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Review the details of your assessment including the rubric. You will have the ability to submit the assessment once you submit your required pre-assessments and engage with your Faculty Subject Matter Expert (SME) in a substantive way about the competency.

Overview

In this Work Product Assessment, you will apply concepts of leadership, systems thinking, and change management to an actual change process within an organization known to you. This change could be in response to a challenge in the marketplace, or it could be a critical project. You will develop an Organizational Leadership Development Report, analyzing leadership strengths and potential gaps, and a Change Management Proposal for initiating this change and evaluating success.

To complete this Assessment:

Download the Academic Writing Expectations Checklist to use as a guide when completing your Assessment. Responses that do not meet the expectations of scholarly writing will be returned without scoring. Properly formatted APA citations and references must be provided, where appropriate.

Be sure to use scholarly academic resources as specified in the rubric. This means using Walden Library databases to obtain peer reviewed articles. Additionally, .gov (government expert sources) are a quality resource option. Note:  Internet and .com sources do not meet this requirement. Contact your coach or SME for guidance on using Library Databases.

Carefully review the rubric for the Assessment as part of your preparation to complete your Assessment work.

Instructions

Before submitting your Assessment, carefully review the rubric. This is the same rubric the assessor will use to evaluate your submission and it provides detailed criteria describing how to achieve or master the Competency. Many students find that understanding the requirements of the Assessment and the rubric criteria help them direct their focus and use their time most productively.

Access the following to complete this Assessment:

Use the APA course paper template available

here

.

Rubric

This Assessment requires submission of one (1) document that includes both parts of the assessment. Save your document as HR006_firstinitial_lastname (for example, HR006_J_Smith).

You may submit a draft of your assignment to the

Turnitin Draft Check

area to check for authenticity. When you are ready to upload your completed Assessment, use the Assessment tab on the top navigation menu.

You will prepare an organizational leadership development report and change management proposal that plans the implementation of organizational change.

This assessment has two-parts.  Click each of the items below to complete this assessment.

Part I: Organizational Leadership Evaluation Report

To begin this Assessment, select a healthcare organization with which you are very familiar and where you have access to information necessary to complete the Assessment. Identify a specific change that is being implemented now or one that has been recently implemented (within the year).

Because effective leadership is critical to successfully planning and managing organizational change, you will conduct a confidential evaluation and analysis of specific leadership traits and factors that leaders implementing the change possess and use. Effective leadership involves collaborating with individuals but also participating in and facilitating teams. Thus, assessment of team skills needs to be a part of your evaluation and analysis.

Create an Organizational Leadership Evaluation Report by adapting a template you find through online research, one you have created on your own, or one provided through your organization. (Be sure to remove any branding that might identify your organization.) Your Organizational Evaluation Report should include the following:

Observations of the leadership team implementing the change in your chosen organization and an analysis of their actions and behaviors for leadership traits that promote success in effecting change in the organization. List these traits and explain your analysis process.

Evaluation of leadership traits that could promote a culture for creativity and innovation in the workplace. Discuss whether these traits are exhibited by any of the leaders implementing the change in your chosen organization. Explain how you assessed ability to be creative and innovative. Compare how these traits differ from and/or the same as those of classical leadership styles.

Recommendations for specific strategies the leaders could apply for working successfully with teams and effecting change within the organization.

Part II: Change Management Proposal

The ability to manage and adapt to change is essential in healthcare organizations. Whether internally or externally prompted, the implementation of changes in the workplace environment has become commonplace. Because change, even changes that are perceived as positive, is almost always unsettling, it is crucial that administrators and managers understand the change process and plan carefully for its implementation. Innovative approaches to change management related to your chosen project might help you see possibilities that may not have been evident before. A Change Management Proposal will serve as the guide for effective execution of strategic change.

Create a Change Management Proposal in the format of your choice, e.g., slide presentation or Word document (including graphs or charts) as follows:

Describe the specific organization including size, mission, location and the change that is taking place (or is scheduled to take place) in the organization

Given the parameters of the change, describe the resistance you might expect, and why.

Evaluate change management theories and models and select one to apply to the change occurring in the organization. Provide rationale for why you selected this theory or model.

Apply systems thinking to address the impact of the change throughout the organization.

Recommend strategies and innovations that could be implemented to effect the organizational change and provide rationale for the recommendations.

Explain the role that communication will play in your plan. Analyze how communication could be used to handle concerns and doubts of stakeholders.

Recommend strategies you will use to motivate stakeholders and prepare them to accept, embrace, and sustain the change.

Recommend strategies for sustaining an organizational change and explain why they would be successful.

Recommend ways to measure the success of the organizational change and when transformational change has occurred.

HR006: Leadership, Systems Thinking, and Change Management: Evaluate principles of effective leadership,
systems thinking, and change management to address healthcare transformation, innovation, and accountability.
Assessment Rubric
Rubric Criteria
Needs Improvement
Meets Expectations
Exceeds Expectations
Report describes two
leadership traits for at
least two members of the
leadership team.
Specific examples of how
identified traits promote
success in effecting change
are discussed.
Report demonstrates the
same level of achievement
as “Meets,” plus the
following:
Part 1: Organizational Leadership Evaluation Report
Learning
Objective 1.1:
Describe
leadership traits
exhibited by
leadership at a
specific
organization that
promote success in
effecting change in
an organization.
Report does not identify or identifies
fewer than two leadership traits for
at least two members
of the leadership team or identifies
traits for fewer than two members of
the team.
Examples of how these traits
promote success in change
management are not relevant or not
discussed.
Report is not supported by
academic/professional resources or
the resources are not relevant.
Learning
Objective 1.2:
Report does not identify or identifies
fewer than two leadership traits and
factors that promote a culture of
Evaluate leadership creativity and innovation in the
traits and factors
workplace.
that promote a
culture for creativity Report is incomplete and/or unclear.
and innovation
© 2020 Walden University
Report is supported by
relevant
academic/professional
resources.
Report identifies two
leadership traits and factors
that promote a culture of
creativity and innovation in
the workplace.
Report explains how
these traits can catalyze
change in the workplace
by using examples of why
these traits are successful
based on evidence from
literature or other
organization case studies.
Report demonstrates the
same level of achievement
as “Meets,” plus the
following:
Report describes
leadership traits and
factors used successfully
1
Rubric Criteria
within a specific
organization.
Learning
Objective 1.3:
Recommend
specific strategies
the leadership
could apply for
working
successfully with
teams and effecting
change within the
organization.
Needs Improvement
Report is not supported by
academic/professional resources or
the resources are not relevant.
Report does not describe,
insufficiently describes, inaccurately
describes, does not clearly describe
or describes fewer than two
examples of how leadership traits
that foster innovation might differ
from those of classical leadership
styles.
Report is not supported by
academic/professional resources or
the resources are not relevant.
Rubric Criteria
Needs Improvement
Part 2: Change Management Proposal
Learning
Proposal does not describe, vaguely
Objective 2.1:
describes, or insufficiently describes
the organization, its change and/or
Describe an
factors driving the change are not
organization and
described in complete or sufficient
the change taking
detail.
© 2020 Walden University
Meets Expectations
Report explains why these
traits and factors might foster
innovation.
Report is supported by
relevant academic resources.
Report provides two
examples of how leadership
traits that foster innovation
might differ from those of
classical leadership styles.
Report provides a rationale
for selecting these examples.
Report is supported by
relevant academic resources.
Exceeds Expectations
in other organizations or
supported in literature.
Report demonstrates the
same level of achievement
as “Meets,” plus the
following:
Report provides a brief
response to this question:
Do organizations need to
be more creative and
innovative today than in
the past?
Rationale is provided for
the response.
Meets Expectations
Exceeds Expectations
Proposal clearly identifies the
organization including the
size, mission, and location.
Response clearly describes
the change taking place in the
organization and an
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
2
place within the
organization
Learning
Objective 2.2:
Summarize
resistance to an
organizational
change within a
specific
organization.
Learning
Objective 2.3:
Apply an
appropriate change
management
theory or model to
a specific change
within an
organization.
explanation of the factors
driving the change.
Proposal does not summarize,
insufficiently summarizes, or does
not clearly summarize resistance
that might be expected.
Proposal summarizes the
critical analysis of the reason
for the resistance.
Proposal does not describe or
insufficiently and/or inaccurately
describes why a change
management theory or model would
be appropriate for this organizational
change.
Recommendations are vague,
inaccurate, or incomplete.
Proposal is not supported by
relevant academic and/or
professional resources.
© 2020 Walden University
Proposal clearly and
summarizes the resistance
that might be expected
reflects in-depth analysis.
Proposal identifies the
change management theory
or model that would be
appropriately applied to the
organizational change.
Proposal explains why this
theory or model was chosen
for the change and the
benefits that are expected.
Proposal includes a
description of the
organizational culture or
community factors as they
relate to size, mission, and
location.
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
Proposal summarizes a
change experienced
previously in the
workplace that resulted in
resistance and discontent.
Proposal summarizes how
the resistance was
eventually resolved.
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
Proposal identifies an
additional change
management model and
briefly explains why it
would be less appropriate
for this organizational
change.
3
Learning
Objective 2.4:
Apply systems
thinking to assess
the impact of
change on an
organization.
Proposal does not describe,
insufficiently describes, unclearly
describes, or inaccurately describes
the impact of the change throughout
the organization.
Proposal is not supported by
relevant academic and/or
professional resources.
Proposal is supported by
relevant academic and/or
professional resources.
Applying systems thinking,
the proposal describes the
impact of change expected
throughout the organization.
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
Proposal describes how other
aspects of the organization
might be led to embrace the
change.
Proposal briefly explains
the benefit of a systemsthinking approach to
organizational change.
Proposal is supported by
relevant academic and/or
professional resources.
Learning
Objective 2.5:
Recommend
strategies and
innovations that
could be
implemented to
effect
organizational
change.
© 2020 Walden University
Proposal does not recommend or
recommends fewer than two
strategies and one innovation.
Proposal recommendations are
unclear and/or do not include a
rationale for the selection.
Proposal is not supported by
relevant academic and/or
professional resources.
Proposal recommends at
least two strategies and one
innovation that could be
implemented to effect
organizational change.
Proposal recommendations
are clearly explained,
including a rationale for the
selection.
Proposal is supported by
relevant academic and/or
professional resources.
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
Two or more innovations
are presented.
Examples from other
relevant organizations’
experiences are included
in the analysis.
4
Learning
Objective 2.6:
Explain the role of
communication in a
change
management plan.
Learning
Objective 2.7:
Recommend
strategies for
motivating
stakeholders to
accept, embrace,
sustain, and be
accountable for
organizational
change.
Learning
Objective 2.8:
Recommend
strategies for
sustaining an
organizational
change.
© 2020 Walden University
Proposal does not explain,
insufficiently explains, inaccurately
explains, or unclearly explains the
role of communication in a change
management plan.
Proposal is not supported by
relevant academic and/or
professional resources.
Proposal does not recommend or
recommends fewer than three
strategies for motivating
stakeholders to accept, embrace,
sustain, and be accountable for the
organizational change.
Proposal is incomplete and/or
unclear.
Proposal is not supported by
relevant academic and/or
professional resources.
Proposal does not recommend or
recommends fewer than two
strategies for sustaining
organizational change.
Strategies are unclear and/or
insufficiently addressed.
Proposal explains the role
that communication will play
in the change management
plan.
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
Proposal briefly describes
two problems that might
arise due to lack of
appropriate
communication.
Proposal demonstrates
Proposal recommends at
the same level of
least three strategies for
achievement as “Meets,”
motivating stakeholders to
accept, embrace, sustain, and plus the following:
be accountable for the
Proposal describes an
organizational change.
example of an
organizational change that
Rationale is provided for
was generally well
selection of these strategies.
accepted, embraced, and
sustained. Response
describes to what this
Proposal is supported by
acceptance and
relevant academic and/or
accountability was
professional resources.
attributed.
Proposal demonstrates
Proposal provides a
the same level of
recommendation of at least
achievement as “Meets,”
two strategies for sustaining
plus the following:
the organizational change.
Proposal is supported by
relevant academic and/or
professional resources.
Proposal explains why these
strategies will be successful
for this change in the
Proposal describes one
reason why an
5
Proposal is not supported by
relevant academic and/or
professional resources.
Learning
Objective 2.9:
Recommend ways
to measure
success of
organizational
change.
© 2020 Walden University
Proposal does not discuss or does
not discuss in sufficient detail at
least three measures of success.
Response does not discuss or
discusses limitedly how measures of
success are related to
transformational change.
Proposal is not supported by
relevant academic and/or
professional resources.
organization.
Proposal is supported by
relevant academic and/or
professional
resources.
Proposal clearly explains
three measures of success
and how they are related to
transformational change.
Proposal is supported by
relevant academic and/or
professional resources.
organizational change
might not be sustained.
Proposal demonstrates
the same level of
achievement as “Meets,”
plus the following:
Proposal explains more
than three measures of
success related to
specific aspects of
transformational change
using supporting
evidence
from industry.
6

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