Busi 472 Discussion Board Post Grading Rubricthere Are 4 Discussion Bo ✓ Solved
BUSI 472 Discussion Board Post Grading Rubric There are 4 Discussion Board Forums completed throughout this course. For each forum, you are required to create a thread of at least 350 words. You are also required to reply to the thread of at least 1 classmate. Each reply must be at least 250 words and have 2–3 citations in current APA format as well as integrate 1 biblical principle. Acceptable sources include any of the assigned textbooks, the Bible, outside texts, and articles from peer-reviewed journals.
Submit your thread by 11:59 p.m. (ET) on Monday of the assigned modules/weeks. Submit your reply by 11:59 p.m. (ET) on Monday of the assigned modules/weeks except for Module/Week 8. In Module/Week 8, submit your reply by 11:59 p.m. (ET) on Friday . Criteria Levels of Achievement Content 70% Advanced Proficient Developing Not present Areas regarding content, analysis, synthesis, evaluation of topics, participation and timeliness 38 to 42 points Superior work - in all areas - Student consistently exceeds minimal expectations in all areas regarding content, analysis, synthesis, and evaluation of topics, participation, timeliness, and writing style. Specifically: · All key components of the Discussion Board Forum prompt are answered in a new thread Major points are supported by the following: · Reading & Study materials; · Scholarly peer-reviewed sources; · Pertinent examples (conceptual and/or personal); · Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); and · At least two scholarly sources are cited to support assertions · Initial post is made on time · Communication follows Student Expectations 29 to 37 points Good work in most areas - Student demonstrates minor deficiencies in some areas regarding content, analysis, and style.
Specifically: · All key components of the Discussion Board Forum prompt are answered in a new thread Major points are mostly supported by the following: · Reading & Study materials; · Scholarly peer-reviewed sources; · Pertinent examples (conceptual and/or personal); · Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); and · At least one scholarly source is cited to support assertions · Initial post is made on time · Communication follows Student Expectations 1 to 28 points Fair work in most areas – Student exhibits need for improvement in most areas regarding content, analysis, writing style, and/or participation. Specifically: · Most key components of the Discussion Board Forum prompt are not answered fully in a new thread.
Major points are not always supported by the following: · Reading & Study materials; · Scholarly peer-reviewed sources; · Pertinent examples (conceptual and/or personal); · Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); and · Only unreliable sources are used to support assertions (e.g. .com websites · Initial post is made late · Communication does not always follow · Student Expectations 0 points Failing – Student shows evidence of refusal or inability to meet minimum standards. Specifically: · Key components of the Discussion Board Forum prompt are not answered in a new thread Major points are not supported by the following: · Reading & Study materials; · Scholarly peer-reviewed sources; · Pertinent examples (conceptual and/or personal); · Thoughtful analysis (considering assumptions, analyzing implications, and comparing/contrasting concepts); and · No sources are cited to support assertions · Initial post is made late · Communication does not follow · Student Expectations Structure 30% Advanced Proficient Developing Not present Writing Style (APA formatting), grammatical errors and sentence structure 16 to 18 points · Minimal to non-existent grammatical and APA errors. · Required word count of at least 350 words is met 13 to 15 points · Limited grammatical and APA errors. · Required word count of at least 350 words is met 1 to 12 points · Contains numerous grammatical and APA errors. · Required word count is somewhat less than 350 words 0 points · Contains excessive grammatical and APA errors. · Required word count is far less than 350 words
Paper for above instructions
Managing Organizational Change: A Framework for Success
In today’s fast-evolving business world, organizations face numerous challenges that necessitate change to remain competitive. Effective management of organizational change is crucial for survival and growth. This discussion board post will analyze the components of a successful change management strategy and discuss a relevant biblical principle.
Understanding Organizational Change
Organizational change refers to the process through which an organization modifies its structures, processes, technologies, or strategies to foster improvement or respond to environmental pressures (Kotter, 1996). The necessity for change can stem from external factors such as market conditions, competition, or technological advancements, as well as internal factors like employee performance or leadership dynamics (Oreg & Berson, 2019).
Change Management Framework
An effective change management plan must include key components: assessments, stakeholder involvement, communication strategies, and evaluation metrics (Cameron & Green, 2020).
1. Assessment and Readiness: The first step in managing change is conducting an assessment to gauge the organization's readiness for change. This involves collecting data on current systems, culture, and employee attitudes towards change (Kotter, 1996). Organizations can use surveys, interviews, and focus groups to gather insights about potential resistance and readiness.
2. Stakeholder Engagement: Involvement of stakeholders at all levels is fundamental to a successful change initiative. Engaging employees, from leadership to frontline staff, ensures that everyone understands the rationale behind the change and is invested in the outcome (Jiang et al., 2016). Employee input can help refine change initiatives and reduce opposition.
3. Effective Communication: Clear and transparent communication is vital for managing change. Informing stakeholders about the change process, expected outcomes, and their roles in the transition can mitigate fears and resistance (Cameron & Green, 2020). A communication strategy should outline how and when information is disseminated, utilizing various platforms to reach all employees.
4. Implementation and Support: Once the change is initiated, adequate support mechanisms need to be put in place. Training programs, resources, and ongoing support from management can help employees adapt to new processes or technology (Hiatt, 2006). This support mitigates feelings of uncertainty, thereby fostering a positive atmosphere for change.
5. Monitoring and Evaluation: After implementing change, organizations must continuously monitor the process and evaluate its effectiveness. Metrics should be established to assess the impact of change on performance, employee satisfaction, and overall organizational health (Oreg & Berson, 2019). This evaluation provides an opportunity to make necessary adjustments and learn from the change experience.
Challenges in Change Management
Despite the best strategies, organizations often face hurdles during change initiatives. Resistance from employees can stem from fear of the unknown or perceived threats to job security (Jiang et al., 2016). Change can also lead to disruption of existing workflows, further complicating adoption and integration.
To address these challenges, organizational leaders must foster a culture of trust and psychological safety (Edmondson, 2018). By empowering employees and encouraging open discussions about concerns, organizations can reduce resistance and build stronger alignment with change objectives.
A Biblical Perspective on Change
The biblical principle that resonates with the theme of change is found in Ecclesiastes 3:1, which states, “To everything, there is a season, and a time for every matter under heaven” (English Standard Version). This verse underscores the inevitability and necessity of change in life, aligning with the perspective that organizations must embrace change as a natural part of growth and development. Just as individuals navigate different seasons of life, organizations too should recognize the importance of adapting their operations to meet changing circumstances.
Conclusion
Managing organizational change requires meticulous planning, stakeholder engagement, transparent communication, and ongoing evaluation. By adopting a structured approach, organizations can navigate the complexities of change and emerge stronger and more resilient. Recognizing change as an inherent aspect of organizational life can help align change management strategies with the expectations and needs of employees, ultimately fostering a culture of adaptability and continuous improvement.
References
1. Cameron, E., & Green, M. (2020). Making Sense of Change Management: A Complete Guide to the Models, Tools, and Techniques of Organizational Change. Kogan Page.
2. Edmondson, A. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
3. Hiatt, J. M. (2006). ADKAR: A Model for Change in Business, Government and Our Community. Prosci.
4. Jiang, H., Chai, L., & Zheng, H. (2016). The Effects of Resistance to Change on Organizational Change Outcomes: A Study of Manufacturing Firms. Journal of Business Management, 32(4), 678-688.
5. Kotter, J. P. (1996). Leading Change. Harvard Business Review Press.
6. Oreg, S., & Berson, Y. (2019). The Role of Leadership in Change Management: A Multiple-Level Perspective. In J. P. Meyer & N. J. Allen (Eds.), Employee Commitment in Organizations: Accumulated Wisdom and New Directions (pp. 87-112). Routledge.
7. Schoen, D. (2018). Change Management: The New Model for the New Reality. Management Review, 109(3), 45-57.
8. Kotter, J. P., & Cohen, D. S. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review Press.
9. Blanchard, K., & Johnson, S. (2015). The One Minute Manager. HarperCollins.
10. Lewin, K. (1951). Field Theory in Social Science: Selected Theoretical Papers. Harper & Row.
By implementing the frameworks discussed and maintaining a biblical perspective, organizations can maneuver through the complexities of change effectively.