An identification and description of a professional change initiative personally experienced or researched.

We have determined that change is inevitable and subject to a number of variables attributing to the success or failure of the change process. The Final Paper is an exploration of a change initiative that you have personally experienced or researched. The paper should demonstrate your knowledge of the change process through a comprehensive analysis and discussion of the following aspects of organizational change.

Your paper must include:

• An identification and description of a professional change initiative personally experienced or researched.

• A discussion of the change initiative as seen through the eyes of the leader and the follower.

• A discussion of the successes and failures experienced during the change event.

• An analysis of the concepts and theories used to facilitate the change process.

• An evaluation of the impact of the change upon the organization.

• A discussion on the sustainability of the change effort. You must incorporate concepts and theories relating to the change process as they apply to each section of the paper. Writing the Final Paper The Final Paper:

• Must be eight to ten double-spaced pages in length (excluding the title and reference pages), and formatted according to APA style .

• Must include a title page with the following:

o Title of paper

o Student’s name

o Course name and number

o Instructor’s name

o Date submitted

• Must begin with an introductory paragraph that has a succinct thesis statement.

• Must address the topic of the paper with critical thought.

• Must use headers to identify the specific aspect of change within the paper.

• Must end with a conclusion that reaffirms your thesis.

• Must use at least three scholarly sources, in addition to the course text.

• Must document all sources in APA style. Must include a separate reference page that is formatted according to APA style

Forbes School of Business Faculty


Coaching for leaders (Producer). (2013). Succeeding through unexpected change [Audio file]. Heath, C and Heath, D. (2008), Made to Stick: Why some ideas survive and others die. New York: Random House

Required Resource


Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from

Recommended Resources


Glaze, S. (2012, March 30). How penguin leadership will change your team culture (Links to an external site.)Links to an external site. [Blog post]. Retrieved from This article provides interesting details on the development of leadership skills to enhance teamwork.

Kotter, J. P. (2012, November). Accelerate! (cover story). Harvard Business Review, 90(11), 43-58. Retrieved from the EBSCOhost database. This article takes a critical look at strategic management and the impact on organizations. The content reviews the dynamic of stale versus aggressive change management strategies.

Lamm, E., Gordon, J. R., & Purser, R. E. (2010). The role of value congruence in organizational change. Organization Development Journal, 28(2), 49-64. Retrieved from the ProQuest database. This article reviews the relationship between the personal value system and value system of the organization. The authors discuss the variables of the relationship during a time of organizational change.


Coaching for Leaders. (Producer). (2013, July 28). 99: Succeeding through unexpected change (Links to an external site.)Links to an external site. [Audio podcast]. Retrieved from This podcast provides a simple platform for leading the change manager through a time of unexpected events. Reminds the leader of core behaviors for success.


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