I. PurposeThe purpose of this experiential learning activity is to apply nursing leadership knowledge and skills to plan for organizational change with system-wide impact. (CO 2, 3, 5)III. RequirementsDescription of the AssignmentThis assignment provides the opportunity for the student to:Create an evidence-based plan for system-wide change guided by a selected organizational change modelEngage in high-level decision-making processes common in the nurse executive roleUse reflective practice knowledge and skills in making high level decision making and change managementIV. Preparing the AssignmentAddress all components of the Advanced Communication in Systems Leadership paper as outlined under “Assignment Directions and Criteria”.The paper is graded on quality and completeness of information, depth of thought, organization following outline provided, substantive narrative, use of citations, use of Standard English, and writing conventions.Format:American Psychological Association. (2010). Publication manual of the American Psychological Association (current ed.). Washington, DC: Author. Is the source used for this paperRequired elementsTitle page, reference pageUse Microsoft WordPage numbers, running head, doubles-spaced, times new roman, 12pt font, 1″ margins, level 1 headingsPaper length: 7 maximum, excluding reference page and title pageScholarly sourcesMinimum of four (4) scholarly resources no older than 5 years (See: What is a Scholarly Source under APA resources)Proof-readingUse spell check and grammar check and correct all errorsCompare final draft to detailed outline directions to ensure all required elements includedSubmitting the paperDIRECTIONS AND ASSIGNMENT CRITERIAYou will use the following headings for your paper:Approach to the organizational mandatePurpose of the paperOverview of the tasks, potential challenges, and implications of a reduction in workforcePart II: Reduction in Workforce-DecidingUsing Human Resources (HR) metrics Table 1Approach, choices, rationaleChallenges presented (including role of ethics)Using HR metrics with Relative Information Table 2Approach, choices, rationalChallenges presentedConflicts raisedNegotiation usedPart III: Reduction in Workforce-Planning the ChangeOverview of reorganization plan including timelinePlan for change and application of Kotter’s or Rogers’ change modelAnticipated conflict (three areas) and the benefits of using a change modelHealthy work environmentDescribe department and system-wide implications, impact, and conflictStrategies for addressing morale and motivation of remaining workforceSummary/ConclusionsRestatement of purposeOverview of tasksWhat was learned
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