DY3001 J Kiehm

DY3001: Personal and Organizational Change: Analyze aspects of change for individuals and organizations
Written Response Submission Form
Your Name: Jason Kiehm
Your E-Mail Address: Jason.kiehm@waldenu.edu
Instructions
Write your responses where it reads “Enter your response here.” Write as much as needed to satisfy the requirements
indicated. Each item contains the Rubric, which will be used to evaluate your responses.
©2020 Walden University 1

Item 1
Examine the factors that can lead a person to change. In your response, provide at least two examples of personal
change and include the intrinsic and extrinsic factors that contributed to those examples of personal change. Your
response should be 150–225 words (2–3 paragraphs) in length. Be sure to reference at least one scholarly source to
support your answer.
Your Response
There are four main factors that lead a person to change: intention, nature, events, and force (Valuetainment, 2017).
Intention means the conscious choice to change and is an intrinsic change that can be controlled. Nature means the
natural change that occurs in a person’s lifespan; for example, aging and maturation. This is also an intrinsic change but
cannot be totally controlled. Events refer to life changing events that are either accidental or intentional (Valuetainment,
2017). An accidental event would be a chance meeting with someone who offers you a job, or a death of a friend, and is
mostly extrinsic. An intentional event would be enrollment in a self-improvement course or quitting your job. The final
factor of change is force. This refers to events or circumstances completely extrinsic and out of your control such as war,
natural disasters, or even market failures and economic depression.
I have experienced a lot of change in my life. The first and most important change in my life was meeting my wife. This
was an accidental life changing event. I’d gone to Seoul, Korea for my cousin’s wedding and happened to meet an old
friend who was in contact with a mutual friend from high school currently residing there. That mutual friend met with me
while I was in Seoul, and we are now married. My cousin’s wedding was an extrinsic factor that led me down a very
certain path. Becoming a husband changed me greatly. The second most important change in my life was my first
daughter. This was also an accidental life changing event. My wife was declared unable to have children by her doctor.
We now have two children. Becoming a father changed me even more. These two major changes led to many intrinsic
and extrinsic changes, and they will undoubtedly continue to happen until I die.
Rubric
0 1 2
Not Present Needs Improvement Meets Expectations
Module 1: Personal Change
Analyze factors that Response is not present. Analysis of factors that lead Response provides a clear,
lead a person to a person to change— accurate, and complete
change, including at including at least two analysis of factors that lead

0 1 2
least two examples of examples of personal a person to change—
personal change and change and the intrinsic and including at least two
the intrinsic and extrinsic factors that examples of personal
extrinsic factors that contributed to those change and the intrinsic and
contributed to those examples—is vague, extrinsic factors that
examples. inaccurate, and/or contributed to those
incomplete. examples.
Learning Objective 1.1.1:
Examine factors related to
personal change

Item 2
Describe an aspect of yourself or area in your life in which you experienced a personal change for the better. Explain what
motivated you to make this change and what the results were (negative and/or positive). Your response should be 150–
225 words (2–3 paragraphs) in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
Becoming a husband has spurred in me incredible personal change for the better. Dating in the modern world isn’t what it
used to be. The focus is fun and frivolity with an attitude of immortality that belittles death. “You only live once” or “YOLO”,
as it’s been said. My then girlfriend and I partook in this cultural norm as we partied and drank the nights away together.
However, the wildly unlikely chance of our reunion, the chemistry between us, and probably some deeply seeded values
from our Korean heritage began to change us both. I didn’t want to be with anyone else and neither did she.
We married after discussing what our agreed upon definition of marriage is: a contract to be together through heaven and
hell. Once married, the role of husband demanded that I change many things about myself that I’d grown accustomed to
and, frankly, quite fond of. According to a study done in the Journal of Personality and Social Psychology, a desire to
change is not enough and must be supported with disciplined action (Jarrett, 2018). I was great at being single and living
alone, but terrible at living with someone. I had to make a conscious effort every single day to change habits, desires, and
even thoughts that threatened to make my life a living hell. It was a ferocious and brutal battle with myself and often times
with her. Things had to change. Divorce was not an option. I began to ask myself, “What would make her happy today?”
Sometimes I would ask her directly. This became a daily habit. Finally, after a lifetime of self-gratification, I changed into a
person who served another, and I will continue to serve my wife until I die.
Rubric
0 1 2
Explain what Response is not present. Explanation of the Response provides a clear,
motivated you to motivation for making a accurate, and complete
make a personal personal change and the explanation of the
change and the results of that change motivation for making a
results of that change (negative or positive)— personal change and the

0 1 2
(negative or positive); including a description of results of that change
include in your the personal aspect or area (negative or positive)—
explanation a of life where the change including a description of
description of the was experienced—is vague, the personal aspect or area
aspect of yourself or inaccurate, and/or of life where the change
area in your life incomplete. was experienced.
where you
experienced the
change.

Examine factors related to
personal change

Item 3
Analyze the importance of change for individuals. In your response, weigh the pros and cons of having a change mindset.
Include two examples of positive outcomes from incorporating personal change and two examples of potentially negative
consequences, either from incorporating personal change or from failing to incorporate personal change. Your response
should be 150–225 words (2–3 paragraphs) in length. Be sure to reference at least one scholarly source to support your
answer.
Your Response
Change is important for individuals because it is an integral part of existence. Change can be compared to chaos, or the
great unknown. It is the transition from what was constant and stable to the mysterious and unpredictable, in other words,
the move away from order. Having a change mindset has both pros and cons. According to an article by The HR
Consortium, change can promote growth, flexibility, strength, compassion, and opportunities while challenging values,
beliefs, and routines (2016). However, these benefits can only be realized if the change is handled properly. Otherwise,
the change can wreak havoc instead.
For example, the company you work for may have just hired an executive that is making your life miserable. Depending
on your change mindset, the outcomes can be either positive or negative. If you are flexible and compassionate, you may
be able to figure out how to work with that executive. The unique challenge that executive brings may even reveal some
strengths you weren’t aware of and change for the better in the face of adversity. If your change mindset is not well
developed, then you might make the mistake of resigning and jumping to the next job without properly assessing yourself
and the situation. This type of change may become a regular occurrence, with change after change that doesn’t help to
improve much over the long run.
Another example of change is if there is a death in the family. This type of change is inevitable and will force a change in
you whether you want it or not. It is likely that arrangements will have to be made for the deceased and their estate put in
order. You must be able to go through this change with resilience and strength to reduce the suffering of those left behind,
yourself included. However, if you don’t incorporate positive and conscious personal change during this period, you may
revert to or further amplify the personality traits that do not help with the change (Jarrett, 2018). In other words, you may
fall into a state of neglect and neuroticism instead of becoming more conscientious or open. Change, whether positive or
negative, will happen with or without your conscious participation. It would be in your, and society’s, best interest if you
incorporated conscious personal change whenever possible.

Rubric
0 1 2
Analyze the Response is not present. Analysis of the importance Response provides a clear,
importance of change of change for individuals— accurate, and complete
for individuals, including the pros and cons analysis of the importance
including the pros of having a change mindset, of change for individuals—
and cons of having a two examples of positive including the pros and cons
change mindset, two outcomes, and two of having a change mindset,
examples of positive potentially negative two examples of positive
outcomes, and two consequences—is vague, outcomes, and two
potentially negative inaccurate, and/or potentially negative
consequences. incomplete. consequences.
Learning Objective 1.2:

Analyze the importance of
change for individuals

Item 4
Explain what organizational change is and identify three examples of specific drivers, or causes, of organizational change.
Your response should be 150–225 words (2–3 paragraphs) in length. Be sure to reference at least one scholarly source to
support your answer.
Your Response
Organizational change is the process in which an organization changes its processes, mission, or even its vision to adapt
to internal or external demands or market conditions. One big driver of organizational change is the economic climate,
which means the condition of the overall economy. The economic climate may be in a recession, which may force a
company to lay off employees, or it could mean that a merger is necessary, both of which would require the company to
restructure itself (Market Business News, 2019).
Another driver of organizational change is new technology. For example, the Internet and social media have brought on
major changes to the marketing industry. Newspapers, magazines, and print media are nearly dead. Cable television is
also a dying breed as streaming services, blogs, online forums, and news apps on mobile are taking over. Advertising
agencies and businesses alike must change their business strategies and culture to adapt. Taxi services have also felt the
hit from technology as Uber and Lyft have burst onto the scene. In Korea, Taxi companies have adapted by partnering
with Kakao, a technology giant that started with a messaging app and expanded into navigation, online payments, games,
and now call taxis.
The competitive marketplace is also a driver of change in organizations. For example, the online stock-trading app,
Robinhood, completely changed the marketplace by introducing zero trading fees and account minimums (Divine, 2019).
Trades used to cost quite a bit per transaction, but since Robinhood came into the marketplace, zero fees and lower
account minimums have become the norm. Tesla, Inc. has also changed the marketplace, albeit much more gradually
than the previous example. Nearly every major motor vehicle company has manufactured an all-electric vehicle for
production since Tesla’s rise in popularity.
Rubric
0 1 2
Module 2: Organizational Change
Explain what Response is not present. Explanation of Response provides a clear,
organizational organizational change— accurate, and complete

0 1 2
change is and including three examples of explanation of
identify three specific drivers, or causes, organizational change—
examples of specific of organizational change— including three examples of
drivers, or causes, of is vague, inaccurate, and/or specific drivers, or causes,
organizational incomplete. of organizational change.
change.

Examine causes of change
within an organization

Item 5
Explain the importance of change for organizations. How does change affect business outcomes, either in a positive or a
negative way? Your response should be 150–225 words (2–3 paragraphs) in length. Be sure to reference at least one
scholarly source to support your answer.
Your Response
Change is important for organizations because change is an inevitable part of existence. Literally every new generation of
life represents change, either small or drastic, from the previous generation. While there are quite a few companies
around today that have existed for more than 200 years, none of them have been able to resist change. Kongo Gumi is a
Japanese temple builder that has been in business for 1,428 years. The company had to change and adapt many times
throughout its long life, including a switch to building coffins during WWII, and was recently purchased by Takamatsu as a
subsidiary (Brown, 2019).
Organizational change is a natural part of business and can help it to remain relevant in the marketplace. All products
have a life cycle that includes the introduction, growth, maturity, and decline stages (Marketing 91, 2017). Even within the
confines of a single product life cycle, an organization must change and adapt. A similar concept can be applied to entire
industries. However, it is understandable why organizations can be wary of change. Change represents chaos and the
unknown. People generally fear the unknown and do not react well to it. Thus, while change may be necessary for a
business to evolve, if handled poorly, the change could backfire and cause a lot of distress amongst the employees, and
loss of time and capital for the organization.
Rubric
0 1 2
Explain the Response is not present. Explanation of the Response provides a clear,
importance of change importance of change for accurate, and complete
for organizations, organizations, including how explanation of the
including how change affects business importance of change for
change affects outcomes—either positively organizations, including how
business outcomes— or negatively—is vague, change affects business
either positively or inaccurate, and/or outcomes—either positively
negatively. incomplete. or negatively.

0 1 2

Explain effects of change on
business outcomes in an
organization

Item 6
Identify three causes of failure in organizational change efforts. Your response should be 75–150 words (1–2 paragraphs)
in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
Three reasons why organizational efforts tend to fail are change fatigue, lack of skill in management, and the method of
planning, selection, and implementation of the change (Aguirre et al., 2013). Change fatigue refers to the stress that the
company feels due to the constant demands of change. When faced with a large or significant organizational change,
people may experience feelings of shock, denial, rejection, and even anger (Center for Management & Organization
Effectiveness, n.d.). This can put a lot of stress on people if this type of change is happening regularly. The stress could
be further amplified by the lack of skills of the leadership. If the leaders are unable to communicate openly and honestly
with their people at every step of the transition, then people may feel lost, afraid, or even resentful. However, no matter
how well the leadership does communicate, nothing can stop a poorly planned and executed change initiative from failing.
People will not only lose confidence in the change, but they will also experience even more stress from the lack of
direction.
Rubric
0 1 2
Identify three causes Response is not present. Identification of three Response provides a clear,
of failure in causes of failure in accurate, and complete
organizational organizational change identification of three
change efforts. efforts is vague, inaccurate, causes of failure in
and/or incomplete. organizational change
Learning Objective 2.3: efforts.
Identify causes of failure in
organizational change
efforts

Item 7
Explain organizational culture and its importance to the success of a business or organization. Your response should be
75–150 words (1–2 paragraphs) in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
Organizational culture is vital to the success of a business or organization. According to a survey conducted by the
Katzenbach Center, 84% of respondents agreed that their organization’s culture is critical to business success, and 60%
say that culture is more important than strategy or operating model (Aguirre et al., 2013). Culture is what influences your
behavior and guides your social interactions. It is no different within a company. If a company has a healthy culture, then
its people will thrive and the company with them. However, if a culture becomes tainted by fear, dishonesty, and cruelty,
or if it refuses to acknowledge and deal with change, then it will be destined to fail. Good examples of this are Nazi
Germany, the Soviet Union, and Maoist China. Both Nazi Germany and the Soviet Union suffered from a failure of culture.
Maoist China was only able to survive because it adapted its culture to accept capitalism, albeit a much more oppressive
form of it. Culture is at the very heart of any organization, whether it be a business or a nation.
Rubric
0 1 2
Explain Response is not present. Explanation of Response provides a clear,
organizational culture organizational culture and accurate, and complete
and its importance to its importance to the explanation of
the success of a success of a business or organizational culture and
business or organization is vague, its importance to the
organization. inaccurate, and/or success of a business or
incomplete. organization.
Analyze impact of
organizational culture on
organizational success and
change management

Item 8
Explain how organizational culture can affect the process for organizational change. Your response should be 75–150
words (1–2 paragraphs) in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
The organizational culture can greatly affect the process for organizational change. Organizational culture influences the
way people within the organization interact with each other and may even help them to identify with the organization
(Schrodt, 2002). The more people identify with an organization, the more willing they will be to help implement change. If
the company’s culture promotes open discussion, then employees will not feel prohibited from sharing concerns with
proposed changes to the organization. This type of communication could reinforce the culture during the transition and
further strengthen the bonds between the company and its people. Also, if the change is shown to align with the culture
that everyone already accepts, then the change may be much better received. Organizational culture is vital for the
successful implementation of organizational change.
Rubric
0 1 2
Explain how Response is not present. Explanation of how Response provides a clear,
organizational culture organizational culture can accurate, and complete
can affect the affect the process for explanation of how
process for organizational change is organizational culture can
organizational vague, inaccurate, and/or affect the process for
change. incomplete. organizational change.

Analyze impact of
change management

For items 9–11, review the “Tony Hsieh at Zappos: Structure, Culture and Change” case study and do some
research on your own to locate additional information and insights about Zappos’s corporate culture.
Item 9
Analyze the elements of Zappos’s corporate culture that enabled successful implementation of the organizational change
described. In your analysis, be sure to describe the culture at Zappos. Your response should be 150–225 words (2–3
paragraphs) in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
Zappos’s corporate culture has elements of a person culture, adaptive culture, adhocracy culture, and a clan culture. A
person culture has a horizontal structure and places a lot of importance on how the company does business and treats
employees, customers, and the community. An adaptive culture allows freedom to decide on and develop new ideas while
maintaining personal expression. An adhocracy culture is entrepreneurial and innovative, and a clan culture is like a family
of mentorship and togetherness (GothamCulture, n.d.).
Tony Hsieh believed that the company could afford not to do traditional marketing and instead chose to focus on creating
a culture in which the customer experience was a core competency that must not be compromised (Askin & Petriglieri,
2016). This culture was labeled “Weird” because employees were encouraged to build relationships with customers and
vendors at any cost, there was no dress code for work, and meetings and emails were very informal.
All these elements are combined with Zappos’s conscious effort to identify, reinforce, and support the corporate culture
through its HR and leadership processes, initiatives, and projects (Heathfield, 2021). This culture eventually evolved to
adopt Holacracy, which is an alternative hierarchy used to create a self-managed and self-organized workforce that
operates in “circles” (fluid teams) that accomplish specific goals or take on projects (Askin & Petriglieri, 2016). The “Weird”
culture was prepared to handle this evolution because of its foundation of open communication and the open and
generous option to leave the company if there was an impasse.
Rubric
0 1 2
Analyze the elements Response is not present. Analysis of the elements of Response provides a clear,
of Zappos’s Zappos’s corporate culture accurate, and complete

0 1 2
corporate culture— that enabled successful analysis of the elements of
including a implementation of Zappos’s corporate culture
description of the organizational change— that enabled successful
culture at Zappos— including a description of implementation of
that enabled the culture at Zappos—is organizational change—
successful vague, inaccurate, and/or including a description of
implementation of incomplete. the culture at Zappos.
organizational
change

Analyze impact of
change management

Item 10
Examine the forces that drove the organizational change at Zappos. Your response should be 150–225 words (2–3
paragraphs) in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
The first and most impactful force that drove the organizational change at Zappos was Tony Hsieh and his passion and
commitment to create the Weird Culture. Tony explained that he wanted Zappos to operate like a city rather than a
bureaucratic organization. He said that when cities grow, they become more productive, but when companies grow, they
lose productivity (Askin & Petriglieri, 2016). The Holacracy has a constitution, much like a nation might have. This is the
reason that Tony chose to implement a Holacracy at Zappos. He initially planned for the change to take place over three
years, but after two years had passed, Tony rammed the changes through and instantly removed all titles of leadership in
March of 2015.
However, Tony wasn’t the only force at play during this organizational change. If the Weird Culture that Tony and the
employees worked so hard to build was not already at the foundation, then Tony’s actions would have been tantamount to
a despot gone mad. Zappos had already defined its culture with its ten values, which included sayings like, “Embrace and
Drive Change”, “Pursue Growth and Learning”, “Build Open and Honest Relationships with Communication”, and “Build a
Positive Team and Family Spirit”, and they were reinforced daily (Heathfield, 2021). Tony was instrumental in creating the
culture, but the employees are what gave it life and ultimately made the organizational change at Zappos a success.
Rubric
0 1 2
Examine the forces Response is not present. Examination of the forces Response provides a clear,
that drove the that drove the accurate, and complete
organizational organizational change at examination of the forces
change at Zappos. Zappos is vague, that drove the
inaccurate, and/or organizational change at
Learning Objective 2.1.2: incomplete. Zappos.
Examine causes of change
within an organization

Item 11
Analyze how organizational change can impact both leaders and employees. In your response, consider the specific
situation at Zappos. How would you have felt as an employee undergoing the change to a holacracy? How might your
experience have differed if you were in a leadership role during this change? Your response should be 225–300 words
(3–4 paragraphs) in length. Be sure to reference at least one scholarly source to support your answer.
Your Response
Organizational change can impact everyone in an organization in many ways. If the organizational change is deemed to
be a threat, people may experience feelings quite like the five stages of grief, which are denial, anger, bargaining,
depression, and acceptance. Organizational change involves six stages: shock, denial, reject, tolerate (with resistance),
tolerate, and embrace (Center for Management & Organization Effectiveness, n.d.). Leaders are usually very involved in
the process of change and so, may not feel the same effects from it. Leaders often have a misapprehension of the impact
such changes may have on the workforce, which may lead to employee cynicism and lower job satisfaction (The
Connecticut Business & Industry Association, 2017).
If I was an employee at Zappos as it underwent the transition to Holacracy, I would be excited, a little fearful, and a bit
skeptical. I would be excited about being a lead link, if selected, and proving to the company that I can be responsible for
projects or tasks. Also, the autonomy and self-governance of the roles within circles would allow me to take on more
responsibility while challenging my skills on a very different level than in a traditional role. However, this autonomy would
also be a bit scary, since a lot more responsibility would be on my shoulders. The fear of failure could either make or
break me. At the back of my mind, I may be skeptical of the entire change and question the ability of the structure to
succeed.
If I was a leader at Zappos during this change to Holacracy, I may initially feel fear and resentment. Under a traditional
hierarchy, I would have enjoyed a certain amount of influence and power given my leadership position. Under Holacracy,
that power would be stripped away and along with, the respect that comes with it. People that were once below me in the
hierarchy would suddenly become my equals in the more horizontal structure of Holacracy. I might harbor some
resentment towards the system and the company, especially if my overall standing within it degrades. However, I would
hope that the better part of me would emerge and step up to the challenge instead of succumbing to the lesser parts of
me.

Rubric
0 1 2
Analyze how Response is not present. Analysis of how Response provides a clear,
organizational organizational change can accurate, and complete
change can impact impact both leaders and analysis of how
both leaders and employees—including organizational change can
employees— specifics about how an impact both leaders and
including specifics employee and a leader employees—including
about how an might have experienced the specifics about how an
employee and a change to a holacracy at employee and a leader
leader might have Zappos—is vague, might have experienced the
experienced the inaccurate, and/or change to a holacracy at
change to a incomplete. Zappos.
holacracy at Zappos.

Analyze effects of
organizational change on
employees at all levels of an
organization

References
7 Reasons embracing change can be a good thing – The HR Consortium. (2016, July 25). THRC. https://thrconsortium.com/blog/7-reasons-
embracing-change-can-be-a-good-thing/
Aguirre, D., von Post, R., & Alpern, M. (2013, November 13). Culture’s role in enabling organizational change. Retrieved from
https://www.strategyand.pwc.com/gx/en/insights/2002-2013/cultures-role/strategyand-cultures-role-in-enabling-organizational-
change.pdf
Askin, N., & Petriglieri, G. (2016, August 26). Case: Tony Hsieh at Zappos: Structure, culture and radical change. Harvard Business
Publishing. Retrieved from http://hbsp.harvard.edu
Brown, R. (2019, June 25). 5 of the World’s Oldest Companies. Investopedia. https://www.investopedia.com/financial-edge/0711/5-of-the-
worlds-oldest-companies.aspx
Center for Management & Organization Effectiveness. (n.d.). The effects of organizational change. Retrieved January 2, 2020, from
https://cmoe.com/blog/the-effects-of-organizational-change/
Divine, J. (2019, October 17). How Robinhood Changed an Industry. US News. https://money.usnews.com/investing/investing-101/articles/how-
robinhood-changed-an-industry
GothamCulture. (n.d.). What is organizational culture? Retrieved January 2, 2020, from https://gothamculture.com/what-is-organizational-
culture-definition/

Heathfield, S. (2021, February 17). Find Out How Zappos Reinforces Its Company Culture. The Balance Careers.
https://www.thebalancecareers.com/zappos-company-culture-1918813
Jarrett, C. (2018). Merely desiring to alter your personality is not enough, and may backfire unless you take concrete action to change. Research
Digest. Retrieved from https://digest.bps.org.uk/2018/11/01/merely-desiring-to-alter-your-personality-is-not-enough-and-may-backfire-
unless-you-take-concrete-action-to-change/
Market Business News. (2019). What is organizational change? Definition and meaning. Retrieved from
https://marketbusinessnews.com/financial-glossary/organizational-change-definition-meaning/
Marketing 91. (2017). Product life cycle - Stages of PLC explained with examples [Video file]. Retrieved from https://www.youtube.com/watch?
v=pq3e1b_7uho
Schrodt, P (2002). “The relationship between organizational identification and organizational culture: Employee perceptions of culture and
identification in a retail sales organization”. Communication Studies 53: 189–202.
The Connecticut Business & Industry Association. (2017). The impact of organizational change on employees. Retrieved from
https://www.cbia.com/news/hr-safety/the-impact-of-organizational-change-on-employees/
Valuetainment. (2017). What causes people to change? [Video file]. Retrieved from https://www.youtube.com/watch?
v=Al5GBjRhP94&feature=youtu.be

Professional Skills Assessment
In this Competency Assessment, you will be assessed on the following Professional Skills: Written Communication and
Information Literacy. These skills count toward your achievement of the Competency and the Professional Skills.
Professional Skills 0 1 2
Assessment Not Present Needs Improvement Meets Expectations
Written Communication: Write with clarity, coherence, and purpose.
LO1: Construct complete and Sentences are incoherent Sentences are incomplete Sentence structure
correct sentences (AWE 2; and impede the reader’s and/or include fragments effectively conveys
Sentence-Level Skills) access to ideas. and run-on sentences, meaning to the reader.
limiting the reader’s access
to ideas.
LO2: Demonstrate the Multiple inaccuracies in Some inaccuracies in Use of grammar and
effective use of grammar and grammar and mechanics grammar and mechanics mechanics is
mechanics (AWE 2; impede the reader’s limit the reader’s access to straightforward and
Sentence-Level Skills) access to ideas. ideas. effectively conveys
meaning to the reader.
LO3: Create cohesive Paragraphs, or lack of Construction of main idea Main idea and/or
paragraphs with a clear paragraphs, impede the and/or supporting supporting paragraphs
central idea (AWE 2; reader’s access to ideas. paragraphs limit the effectively convey meaning
Paragraph-Level Skills) reader’s access to ideas. to the reader.
LO4: Use supporting material Supporting materials are Supporting material is used Supporting material is used
to support a claim (AWE 2; not present. inconsistently or to enhance meaning.
Use of Evidence) inappropriately. Writing is appropriately
paraphrased and uses
direct quotes as applicable.
LO6: Identify sources (AWE Sources are missing. Writing inconsistently Writing clearly identifies the
2; Credit to source) identifies or misrepresents source of nonoriginal
sources. material and/or ideas.
Information Literacy: Apply strategies to evaluate information in order to effectively analyze issues and make
decisions.
LO1: Identify and locate No sources or non-credible Sources are inconsistently Sources are mostly
credible sources sources are present. credible, appropriate, and credible, appropriate, and

Professional Skills 0 1 2
Assessment Not Present Needs Improvement Meets Expectations
relevant to the topic and/or relevant to the topic and/or
assessment. assessment.
LO2: Analyze information Analysis is not present. Analysis superficially Analysis thoroughly and
sources applies aspects of sources clearly applies aspects of
that are most relevant to sources that are most
the topic and/or relevant to the topic and/or
assessment, and/or assessment.
analysis is unclear.

Mastery Rubric
In order to achieve mastery of this Competency, you must achieve a “2” on every rubric row in addition to meeting the
additional expectation indicated in the Mastery Rubric.
Mastery Rubric No Yes

Exceeds Expectations: In-Depth Analysis: Explores issues/objects/works through the collection and analysis of
evidence that result in informed conclusions/judgments.
Analyze multiple, relevant Responses to the items do not consistently Responses to the items consistently
sources and examples to integrate information from relevant sources integrate information from relevant sources
analyze aspects of change for and examples to demonstrate a thorough and examples to demonstrate a thorough
individuals and organizations analysis of aspects of change for analysis of aspects of change for
individuals and organizations. individuals and organizations.

DY3001 J Kiehm

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DY3001: Personal and Organizational Change: Analyze aspects of change for individuals and organizations

Written Response Submission Form

Your Name: Jason Kiehm

Your E-Mail Address: Jason.kiehm@waldenu.edu

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Learning Objective 1.1.2:

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Learning Objective 1.2:

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Learning Objective 2.1.1:

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Learning Objective 2.2:

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Learning Objective 2.4.2:

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Learning Objective 2.4.3:

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Learning Objective 2.5:

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Publishing. Retrieved from http://hbsp.harvard.edu

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Digest. Retrieved from https://digest.bps.org.uk/2018/11/01/merely-desiring-to-alter-your-personality-is-not-enough-and-may-backfire-

identification in a retail sales organization”. Communication Studies 53: 189–202.

Valuetainment. (2017). What causes people to change? [Video file]. Retrieved from https://www.youtube.com/watch?

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Mastery Rubric No Yes

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