LDR-615 Organizational Development and Change Course Assignments & Discussions Study Guide

LDR-615 Organizational Development and Change Course Assignments & Discussions Study Guide

LDR-615 Organizational Development and Change Course Description

This course is an exploration of the behavioral forces and relationships that influence organizational effectiveness and change. It also emphasizes the study of intervention strategy and application skills related to a foundational understanding of the role of project management in the context of leading change in organizations. The course provides insights into the leadership and management of people, processes, and best practices for successful change.

LDR-615 Organizational Development and Change Course Syllabus

The course will explore behavioral forces and relationships that impact a firm’s effectiveness and change. It will also cover topics like application skills and the study of intervention strategy.

Class Introductions

In this first assignment, students should write a short post introducing themselves to peers and identify potential exciting or challenging parts of the course.

LDR-615 Topic 1: Forces Driving Organizational Development

Description:

Objectives:

1. Explain the influence of organizational development within contemporary organizations.
2. Identify the external and internal environmental forces that drive organizational change.
3. Evaluate the steps for successful organizational change.

Topic Material:

Textbook

1. The Heart of Change: Real-Life Stories of How People Change Their Organizations Read the Introduction and Chapter/Step 1 in The Heart of Change: Real- Life Stories of How People Change Their Organizations.

LDR-615 Topic 2: Creating a Vision for Change

Description:

Objectives:

1. Examine the connection between an organization’s mission and its change initiatives.
2. Discuss the roles of leaders in the visioning process.
3. Predict the impact of change on internal stakeholders at the various levels of the organization.

Topic 2 DQ 1

Topic 2 DQ 2

Change Initiative: Creating Vision Assignment

LDR-615 Topic 3: Change Models

Topic 3 DQ 1

Topic 3 DQ 2

LDR-615 Topic 4: Strategies for Implementing Change

Topic 4 DQ 1

Topic 4 DQ 2

Change Initiative: Develop a Change Model

LDR-615 Topic 5: Communicating For Effective Change

Topic 5 DQ 1

Topic 5 DQ 2

LDR-615 Topic 6: Dealing With Change Dynamics

Topic 6 DQ 1

Topic 6 DQ 2

Contemporary Organization Evaluation

LDR-615 Topic 7: Evaluating Change Initiatives

Topic 7 DQ 1

Topic 7 DQ 2

LDR-615 Topic 8: Leading Continuous Change and Establishing Permanent Change

Topic 8 DQ 1

Topic 8 DQ 2

Benchmark – Change Initiative: Implementation, Evaluation, and Sustainability

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LDR-615 Organizational Development and Change Course Discussions

LDR-615 Topic 1: Forces Driving Organizational Development

Topic 1 DQ 1

Describe the role of organizational development in contemporary organizations. How does organizational development help organizations prepare for or implement change? Provide an example from your organization.

Role of Organizational Development in Contemporary Organizations:

Organizational Development (OD) is a systematic and planned approach to improving organizational effectiveness and health (Association for Talent Development, 2022). In contemporary organizations, OD plays a crucial role in addressing various challenges and ensuring that the organization remains adaptable, competitive, and effective. Here are some of the primary roles of OD in modern organizations (Association for Talent Development, 2022):

• Enhancing Organizational Performance: OD focuses on improving processes, systems, and structures to boost overall performance, including streamlining operations, reducing inefficiencies, and fostering a culture of continuous improvement.
• Facilitating Change: Change is inevitable in today’s fast-paced business environment. OD provides practical tools and methodologies to manage change, ensuring smooth transitions with minimal disruptions.
• Improving Communication: OD emphasizes open communication, ensuring all organization members are informed, aligned, and working towards common goals.
• Developing Leadership: OD programs often include leadership development initiatives, ensuring the organization has competent leaders to guide teams and drive strategic objectives.
• Fostering a Positive Organizational Culture: OD interventions can help shape organizational culture, promoting values like collaboration, innovation, and integrity.
• Enhancing Employee Engagement and Well-being: By addressing issues like job design, team dynamics, and work-life balance, OD can improve employee satisfaction, motivation, and overall well-being.

You can also read another study guide on nursing assignments for students from another post on PHI-413V Ethical and Spiritual Decision Making in Health Care Course Assignments & Discussions.

Example from the Organization:

I noticed a noticeable decline in employee morale and engagement in the organization. An OD intervention and a comprehensive assessment were conducted via surveys and focus groups. The feedback revealed that employees felt disconnected from the company’s vision and lacked opportunities for professional growth.

In response, the OD team initiated a series of workshops to clarify the company’s strategic direction and align employees with this vision. Additionally, a mentorship program was introduced, allowing employees to learn from experienced professionals within the organization.

Over time, these interventions significantly improved employee engagement, job satisfaction, and overall organizational performance.

In conclusion, Organizational Development is pivotal in ensuring that contemporary organizations remain agile, resilient, and capable of navigating the complexities of the modern business landscape (Association for Talent Development, 2022). Through strategic interventions, OD helps organizations adapt to change, overcome challenges, and achieve sustained success.

Resource

Association for Talent Development. (2022). What is organization development | the 5 phases ofOD strategies. Www.td.org. https://www.td.org/talent-development-glossary-terms/what-is-organization-development

Reply 1, 4/18/24: Please help me respond to my fellow student’s discussion question below:

Hi Sarah,

I wholeheartedly concur with your viewpoint regarding the significance of organizational development in modern healthcare organizations, particularly in fast-paced environments such asa Level 1 trauma center with a bustling emergency department. Effective organizational development is essential for institutions to successfully navigate the ever-changing landscape of patient needs, technology, regulations, and medical advancements (Karaokur Akdag, 2022).

In fast-paced environments such as the emergency department, implementing organizational development strategies becomes crucial for improving efficiency, maximizing resource utilization, and elevating staff productivity. As an illustration, implementing organizational development initiatives at your Level 1 trauma center can substantially enhance the efficiency of patient flow in and out of the emergency department. Through thorough workflow analysis and effective collaboration with frontline staff, organizational development can identify ways to improve the triage process, minimize wait times, and enhance communication among multidisciplinary teams.

Evaluating organizations’ preparedness for global health interventions should include evaluating their ability and willingness to participate in initiatives (Dearing, 2018). This approach promotes a culture of ongoing learning and improvement, which is crucial for long-term success in implementing interventions. Encouraging active participation from all team members can significantly improve preparedness and facilitate a seamless progression toward desired results.

Implementing organizational development in healthcare institutions promotes a culture of ongoing improvement and innovation, empowering staff to address emerging challenges with effective solutions proactively. Incorporating these principles allows healthcare organizations to effectively navigate complexities, enhance performance, and ultimately save lives in the dynamic environment of a Level 1 trauma center’s emergency department.

Topic 1 DQ 2

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

Environmental forces that drive an organization include technology, political stability levels, resource availability, social conditions, and the economy (Albertini, 2019). These factors are crucial to any organization, and measures must be taken to ensure that the organization responds to them appropriately. The steps successful organizations take when responding to change include the development of a proper communication strategy that ensures smooth relations in the organization, a clear definition of the needed change so that it can align with the organizational aims and goals, provision of training for all individuals to ensure proper understanding of the strategy, setting up a support structure and measuring the change process and estimate its impact (Albertini, 2019). All these steps are very crucial in order to respond to the change appropriately.

I have experienced a change in my organization due to changes in the external environment, which were health, political, and resource availability-oriented due to the COVID-19 pandemic. Changes in political conditions and resources force an organization to restructure again and cope with the change (Lee, 2020). The changes also affected the organizational structure regarding operational time and adherence to set guidelines.

References

Albertini, E. (2019). The contribution of management control systems to environmental capabilities. Journal of Business Ethics, 159(4), 1163–1180. https://doi.org/10.1007/s10551-018-3810-9 Lee, J. (2020). Environmental factors of acceptance organization affecting intention to accept BIM. International Journal of Management, 11(04), 188–200.

Reply 3, 4/20/24: Please help me respond to my fellow student’s discussion question below:

Hi Shereen,

Thank you for your post. I agree with the points raised, particularly the impact of technological advancements, policy changes, demographic shifts, and economic conditions on nursing organizations. Adopting electronic health records (EHRs) significantly transforms healthcare delivery. As you mentioned, this change has improved efficiency, patient care outcomes, and employee satisfaction. However, it is also important to note that the transition to EHRs has presented challenges, such as the need for extensive training and potential resistance from staff (Intellectsoft, 2022). I want to add that the COVID-19 pandemic has also been a significant force of change in the healthcare industry. It has accelerated the adoption of telemedicine and highlighted the importance of having flexible and adaptable healthcare systems. The pandemic has also underscored the need for effective communication and collaboration among healthcare professionals, patients, and other stakeholders.

In managing change, I agree that organizations must involve nurses in the change process, provide adequate support and training, and foster a culture that embraces change and innovation. It is also crucial for organizations to continuously evaluate and adjust their change strategies based on feedback and outcomes.

Overall, your discussion post provides valuable insights into the forces driving organizational development in the nursing field and the importance of effective change management. It would be interesting to explore how these forces and changes will shape the future of nursing and healthcare delivery.

Reference

Intellectsoft. (2022, November 8). Electronic health record (EHR) integration: Main reasons and challenges with their solutions. Intellectsoft Blog. https://www.intellectsoft.net/blog/electronic-health-record-ehr-integration-main-reasons-and-challenges-with-their-solutions/

LDR-615 Topic 2: Creating a Vision for Change

Topic 2 DQ 1

Why is vision essential to facilitating successful change in an organization? What is the correlation between a leader’s role/vision and a successful change initiative? Describe a vision that you have seen/heard/read/viewed that you felt inspired successful change. How did this vision influence people’s behavior and attitudes toward a major change initiative?

Importance of Vision in Facilitating Successful Change:

Vision is a guiding light for organizations undergoing change, providing a clear direction and purpose. Here is why it is essential (Slåtten et al., 2021):

• Clarity of Purpose: A well-articulated vision communicates why the change is necessary, aligning everyone towards common goals. It answers questions like “Where are we headed?” and“Why are we doing this?”
• Motivation and Inspiration: Visionary leaders inspire employees by painting a compelling picture of the future. When people understand the purpose behind the change and see the potential benefits, they are more likely to engage and contribute positively.
• Alignment: A clear vision helps align the efforts of different teams and individuals within an organization. It provides a framework for decision-making, ensuring that everyone’s actions are moving in the same direction.
• Resilience: Change often faces resistance and setbacks. A strong vision is a source of resilience, helping organizations navigate challenges by reminding them of the ultimate goal and the reasons for change.
• Adaptability: In a rapidly changing environment, a well-defined vision allows organizations to adapt to new circumstances while staying true to their core purpose. It provides a reference point for making adjustments without losing sight of the end goal.

Vision acts as a catalyst for change, rallying people around a shared purpose and providing the motivation and direction to overcome obstacles and achieve success.

Correlation between a Leader’s Role/Vision and Successful Change:

The leader’s role and vision are critical factors in the success of change initiatives. Here is how they correlate (Liu et al., 2022):

• Setting Direction: Leaders with a clear vision provide a roadmap for change, outlining the desired future state and guiding the organization towards it. Their vision acts as a compass, helping them navigate through complex transformations.
• Building Commitment: A compelling vision inspires commitment and buy-in from employees. When leaders effectively communicate why the change is necessary and what it means for the organization and its stakeholders, people are more likely to support and actively participate in the initiative.
• Driving Execution: Leaders play a crucial role in translating vision into action. They establish priorities, allocate resources, and remove obstacles to ensure the change initiative progresses effectively. Their leadership sets the tone for implementation and reinforces the importance of the vision.
• Creating Alignment: Leaders align the organization around the vision, ensuring everyone understands their role in achieving the desired outcomes. By fostering collaboration and communication, they break down silos and promote a collective effort towards shared goals.
• Fostering Adaptability: Change initiatives often require agility and flexibility. Leaders with a strong vision encourage experimentation and innovation, empowering employees to adapt to new challenges and opportunities as they arise.

In conclusion, the leader’s role and vision are closely intertwined with the success of change initiatives. Influential leaders inspire, guide, and empower their teams to embrace change and achieve a shared vision.

Example of an Inspiring Vision for Change:

One example of a visionary leader whose vision inspired successful change is Elon Musk, particularly with his vision for Tesla Inc. Musk’s vision for Tesla goes beyond just building electric cars; it encompasses creating a sustainable future by accelerating the world’s transition to renewable energy. His overarching vision is to revolutionize transportation and energy systems to combat climate change and reduce dependence on fossil fuels (Cuofano, 2023).

Elon Musk’s vision influenced people’s behavior and attitudes in several ways (Cuofano, 2023):

Inspiration: Musk’s bold vision inspired admiration and excitement among Tesla employees, investors, and consumers. Many were drawn to being part of a mission-driven company that

Topic 2 DQ 2

According to the textbook, people are more motivated when “they are shown a truth that influences their feelings” than they are by analysis. Discuss the relevance of this statement for organizations growing and responding to change. What responsibility does a leader have to honor stakeholder concerns when “feelings” are the primary basis for the concerns? 

The assertion that individuals are more likely to be motivated when emotionally moved by truth than mere analytical data holds considerable weight for organizations, particularly those amid expansion or adaptation. Several factors underscore the importance of emotional resonance over analytical reasoning in organizational settings (Ovans, 2015):

• Emotional Resonance: Messages that strike an emotional chord often have a more lasting impact, creating a heightened sense of urgency or significance that raw data alone cannot achieve. This emotional resonance can galvanize teams to act more decisively andcohesively.
• Employee Engagement: When team members feel a deep emotional connection to a project or organizational change, their level of engagement often rises. This increased engagement can lead to improved productivity and overall job satisfaction, which are crucial for the success of any organization.
• Change Management: Employee emotional investment is often a cornerstone for the successful rollout of organizational changes. When people feel emotionally tied to a new direction or strategy, they are more likely to embrace it, easing the transition.
• Trust and Loyalty: Building emotional connections can foster stronger trust and loyalty among team members. These are vital attributes for any organization, but they become even more critical during periods of growth or change.
• Innovation and Creativity: Emotional investment can also catalyze innovation and creativity. Employees who are emotionally committed to their work are often more willing to think outside the box, offering new solutions that can be pivotal for organizational growth and adaptability.

Responsibility of Leaders

When it comes to stakeholder concerns that are primarily emotionally driven, leaders have a heightened responsibility to take these concerns seriously for several reasons (Lee et al., 2022):

• Ethical Responsibility: Leaders must ethically address stakeholders’ emotional concerns. Failure to do so can erode trust and harm the organization’s ethical standing.
• Long-term Success: Stakeholders who feel their concerns are acknowledged are more likely to be invested in the organization’s long-term success, thereby contributing positively to its growth and stability.
• Conflict Resolution: Proactively addressing emotional-based concerns can nip potential conflicts in the bud, preventing them from escalating into more significant issues that could disrupt organizational harmony.
• Organizational Culture: How a leader responds to emotional concerns sets the tone for the organization’s culture. A culture that values emotional intelligence will likely be more inclusive and empathetic.
• Reputation Management: In today’s digital age, the court of public opinion can be swiftand unforgiving. Ignoring emotional concerns can lead to reputational damage that is difficult to repair.
• Legal Implications: In extreme cases, failure to address stakeholder concerns could have legal repercussions, particularly if these concerns relate to harassment or discrimination.

Conclusion

In essence, the emotional facets of motivation are too significant to overlook, especially for organizations that are either expanding or adapting to new circumstances. Leaders bear a substantial responsibility to recognize and address the emotional concerns of their stakeholders, as this not only ensures ethical conduct but also contributes to the organization’s long-term success and cultural integrity.

References

Lee, C., Li, Y., Yeh, W., & Yu, Z. (2022). The effects of leader emotional intelligence, leadership styles, organizational commitment, and trust on job performance in the real estate brokerage industry. Frontiers in Psychology, 13. frontiersin. https://doi.org/10.3389/fpsyg.2022.881725

Ovans, A. (2015, May 5). How emotional intelligence became a key leadership skill. Harvard Business Review. https://hbr.org/2015/04/how-emotional-intelligence-became-a-key-leadership-skill

Reply 3, 4/27/24: Please help me respond to my fellow student’s discussion question below:

Hi Jaslyn,

Your analysis brilliantly captures the essence of emotional engagement in driving organizational change. It is evident from your discussion that emotions play a pivotal role in motivating individuals within organizations, particularly during times of transition. Kotter and Cohen’s (2002) assertion that people are more motivated by truths that influence their feelings rather than by analysis resonates deeply in understanding the dynamics of change management. Your incorporation of Fu’s perspective underscores the significance of emotions in driving action and commitment, highlighting that while analysis offers valuable insights, the emotional connection truly inspires individuals to embrace change. Emotional connection is consistent with Kotter and Cohen’s (2002) idea that visioning, which includes creative and emotional elements, acts as a catalyst for organizational change.

Furthermore, your emphasis on acknowledging and addressing stakeholders’ emotional responses during change is crucial. By actively listening, empathizing, and fostering transparent communication, leaders can create an environment where emotions are validated, and stakeholders feel supported throughout the change process. Your reference to Huyer’s (2014) insight on effectively communicating vision to inspire involvement is particularly compelling. Additionally, your discussion of involving stakeholders in decision-making processes and nurturing a culture of trust and collaboration reflects a profound understanding of mitigating emotional resistance and driving sustainable change. By aligning change initiatives with stakeholders’ values and aspirations, leaders can tap into positive emotions like hope and pride, ultimately enhancing the likelihood of successful change and long-term organizational growth.

Reference

Huyer, D. (2014). Leading Change through Vision. Leadership Excellence, 31(6), 19.

Kotter, P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change.

LDR-615 Topic 3: Change Models

Topic 3 DQ 1

Compare and contrast two different change models. What leadership approach would you use to implement your preferred model? Why?

Topic 3 DQ 2

What is “disruptive change,” and how is this different from “incremental change?” How does disruptive change affect an organization? Provide an example.

LDR-615 Topic 4: Strategies for Implementing Change

Topic 4 DQ 1

Discuss the importance of a change agent and a guiding team. What is the purpose of each, and what traits make them successful?

Topic 4 DQ 2

Discuss two strategies that can be used for leading change. How do these strategies increase stakeholder support and create momentum for a change initiative to be successful? Why might you want to consider including the most vocal critic of the change initiative in your guiding team?

LDR-615 Topic 5: Communicating For Effective Change

Topic 5 DQ 1

Explain how successful communication is used throughout a change process to convey vision and strategies to stakeholders. What may be occurring with the communication process if the change process begins to fail?

Topic 5 DQ 2

Why is effective and frequent communication so critical to a successful change effort? Describe either a good or a bad example of this from your organization or one that you have studied. Describe how the communication affected the various stakeholders affected by the change effort.

LDR-615 Topic 6: Dealing With Change Dynamics

Topic 6 DQ 1

What types of obstacles/objections do leaders face from stakeholders when implementing change within an organization? What strategies can leaders use to work with stakeholders, remove obstacles, and address objections?

Topic 6 DQ 2

Describe an ethical dilemma that you experienced, or have witnessed in a change leader, when attempting to initiate change. How was the ethical dilemma resolved? What can a change leader use to guide decision making when faced with an ethical dilemma?

LDR-615 Topic 7: Evaluating Change Initiatives

Topic 7 DQ 1

Discuss the importance of identifying and acknowledging short-term wins during change. What types of short-term wins are most meaningful? Why?

Topic 7 DQ 2

During a change initiative, what can organizations use to identify or verify truly objective and measureable success? What does your organization utilize to measure its level of success?

LDR-615 Topic 8: Leading Continuous Change and Establishing Permanent Change

Topic 8 DQ 1

Consider an organization in your field or industry. Describe the essential systems necessary to facilitate continuous change without compromising quality or causing burnout among employees. Describe three factors to consider when making sure that the changes made become permanently imbedded in the organization’s culture.

Topic 8 DQ 2

What is your reaction to change in your personal history? What personal tools do you implement to help yourself navigate change?

LDR-615 Organizational Development and Change Course Assignments

LDR-615 Topic 1: Forces Driving Organizational Development

LDR-615 Topic 2: Creating a Vision for Change

The assignment will evaluate existing forces that drive change in the student’s industry. Students should assume a leadership role and assess how their firm responds to change forces and areas of improvement. Lastly, they will develop a vision that inspires this change.

LDR-615 Change Initiative: Creating Vision Assignment

Description

In a written paper of 1,250-1,500 words, evaluate the current forces driving change in your field or industry. As a leader, or considering the role of a leader, assess your organization and evaluate how well it is responding to the forces, and identify where there is a need for change. Develop a vision to inspire this change. Include the following:

1. Describe your organization, include the organization’s mission, and identify the various stakeholders.
2. Identify the external and internal forces that drive organizational change in your field or industry. Explain the origin or reason for these internal or external driving forces. Explain how these forces directly affect the viability of your organization.
3. Choose one of the driving forces. Describe the specific issues this driving force creates, or will potentially create, for your organization or department.
4. Propose the steps needed for your organization or department to respond to this driving force.
5. Predict how employees at various levels in the organization will respond to your proposed change initiative.
6. Develop a vision for change. Describe how this vision correlates with the organization’s mission, and how you will present this vision to internal stakeholders.
7. Predict how you think your vision will assist internal stakeholders in supporting the change initiative. Identify potential considerations posed by stakeholders, and discuss how you will respond.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

LDR-615 Change Initiative: Creating Vision Assignment Rubric

Course Code	Class Code	Assignment Title	Total Points
LDR-615	LDR-615-O500	Change Initiative: Creating Vision	200.0
Criteria	Percentage	Unsatisfactory (0.00%)	Less than Satisfactory (74.00%)	Satisfactory (79.00%)	Good (87.00%)	Excellent (100.00%)	Comments	Points Earned
Content	70.0%
Presentation of Organization (Mission, Stakeholders, Driving Forces in the Industry or Field, Viability of Organization, etc.)	10.0%	No organizational description is presented.	An incomplete description of the organization is presented; significant details regarding the mission and stakeholders have been omitted. Evaluation of organizational viability and driving forces is missing or incomplete.	A general description of the organization is provided; some details necessary to understanding the mission of the organization, and its stakeholders are missing. Evaluation of organizational viability and driving forces is incomplete or lacks of support.	A description of the organization is provided, including most major details necessary to understanding the mission of the organization and its stakeholders. Evaluation of organizational viability and driving forces provides insight into organizational viability, but evaluation lacks sufficient support and some minor details are missing.	A description of the organization is provided, including all major details necessary to understanding the mission of the organization and insight into the various organizational stakeholders. Evaluation of organizational viability and driving forces contains strong support and provides clear insight into organizational viability.
Analysis of the Effect of Specific Driving Force on Organization or Department	15.0%	Analysis of specific driving force and the effect of this force on the organization or department is not presented.	Analysis of specific driving force is presented, but it is incomplete. Specific organizational or departmental issues resulting from the driving force are not discussed.	Analysis of specific driving force is presented, but it lacks details and supporting evidence. Specific organizational or departmental issues resulting from the driving force are generally discussed.	Analysis of specific driving force is presented, including major details and general supporting evidence. Specific organizational or departmental issues resulting from the driving force are discussed.	Analysis of specific driving force is logically presented, including all relevant details and strong supporting evidence. Specific organizational or departmental issues resulting from the driving force are clearly discussed. Analysis provides unique insight into the effects of the driving force on the viability of the organization or department.
Proposal of Steps for Responding to Change	15.0%	No steps are proposed to respond to change.	A general recommendation for responding to change is referenced, but it lacks specific steps. No prediction of stakeholder response to change is presented, or prediction is vague and lacks supportive evidence.	Some steps are proposed responding to change, but they lack a logical sequence and major detail. A general prediction of stakeholder response to change is presented, but the prediction lacks major detail and evidence to support claims.	Steps are proposed for responding to change through logical sequence. A prediction of stakeholder response to change is presented, with general evidence to support claims.	Detailed steps are proposed for responding to change through a clear and logical sequence. A well-developed prediction of stakeholder response to change is presented, with with strong evidence to support claims.
Development of  Vision for Change	20.0%	No vision is presented.	A vision is presented, but it lacks rationale. Vision does not correlate with the mission of the organization, or the mission is not stated. Steps for presenting the vision to stakeholders are incomplete or missing.	A vision is presented with some supporting rationale. Vision loosely correlates with the mission of the organization. Steps for presenting the vision to stakeholders are generally presented.	A vision is presented with rationale. Vision correlates with the mission of the organization. Steps for presenting the vison to stakeholders are presented. Overall, vision contains elements conducive to supporting a change initiative.	A detailed vision is presented with strong supporting rationale. Vision correlates directly with the mission of the organization. Detailed steps for presenting the vision to all internal stakeholders are presented. Presentation of vision facilitates stakeholder involvement. Overall, vision is strongly conducive to supporting a change initiative.
Evaluation of Stakeholder Response and Considerations to Change and Vision	10.0%	No stakeholder evaluation is presented.	A partial stakeholder evaluation of response to change is presented, but it is incomplete.	A stakeholder evaluation of response to change is generally presented. Stakeholder considerations to change and proposed vison are generally discussed; no clear plan for responding to these considerations is proposed.	A stakeholder evaluation of response to change is presented. Stakeholder considerations to change and proposed vison are discussed; a general plan for responding to these considerations is proposed.	A detailed evaluation of stakeholder response to change is presented. Stakeholder considerations to change and proposed vison are clearly identified and discussed in detail; a clear and well-supported plan for responding to these considerations is proposed.
Organization and Effectiveness	20.0%
Thesis Development and Purpose	7.0%	Paper lacks any discernible overall purpose or organizing claim.	Thesis is insufficiently developed or vague. Purpose is not clear.	Thesis is apparent and appropriate to purpose.	Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.	Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.
Argument Logic and Construction	8.0%	Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.	Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.	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.	Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.	Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Mechanics of Writing  (includes spelling, punctuation,	5.0%	Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.	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.	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.	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.	Writer is clearly in command of standard, written, academic English.
Format	10.0%
Paper Format  (use of appropriate style for the major and assignment)	5.0%	Template is not used appropriately or documentation format is rarely followed correctly.	Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent.	Appropriate template is used. Formatting is correct, although some minor errors may be present.	Appropriate template is fully used. There are virtually no errors in formatting style.	All format elements are correct.
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style	5.0%	Sources are not documented.	Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.	Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.	Sources are documented, as appropriate to assignment and style, and format is mostly correct.	Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
Total Weightage	100%

LDR-615 Topic 3: Change Models

Details:

LDR-615 Great Game of Life (GGOL) Program: Simmons Case Study

In a paper (1,000-1,250 words), address the following:

• What is the objective of the Great Game of Life (GGOL) program?
• Should Simmons implement the GGOL? Why or why not? Give at least two reasons based on the case study for your position.
• How did the Charlotte’s Pride video influence your position on the use of GGOL to change Simmons?
• Assuming the GGOL will be implemented, regardless of your position, what steps would you take to ensure positive results? Include at least three steps and stages of implementation.
• How might the GGOL program affect the managerial or employee culture of Simmons?
• How can the emotional elements associated with change be managed and or leveraged? Support your position.

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

LDR-615 Topic 4: Strategies for Implementing Change

Students will create a change model that aligns with their field and firm culture. The model should implement a strategic procedure to help a firm navigate change.

LDR-615 Benchmark – Change Initiative: Develop a Change Model Assignment

Benchmark – Change Initiative: Develop a Change Model

Research the various change models used by organizations today. After assessing these models, create a change model conducive to your field, and that will work within your organization’s culture. This model should serve to implement a strategic process that can help your organization integrate a change and respond to the internal or external driving forces that affect organizational success.

Create a visual representation of your model using a graphic organizer of your choice (flow chart, concept map, etc.). The design of your model will be unique and relevant to your organization, based on a critical analysis of its culture and behavior. However, your model must demonstrate the necessary steps for realistic implementation. Your model will be assessed on the quality of strategic implementation you design, the support you present for your model, and inclusion of the following concepts:

1. Methods to evaluate the need for change
2. Approach and criteria for choosing individuals or teams necessary for a change initiative
3. Communication strategies
4. Strategies to gather stakeholder support and overcome resistance
5. Implementation strategies
6. Sustainability strategies

Once you have created your model, prepare a 15-20 slide PowerPoint presentation to present your model and demonstrate how this model is relevant to your organization and why it will work well within your organization’s culture. In conclusion, discuss why this model will lead to sustainable change when most change initiatives fail. You will utilize this change model for your final paper.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

LDR-615 Benchmark – Change Initiative: Develop a Change Model Assignment Rubric

Course Code	Class Code	Assignment Title	Total Points
LDR-615	LDR-615-O500	Benchmark – Change Initiative: Develop a Change Model	110.0
Criteria	Percentage	Unsatisfactory (0.00%)	Less than Satisfactory (74.00%)	Satisfactory (79.00%)	Good (87.00%)	Excellent (100.00%)	Comments	Points Earned
Content	100.0%
Evaluate the Need for Change	10.0%	Methods used to evaluate the need for change are not included.	Methods used to evaluate the need for change are incomplete or incorrect.	Methods used to evaluate the need for change are included but lack explanation and supporting details.	Methods used to evaluate the need for change are complete and include explanation and supporting details.	Methods used to evaluate the need for change are extremely thorough and include extensive explanation and numerous supporting details.
Choosing Individuals or Teams for Change Initiative	10.0%	Approach and criteria for choosing individuals or teams necessary for a change initiative are not included.	Approach and criteria for choosing individuals or teams necessary for a change initiative are incomplete or incorrect.	Approach and criteria for choosing individuals or teams necessary for a change initiative are included but lack clear explanation.	Approach and criteria for choosing individuals or teams necessary for a change initiative are complete and clearly explained.	Approach and criteria for choosing individuals or teams necessary for a change initiative are expertly crafted.
Communication Strategies	10.0%	Communication strategies are not included.	Communication strategies are incomplete or incorrect.	Communication strategies are included but are inconsistent with the organizational culture and behavior and/or lack detail and explanation.	Communication strategies are completely detailed and explained and consistent with the organizational culture and behavior.	Communication strategies are extremely detailed and well explained and align seamlessly with the organizational culture and behavior.
Stakeholder Support and Overcoming Resistance	10.0%	Strategies to gather stakeholder support and over come resistance are not included.	Strategies to gather stakeholder support and over come resistance are incomplete or incorrect.	Strategies to gather stakeholder support and over come resistance are included but lack clear explanation.	Strategies to gather stakeholder support and over come resistance are complete and clearly explained.	Strategies to gather stakeholder support and over come resistance are expertly crafted.
Implementation Strategies	10.0%	Implementation strategies are not included.	Implementation strategies are incomplete or incorrect.	Implementation strategies are inconsistent with the organizational culture and behavior and/or lack detail and explanation.	Implementation strategies are completely detailed and explained and consistent with the organizational culture and behavior.	Implementation strategies are extremely detailed and well explained and align seamlessly with the organizational culture and behavior.
Sustainability Strategies	10.0%	Sustainability strategies are not included.	Sustainability strategies are incomplete or incorrect.	Sustainability strategies are inconsistent with the organizational culture and behavior and/or lack detail and explanation.	Sustainability strategies are completely detailed and explained and consistent with the organizational culture and behavior.	Sustainability strategies are extremely detailed and well explained and align seamlessly with the organizational culture and behavior.
Graphic Organizer: Visual Appeal and Clarity of Change Model	5.0%	The change model is not presented using a graphic organizer.	The change model is presented using a graphic organizer. Presentation of change model uses garish color or the typographic variations are overused and legibility suffers. Background interferes with readability. Understanding of concepts, ideas, and relationships is limited within the chosen design.	The change model is presented using a graphic organizer, but the design does not clearly illustrate the intended change model. Elements do not consistently contribute to the understanding of concepts, ideas, and relationships. There is some variation in type size, color, and layout of the graphic design used.	The change model is presented using a graphic organizer that illustrates the change model. Visual connections mostly contribute to the understanding of concepts, ideas, and relationships of the change model. Differences in type size or color are used well and consistently.	The change model is presented using a graphic organizer that clearly illustrates the change model. Appropriate and thematic graphic elements are used to make visual connections that contribute to the understanding of concepts, ideas, and relationships. Differences in type size or color are used well and consistently.
Presentation of Content on PowerPoint	10.0%	The content lacks a clear point of view and logical sequence of information. Little persuasive information is included. Sequencing of ideas is unclear.	The content is vague in conveying a point of view and does not create a strong sense of purpose. Some persuasive information is included	The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other.	The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Persuasive information from reliable sources is included.	The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating rationale and advanced organizers. The project gives the audience a clear sense of the main idea.
PowerPoint Layout	5.0%	The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident.	The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text.	The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability.	The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text.	The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text.
Research	10.0%	No outside sources were used to support the change model.	Few outside sources were used to support the change model. Limited research is apparent to provide support or rationale for the change model.	Research is adequate. Sources are standard in relevance, quality of outside sources, or timeliness. General support and rationale is presented for the change model.	Research is timely and relevant, and addresses all of the issues stated in the assignment criteria. Adequate support and rationale is presented for the change model.	Research is supportive of the rationale presented. Sources are distinctive. Addresses all of the issues stated in the assignment criteria. Strong support and rationale is presented for the change model.
Mechanics of Writing  (includes spelling, punctuation, grammar, and language use)	5.0%	Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is employed.	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.	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.	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.	The writer is clearly in command of standard, written, academic English.
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)	5.0%	Sources are not documented.	Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.	Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.	Sources are documented, as appropriate to assignment and style, and format is mostly correct.	Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
Total Weightage	100%

LDR-615 Topic 5: Communicating For Effective Change

LDR-615 Singapore Airlines: Managing Human Resources Case Studies Assignment

Description:

After reading the Singapore Airlines Case Studies A and Singapore Airlines Case Studies B available in the Topic Materials, create a paper (1,500-1,750 words) that addresses the following:

• Singapore Airlines (SIA) states that cabin crews are a vital component of its service strategy. Evaluate the elements of SIA’s workforce management program (young crew policy, training program, performance measurement, feedback, and communication procedures). What changes would you recommend and why?
• Should the company change its advertising campaign? Why or why not?
• What about SIA’s system for measuring service quality? Do you recommend any changes? Why or why not?
• SIA’s strategy to deliver quality includes six main points: democratic organization, smallest units to carry out tasks, delegate authority, creating an environment where delegated responsibility can be used effectively, training and retraining are objectives, and one department is not more important than another. Is SIA violating any of its policies? Would you change any of these points, and, if so, why?
• Is the plan to introduce slot machines a positive change? Support your position.
• Include an introduction and conclusion that connects to the course objectives.

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

LDR-615 Topic 6: Dealing With Change Dynamics

Students will select a firm that has recently responded to a significant change and write a 1250-1500-word paper discussing how the firm is responding to change.

LDR-615 Contemporary Organization Evaluation Assignment

WEEK 6 ASSIGNMENT DEALING WITH CHANGE DYNAMICS

PERFORM RESEARCH ON DISRUPTIVE TECHNOGLY CONTEMPORARY COMPANY’S

VIRTUAL REALITY OR WEB BASED VIDEOS STREAMING MOVIE APPS

HERE IS A WEBSITE WITH MORE LISTING OF OTHER IDEAS YOU CAN RESEARCH AND SELECT THE BEST ONE TO RESEARCH THAT IS GOING THROUGH CHANGE PROCESS AND

https://www.investopedia.com/articles/investing/020615/20-industries-threatened-tech-disruption.asp

In today’s fast-paced and global community, most organizations are faced with constant change. Research contemporary organizations that are currently responding to a significant change within the industry, such as disruptive technology; state, government, or industry regulations; environmental constraints; judicial or legislative rulings; etc.

Choose one organization from your research that has recently responded to major change or is currently responding to change.

Write a paper (1,250-1,500 words) discussing how well the organization is responding to the change dynamics. Include the following:

1. Describe the organization and the change to which it is responding.
2. Discuss the degree to which the change has been disruptive and how the organization has responded to the dynamics created by this change.
3. Evaluate the strategies the organization used in its change plan and determine the level of success the organization experienced with the strategies.
4. Determine the effect the change had on stakeholders, and to what degree stakeholders have resisted. Assess how well stakeholder resistance was addressed.
5. Evaluate the overall implications the change had on interdepartmental collaboration.
6. In your opinion, how well did the leaders of the organization respond and prepare for the change? What worked and what did not work with the strategies they implemented?
7. What modifications would you suggest the leaders of the organization make in order to better address the change dynamics? What additional strategies would you recommend to assist the organization through this change?

Prepare this assignment according to the APA 7^TH EDITION Style. An abstract is not required.

This assignment uses a rubric. Please review the RUBRIC BELOW PRIOR to Beginning the assignment to become familiar with the expectations for successful completion.

X5 References peer reviewed scholar research articles all must be USA based and within 5yrs starting from 2018 onwards- make sure all listed references are accessible with hyperlinks.

RUBRIC 200 POINTS

• Contemporary Organization (Description of Organization and Responding to Change)

20 points- A detailed description of a contemporary organization is presented; all relevant details are included, and description provides insight into the organization. The description of the current change to which the organization is responding is well developed and contains relevant detail.

• Effects of Change (Discusses Effects of Change, Organizational Response and Strategies Utilized)

• Points- A well-rounded discussion on the effects of change on the organization and its response to the change is presented. The discussion is detailed and strongly supported by documented facts.

• Stakeholders (Determine Effects of Change and Response to Change)

• Points- The effect of change on stakeholders is discussed in detail. Stakeholder response/resistance to change is presented with accurate and relevant examples. Well-developed recommendations are provided in responding to stakeholder resistance. Strong evidence or rationale is provided for claims made, and strategies relevant to the organization and stakeholders are offered to help stakeholders overcome resistance.

• Effects of Change on Interdepartmental Collaboration

20 points

A detailed evaluation of the effects of change on interdepartmental collaboration for the organization is presented and provides insight into the situation. The evaluation is supported with strong detail, facts, support, and rationale.

• Evaluation of the Response of the Leaders to Change and the Strategies Presented by Leaders

• Points- Evaluation of the response of the leaders to change is presented with sufficient detail and supporting information vital to understanding the involvement of the leaders. Strategies presented by leaders in response to change are clearly addressed and provide insight into the outcomes the organization experienced in responding to change. Overall, leadership response to change is clear and contains significant information or details that describe the extent of leadership involvement and the degree to which leadership involvement was influential.

• Recommendations (Suggestions to Better Address Change Dynamics, Additional Strategies)

• Points – Well-supported recommendations to address change dynamics are clearly presented. Additional strategies are offered, with strong rationale or a clear plan to illustrate that the recommendations are relevant and would indeed support a better change option in response to change.

• Thesis Development and Purpose

• Points- Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.

• Argument Logic and Construction

• Points- Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.

• Mechanics of Writing (includes spelling, punctuation, grammar, and language use)

• Points- The writer is clearly in command of standard, written, academic English.

• Paper Format (use of appropriate style for the major and assignment)

10 points- All format elements are correct.

• Documentation of Sources

Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)

10 points – Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

LDR-615 Topic 7: Evaluating Change Initiatives

 

LDR-615 Topic 8: Leading Continuous Change and Establishing Permanent Change

The paper will evaluate the performance of the student’s firm. It will also identify an area that could benefit from change initiation in the firm. Then, it will propose an approach to deal with the change initiative. Some topics covered in the paper include a discussion of the firm issue, a description of internal and external driving forces, an evaluation of stakeholders involved, a clarification of the student’s role, and a discussion on required change agents. Students will also be required to use their change models to improve strategies. Also, they will identify potential change barriers and methods that can be used to ascertain the level of success in change development. The paper should also propose strategies that anchor or support continuous change. The last prompt is for students to establish how their change plan will fit the firm’s vision and mission while addressing identified stakeholder concerns.

LDR-615 Benchmark – Change Initiative: Implementation, Evaluation, and Sustainability Assignment

Description

Benchmark – Change Initiative: Implementation, Evaluation, and Sustainability

You will utilize your change model for this assignment. 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. (The two documents will be attached below.).

Evaluate the performance of your organization or department. 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:

1. Discuss the issues in this area and the current outcomes as a result of the issues.
2. Describe the external and/or internal driving forces, contributing issues, and the people affected.
3. Evaluate the stakeholders involved and discuss how they will be affected by your change initiative.
4. Clarify your role and responsibility as a change leader. Discuss the leadership theory (or theories) you will use to guide the change process. 
5. Discuss the change agents you need to recruit in order to successfully implement your change. Describe the roles of these change agents.
6. 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.
7. 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.
8. 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.
9. Propose strategies to anchor change or support continuous change.
10. 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. 

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Please refer to the directions in the Student Success Center.

LDR-615 Benchmark – Change Initiative: Implementation, Evaluation, and Sustainability Assignment Rubric

Course Code	Class Code	Assignment Title	Total Points
LDR-615	LDR-615-O500	Benchmark – Change Initiative: Develop a Change Model	110.0
Criteria	Percentage	Unsatisfactory (0.00%)	Less than Satisfactory (74.00%)	Satisfactory (79.00%)	Good (87.00%)	Excellent (100.00%)	Comments	Points Earned
Content	100.0%
Evaluate the Need for Change	10.0%	Methods used to evaluate the need for change are not included.	Methods used to evaluate the need for change are incomplete or incorrect.	Methods used to evaluate the need for change are included but lack explanation and supporting details.	Methods used to evaluate the need for change are complete and include explanation and supporting details.	Methods used to evaluate the need for change are extremely thorough and include extensive explanation and numerous supporting details.		11.00/11.00
Choosing Individuals or Teams for Change Initiative	10.0%	Approach and criteria for choosing individuals or teams necessary for a change initiative are not included.	Approach and criteria for choosing individuals or teams necessary for a change initiative are incomplete or incorrect.	Approach and criteria for choosing individuals or teams necessary for a change initiative are included but lack clear explanation.	Approach and criteria for choosing individuals or teams necessary for a change initiative are complete and clearly explained.	Approach and criteria for choosing individuals or teams necessary for a change initiative are expertly crafted.		11.00/11.00
Communication Strategies	10.0%	Communication strategies are not included.	Communication strategies are incomplete or incorrect.	Communication strategies are included but are inconsistent with the organizational culture and behavior and/or lack detail and explanation.	Communication strategies are completely detailed and explained and consistent with the organizational culture and behavior.	Communication strategies are extremely detailed and well explained and align seamlessly with the organizational culture and behavior.		11.00/11.00
Stakeholder Support and Overcoming Resistance	10.0%	Strategies to gather stakeholder support and over come resistance are not included.	Strategies to gather stakeholder support and over come resistance are incomplete or incorrect.	Strategies to gather stakeholder support and over come resistance are included but lack clear explanation.	Strategies to gather stakeholder support and over come resistance are complete and clearly explained.	Strategies to gather stakeholder support and over come resistance are expertly crafted.		11.00/11.00
Implementation Strategies	10.0%	Implementation strategies are not included.	Implementation strategies are incomplete or incorrect.	Implementation strategies are inconsistent with the organizational culture and behavior and/or lack detail and explanation.	Implementation strategies are completely detailed and explained and consistent with the organizational culture and behavior.	Implementation strategies are extremely detailed and well explained and align seamlessly with the organizational culture and behavior.		11.00/11.00
Sustainability Strategies	10.0%	Sustainability strategies are not included.	Sustainability strategies are incomplete or incorrect.	Sustainability strategies are inconsistent with the organizational culture and behavior and/or lack detail and explanation.	Sustainability strategies are completely detailed and explained and consistent with the organizational culture and behavior.	Sustainability strategies are extremely detailed and well explained and align seamlessly with the organizational culture and behavior.		11.00/11.00
Graphic Organizer: Visual Appeal and Clarity of Change Model	5.0%	The change model is not presented using a graphic organizer.	The change model is presented using a graphic organizer. Presentation of change model uses garish color or the typographic variations are overused and legibility suffers. Background interferes with readability. Understanding of concepts, ideas, and relationships is limited within the chosen design.	The change model is presented using a graphic organizer, but the design does not clearly illustrate the intended change model. Elements do not consistently contribute to the understanding of concepts, ideas, and relationships. There is some variation in type size, color, and layout of the graphic design used.	The change model is presented using a graphic organizer that illustrates the change model. Visual connections mostly contribute to the understanding of concepts, ideas, and relationships of the change model. Differences in type size or color are used well and consistently.	The change model is presented using a graphic organizer that clearly illustrates the change model. Appropriate and thematic graphic elements are used to make visual connections that contribute to the understanding of concepts, ideas, and relationships. Differences in type size or color are used well and consistently.		5.50/5.50
Presentation of Content on PowerPoint	10.0%	The content lacks a clear point of view and logical sequence of information. Little persuasive information is included. Sequencing of ideas is unclear.	The content is vague in conveying a point of view and does not create a strong sense of purpose. Some persuasive information is included	The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other.	The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Persuasive information from reliable sources is included.	The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating rationale and advanced organizers. The project gives the audience a clear sense of the main idea.		11.00/11.00
PowerPoint Layout	5.0%	The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident.	The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text.	The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability.	The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text.	The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text.		5.50/5.50
Research	10.0%	No outside sources were used to support the change model.	Few outside sources were used to support the change model. Limited research is apparent to provide support or rationale for the change model.	Research is adequate. Sources are standard in relevance, quality of outside sources, or timeliness. General support and rationale is presented for the change model.	Research is timely and relevant, and addresses all of the issues stated in the assignment criteria. Adequate support and rationale is presented for the change model.	Research is supportive of the rationale presented. Sources are distinctive. Addresses all of the issues stated in the assignment criteria. Strong support and rationale is presented for the change model.		11.00/11.00
Mechanics of Writing  (includes spelling, punctuation, grammar, and language use)	5.0%	Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is employed.	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.	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.	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.	The writer is clearly in command of standard, written, academic English.		5.50/5.50
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)	5.0%	Sources are not documented.	Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.	Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.	Sources are documented, as appropriate to assignment and style, and format is mostly correct.	Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.		5.50/5.50
Total Weightage	100%								110.00/110.0

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