Propose a change management plan.

Please see the attached files and pay attention to the  RUBRICS:  

– Propose a change management plan: The steps of the proposed change management plan MUST all be clearly explained and supported by a change   model.

 – Identify at least three key performance indicatorsAt least three KPIs MUST be identified that are related to the change initiative.

– Identify metrics that measure the KPIs: Each KPI MUST have a related metric that is observable and quantifiable.

–  Communicates information clearly and professionally with appropriate supporting evidence,   formatting, and grammar: The information MUST be clearly and professionally presented, without errors in grammar or mechanics. Citations MUST be used appropriately, and the formatting MUST be correct for   APA style.

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Historical Change in Family Relationships

Historical Change in Family Relationships

Over a century ago, the traditional constructs of what was rather considered a typical family structure in American society were basically constituted of two married individuals living together as a couple and aiding each other in facilitating basic need, care and stability for their children. In this case, children that identified with such a family structure were essentially the progeny or biological offspring of the given couple. Worthy to note, this couple primarily constituted of individuals of opposite genders (male and female). Because the subject of individualism and human rights was not a major socio-political issue in the American society 150 years ago, homosexuality and gay marriages were out of the picture. According to Kershaw (2010), this two-parent and offspring family structure, commonly known as a nuclear family, presented the most predominant system.

Today, the American family is not what it once was. Apparently, the conceptual identity of family structures and relationships has experienced significant paradigm shifts of over the last century or so. This is primarily because of the dynamic nature of human societies and the inherent affinity towards change that mankind identifies with. In contemporary American society, the nuclear family has become less prevalent. According to Kershaw (2010), the typical nuclear family structure has been replaced with other complex alternative forms of family systems and relationships.

Balancing work and parenting duties is a major challenge for modern American parents. This is because of the increasing demand for more inputs and proactivity at workplaces. Such overwhelming work duties deny parents time to be with their children. Furthermore, the modern American economy has become too strenuous – an aspect that compels both parents to seek employment in order to sustain their family’s financial needs. As a result, family ties weaken, and physical relationship detachments become inevitable. Consequently, parents are not in a position to perform their parenting duties effectively. Parents find it challenging to instil moral values in their children, especially when the children enter teenage. In some cases, the children feel unvalued and end up misbehaving as they try to draw parents’ attention. Hewlett et al. (2012) identifies family vacation or leisure time to be a very important undertaking.  Family vacation and leisure plays a major role in unifying family and creating stronger bonds between family members. Such activities impart positive memories of children and create opportunities for the family to establish real social relationships. Most American parents today lack the time and mentality of such activities.

Sexism paradigm, especially the change in social perception towards gay marriages, has also transformed modern family relationships. A century ago, same-sex marriage was viewed from the lenses of social abhorrence. Many cultures norms forbade homosexuality. However, as time went by, American people became more knowledgeable and open-minded. Today, same-sex marriages have been legalized. Homosexuals cab now form families and adopt children. However, this aspect has yet again sparked a new form of a dilemma; in which concern for the psychological welfare of children raised by gay couples is being put to the test.

Today, the youngest adult in American society believe that in order to have a prosperous family life, one must first strive to secure financial security and stability before marriage. The timing of this two aspect has been known to foster very high levels of uncertainty. This lead to a lack of effective family planning. In the dawn of the new age of adoption, most American couples have resulted in adopting children due to old age. Adoption brings a new level of behavioural patterns that influence family relations.  Majority of adopted children in U.S families today end up presenting with behavioural problems. Psychiatric experts stills debate on whether adopted children are prone to mental illnesses than their non-adopted counterparts (Niels 2007).

There is a growing pattern among foster parents in the U.S that involves the tendency of seeking psychiatric help to their adopted children immediately they children show signs of obstinacy, stress and other problems. This is perhaps due to the inherent assumption that many adopted children suffer from psychological problems ranging from the loss of their parents, separation from their beloved to more complex issues of the child personality. This view of adopted children among many foster parents has become a major source of problems for many children. Niels (2007) noted that adopted children soon begin to think of themselves as persons with problems beyond family solution and their help lies within the offices of the psychiatric experts. They begin to shape a behavioural resistance to this gesture. The truth is, continued (yet unwarranted) psychiatric attention towards adopted children sends a message to them that they are more psychologically disturbed than the rest of the children. This breeds lack of behavioural confidence – an aspect that fuels lack of unity, solidarity and the ability of a family unit to relate effectively or function productivity.


Hewlett, S. A., Rankin, N., & West, C. (2012). Taking parenting public: The case for a new social movement. Lanham, Md: Rowman & Littlefield.

Kershaw, S. (April 2010). “In some adoptions, love is not enough,” MSNBC.

Niels, N. (April 2007) “Adopted Child Syndrome.” American Journal of Orthopsychiatry: 608- 612. New York: McGraw Hill.

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Organizational Change

Organizational Change

Although universal elements define the organizational change that suggest each as unique, the ambitions, values, perceptions, and ethics organizations adopt represent some of the most significant sources of uniqueness. Even within the same industry, firms differ in how they define, shape up, and approach their goals. Combined with the uniqueness that exists in identifying and approaching success, the different ethics, ambitions, perceptions, and values of organizations present a unique challenge in light of change management in organizations. One of its simplest definitions presents change management as the sum of investments designed to identify revolution, prepare and support organizations, teams, and individuals in addressing organizational change. Change management investments are different from one organization to another. The unique nature of organizations, even those which exists in a similar industrial setting, presents unique challenges in change management. There is hardly a one-size-fits-all change management suite. Excellence in change management not only demands that the unique elements about organizations be adequately understood and analyzed but also matched to the best change management investment in both the short and the long terms (Basu, 2017, p. 15).

 Apart from being of the most popular global brands, Toyota is rich grounds in light of business and organizational-based research and related activities. The company has set up operations in the Middle East in countries ranging from Saudi Arabia, UAE, Iran, Iraq, and Kuwait to Bahrain, Qatar, Oman, Jordan, Yemen, Lebanon, and Syria (Goksoy, 2016, p. 104). In March of 2016, the company began investing in an extensive organizational change that would see the company change its structure and functionality from a product-based structure to a function-based structure. The entire organizational change was aimed at installing and developing a new management structure; one that would aim at creating a product-based organization as opposed to a function-based one to streamline and improve work processes across the company. This would affect all the 14 distributors across the Middle East region. 

The new management structure adopted by Toyota would see the company shifts its orientation from being region based towards the various product classes. This shift would be mainly guided by the reviews from how the company makes decisions and works. According to Toyota’s regional president, the structural change to be instituted might fail to be the ultimate solution required by the company, but it presents a myriad of opportunities to the company and its operations in the Middle East (Cameron & Green, 2015, p. 89). For instance, the organizational change would not only provide the company with grounds through it would make better vehicles, but also strengthen and grow the company’s workforce across the region. The ability of the structural change to fail or work rested squarely on the Toyota workforce across the region.

Traditionally, Toyota has had an organizational culture that invests in and supports continuous improvement and innovation in the company’s endeavours. Today, the organization is guided by four central values; teamwork, quality, continuous improvement birthed from constant learning, and secrecy (Osono, 2018). There is hardly a region or business area Toyota has invested in that is not run through teamwork. The organization is designed to exist as a learning organization; one where the firm and the people therein are developed through constant learning. Quality is at the heart of the organizational culture; the constant need to ensure high-quality automobiles are provided for the different markets it serves. A considerably high degree of secrecy is presented in Toyota’s organizational culture. These elements of the company’s culture have been responsible for the continuous growth over time. The constant learning culture in the company has not only acted as grounds through which innovation has been maintained over time, but has also improved the problem-solving capabilities of the company while ensuring quality is continuously improved. The secrecy element of the organizational culture has reduced the organization’s flexibility and has had adverse effects with regards to rapid problem-solving.

One of the most noticeable organizational changes taking place at Toyota is aimed at ensuring the short and mid-term product development and strategy are assigned to new seven in-house and product-based companies. This will be achieved by creating five new companies and renaming two existing companies. The five companies include Toyota Compact Car Company, Innovative R&D and Engineering Company, Lexus International Company, CV Company, and Mid-size Vehicle Company (Osono, 2018). The two renamed companies are Connected Company and Power Train Company. The organizational changes will also see the creation of a new research centre as well as having the corporate strategy division take up with long and mid-term strategic planning functions. Finally, the divisions within the company which do not fit to a specific group as well as other undefined groups will be forced to transform aimed at supporting the functioning of business units in management areas ranging from cost and profit to administration and human resource within the in-house companies.

There will also be management changes presented in the organizational change. One of the executive vice-presidents in Toyota Middle East will be forced to resign. There will be a simultaneous promotion of one of the managing officer promotions to a senior managing officer (Deans & Kroeger, 2015, p. 183). Two executive vice presidents will take up positions of chief financial officer and chief officer with regards to the Frontier Research Center. Another two vice presidents will be chief officer and chief competitive officer governing the research division.

Conclusively, it is evident to note that the new changes in Toyota Middle East will not only institute organizational changes but will also bring about changes in light of the management of the 14 distributors across the Middle East region. Apart from setting the company on a path to achieve its production and sales targets for 2016, the changes were also aimed at ensuring the company simplifies its work processes and addresses long-standing quality issues. The organizational change in the company are also designed to provide the company deals with one of its long-term goals; to consolidate the production and production of small cars. The company is set to recalibrate its focus on emerging markets, especially India through these organizational changes.


Basu, S. (2017). Corporate purpose: Why it matters more than strategy. New York, NY: Taylor & Francis.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Hoboken, NJ: John Wiley & Sons.

Deans, G. K., & Kroeger, F. (2015). Stretch!: How great companies grow in good times and bad. Hoboken, NJ: Wiley.

Goksoy, A. (2016). Organizational change management strategies in modern business. Hershey, PA: IGI Global.

Osono, E. (2018). Extreme Toyota: Radical contradictions that drive success at the world’s best manufacturer. Prince Frederick, MD: Recorded Books.

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Traditional Change Agenda


The article depicts that the use of linear and classical approach to organizational change include various concerns that must be brought on board in order to reduce the processing time for change process so as to help top management officials to crate a new work routine and order. The article also states that various way such as traditional assumptions are the best for change as they are finite as well as one-off situation that represents the exception rather than the rule of the change process. Ten of the organizational change philosophies are to help explain the important assumptions that govern change management in organizations.

Traditional Change Agenda

            The article depicts that traditional change agenda are not to be ignored in the contemporary, this is because the current world is full change management approaches that add up to the best business strategies that have impact to the change process. The case in the article denotes that traditional change process is a humanistic approach hence favorable.

            The philosophy of change is noted as a way of understanding organizational change or in another way it is considered as a paradigm that is able to determine the issues that leads to perceptions about the change process that employees, stakeholders and employees has towards change.

            This is the oldest change philosophy that has been used in the world and it is considered to have originated from biology. It buys its ideas from the evolution and adaptation theories used in biology. This explains why change management has evolved over time and the adaptive strategies that organizations use during change management process.

            The paper defines the other philosophies such as rational philosophy; also known as strategic philosophy, institutional philosophy; it makes a revolutionary assumption, resource philosophy; this elaborates the value of the assets amid other resources that can lead to change management, contingency perspective; this is based on the organizational performance towards change, in most cases it’s the result of change. In addition, psychological philosophy; this denotes that the dimension of change is based on individuals and personal experience, the other is political philosophy; this bears its change principles from sociological stand point, it states that change is based ideology or belief of systems such as conflict amid others. The other is cultural philosophy, systems philosophy, and postmodern philosophy.

            The first part of the article shows the limitations of adopting a singular philosophy when managing the change process for organizations. It is clear that that despite the fact that there are various philosophy     that constitute change management process, there are others that work best in different workplaces. This therefore states that this philosophies have there individuals advantages. In addition, the article states that organizations are dynamic and evolve over time hence the change strategies or philosophies also ought to change. The article also states that future research should be able to deduce how firms or organizations are able to manage all the relationship between the approaches or the philosophies and change management process.


Graetz, F., & Smith, A. C. (2010). Managing organizational change: a philosophies of change             approach. Journal of Change Management10(2), 135-154.

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Week 4 Communication Systems In Healthcare Change Model & Strategy

Health care organizations are continuously immersed in change from the emergence of new policies, to promote quality care and improve patient safety to keeping pace with the rapid growth in knowledge and best practices. Establishing a solid framework for planning and implementing change is a wise move, as it provides a foundation for the extensive coordination that will be needed to successfully facilitate the change.For this Assignment, you propose a change at the department or unit level and develop a plan for guiding the change effort.To prepare:Review Chapter 8 in the course text. Focus on Kurt Lewin’s change theory, and contrast it with other classic change models and strategies.Reflect on problems, inefficiencies, and critical issues within a specific department, unit, or area in your organization or one with which you are familiar. Select one issue as a focal point for this assignment, and consider a change that could be made to address the issue.Think about how the change would align with the organization’s mission, vision, and values as well as relevant professional standards.Using one of the change models or strategies discussed in Chapter 8, begin formulating a plan for implementing the change within the department/unit. Outline the steps that you and/or others should follow to facilitate the change effort. Align these steps to the change model or strategy you selected.Determine who should be involved in initiating and managing the change. Consider the skills and characteristics that are necessary to facilitate this change effort.To complete:By Day 7Write a 3- to 5-page paper (page count does not include title and reference page) that addresses the following:Identify a problem, inefficiency, or issue within a specific department/unit.Describe a specific, realistic change that could be made to address the issue.Summarize how the change would align with the organization’s mission, vision, and values as well as relevant professional standards.Identify a change model or strategy to guide your planning for implementing the change. Provide a rationale for your selection.Outline the steps that you and/or others would follow to facilitate the change. Align these steps to your selected change model or strategy.Explain who would be involved in initiating and managing this change. Describe the skills and characteristics that would be necessary to facilitate the change effort.Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements. All papers submitted must use this formatting. Note: This Assignment will serve as your Portfolio Assignment for this course.Submission and Grading InformationTo submit your completed Assignment for review and grading, do the following:Please save your Assignment using the naming convention “WK4Assgn+last name+first initial.(extension)” as the name.Click the Week 4 Assignment Rubric to review the Grading Criteria for the Assignment.Click the Week 4 Assignment link. You will also be able to “View Rubric” for grading criteria from this area.Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK4Assgn+last name+first initial.(extension)” and click Open.If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.Click on the Submit button to complete your submission.Quality of Work Submitted:The extent of which work meets the assigned criteria and work reflects graduate level critical and analytic thinking.— Excellent 27(27%) – 30(30%)Good 24 (24%) – 26 (26%)Fair 21 (21%) – 23 (23%)Poor 0 (0%) – 20 (20%)Quality of Work Submitted:The purpose of the paper is clear.— Excellent 5(5%) – 5(5%)Good 4 (4%) – 4 (4%)Fair 3.5 (3.5%) – 3.5 (3.5%)Poor 0 (0%) – 3 (3%)Assimilation and Synthesis of Ideas:The extend to which the work reflects the student’s ability to:Understand and interpret the assignment’s key concepts.— Excellent 9(9%) – 10(10%)Good 8 (8%) – 8 (8%)Fair 7 (7%) – 7 (7%)Poor 0 (0%) – 6 (6%)Assimilation and Synthesis of Ideas:The extend to which the work reflects the student’s ability to:Apply and integrate material in course resources (i.e. video, required readings, and textbook) and credible outside resources.— Excellent 18(18%) – 20(20%)Good 16 (16%) – 17 (17%)Fair 14 (14%) – 15 (15%)Poor 0 (0%) – 13 (13%)Assimilation and Synthesis of Ideas:The extend to which the work reflects the student’s ability to:Synthesize (combines various components or different ideas into a new whole) material in course resources (i.e. video, required readings, textbook) and outside, credible resources by comparing different points of view and highlighting similarities, differences, and connections.— Excellent 18(18%) – 20(20%)Good 16 (16%) – 17 (17%)Fair 14 (14%) – 15 (15%)Poor 0 (0%) – 13 (13%)Written Expression and FormattingParagraph and Sentence Structure: Paragraphs make clear points that support well developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are clearly structured and carefully focused–neither long and rambling nor short and lacking substance.— Excellent 5(5%) – 5(5%)Good 4 (4%) – 4 (4%)Fair 3.5 (3.5%) – 3.5 (3.5%)Poor 0 (0%) – 3 (3%)Written Expression and FormattingEnglish writing standards: Correct grammar, mechanics, and proper punctuation— Excellent 5(5%) – 5(5%)Good 4 (4%) – 4 (4%)Fair 3.5 (3.5%) – 3.5 (3.5%)Poor 0 (0%) – 3 (3%)Written Expression and FormattingThe paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, running head, parenthetical/in-text citations, and reference list.— Excellent 5(5%) – 5(5%)Good 4 (4%) – 4 (4%)Fair 3.5 (3.5%) – 3.5 (3.5%)Poor 0 (0%) – 3 (3%)The post Week 4 Communication Systems In Healthcare Change Model & Strategy first appeared on Submit Your Essays.Week 4 Communication Systems In Healthcare Change Model & Strategy was first posted on October 11, 2020 at 12:30 pm.©2019 “Submit Your Assignment”. Use of this feed is for personal non-commercial use only. If you are not reading this article in your feed reader, then the site is guilty of copyright infringement. Please contact me at  “Is this question part of your assignment? We Can Help!”

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Propose a change to the current law or enactment of a governmental regulation that can alleviate a current healthcare problem in Saudi Arabia

Assignment 14 DS – 515

· Research a current healthcare problem in Saudi Arabia.

· Provide a summary of the situation, including specific examples. Discuss the current law or lack thereof.

· Propose a change to the current law or enactment of a governmental regulation that can alleviate the problem.

· Support your statements with logic and argument, citing any sources referenced

· Be 2 pages in length, not including the required cover and reference pages

· Formatted according to APA writing guidelines

· Provide support for your statements with in-text citations from a minimum of three scholarly articles from peer-reviewed journal articles.


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Discuss who would be the champion for the bill/law change from your state advocates (legislators federal legislators local or national state nursing organizations).

This assignment requires thought about a public policy that is needed or needs to be changed that relates to nursing, health care, or the public. Policy changes can occur by working with members of your legislature, and state or national nurses associations, to introduce a new bill and/or change to a current law in your state or federal government.
In 750-1,000 words, propose a health policy change (that is currently a bill, a law, or may not exist at all) at the state or federal level that you believe needs to change and why.

The policy must not be a clinical care policy for individual care. The policy involved may include public or community health, legislative or regulatory, professional organization (nursing-oriented), advanced nursing practice, health plan, or hospital plan.
Include a specific section for the exact wording for the bill or change in wording of the law.
Include the plan for the implementation of your policy development, to lobbying for passage, to next steps after passage.
Discuss who would be the champion for the bill/law change from your state advocates (legislators, federal legislators, local or national state nursing organizations). Are these individuals also influential in making changes occur? Did you vote for the individual in office that you want to help you make this change?

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Effective group work is essential for helping a health care organization achieve its objectives and meet patients’ needs. In Week 4 you examined the process of planning for and implementing change and began to assess the competencies necessary to facilitate such an effort. This week you consider how to work with groups to execute planned change.

During Week 5, you examine group process theory and consider stages of group formation as well as the characteristics of effective groups. You are encouraged to think about how the unique context of health care creates a particular demand for productive group interactions and assess your own strengths and needs for improvement in this regard.

Students will:
Assess stages of group formation in relation to a specific group
Analyze group task and group-building roles
Analyze the characteristics of and conditions for optimal group performance
Assess the role of management/leadership in facilitating team development

Week 5 Learning Resources
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This page contains the Learning Resources for this week. Be sure to scroll down the page to see all of this week’s assigned Learning Resources.
Required Resources

Note: To access this week’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theory and application (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Chapter 19 “Organizational, Interpersonal, and Group Communication”

Chapter 19 covers many aspects of the communication process, including group communication. As you read this chapter, focus on the stages of group development (forming, storming, norming, performing) and group dynamics (group task roles, group building and maintenance roles, problematic roles). Consider how you can apply these concepts as you engage in group work.
Adams, S. L., & Anantatmula, V. (2010). Social and behavioral influences on team process. Project Management Journal, 41(4), 89–98.
Retrieved from the Walden Library databases.

In this article, the authors report on the effects of individual behaviors on project teams and provide a model that identifies the progress of social and behavioral development. For each stage, the authors provide recommendations for managing team members.
Chun, J. S., & Choi, J. N. (2014). Members’ needs, intragroup conflict, and group performance. The Journal Of Applied Psychology, 99(3), 437-450. doi:10.1037/a0036363

This study theorizes and empirically investigates the relationships among the psychological needs ofgroup members, intragroup conflict, and group performance.
Haynes, J., & Strickler, J. (2014). TeamSTEPPS makes strides for better communication. Nursing,44(1), 62-63. doi:10.1097/01.NURSE.0000438725.66087.89

Teamwork and communication are the focus of this article and include the use of the TeamStepps model for Quality Improvement.
Hogg, M. A., Van Knippenberg, D., & Rast, D. E., III. (2012). Intergroup leadership in organizations: Leading across group and organizational boundaries. Academy of Management Review, 37(2), 232–255.
Retrieved from the Walden Library databases.

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Elaborate on the relationship between resistance to change and communication.

Elaborate on the relationship between resistance to change and communication.

Using the organization that your instructor preapproved, diagnose the organization’s level of resistance and construct a solid communication plan. Use a tablet, smartphone, laptop, desktop, or traditional video recorder to record a maximum of a five to seven (5-7) minute dynamic video on the topics detailed below. Alternatively, you may submit a four to six (4-6) page paper instead of the video submission.


Note: If you are using a tablet or smartphone you will need to email the video file to yourself, then save it to a computer in order to upload to Blackboard. You may want to upload your video to a file sharing service, such as Dropbox, if your email will not let you send a large video file. Dropbox is accessible from all smartphones and tablets from the Dropbox app.


Once you are ready to upload your video to Blackboard, click here to view the “Student Video Assignment Submission” video tutorial in the “Creating a Presentation for Your Course” playlist.


Please use the following naming convention in the popup window for your video once it is finished uploading:


Title: Your First Name, Your Last Name – Managing Organizational Change


Tags: HRM 560, Organizational Change


Description: First Name, Last Name – HRM560 Assignment 4 (Date Uploaded ex. 11-14-2014)


Prepare and present a video that is a maximum of five to seven (5-7) minutes OR write a four to six (4-6) page paper in which you:


  1. Diagnose the reasons for resistance to change.
  2. Interpret the potential causes of resistance in the organization. Identify and describe three (3) potential causes of resistance to your change plan. Identify and describe three (3) potential sources of resistance to your change plan.
  3. Create a plan for minimizing possible resistance to your change management plan.
  4. Elaborate on the relationship between resistance to change and communication.
  5. Evaluate three (3) communication strategies.
  6. Recommend one (1) communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.
  7. Create a solid communication plan for your change initiative.
  8. Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources.


Note: If you choose to submit a video presentation, please also submit a one (1) page summary of your presentation.


If you choose the written paper, your assignment must follow these formatting requirements:


  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.


The specific course learning outcomes associated with this assignment are:


  • Evaluate strategies for communicating change.
  • Evaluate the reactions to change including identifying signs of resistance and approaches to managing it.
  • Evaluate strategies for communicating change.
  • Use technology and information resources to research issues in managing organizational change.
  • Write clearly and concisely about managing organizational change using proper writing mechanics.

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Explain how you could lead the effort to make or influence the change in policy.

different advanced practice roles and scope of practice found in the master of nursing curriculum: NP, nurse educator, nurse informaticist, and nurse administrator

Order Description
Overview/Description: The final assignment will synthesize what you have discovered about the different advanced practice roles and scope of practice found in the master of nursing curriculum: NP, nurse educator, nurse informaticist, and nurse administrator. You will review all roles and then examine the specialty for which you were admitted, focusing on the scope of practice, core competencies, certification requirements, and legal aspects of practice for that specific role. You will also identify the practice environment and population you will be working with, as well as peers and colleagues. In addition, you will discuss your future leadership role and participation in professional organizations.
Your paper is to be based on current literature, standards of practice, core competencies, and certification bodies for your chosen role. The paper should be 10?12 pages excluding the title and reference, and APA format is required.
? Advanced Practice Roles in Nursing:
-Compare and contrast the roles of the NP, nurse educator, nurse informaticist, and nurse administrator in advanced practice nursing pertaining to clinical practice, primary care, education, administration, and research.
? Selected Advanced Practice Role: (I am a Family Nurse Practitioner student, Miami, Florida)
-Examine regulatory and legal requirements for the state in which you plan to practice.
-Describe the professional organizations available for membership based on your selected role.
-Identify required competencies, including certification requirements for your selected role.
-Predict the organization and setting, population, and colleagues with whom you plan to work.*
? Leadership Attributes of the Advanced Practice Role:
-Determine your leadership style ( ? Democratic *
-Identify leadership attributes you currently possess, and attributes you may need to develop.*
-Determine how to attain and evaluate those missing attributes.
? Health Policy and the Advanced Practice Role
? Visit the Robert Wood Johnson Foundation ( and identify a health policy issue. Conduct a review of literature and address the following:
-Describe the current policy and what needs to change; justify your conclusions with citations from the literature.
-Provide the process required to make the change with key players and parties of interest.
-Explain how you could lead the effort to make or influence the change in policy.
-Predict the effect on healthcare quality if the change in policy is implemented.

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