitude, and demonstrate resistance to change
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY .docx
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY
CHANGE MANAGEMENT AND COMMUNICATION STRATEGY Comment by Anne Richards: Report format required with table of contents, executive summary (succinct overview of whole report, about one page.
Change management planning process within an organization development model
Executive summary
Introduction
Organizations in the present day are in a constant state of change. This is necessary as they respond to the call of the fast-changing business environment in which they operate. External, internal, global, and technological environments are fast-changing hence the need to change a management strategy (Butler, 2015). √ This has a meaning that workplace systems together with strategies must continually change to adapt to these trends. A case study is presented in this paper where the management is to plan and communicate changes in senior management and additional stuff. The key emphasis is given to the way, the management is going to plan, communicate and ensure the organizations adopts these changes without affecting the morale of workers. It will be argued that a comprehensive communication strategy is Comment by Anne Richards: There has to be a significant change to ethos of business eg expansion overseas or takeover/merger
essential …
Change management planning process within an organization development model
A good management change plan can bring a smooth transition and incorporation of changes in an organization. This plan will ensure employees are well guided in the whole process of change. Comment by Anne Richards: Write this as an argument statement and put in Executive Summary
Introduction
Studies have shown that There is a 70 % failure rate in the incorporation of changes in an organization. The biggest obstacle has been negative attitudes from employees (Pollack, 2015). How do we then curb this ugly side of the organizational changes? The following are smooth steps that will help plan for the changes in employee structure. Comment by Anne Richards: First sentence but provide soutce
Defining the change clearly and aligning it with the business goals; employees should be notified about the changes and be educated on how it is in line with business goals and objectives. Clear communication and explanation of the change and how it relates to the business mission, vision, objectives, and strategy will give employees an insight into the importance of these changes. Employees should be notified about the changes, provided regular updates and be educated on how it is in line with business goals and objectives. Determination of the impacts of the affected group will be key in carrying out the changes. It is a heart taking moment for senior employees to be demoted in this case or for their roles to be merged and one or two employees retrenched. Comment by Anne Richards: Rewrite as one complete strong sentence Comment by Anne Rich ...
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[removed] Emile Durkheim and James Wright
[removed] James Wright and Hilda Solis
[removed] Hilda Solis and Ruth Milkman
[removed] Ruth Milkman and James Wright
Question 7.
7.
What are the five key social institutions that impact society? (Points : 1)
[removed] Economy, government, religion, education, and public health
[removed] Education, religion, government, public health, and race
[removed] Equal rights, religion, education, economy, and family
[removed] Family, religion, education, government, and the economy
Question 8.
8.
Which step of the scientific method of studying social problems concerns how sociologists will collect data? (Points : 1)
[removed] Mode
[removed] Methodology
[removed] Analysis
[removed] Research method
Question 9.
9.
Which sociological perspective believes that poverty has its positive effects for the economy and class hierarchy? (Points : 1)
[removed] Functionalist
[removed] Conflict
[removed] Race-centered
[removed] Feminist
Question 10.
10.
Reinvestment measures described by the supply-side economics theory proved effective in strengthening America’s working conditions. (Points : 1)
[removed] True
[removed] False
.
During the revising phase of the writing strategy, why is reading th.docx
During the revising phase of the writing strategy, why is reading the essay out loud recommended?
a)
to put together a better outline for the essay
b)
to improve on the research done for the essay
c)
to spot the words and sentences that don’t flow well in the essay
d)
to help identify the purpose, audience, and tone of the essay
.
During the 1970s and early 1980s, physicians were generally reimburs.docx
During the 1970s and early 1980s, physicians were generally reimbursed on a fee-for-service basis, and yet by the mid-1990s, managed care organizations had become a major player in the health care field, capable of imposing limitations on physician reimbursement. Discuss the following issues related to this.
Discuss three (3) specific circumstances that explain how managed care organizations were able to extract price concessions from hospitals and physicians in the early to mid-1980s.
Fully discuss at least four (4) of the mechanisms by which managed care organizations attempt to control costs. Please do not simply list them. Be sure to explain how each mechanism controls costs.
List and explain at least four (4) reasons why managed care has not fully succeeded in controlling rising health care costs.
Must be in APA format with references.
.
During the 1950s and 1960s, female pop music groups became wil.docx
During the
1950's and 1960's
, female pop music groups became wildly popular with American teenagers. How did the music of
"girl groups" help to support feminism for young women of the time?
Why was this music seen as dangerous to parents during this time? This paper should be
2 pages
, in APA style, and One scholarly article as a minimum should be included in your essay.
.
During the Watergate scandal in 1974, many policy pundits wrote colu.docx
During the Watergate scandal in 1974, many policy pundits wrote columns demanding that President Richard Nixon resign from the presidency because he was, in their view, clearly culpable for the Watergate break-ins. Not all pundits felt this way, however. Click
here
and
here
to read articles that offer differing views of President Nixon at the height of the Watergate scandal.
Complete the following for this assignment:
Step 1:
Summarize the arguments made in each of the two articles regarding the conduct of President Nixon. How might each of the author’s views impact the reader’s understanding of the Watergate crisis?
Step 2:
Describe how the Watergate events changed American views toward politics and politicians. In your view, how did these events change the press coverage of politicians?
Step 3:
Speculate about how the Watergate event coverage might have been different (better or worse) in the age of social media and smartphones. Would it have lasted as long? Why or why not? Are these innovations in technology helpful or harmful to the way that people understand current events?
At least 2 credible sources are required for this assignment. Your sources should be cited using APA format; both in-text citations and references.
.
During the Reagan Bush years there were many changes in America. P.docx
During the Reagan / Bush years there were many changes in America. Pick two from the list and discuss how America would be different if these events or people had not occurred or existed, or had events happened differently.
Reagan and the “Evil Empire”"Operation Cyclone"ReaganomicsJohn HinckleyThe Religious RightIran-Contra AffairEnd of the Cold War“Read My Lips”Anita HillNAFTATechnological RevolutionFirst Gulf War
Use at least 2 credible sources is required for this assignment. These sources should be cited using APA format both in-text and on separate reference page
.
During the 1950s and 1960s, female pop music groups became wildly .docx
During the 1950's and 1960's, female pop music groups became wildly popular with American teenagers. How did the music of "girl groups" help to support feminism for young women of the time? Why was this music seen as dangerous to parents during this time? This paper should be 1-2 pages, in APA style. One scholarly article as a minimum should be included in your essay.
.
Due Week 8 and worth 50 points Peer reviews should provide feedbac.docx
Due Week 8 and worth 50 points
Peer reviews should provide feedback to a peer on the criteria expected in the paper. The
Week 8 Feedback Form
can be downloaded from the Appendices section of the course guide by clicking the link
here
. Follow these instructions:
For Online Students:
Choose a classmate's paper from the "Easy Drop off/Pick up Zone" discussion thread in the course shell.
Obtain the Peer Review Feedback Form from the course shell.
Comment on all criteria, noting strengths and / or areas for improvement on the feedback form.
Provide completed Peer Review Feedback Form by posting it to the same "Easy Drop off/Pick up Zone" discussion thread AND submitting it to the Peer Review Assignment link above.
Peer
reviews
should
provide
feedback
toapeeronthe
criteria
expectedinthe
paper.
Followthese
instructions:
1)
Receive
aclassmate’spaper
from
your
professor(inclass
if
on-ground;
by
e-mail
if
online).
2)
Copy
thePeerReviewFeedback
Form
from
the
Appendix.
3)
Comment
on
allcriteria,notingstrengths
and
/
or
areasforimprovement
on
thefeedbackform.
4)
Provide
completedPeerReviewFeedback
Form
and
classmate’s
paperto
your
professor.
Note
:
On-groundstudents
should
submit
the
feedbackform
and
papertotheprofessorduringthe
class
meetingin
which
thepaper
is
reviewed;
online
students
should
submit
the
feedback
form
and
paper
totheprofessorviatheAssignmentTab
in
thecourseshell.
Criteria
+ Strengths
Comments < Areas for Improvement
Part 1
1. Revise,
using
feedback
from
the
professor
and
classmates,
your
Persuasive
PaperPart I- A
Problem
Exists.
Part 2
2.
Included
a
defensible,
relevant
thesis
statement
clearly
in
the
first
paragraph.
3.
Explain
a
detailed,
viable
solution
that
supports
your
thesis.
This
should
be
one
or
two
(1-2)
paragraphs.
4. State,
explain,
and
support
the
first
advantage
(economic,
social,
political,
environmen
tal,
social,
equitable,
ethical/moral,
etc.)
to
your
solution.
This
should
be
one
or
two
(1-2)
paragraphs.
5. State,
explain,
and
support
the
second
advantage
(economic,
social,
political,
environmental,
social,
equitable,
ethical/moral,
etc.)
to
your
solution.
This
should
be
one
or
two
(1-2)
paragraphs.
6.
State, explain, and support the third (and fourth if desired) advantage (economic, social, political, environment, social, equitable, ethical/moral, etc.) to your solution. This should be one or two (1-2) paragraphs.
7. Use effective transitional words, phrases, and sentences.
8.
Provide
a
concluding
paragraph
/transitional
paragraph
that
summarizes
the
proposed
solution
and
its
advantages.
9. Develop a coherently structured paper with an introduction, body, and conclusion.
10. Use one or more rhetorical strategies (ethos, logos, pathos) to explain advantages.
11. Support
advantage
claims
with
at
least
three
(3)
additional
quality
relevant
references.
Use
at least six (6) total for Parts 1 & 2.
12. Other
Report from Pe.
Due Week 8 and worth 200 pointsThis Assignment 2” writing assignm.docx
Due Week 8 and worth 200 points
This “Assignment 2” writing assignment is a comparative essay focused on topics encountered in our HUM 111 class. The project will be based on research but will reflect your views and interpretation of the topic. This project is designed to help you stretch your mind and your abilities as an organized, innovative, and critical thinker. If approached properly, it should also be fun!
Choose one (1) of the topics from the list of topic choices below. Read the topic carefully. Write a three to four (3-4) page paper (750-1,000 words) that follows instructions and covers each part of the topic. (The title page and References list do not get included in this word count).
Note:
Your instructor may require you to submit your topic choice for approval before the end of Week 5.
For the topic you choose:
Establish a clear thesis about your topic as part of the introductory paragraph (often the thesis is the last thing one determines after doing the basic research and outline; however it will be placed in the first paragraph of your paper).
This is a comparative essay. Comparison approached properly will require some critical thinking on your part. Use a point-by-point approach for the essay. That means, if comparing subject A with subject B, don't do the first half of the essay on subject A and then the second half on subject B--that will seem like two (2) separate essays and comparisons will tend to get lost. Instead, you should be mentioning both subjects in most of your paragraphs as you compare them throughout the essay. Comparisons will identify similarities as well as contrasts.
Do not try to do everything on your two (2) subjects. You should end up narrowing your focus to a few insights and issues about the subjects being compared. And, from those fairly specific points of comparison, you will develop a thesis and glean some lessons.
Follow closely the instructions below for your specific topic.
Include a concluding paragraph at the end. This paragraph will, in some way, refer back to the thesis established in your first paragraph, since now you have demonstrated and supported it. It may be here that you also include your observations relating your study to the modern workplace or society (see your topic). Try to finish with flair!
Use at least three (3) good quality academic sources, with one (1) source being the class text.
Note:
Wikipedia
and other similar Websites do not qualify as academic resources. You are highly encouraged to use the Resource Center tab at the top of your Blackboard page.
Topic Choices
–
Choose just one (1) of the topics below:
Qualities of the Hero: Comparing Gilgamesh and Odysseus
.
Write an essay comparing these two (2) heroic figures from ancient epics of different cultures, especially focusing your analysis on the sources about their encounters with monsters: Gilgamesh encounters the monster guarding the forest, Humbaba, in Tablets 3-5 of the
Epic of Gilgamesh
(see
http://www..
Due Week 4 Part C ConflictConduct and present research that eval.docx
Due Week 4: Part C: Conflict
Conduct and present research that evaluates how conflict manifests itself within the organization.
Discuss both positive and negative conflict.
Be sure to provide specific examples.
Examine what stressors cause conflict and what approaches are used to manage conflict and apply to your research of this organization.
4-6 sources- APA format...
.
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