Leading Change Abstract

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Running head: LEADING CHANGE ANNOTATED BIBLIOGRAPHY
Leading Change Annotated Bibliography
George K Fanning
American Public University
Management 605
1
Aarons, G. A., Ehrhart, M. G., Farahnak, L. R., & Hurlburt, M. S. (2015). Leadership and
organizational change for implementation (LOCI): a randomized mixed method pilot
study of a leadership and organization development intervention for evidence-based
practice implementation. Implement Sci, 10, 11. Retrieved from
https://doi.org/10.1186/s13012-014-0192-y
The authors, in this case, provide a higher level of focus on important aspects that are
crucial in leading a successful change process within an organizational context. The article
highlights that in implementing change, leadership is critical to guiding essential stages of
change and ensure that they achieve the intended purpose, which is aimed to create a higher level
of focus where it is possible to obtain favorable organizational development. The objective of the
study was to describe initial feasibility, acceptability as well as the utility of the leadership and
organizational change for implementation intervention. The findings showed that leadership and
organizational change for implementation intervention training and organizational strategy
interposition based on feasibility, utility, and acceptability have an influence on leader outcomes.
Therefore, leadership and organizational change for implementation intervention leadership, as
well as organizational change for implementation intervention, is an acceptable and feasible
strategy that can improve staff rated leadership for the evidence-based practice implementation.
This article is vital and relevant to the development of the research since it takes into
consideration important aspects that provide a higher level of focus on leadership and how it is
essential in integrating positive change within an organizational environment. The article will
provide positive background under which the research will be developed and provide a better
understanding of important aspects that can be developed efficiently and improve research focus.
Georgalis, J., Samaratunge, R., Kimberley, N., & Lu, Y. (2015). Change process characteristics
and resistance to organizational change: The role of employee perceptions of justice.
Australian Journal of Management, 40(1), 89-113. Retrieved from
https://doi.org/10.1177/0312896214526212
The article provides focus on the change process characteristics and the underlying
resistance to organizational change. The authors highlight that the main reason why change
processes fail is due to opposition from key stakeholders such as employees who think that they
might be negatively affected by the change process that is being developed. Poor communication
of the change within an organization also creates a challenging environment where it is
challenging for individuals involved in the change process within an organization. The article
highlights the integral role that is played by employees in ensuring that there is effective leading
change process. Resistance to change needs to be solved before implementation of the change to
have a higher chance of success within an organizational context.
The article is relevant to the research and provides very crucial information regarding
leading change. The key aspect that has been discussed in the article is resistance to change
which is one of the key elements, which are detrimental to leading change within an
organizational environment. The findings from the study will help in improving the underlying
assumptions that are made regarding leading change in a workplace environment. The study,
therefore, will provide essential information that will be integrated into the background of the
research and help improve the need for the research.
Quirke, B. (2017). Making the connections: using internal communication to turn strategy into
action. Routledge. Retrieved from https://www.taylorfrancis.com/books/9781351920667
The article provides focus on the fact that change in the business environment has
become inevitable considering the existing high level of competition in shaping the overall
wellbeing of individuals within the change process. It is therefore important to ensure that better
measures are put in place to achieve a higher-level focus on the change process to ensure that
there is successful implementation process of the perceived change. The article provides focus on
internal communication and the role it plays in improving change process understanding. Internal
communication within an organizational context is crucial in ensuring that there is better
understanding between employees on critical issues within the operational environment. Internal
communication, therefore, targets employees and the management where there is need to develop
a higher level of understanding where it is possible to achieve a higher level of commitment
within the organization.
This provides focus on the change process and thus the need to improve the underlying
organizational environment is based on the effectiveness of the internal communication plan that
has been put in place within an organizational context. The findings from the study are relevant
to this research where it will be crucial in developing the research literature. This information
will improve literacy development in the study.
Nelson-Brantley, H. V., Ford, D. J., Miller, K. L., Stegenga, K. A., Lee, R. H., & Bott, M. J.
(2018). Leading Change: A Case Study of the First Independent Critical-Access Hospital
to Achieve Magnet® Designation. Journal of Nursing Administration, 48(3), 141-148.
Retrieved from https://doi.org/doi:10.1097/NNA.0000000000000588
The study provides a higher level of focus in creating a clear and effective understanding
of the change process within an organizational context. Leading change involves a strategic
focus on improving the underlying environment where it is possible to achieve positive
organizational engagement under which it will be crucial in achieving positive organizational
change. Improving organizational outcomes is a key underlying aspect, which is essential in
enhancing organization engagement. Therefore, the article highlights that it is important to
understand essential elements, which define positive organizational change process. Ensuring
that a change process is successful requires a significant focus on key elements that have been
put in place by organizational management.
This article is essential and relevant to this research since it creates a higher level of focus
on leading change where it will be possible to understand the underlying elements, which need to
be integrated within the change process to achieve a higher understanding on how it is possible
to lead positive change. The information highlighted in this article will improve the efficiency
and quality development of literature in the research.
Altamony, H., Al-Salti, Z., Gharaibeh, A., & Elyas, T. (2016). The relationship between change
management strategy and successful enterprise resource planning (ERP)
implementations: A theoretical perspective. International Journal of Business
Management and Economic Research, 7(4), 690-703. Retrieved from
https://www.researchgate.net/profile/Hamzah_Altamony2/publication/318761918
The article takes into focus important success factors in change management strategy
where it is possible to achieve positive organizational implementation of a change process
through enterprise resource planning system. The study highlights that change management
strategy takes into consideration distinct phases, which need to be considered to ensure that the
perceived change is successfully implemented and create a higher level of engagement within an
organizational context. The key aspects that are integrated into this case include preparing to
change which takes into consideration diagnosis, implementing change and measuring the impact
on the organization as well as individuals involved in the change process. The article highlights
that change is a process, which needs to be implemented in phases while ensuring that there is a
crucial focus on the set goals.
This article is relevant in the research since it provides a higher level of understanding
where it is possible to put into consideration more knowledge on underlying fundamental
concepts that define a change process and are crucial in developing more engagement within the
organizational environment. Therefore, the article will help in understanding the research
objective based on previous findings hence guide the direction of the research to achieve a
greater level of success in leading positive change within an organizational setting.
Doppelt, B. (2010). Leading change toward sustainability: A change-management guide for
business, government and civil society, 2nd edition. [Books24x7 version] Retrieved from
http://common.books24x7.com.ezproxy2.apus.edu/toc.aspx?bookid=37880.
The article highlights the key objective of change within a given setting is to ensure that
there is focus on the development of sustainable operational environment without significant
changes. The change process needs to be very specific based on the underlying issue, which
needs to be solved. Achieving a higher level of sustainability creates a broader level of
understanding where it is possible to improve the operational level of organizational success. It is
therefore important to ensure that better measures are taken into consideration to ensure that the
change process is successful. Leading change is a process, which takes into consideration higher
level of organizational success where it is crucial in developing a higher degree of focus.
Sustainability is critical in any operational environment where it is essential to understand the
changing functional landscape.
This article provides a greater level of understanding regarding leading change within a
diverse environment. It is essential to understand that different elements are put into
consideration in creating a high level of engagement. The integration of this article in research
will help identify a vital role that change plays in creating a sustainable operational environment
where it is possible to achieve a higher level of organizational success. The study highlights the
existing research gap that will be exploited efficiently through the development of this research.
Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The
management of change in public organizations: A literature review. Public
administration, 92(1), 1-20. Retrieved from https://doi.org/10.1111/padm.12040
The article takes into focus the existing management of change within public
organizations. The distinct levels of focus, in this case, provides a higher degree of attention
where it is possible to achieve a higher level of organizational change. It is crucial to monitor
how change is managed to ensure that it successfully leads to positive organizational
development. The article takes into focus the existing literature in determining the effective
change management aspects, which can be implemented across different organizations, and
ensuring that there is the management of all stakeholders involved in the change process. The
article identifies leadership as an essential aspect to consider in improving positive
organizational focus in developing the high level of commitment where it would be possible to
achieve a high level of organizational commitment.
This article provides a particular focus on change management focusing on public
organization. However, change management is based on important change strategies that have
been put in place which guide the change process and ensure a high level of organizational
success. Therefore, the study is vital in the development of the research due to its focus on
management of change. This information will be integrated into the study literature and improve
the understanding of the research subject.
Worley, C. G., & Mohrman, S. A. (2014). Is change management obsolete? Organizational
Dynamics, 43(3), 214-224. Retrieved from https://doi.org/10.1016/j.orgdyn.2014.08.008
The study investigates whether change management is obsolete. Change management
takes into consideration different strategies, which are crucial in creating a higher level of
engagement where it is possible to achieve a greater level of success under which the underlying
changes can have the desired impact on organizational management. Change management is a
continuous process within an organizational context, and thus the changes to the underlying
management strategies create a greater level of understanding where it is possible to achieve a
higher-level focus on organizational development. Different organizations, therefore, implement
different change management strategies based on the expected outcomes. An interactive
management approach will provide a clear and a very efficient environment where it is possible
to achieve critical organizational goals. Employee engagement is a crucial aspect that the
management should consider in creating a well-engaged climate where positive performance and
employee satisfaction levels can be increased.
This study will be very crucial in the development of literature in the study because it
provides focus on vital information regarding change management and thus it will help in
understanding the basic concepts that have been integrated into the study to achieve positive
organizational engagement. The research is based on understand leading change and the
challenges involved in the entire process. Therefore, the study is crucial to understanding the
problems in change management.
Mittal, S., & Dhar, R. L. (2015). Transformational leadership and employee creativity:
Mediating role of creative self-efficacy and moderating role of knowledge sharing.
Management Decision, 53(5), 894–910. Retrieved from https://doi.org/10.1108/MD-072014-0464
The article takes into consideration the key focus on implementing change through
integration of transformational leadership within an organizational context. The authors highlight
that employees play an integral role in managing change within an organizational context. They
are responsible for organization success and failure based on the change objectives that have
been highlighted. Transformation leadership is integrated to create a highly effective
environment where a transformational leader communicates the change process to employees
and ensure that their concerns are solved efficiently to allow for the implementation of the
change process. Transformational leadership, therefore, emphasis on change through the
development of a robust organizational vision which is shared among all followers within an
organizational setting. The vision serves as a springboard where every follower within
organizational context is engaged. Transformational leaders integrate some key behavioral
aspects in ensuring they are successful in the implementation of their leadership strategies within
an organizational context.
This article is crucial in the development of the research. The focus on underlying
elements that need to be integrated within the organizational environment to improve change
development is essential in understanding important ways that can be incorporated within the
change process where it would be possible to achieve positive organizational change. It is vital to
ensure that any change process that is integrated within an organizational environment is based
on strong background. The information from this article will provide a higher level of
engagement where it will be possible to achieve positive change management. The article will
help in determining important measures, which can be integrated into research to help understand
how the leading change process can be successful.
Parker, S. K., & Wu, C. (2014). Leading for proactivity: How leaders cultivate staff who make
things happen. The Oxford Handbook of Leadership and Organizations., 380–403.
Retrieved from
http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2014-16828018&login.asp&site=ehost-live&scope=site
The article stresses the key role that leaders play in ensuring that there is a positive
engagement where it is possible to achieve a higher level of organizational success. The
important underlying aspect that is highlighted in this case is the interaction level between
leaders and employees, which help in improving the underlying focus on the change process that
has been developed within the organizational context. Leaders are responsible for training
employees based on the leadership strategy that is adopted by a given leader. Anticipating events
and making the necessary steps to achieve positive development creates a highly engaged
environment where it is possible to obtain a high level of success within an organizational
context.
The article will help in understanding various processes that can be integrated into
change process and ensure that there is successful change implementation. The information in
the article will assist in developing critical strategies, which can be developed to counter
negative elements, which influence the change process.
Running head: LEADING CHANGE
1
Leading Change Detailed Outline
George K Fanning
American Public University
Management 605
LEADING CHANGE
2
Introduction
An organization usually seeks to improve their organizational performance to remain
competitive within the specific industries in which they are operating. It is therefore essential to
understand to improve organizational performance, change is inevitable. Leading change within
an organization is the most sensitive and vital aspect that organizations need to consider directing
their level of focus based on the underlying perceived change (Mittal & Dhar, 2015). Therefore,
when leading change, there are some issues, which tend to arise. It is essential to understand how
these issues influence the change process and how they can be countered through the integration
of better strategies when leading change. Some of the underlying issues in leading change include
communication, diagnosis and change adoption strategies, which influence the level of
engagement. Therefore, this research provides a higher level of understanding of how these
elements affect an active change process and how they can be easily countered to ensure a
successful change process, which achieves the highlighted goals.
Resistance to change is a significant contributor that hinders effective change
implementation. Therefore, leading change needs to put into essential focus elements where it will
be possible to improve the level of engagement where a change process can be successful. Several
factors influence resistance to change within various organizations. It is the role of the management
to determine the source of resistance in a change process and implement essential strategies to
counter the opposition. This helps in streamlining the operational environment where it is possible
to achieve favorable organizational environment. Employees tend to resist change mainly because
the change process that is being developed will be detrimental to their change implementation
process (Nelson-Brantley et al., 2018).
LEADING CHANGE
3
Communication is crucial in leading change within an organization. Change process
involves internal organizational engagement, and thus internal communication needs to focus
clearly on underlying consideration of the existing change processes within an organizational
context. Internal communication focuses on both vertical communications as well as horizontal
communication. It is crucial for an organization to develop a clear internal communication strategy
where it would be possible to achieve higher organizational success. Vertical communication in
this cont …
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