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August 22, 2025

Leading Large-Scale Change

What It Means Many of the forces that impact change are common to both smaller and larger change initiatives. However, as the size and complexity of the change increases, additional factors enter the mix that must be addressed. These include the challenges of dealing with diverse teams that may have competing interests, cultural norms that may be difficult to identify and reconcile, and communication challenges that undermine the messaging needed to make sure everyone in the larger organization understands why they are changing. Why It Matters

• The larger and more complex the change initiative, the more that can go wrong.

• Understanding the differences inherent to leading large-scale change initiatives is important when evaluating the pros and cons of different change tools you may consider.

• Communicating effectively during large-scale change requires more structure than communication during team-based change.

“Every time you have a success and pass a milestone along the way of a change process, stop and celebrate so people can see it’s worth it.”

Jack Welch

© Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

JWI 556 (1196) Page 3 of 9

Leading Large-Scale Change

SIMILARITIES AND DIFFERENCES OF LEADING CHANGE IN TEAMS AND LEADING ENTERPRISE-WIDE CHANGE

“Firms that try to juggle twenty change projects today by using the methods that successful companies applied to the same problem three decades ago always seem to fail… The process fails for two interrelated sets of reasons. First, the management approach back then was usually too centralized to handle twenty complex change projects. If a few senior managers try to get involved in all the details, as was often the practice then, everything slows to a crawl. Second, without the guiding vision and alignment that only leadership can provide, the people in charge of each of the projects wind up spending endless hours trying to coordinate their efforts so that they aren’t constantly stepping on each other’s toes. Running twenty change projects simultaneously is possible if (a) senior executives focus mostly on the overall leadership tasks and (b) senior executives delegate responsibility for management and more detailed leadership as low as possible in the organization…More important, the leadership provided by senior executives helps give those other people the information they need to help coordinate their activities without endless planning and meetings.”

Leading Change, pp. 147-148 Despite numerous common threads, there are a number of additional complexities that come into play when dealing with an enterprise-wide change initiative. Some of these are obvious, and others are a bit subtler. First, let’s clarify what we mean by enterprise-wide change. When we use the term, we typically mean a change initiative that meets one or more of the following criteria:

• Is undertaken in a large organization • Involves multiple business units or geographical locations • Redefines or significantly reorganizes the business

This brings us to the challenge of interdependencies.

“Now and in the foreseeable future, most organizations need to be faster, less costly, and more customer focused. As a result, internal interdependencies will grow. Firms are finding that without big inventories, the various parts of a plant need to be much more carefully coordinated, that with pressure to bring out new products faster, the elements of product development need much closer integration, and so on. But these new interconnections greatly complicate transformation efforts, because change happens much more easily in a system of independent parts.”

Leading Change, pp. 140-141

JWI 556 (1196) Page 4 of 9

“Few if any of us grew up learning how to introduce major change in highly interdependent systems. That, in turn, makes the challenge in organizations today more difficult. Without much experience, we often don’t adequately appreciate a crucial fact: that changing highly interdependent settings is extremely difficult because, ultimately, you have to change nearly everything…Because of all the interconnections, you can rarely move just one element by itself. You have to move dozens or hundreds or thousands of elements, which is difficult and time consuming and can rarely if ever be accomplished by just a few people.”

Leading Change, p. 142

Despite the challenges of interdependencies, large-scale change can deliver large-scale wins. Kotter summarizes what a successful large-scale change initiative looks like:

• More change, not less The guiding coalition uses the credibility afforded by short-term wins to tackle additional and bigger change projects.

• More help Additional people are brought in, promoted, and developed to help with all the changes.

• Leadership from senior management Senior people focus on maintaining clarity of shared purpose for the overall effort and keeping urgency levels up.

• Project management and leadership from below Lower ranks in the hierarchy both provide leadership for specific projects and manage those projects.

• Reduction of unnecessary interdependencies To make change easier in both the short and long term, managers identify unnecessary interdependencies and eliminate them.

Leading Change, p. 150

He offers further guidance on the leveraging opportunities in a large-scale change initiative to set the stage for more effective future change initiatives.

Cleaning up historical artifacts does create an even longer change agenda, which an exhausted organization will not like. But the purging of unnecessary interconnections can ultimately make a transformation much easier. And in a world where change is increasingly the norm rather than the exception, cleaning house can also make all future reorganizing efforts or strategic shifts less difficult.”

Leading Change, pp. 149-150

JWI 556 (1196) Page 5 of 9

MODELS FOR LEADING LARGE-SCALE ORGANIZATIONAL CHANGE As explained previously, we have chosen to focus on John Kotter’s model not because it is the only viable perspective on change, but because it is among the most widely used and has a track record of research supporting it. In fact, it has become such a mainstay of modern change management, many alternative models draw heavily on it. GE, for example, developed a model called the Change Acceleration Process (CAP). It shares many elements with Kotter’s model, but just as they did with Six Sigma, Jack worked with GE leaders to adapt the model and make it their own. CAP has seven stages to it:

1. Leading Change Establish a committed leadership team that will champion and guide the change process through to completion.

2. Creating a Shared Need Address the inertia and complacency that resists the change, and build a broad base of support that accepts that change is needed to make the organization stronger.

3. Shaping a Vision Create a clear and compelling vision of the future state that is easily understood and shared, and that presents a roadmap for how the organization will get there.

4. Mobilizing Commitment Begin the rollout by leveraging early adopters or a targeted subgroup of the organization; identify pockets of resistance and make improvements based on early feedback.

5. Making Change Last As the change takes hold, identify the threats that could cause business to revert to the old ways, and implement safeguards to defend against this.

6. Monitoring Progress Track the effectiveness of the change using specific, quantifiable metrics that can be evaluated, shared, and used to make further refinements.

7. Changing Systems and Structures Change the systems, workflows, and other structures to support the new way of doing business and further anchor the change.

In your readings this week, you will find an article by Robert Miles called “Accelerating Corporate Transformations” (2010). One obvious connection between this and the Change Acceleration Process is the focus on speed. This is a helpful counterpoint to what is, somewhat unfairly, a takeaway from Kotter that change must be undertaken slowly. What is occasionally lost in Kotter’s focus on a methodical approach is the importance of keeping momentum going. Miles argues, “The biggest barrier to corporate transformation was getting organizations to execute their bold new ideas quickly.” He identifies six barriers to speed that most organizational transformation efforts encounter.

JWI 556 (1196) Page 6 of 9

1. Being overly cautious and placing too much emphasis on not making mistakes rather than on taking bold action.

2. Allowing business-as-usual to extend the time frame to get work done. He advocates a no-slack approach focused on tightening the timeline.

3. Initiative gridlock that comes from trying to tackle too many initiatives at once, and not being willing to abandon initiatives that show signs of going down the wrong path.

4. Recalcitrant executives who are not confronted about their behaviors. 5. Disengaged employees who aren’t brought into the loop. He suggests a “rapid-high-engagement-

all-employee-cascade” not unlike a Work-Out. 6. Loss of focus during execution.

This model is not wholly different from Kotter’s, but the focus on speed and the willingness to make some mistakes is a bit different. As you consider his arguments, think about how the two models balance, and which elements of each can be best leveraged to drive people-first change initiatives. STAKEHOLDER MAPPING The stakeholder map is an effective tool for understanding who will be impacted by a large-scale change initiative, and how that can influence both process and communication.

1. Identify your key stakeholders. The first step is to develop a list of all the players who will participate in or influence the outcome of the change initiative. Who may need to lead parts of the effort? Who will it affect most? Whose expertise is critical to success? Your list may include executive team members and other managers, board members, specific individuals or employee groups, key customers, regulators, and so on.

2. Create a map that depicts the relationship among the stakeholders. A map is not a traditional organization chart. It is a picture of how the key stakeholders are positioned with respect to each other and the work to be done, and how they interact with each other.

3. Analyze relationships. The third step is to discuss the implications of your map. What does it tell you about where support is most needed, possible sources of resistance or conflict, current involvement in the change effort, and lines of communication? A map helps you decide where to focus your mobilization efforts and who must be engaged.

While stakeholder maps may be created by one person, when you design them with other members of the guiding coalition, they become powerful tools for building a shared understanding of the change initiative and ensuring its success. Stakeholder mapping will not only help you identify key people or groups who must be mobilized in support of the change initiative. It can also help you clarify their current level of support, their reasons for resistance, where to focus your mobilization efforts, and who might be available to help you. Its real power lies in the discussion that it can generate among members of the guiding coalition.

JWI 556 (1196) Page 7 of 9

This is important for ensuring that you are able to work quickly by not getting bogged down in the wrong sorts of communication. This is less of an issue in team-based change projects, but it becomes critical in larger-scale initiatives. A popular way to categorize stakeholders has become known as RACI.

• Responsible The individuals or groups that are entrusted with executing certain activities

• Accountable The person or group which is ultimately in charge of the activities

• Consulted Those who have a say in how the initiative is executed – for example, because of their expertise or their vested interest in the initiative

• Informed Individuals and groups that should be kept abreast of the developments, but are not actively participating in managing the initiative

Using consistent terminology, like RACI, is important in supporting clear communication. If everyone understands and uses common language, it reduces the likelihood that key steps or people will be missed, or that there will be misinterpretations of expectations.

CHALLENGES OF EFFECTIVELY COMMUNICATING CHANGE IN LARGE, DISTRIBUTED ORGANIZATIONS

In a large and complex organization, some people or divisions will be motivated and able to change before others. The wise change leader takes advantage of these pockets of readiness to get started with the change effort while others are still making up their minds. When these early movers are successful and that success is publicly recognized, it will act as a powerful motivator for the slower movers. Frequent and clear communication is essential.

“…most human beings, especially well-educated ones, buy into something only after they have had a chance to wrestle with it. Wrestling means asking questions, challenging, and arguing. This, of course, is precisely what happens when the vision is first created by the guiding coalition.”

Leading Change, p. 102

Consistency in messaging is critical. If one groups hears one thing (whether you intend it that way or not) and another group hears something different, the change will be undermined. The takeaway will be that there is a lack of focus and leadership. Perhaps resisters will say that someone knows what’s going on, but it’s not them, so they’ll just check out.

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Another risk is that if there are tensions among the different groups impacted by the change, an inconsistent message may be taken as “spin” where one group is being told something to make them happy, whereas a different group is told something different. Kotter leaves us with the following advice on the role of leadership around communication during large- scale change initiatives:

…good leadership from above helps everyone understand the big picture, the overall vision and strategies, and the way each project fits into the whole. Here the people working on different activities all aim for the same long-term goal without ever having to meet…With good leadership from above, these lower-level managers will also be committed to the overall transformation and will thus do what is right with a minimum of parochial political silliness.

Leading Change, pp. 148-149

Leading Large-Scale Change

• Examine the similarities and differences between leading change in teams and leading enterprise-wide change As you explore what it takes to lead more complex change initiatives, it is helpful to examine your own place of work in order to identify real-life examples of the challenges that scale brings with it. Identify a change initiative the HR team could lead that would impact the entire organization, or at least several different functional and/or geographical units. This could be a change in compensation models, retooling the way performance reviews are conducted, or revising policies on working remotely. Map out the interdependencies that need to be addressed to implement the new way of doing things. What other changes need to be made either simultaneously or in quick succession to allow the change to be rolled out? What communication or other challenges do these changes bring to the surface?

• Review additional models for leading large-scale organizational change Spend some time doing a web search for other change models. Some will be proprietary and be marketing tools for consulting or training firms. Others will be models developed by academics or authors. Download the literature and map out the similarities and differences between these models and what we have covered in this course. Which ones bring something useful to the process? If you are launching a change initiative at work, share the different models with your colleagues and get their feedback on what they like/dislike about each.

• Analyze the challenges of effectively communicating change in large, distributed organizations Develop a stakeholder map for a large-scale or complex change initiative you are considering at work. Use the RACI categories to group stakeholders and add additional information on what you know about the level of support and resistance these people/groups have for the initiative. In what ways do your communication processes need to be the same for all groups, and in what ways do they need to be different? Why?

What are the similarities and differences between leading change in teams and enterprise-wide change?,
What are the key models for leading large-scale organizational change?,
What interdependencies must be addressed when implementing enterprise-wide change?,
What are the challenges of effectively communicating change in large distributed organizations?,
How can stakeholder mapping (using RACI) support successful change initiatives?

August 22, 2025

Recruiting Women & Veterans

By Academic Wizard Blog

Recruiting Women & Veterans.

You work as VP of Human Resources for a private-sector employer in an industry that has historically attracted only civilian males (for example, earth-moving equipment, steel making, etc.). Because of your organization’s great success in recruiting women and also military veterans, you want to write a press release as free publicity for your organization’s efforts. Prepare a 2- to 3-page attention-grabbing press release, covering the following:

1. Importance of (a) hiring both genders and also of (b) hiring military veterans.

2. How your private-sector organization has overcome the difficulty of hiring women to jobs in an industry that historically has attracted only men.

3. Explain your best practices in targeted recruitment efforts in (a) hiring women and (b) military vets.

4. Bring in industry statistics from the IBIS World database in the Trident Online Library to enhance and deepen your information.

5. Bring in at least two other companies by name, preferably in the same industry as your spotlighted company:

a. A company that has been successful in hiring women in positions previously held by men. Recruiting Women & Veterans

b. A different company that has a strong practice of hiring military veterans.

For a discussion on writing a press release, with examples, refer to the following resource:

James, G. (2010). How to write a press release, with examples . https://www.cbsnews.com/news/how-to-write-a-press-release-with-examples/

Use at least three reputable outside sources plus any applicable background readings to strengthen your discussion.

To find information in IBIS World in the Trident Online Library: Search IBIS World by clicking on “Additional Sources” under the Library search box. Click on the question mark icon after the IBIS World heading to learn how to navigate the site.

Since this is an academic exercise, be sure to add a title page and reference page when you submit your press release.

Upload your assignment by the module due date.

SLP Assignment Expectations

Your paper will be evaluated using the criteria as stated in the SLP rubric. The following is a review of the rubric criteria:

· Assignment-Driven: Does the paper fully address all aspects of the assignment? Is the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?

· Critical Thinking: Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?

· Business Writing: Is the essay logical, well organized, and well written? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included? Are paraphrasing and synthesis of concepts the primary means of responding, or is justification/support instead conveyed through excessive use of direct quotations?

· Effective Use of Information: Does the submission demonstrate that the student has read, understood and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality (library?) sources? Do additional sources used provide strong support for conclusions drawn, and do they help in shaping the overall paper?

· Citing Sources: Does the student demonstrate understanding of APA Style of referencing by inclusion of proper citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all sources cited in the paper been included on the References page?

· Timeliness: Has the assignment been submitted to TLC (Trident’s learning management system) on or before the module’s due date? Recruiting Women & Veterans

What is the importance of hiring both genders and military veterans?,
How has the organization overcome the difficulty of hiring women in a male-dominated industry?,
What are the best practices in targeted recruitment for women and military veterans?,
What industry statistics from IBIS World support this effort?,
What other companies have been successful in hiring women and veterans?

August 22, 2025

Affirmative Action & Federal Compliance

By Academic Wizard Blog

Affirmative Action & Federal Compliance

You are an HR Manager for a large sheet metal manufacturing company. One of your largest customers has just secured a major office furniture contract with the federal government. Your customer wants your company to become a subcontractor for the project, making all of the plastic parts required. Even though it would be lucrative, there is uncertainty among your organization’s top officials about whether to join this project, given that the preparation of an affirmative action plan and the formulation of goal achievement requirements will be imposed to correct underutilization.

You have been tasked to prepare a slide presentation (10-12 slides, not counting the cover slide or the reference list slide). Include an audio component (voiceover slides), speaker notes at the bottom of each slide, or both). Watch the short YouTube video How to Add Audio into your PowerPoint for more information.

Your presentation needs to address the following:

1. Identify the EEO compliance requirements that impact a federal subcontractor.

2. Classify the important components of an affirmative action plan (expand on the goal-setting process).

3. Determine how affirmative action goals should relate to an organization’s strategic human resources plan.

4. Elucidate on your recommendations to the organization’s top officials about becoming part of this project.

Use at least five Trident Online Library sources plus any applicable background readings to support your discussion.

What are the EEO compliance requirements that impact a federal subcontractor?,
What are the important components of an affirmative action plan especially the goal-setting process? Affirmative Action & Federal Compliance,
How should affirmative action goals relate to an organization’s strategic HR plan?,
What recommendations can be made to the organization’s top officials about joining the project?,
How can compliance be turned into a strategic advantage?

Comprehensive General Answers (Presentation Outline)

Below is a suggested 10–12 slide structure with speaker notes to guide your presentation:

Slide 1: Title Slide

Becoming a Federal Subcontractor: Compliance & Strategic HR

Slide 2: Introduction

Brief overview of customer contract opportunity
Importance of compliance with federal subcontractor requirements
Purpose: Inform leadership and recommend a course of action

Speaker Notes: This slide introduces the scenario and sets the stage for discussing compliance, affirmative action planning, and HR strategy.

Slide 3: EEO Compliance Requirements

Must comply with Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act
Federal subcontractors must adhere to Executive Order 11246 (nondiscrimination)
Compliance with OFCCP (Office of Federal Contract Compliance Programs) regulations is mandatory

Speaker Notes: Subcontractors with federal ties face stricter monitoring of workforce diversity and non-discrimination practices.

Slide 4: Additional Subcontractor Requirements

Written Affirmative Action Plan (AAP) required for contracts > $50,000 and 50+ employees
Record-keeping and annual reporting (e.g., EEO-1 Report)
Risk of audits and penalties for noncompliance

Slide 5: Affirmative Action Plan Components

Workforce analysis: job categories, demographics, and underutilization
Identification of problem areas
Goals and timetables for improvement
Action-oriented programs to address gaps
Internal audit and reporting system

Slide 6: Goal-Setting Process in AAP

Compare workforce demographics to labor market availability
Identify underutilization of women, minorities, veterans, and individuals with disabilities
Establish measurable goals and timetables
Ensure goals are aspirational, not quotas

Slide 7: Linking AAP Goals to Strategic HR

Recruitment strategies aligned with diversity goals
Training and development for underrepresented groups
Succession planning with inclusivity in mind
Performance metrics tied to workforce diversity

Affirmative Action & Federal Compliance

Slide 8: Strategic Benefits of Compliance

Enhances reputation with government and private sector clients
Broadens talent pool through inclusive hiring
Promotes organizational innovation and cultural competence
Strengthens employee engagement and retention

Slide 9: Risks and Considerations

Administrative burden and compliance costs
Potential resistance from leadership or workforce
Need for dedicated HR compliance resources

Slide 10: Recommendations

Move forward with subcontractor opportunity
Invest in strong compliance infrastructure (dedicated HR compliance officer)
Integrate AAP goals into overall HR strategy
Leverage diversity as a competitive advantage

Slide 11: Conclusion

Compliance is a requirement, but also an opportunity
AAP should be viewed as a strategic HR tool
Project participation is recommended for long-term growth

August 22, 2025

Managing Team Conflicts

By Academic Wizard Blog

Managing Team Conflicts

Conflict is an unavoidable reality of teamwork. Conflict may arise do to clashing personalities, disagreements about strategy, or stress. But, conflict is not always bad. In fact, when dealt with and handled, it can lead to positive change and stronger teams. The key lies in how the team lead or manager navigates these tricky situations. Their approach sets the tone for the entire team, shaping how conflict is perceived and resolved. Then, it’s up to the team to work together to resolve it and return to a good level of performance. The team may even reflect on the lesson learned and be able to grow.

Read this article: 7 Workplace Conflict Examples (Plus How to Handle Each One).

3-4pg addressing the following questions:

From the article, describe one reason a team conflict may arise.
How can conflict affect a team’s ability to meet deadlines or achieve their goals?
What are some of the specific methods that you would use to resolve a conflict?
What can a team learn from a conflict?

Download this template to help complete the assignment: U4 IP Template.

Managing Team Conflicts

From the article describe one reason a team conflict may arise.,
How can conflict affect a team’s ability to meet deadlines or achieve their goals?,
What are some of the specific methods that you would use to resolve a conflict?,
What can a team learn from a conflict?,
How can leaders set the tone for effective conflict management?

Comprehensive General Answers

1. Reason a team conflict may arise
According to the article, one common reason team conflicts arise is clashing work styles or personalities. Every team is composed of individuals with unique preferences, communication styles, and problem-solving approaches. For example, a team member who prefers fast decision-making may find it frustrating to work with someone who prefers a slower, more analytical process. When unmanaged, these differences can escalate into disagreements, create tension, and disrupt collaboration. Recognizing these differences early allows managers to mediate and establish a balance that respects both perspectives.

2. How conflict affects deadlines and goals
Conflict can negatively impact a team’s ability to meet deadlines or achieve goals if it remains unresolved. Disagreements consume valuable time and energy that should be devoted to the project, leading to missed milestones and reduced productivity. In addition, prolonged conflict often decreases team morale, which can further delay progress. On the other hand, if managed constructively, conflict can spark new ideas, clarify misunderstandings, and strengthen alignment around shared goals—potentially improving the team’s ability to deliver results in the long run.

3. Methods to resolve conflict
Effective conflict resolution requires intentional strategies. Some methods include:

Active listening: Ensuring each party has the opportunity to express their concerns without interruption.
Finding common ground: Identifying shared objectives that unite team members.
Mediation: Involving a neutral third party, such as a manager, to guide constructive dialogue.
Clear expectations: Establishing ground rules for communication and collaboration to prevent recurring conflicts.
Collaborative problem-solving: Encouraging team members to co-create solutions, which increases buy-in and long-term commitment.
These methods create a respectful environment where differences are acknowledged but do not derail the team’s performance.

4. Lessons teams can learn from conflict
Conflict can provide valuable lessons for teams. By reflecting on how a conflict emerged and how it was resolved, teams can identify gaps in communication, workflow, or expectations. Such insights allow for process improvements and build resilience. Conflict can also strengthen relationships, as team members develop greater empathy and respect for each other’s perspectives. Ultimately, learning from conflict helps teams grow stronger and more cohesive, enabling them to handle future challenges more effectively.

5. Leadership’s role in conflict management
Leaders play a crucial role in setting the tone for conflict resolution. A manager who models openness, fairness, and respect creates an environment where conflicts are viewed as opportunities rather than threats. Leaders who avoid favoritism, encourage dialogue, and remain solution-focused help establish trust within the team. Their approach directly influences whether conflicts become destructive barriers or constructive catalysts for growth.

August 22, 2025

Evaluating OD Interventions

By Academic Wizard Blog

Evaluating OD Interventions

The last part of a change process typically includes the analysis and monitoring of any interventions that were implemented. This process entails data collection and measuring outcomes. The analysis would also require assessing the actual effectiveness of the interventions.

Once the initial effectiveness of interventions is determined, it is important to continue with routine or regular follow-up evaluations These evaluations would enable organizations to do the following:

Identify any other areas requiring improvement
Track progress
Make any necessary adjustments to the interventions

Evaluating OD Interventions

Answer the following questions:

What are some examples of ways to analyze the effectiveness of organizational development (OD) interventions?
Why is key stakeholder involvement and feedback important to evaluate success of OD interventions?
What monitoring strategy would you recommend to ensure that OD interventions are maintained?
Reflect on a successful change that you were a part of. What advice would you give to help others manage change?

Your final submission should consist of a 5–7-page Word document (including cover page and resource page). Evaluating OD Interventions

What are some examples of ways to analyze the effectiveness of organizational development (OD) interventions?,
Why is key stakeholder involvement and feedback important to evaluate success of OD interventions?,
What monitoring strategy would you recommend to ensure that OD interventions are maintained?,
Reflect on a successful change that you were a part of.,
What advice would you give to help others manage change?

Comprehensive General Answers

1. Examples of ways to analyze the effectiveness of OD interventions
The effectiveness of OD interventions can be analyzed through both qualitative and quantitative methods. Quantitative methods include performance metrics such as productivity levels, financial outcomes, employee turnover rates, and customer satisfaction scores. Surveys and questionnaires can help capture employees’ perspectives on whether the intervention led to positive changes. Qualitative methods may involve conducting interviews, focus groups, or observation of workplace culture and behaviors. Comparing pre-intervention and post-intervention data allows organizations to evaluate whether measurable improvements have occurred. Benchmarking against industry standards or competitors can also be used as a form of effectiveness analysis.

2. Importance of stakeholder involvement and feedback
Key stakeholders—employees, managers, and even customers—play a critical role in evaluating the success of OD interventions. Their involvement provides diverse perspectives, ensuring that changes are not only measurable but also meaningful. Feedback from stakeholders helps identify unintended consequences or gaps in the intervention. Engaging stakeholders also increases buy-in and commitment to the change process, which is essential for long-term success. Without their input, organizations risk implementing changes that appear successful on paper but fail to resonate with those most affected.

3. Recommended monitoring strategy for maintaining OD interventions
A strong monitoring strategy should include routine evaluations, ongoing feedback mechanisms, and transparent communication. One effective approach is to establish performance dashboards that track key metrics over time, ensuring progress is visible to all stakeholders. Scheduled check-ins such as quarterly reviews, follow-up surveys, and progress meetings ensure that interventions remain aligned with organizational goals. Additionally, appointing “change champions” within different departments can help sustain momentum and keep accountability high. Continuous learning through training and workshops reinforces the interventions and keeps them adaptable to evolving needs.

4. Reflection on a successful change experience
A successful change I was part of involved implementing a new digital system to streamline communication within the organization. Initially, there was resistance due to unfamiliarity with the technology, but through training sessions, open forums for feedback, and leadership support, the transition was ultimately embraced. The system significantly reduced delays and improved collaboration across teams. This experience highlighted that change is not just about new tools but about supporting people in adapting to them.

August 22, 2025

U.S.–Russia Relations Proposal

By Academic Wizard Blog

U.S.–Russia Relations Proposal

Submit a 1,000-word essay outlining your plan and initial thoughts on your final research paper and video presentation. This outline will detail which national or international security issue was chosen from the list provided below. The proposal will outline your planned analysis of the issue, your preliminary ideas on the strategy you recommend, and commentary on the likely effectiveness of your strategy to bring the issue to a positive resolution. The choices of other students do not impact your choice. Discuss possible exceptions to this policy with the instructor. The essay must include a cover page and bibliography (not counted in the word total). The essay is to be typed, 12 font, double spaced and must meet the following criteria: (1) identifies the issue in need of resolution, outlining a brief history of the issue (10% of the grade); (2) explains the preliminary thesis statement you will make in the final research paper with an explanation of why you have chosen this thesis statement (20% of the grade); (3) estimate the major sections of your paper, i.e., sample section titles and a brief explanation of the purpose of each section, including footnotes/endnotes (30% of the grade); (4) provides an initial working bibliography with all sources collected so far using Chicago (preferred), APA or MLA style (20% of the grade and is required). Submitting the proposal grammatically correct and error-free is worth 10% of the grade. The paper proposal will be submitted in this assignment. The submission is to be in PDF format. Only PDF-formatted files will be accepted. The naming convention of the PDF file is lastnamePSCI6630Proposal.pdf (last name being the student’s last name). All submissions must have a cover page with the student’s name, course number, and title. (Following these submission directions precisely is worth 10% of the grade.)

U.S.–Russia Relations Proposal

Issue selection comprises 1) issue topic and 2) primary perspective. For example, 1) the issue topic is the war between Ukraine and the Russian Federation, and 2) you would then choose the primary perspective of the USA, the Russian Federation, the Ukrainian government, or another nation-state government. While your final paper will need to consider the perspectives of all significant players reacting to your proposed strategy, in this example, you would need to write the strategy for either Trump, Putin, Zelenskyy, or another nation-state leader as your primary focus.

U.S.–Russia Relations Proposal

1. TOPIC US relations with the Russian Federation

What is the history and background of U.S.–Russia relations as a security issue?,
What preliminary thesis statement will guide the final paper and why was it chosen?,
What major sections will structure the research paper, and what is their purpose?,
What initial strategies can the U.S. employ to address the security challenges with Russia?,
What preliminary sources form the working bibliography for this proposal?

August 22, 2025

Healthcare Technology Evaluation

By Academic Wizard Blog

Healthcare Technology Evaluation

Technology has become an essential part of healthcare. As a nurse, it is important to understand how technologies can impact various aspects of healthcare. To become knowledgeable about

the assorted technologies, you must first be able to identify them and describe their key features. This activity will guide you through the initial steps in choosing and evaluating a technology

for its potential impact on healthcare outcomes.

This assignment will help you with Project One, where you will be required to propose a current healthcare technology solution for a problem.

Scenario

Mr. Jones is a 72-year-old male who lives in a rural area more than an hour away from the nearest healthcare facility. After a motor vehicle accident, he was brought to the emergency

department of a regional hospital by emergency medical services (EMS). Mr. Jones was stabilized and evaluated, and it was determined that he needed to be transferred to the nearest level I

trauma center, where he was admitted for multiple surgeries. He was discharged to a rehab facility to continue his recovery. After his release from the rehab facility, he was scheduled for

several follow-up appointments. Because of the use of an electronic health record (ERH), each of the different medical departments had instant access to real-time information about Mr.

Jones’ personal health information. Consider other healthcare technologies that might have also been used to treat Mr. Jones.

Directions

Using the Module One Activity Template in the What to Submit section, identify and describe three different information and communication technologies that could have been used in the

scenario. Do not use the EHR as one of your choices. Use at least two scholarly, current (within the last five years) references to support your work. Specifically, you must address the

following rubric criteria:

1. Function: Describe the functions of three different information and communication technologies.

2. Application: Explain how each of the chosen technologies work.

3. Special features: Describe any special features of each of the technologies.

4. Uses: Explain how each technology is used in healthcare.

5. Rationale: Provide a rationale for using each information and communication technology in the scenario.

What to Submit

Submit your completed Module One Activity Template. Your submission should be a 2- to 3-page Word document with a separate reference page that is not part of the page count. Follow

APA Style standards for formatting and citing your sources.

What are the functions of three information and communication technologies (excluding EHR)?,
How does each of these technologies work in practice?,
What special features does each technology provide?,
How are these technologies used in healthcare?,
What is the rationale for using these technologies in Mr. Jones’ case scenario?

August 21, 2025

Sweet Haven Bakery Marketing Plan

By Academic Wizard Blog

Sweet Haven Bakery Marketing Plan

In this Assignment, you will create a comprehensive social media marketing plan tailored specifically to your small business. This plan should demonstrate your understanding of social media strategy, content planning, analytics, and performance measurement. You will apply the concepts learned throughout the course, focusing on how to effectively use social media to achieve your business goals.
You may build off your previous Assignments’ discussions on social media strategy.
1. Business Overview:

Start with a brief introduction of your small business. Include your business name, industry, target audience, and overall business goals (e.g., increasing sales, raising brand awareness, or building customer loyalty).

2. Social Media Goals:

Define 3–5 clear, measurable goals for your social media marketing efforts. Examples could include increasing follower count by 10%, driving 20% more traffic to Sweet Haven Bakery Marketing Plan

Identify your target audience. Include demographics such as age, gender, location, and psychographics like interests and behaviors. Be as specific as possible about who you are trying to reach.

4. Platform Selection:

Choose 2–3 social media platforms that align with your target audience and business goals (e.g., Instagram, Facebook, LinkedIn). Explain why these platforms are the best fit for your business.

5. Content Strategy:

Outline a content strategy that includes the types of content you will create (e.g., images, videos, blog posts, infographics). Describe how your content will engage your target audience and reflect your brand’s message. Include a sample 1-week content calendar with 3-5 posts, detailing the content, format, and timing of each post. **You may include one week from your previous Content Calendar assignment.**

6. Engagement Strategy:

Discuss how you will engage with your audience. Will you respond to comments? Create polls or interactive content? Collaborate with influencers or partners? Describe the tactics you will use to foster meaningful interactions and build community.

7. Paid Advertising Plan:

In this section, you’ll develop a comprehensive paid advertising strategy that supports the overall goals of your social media marketing plan. For this assignment, I want you to use paid advertising, even if you do not plan on using it in your actual small business.
By clearly outlining these elements, your paid advertising plan will demonstrate how you intend to use targeted ads, effective budgeting, and performance tracking to support your overall business goals.
Sweet Haven Bakery Marketing Plan

Here are the key elements you should include:

Ad Types: Identify the types of ads that align with your business goals and audience. For example:

Sponsored Posts: Ads that look like regular posts and blend into your audience’s feed on platforms like Instagram or Facebook. This is useful for increasing brand awareness and driving engagement.
Banner Ads: Displayed in specific areas of a webpage or app, often used for retargeting users who have already shown interest in your business.
Video Ads: Engaging, visual ads that can tell your brand’s story in a dynamic way, great for increasing conversion rates and encouraging direct actions like purchases.

Budget: Outline your budget allocation for paid ads. Consider how much you plan to spend on a daily or campaign-level basis, keeping in mind the expected reach and duration of the campaign. Discuss how you’ll balance budget limits while maximizing ad performance. For example, will you allocate a larger portion of your budget to video ads if they have higher engagement rates?

Targeting Strategy: Define how you will target your audience. Consider factors such as:

Demographics: Age, gender, location, and other essential traits of your ideal customer.
Psychographics: Interests, behaviors, and values that align with your target audience.
Retargeting: Explain how you’ll re-engage users who have previously interacted with your website or social media, such as those who added items to their cart but didn’t complete a purchase.

Key Performance Indicators (KPIs): Identify the metrics you will track to measure the success of your paid advertising efforts. For instance:

Click-Through Rate (CTR): The percentage of people who click on your ad compared to how many saw it.
Conversion Rate: How many people took a desired action (e.g., made a purchase or signed up for a newsletter) after interacting with your ad.
Cost Per Click (CPC) or Cost Per Acquisition (CPA): These metrics help you evaluate the efficiency of your ads by showing how much you’re spending to acquire a customer or drive a click.

8. Analytics and Performance Measurement:

In this section, you will outline how you plan to track and measure the success of your social media marketing efforts. It’s essential to demonstrate how you will use data-driven insights to refine your strategy and improve performance over time. Include the following details:

Key Metrics: Identify the most important metrics you’ll focus on to assess the success of your campaigns. For example:

Engagement: Likes, comments, shares, and mentions. This will help you gauge how your audience is interacting with your content.
Reach: The total number of unique users who see your content. It helps determine how wide your message is spreading.
Conversions: Actions like clicks, sign ups, or purchases that are directly tied to your goals.
Return on Investment (ROI): Calculate the profitability of your efforts by comparing the revenue generated from social media with the costs of running your campaigns.

Tools: Mention the tools you’ll use to track performance, such as Instagram Insights, Google Analytics, or Hootsuite, and explain why they are well-suited for your goals.

By focusing on these key areas, you’ll show how performance measurement will lead to continuous improvement and long-term success in your social media efforts.

Examples of Using Data: Discuss how you’ll use these metrics to refine your strategy. For instance:

If engagement is high but conversions are low, you might adjust your call to action (CTA) or ensure your posts are more aligned with your target audience’s needs. If reach is low, you could experiment with posting times or use paid ads to reach a larger audience.

9. Conclusion:

Wrap up by summarizing your overall strategy and reinforcing how this plan aligns with your business goals. Highlight the anticipated impact of your social media efforts on your small business.

What is the business overview of Sweet Haven Bakery?,
What are the social media goals?,
Who is the target audience?,
What is the content, engagement and advertising strategy?,
How will analytics and performance measurement ensure success?

August 21, 2025

Teacher Relationships

By Academic Wizard Blog

Teacher Relationships

Answer the following:

What are the positive aspects of the teacher’s management?

What problems are occurring?

What are some possible solutions to the situation, and how would they affect learning?

Teacher Relationships
It was Tuesday morning, second period, and Mr. Alvarez’s sixth-grade language arts class was just settling in. The day’s lesson focused on identifying themes in fiction, and Mr. Alvarez planned to use a short story titled “The Long Walk Home.” He greeted students at the door as they trickled in, handing each a printed copy of the story.

“Good morning, Maya,” he said with a smile. “Can’t wait to hear your take on today’s story.”

Maya smiled back and took her seat. She had her notebook open before the bell rang.

Jayden wandered in a few seconds before the tardy bell. His hoodie was halfway over his head, and he didn’t make eye contact. Mr. Alvarez nodded but said nothing.

Then came Kiara. She walked in mid-conversation with a friend, laughing loudly. Her phone was out, and she was texting.

“Kiara, phone away. Now,” Mr. Alvarez said, his tone sharp.

Kiara rolled her eyes but shoved her phone into her bag. “I’m here, aren’t I?”

The room buzzed with side conversations until Mr. Alvarez called for attention. “Let’s focus. Today we’re reading ‘The Long Walk Home’—a story about decisions, values, and finding courage in unexpected moments.”

Teacher Relationships

He passed out highlighters as he spoke and began reading aloud from the story. Maya followed attentively, highlighting key lines. She jotted a note in the margin and looked up eagerly, waiting for the first discussion prompt.

Mr. Alvarez noticed. “Maya, what do you think the author is trying to show us about the main character’s fears?”

“I think he’s scared of disappointing his dad, but he’s also starting to see that doing the right thing matters more.”

“Excellent insight,” Mr. Alvarez said. “Who else agrees or disagrees?”

No one answered. Jayden had his head propped on one hand and was doodling in the corner of his paper. Mr. Alvarez walked by and tapped the desk. “Let’s focus, Jayden.”

Jayden shrugged and started circling random words on the page. Mr. Alvarez moved on without further comment.

A few minutes later, Kiara leaned back in her chair, muttering under her breath. Her book was closed. When Mr. Alvarez asked the class to pair up for a theme-finding activity, Kiara groaned audibly.

“I don’t even get this story.”

“You haven’t read it,” Mr. Alvarez snapped. “That’s why.”

Kiara folded her arms and stared at the floor. Mr. Alvarez paused, clearly frustrated.

“Kiara, I’ve asked you to engage. You’re wasting your own time and everyone else’s.”

“I don’t care,” she muttered.

“That’s enough. You can take a reflection form and finish your work in the hallway,” he said, pulling a form from his desk drawer.

She stood up quickly, grabbing her bag and slamming it into the chair. “You always single me out,” she said loud enough for the class to hear. “But when Jayden’s doing nothing, it’s fine.”

The class went quiet. Mr. Alvarez looked flustered. “This is not the time. Please go now.”

After she left, a few students exchanged glances. Jayden sat straighter in his chair but looked uncomfortable. Mr. Alvarez cleared his throat and returned to the lesson.

He asked a follow-up question: “How do the character’s actions change once he makes his decision?”

Only Maya raised her hand.

For the next few minutes, the discussion dragged. Mr. Alvarez tried to redirect focus, but the class felt heavy with tension. He finally asked students to complete a theme-analysis worksheet individually.

As students worked, Mr. Alvarez walked around, glancing at papers. When he reached Jayden, he paused. Jayden had actually written a solid paragraph with thoughtful points.

“This is good work,” Mr. Alvarez said quietly. “You made a really smart connection here between the character and the title.”

Jayden looked up, surprised. “Really?”

“Yes,” Mr. Alvarez nodded. “You’ve got the right idea.”

Jayden gave a slight smile and went back to writing. For the first time all week, he raised his hand to ask a question about the assignment. Mr. Alvarez called on him right away and responded positively.

Meanwhile, Maya was finishing early. She added a few decorative sketches around her analysis and waited patiently. Mr. Alvarez walked over and gave her a thumbs up. “Another strong piece. I might use this as a model next week—would that be okay?”

“Sure!” she beamed.

Five minutes before the bell, Kiara returned with her reflection form in hand. She sat down without a word. Mr. Alvarez accepted the form but didn’t speak to her. As students packed up, she looked toward the window and stayed silent.

After class, Mr. Alvarez leaned on his desk, rubbing his forehead. The lesson had started well but spiraled during the conflict with Kiara.

What are the positive aspects of the teacher’s management?,
What problems are occurring?,
What are some possible solutions to the situation and how would they affect learning?,
How does the case study reflect the module’s key information?,
How can explicit connections to theory strengthen understanding of teacher–student relationships?

August 21, 2025

Diagnostic Essay

By Academic Wizard Blog

Diagnostic Essay

You need to write a 5-paragraph essay addressing one of the prompts below. You must have an introductory paragraph concluding with your paper’s thesis. You need to have clear body paragraph points that prove your thesis. Each body paragraph must contain a topic sentence, evidence, and an analysis of your evidence proving your topic sentence. You also need a concluding paragraph. Your paragraphs need to be at least five sentences. This essay is to determine your writing skills. Do not use outside sources, just your head.

1. Many parents do not allow their children to play with toy guns. In your opinion, is this a wise decision? Explain what you think parents should do about toy guns and why.

2. If someone discovered a formula that would enable us to live forever, would that be a blessing or a curse? Use specific reasons and examples to support your answer.

3. Elementary and secondary schools around the country are beginning to actively address the problem of bullies. In your opinion, is bullying an issue that should be addressed by schools or left to parents? Use specific reasons and examples to support your position.

4. Many people feel that American society is too competitive. Do you agree? If so, is this a good thing or a bad thing? Use specific reasons and examples to support your answer Diagnostic Essay

5. What would improve your hometown? Write an essay convincing town officials to make a change that would improve your neighborhood

What is the selected essay prompt?,
What is your thesis statement on the chosen topic?,
What are the main points for each body paragraph?,
How does the evidence and analysis support your thesis?,
How do you conclude and restate your position?

General Comprehensive Answer (Sample Essay Prompt #2: Living Forever)

Introduction

If someone discovered a formula that would allow humans to live forever, many would see it as an extraordinary breakthrough. At first glance, immortality might seem like a blessing, but in reality, it would create significant problems for both individuals and society. Living forever could lead to overpopulation, a loss of meaning in life, and deep inequalities between those who have access to the formula and those who do not. For these reasons, immortality would be more of a curse than a blessing.

Body Paragraph 1: Overpopulation

One major problem with living forever would be overpopulation. The world already struggles with limited resources such as food, clean water, and housing. If no one ever died, the population would rise to uncontrollable levels, straining the environment and creating severe shortages. For example, cities would

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