Assignment Prompt & Instructions
[>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting)
– 2 years ago
**files (4)**
– ## ChangeVisionVideoScript.docx
– ## KikanaHayes_BusinessBriefPT1.docx
– ## InstructionsforTeamAssignment3.pdf
– AssignmentThreeTeamD.pdf
**## ChangeVisionVideoScript.docx**
Change Vision Video Script
[Opening: Engaging and Professional Tone]
Hi, I am [Your Name] and thank you for the opportunity to present some ideas on one crucial change that should be made in the Department of Defense. Cyber-security is therefore not just an IT issue; it is a national issue and should be standard as such. It is high time to take assertive measures to safeguard the systems, data and business processes from the constantly advancing cyber threats.
[Why This Change is Critical]
Each day opponents look for loophole in defense system to install one. Recent cases of hacking has shown that there is need to up staffing of the security teams to enforce a good cyber security strategy. Failure to adopt flexibility thus poses a threat with liabilities that includes; jeopardizing the accomplishment of the mission, compromising essential readiness for operation, and the general security of a nation. It is now about time that a positive change is initiated.
[The Vision for Change]
We will develop new strict cyber security policies, such as artificial intelligence for threats identification, employees’ training, and strict non-venting incident plan. It is not simply a question of the Industrial Age, technology alone which has to be embedded into the DoD; it is also the Industrial Age, mind-set which has to be changed.
[How This Benefits the Organization and Employees]
For the DoD, this means it would enhance security and, at the same time, improve adaptability of defense when it comes to protection of crucial information and operation. For our personnel, it provides useful skills set, professional growth in the sphere of cyber security, and more secure environment in terms of cyber threats. It is therefore important for each and every individual to be actively involved in the achievement of the mission of the company.
[Call to Action]
The time to act is now. This is the chance or the call to chart the course, to chart the new path, to think anew, to act anew, to get in the front and to forge ahead and ensure a future for our country. I invite all of you to The New Me approach and accept the ultimate change as well as personal growth for the benefit of accepting our overarching goal of enhancing cyber security. In this way, hand in hand, we shall achieve the creation of a stronger and more fortified Department of Defense. Thank you.
**## KikanaHayes_BusinessBriefPT1.docx**
1
**Business Brief: Organizational Change Initiative at the Department of Defense**
Kikana Hayes
Professor Michael Burgett
JWI555 Organizational Change and Culture
23Feb25
**Business Brief: Organizational Change Initiative at the Department of Defense**
**Background of the Department of Defense**
The Department of Defense (DoD) plays a key role in national security, military affairs, and defense strategy in the United States, and it is one of the largest and most intricate institutions in the global context (Sapolsky, Gholz and Talmadge 56). With a total of more than 2.8 million employees ranging from active duty service members to civil employees and contractors, the DoD organizational structure is still top-heavy with a clear line of authority. The organizational culture promotes discipline in the organization, following protocols and always being ready for the mission. This culture is effective for creating a more effective military action though it may significantly hamper the ability to create new ideas and approaches in such spheres as cyber security.
**The Need for Change**
As the nature of cyber warfare is progressing at an alarming rate it has become critical for the DoD to improve the overall cyber security protection and worker security awareness (Reveron and Savage 556). In recent times, there have been increasing cases of incidents such as breaches in defense systems and theft of sensitive data. Despite the efforts made, the DoD must develop a proactive, pervasive, and adaptive approach toward cyber security for itself and its stakeholders. The first is the problem of change management specifically related to the organized enterprise’s personnel, which continues to rely on conventional security solutions; another challenge is the ability to adopt new technologies while continuing business as usual.
**Change Initiative Using Kotter’s Eight-Stage Framework**
1.
**Creating a Sense of Urgency:** To create the basis for urgency, the management should present some recent examples of cyber attacks and the possible repercussions of poor cyber security solutions. The issues can be illustrated using examples of previous data breaches and cyber-attack drills and performances that showcase risks in existence and require urgent addressing.
2.
**Building a Guiding Coalition:** A group of executive participants comprising the director of defense, cyber security analysts, and heads of each branch of the military will be formed. This shall be a change coalition that will spearhead the change initiative and will pull together enforcers from different departments to ensure collaboration on the improvement of cyber security.
3.
**Developing a Change Vision and Strategy:** The mission for this initiative is to enhance a better-positioned and elastic cyber security model inclusive of more precise threat-or-state detection and identification alongside AI solutions, regular employee training, and effective incident response processes. The strategy will be aimed at introducing advanced technologies, creating awareness of cyber security, and training personnel on areas of insecurity to improve their skills.
4.
**Communicating the Change Vision:** A communication plan that enlists various forms of communication will be used to pass information about the cyber security initiative to all workers, through town meetings, internal briefings, digital platforms, etc (Nazir, Laghari and Kumar 13). Leadership will follow up on the intended message and ensure that followers receive a chance to provide feedback.
5.
**Empowering Employees for Action:** Fundamentally, every person in the organization is expected to receive the support, direction, tools, training, and mandate to apply industry best practices in cyber security. An organizational feedback mechanism will enable the employees to raise concerns and make recommendations regarding the issue of cyber security.
6.
**Creating Short-Term Wins:** The goal is going to provide goals such as the reduction of system vulnerabilities by 30% in the first year and the increase of personnel with the enhanced cyber security training to, at least, 75%. To sustain this sort of development, celebrating these achievements will ensure that everyone gets to know and appreciate the advantages created by the change.
Therefore, this new change initiative will not only help improve the standards for Cyber security of DoD but will also contribute to enhancing national security in a world that is becoming increasingly reliant on technology.
References
Nazir, R., Laghari, A. A., Kumar, K., David, S., & Ali, M. (2021). Survey on wireless network security. Archives of Computational Methods in Engineering, 1-20. https://doi.org/10.1007/s11831-021-09631-5
Reveron, D. S., & Savage, J. E. (2020). Cybersecurity convergence: Digital human and national security. Orbis, 64(4), 555-570. https://doi.org/10.1016/j.orbis.2020.08.005
Sapolsky, H. M., Gholz, E., & Talmadge, C. (2020). US defense politics: The origins of security policy. Routledge. https://doi.org/10.4324/9781003001751
**## InstructionsforTeamAssignment3.pdf**
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 1 of 3
Assignment 3: Team Project Paper – Organizational Change and Culture Project (Part II)
Due: Monday, 9:00 am (eastern), Week 10 (Weight: 20%)
Activities
1. Post your business briefs and videos in the Team Workspace by the end of Week 7; review each
team member’s brief and video.
2. In Week 8, in your Team Workspace, discuss your change plans and vision videos. Use the
questions in the forum to grow your perspective and add value to your feedback to peers.
3. As a team, write and submit a 4 to 5-page paper that compares and contrasts the outcomes and
observations of each individual project. You may use the Team Workspace or your team's chosen
tool to work together writing and editing your paper.
4. Your team paper will focus on similarities and differences, using the prompts below as a guide:
• Compare and contrast each vision, the timeline, the intended results, and the tools proposed.
Note: Examples of change management tools include stakeholder analysis, communication plans,
training needs analysis, training plans, employee feedback tools, dashboards, balanced
scorecards, risk management plans, and additional tools such as impact assessments,
organizational network analysis, and change readiness assessments.
• Analyze the effectiveness of Kotter’s eight-stage framework in relation to each project.
• Compare and contrast best practices and the definition of desired results for each change
management plan.
• Identify any unresolved issues or areas for improvement and provide a brief summary as to the
action proposed to address those issues.
• What have you learned from this collaboration? What tools or practices helped your virtual team to
work together effectively? Note: If the team uses AI for any portion of this analysis, please include
the results in an Appendix and provide references and citations for the AI tool used.
Professional Formatting Recommendations:
• Include a cover page containing the title of the assignment, the team’s name, a list of team
members, the professor’s name, and the course title and date
• Include a references page, showing all your sources
• The cover page and the references page are not included in the required page length
• Double-spaced professional font (Times New Roman or Ariel), 10-12 font size
• Headings are used to identify main topics and subtopics
• Paragraphs are separated by a single space
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 2 of 3
Rubric: Assignment 3
Weight: 20% Team Project Paper
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Compare and
contrast the
individual
change
projects and
change vision
videos.
Student
responds
according to
the guide
prompts.
Analyze the
effectiveness
of Kotter’s
framework for
each project.
Weight: 30%
Similarities and
differences
between each
project are
exemplarily
identified.
Responds to
all guide
prompts fully
and in
excellent
detail.
Demonstrates
excellent and
insightful
analysis of the
effectiveness
of Kotter’s
framework for
every project.
Similarities and
differences
between each
project are
completely
identified.
Responds well
to all guide
prompts.
Demonstrates
good, thorough
analysis of the
effectiveness
of Kotter’s
framework for
every project.
Similarities and
differences
between each
project are
satisfactorily
identified.
Responds to all
guide prompts,
but some parts
lack adequate
detail.
Demonstrates
some analysis of
the
effectiveness of
Kotter’s
framework and
covers every
project.
Similarities and
differences
between each
project are
partially
identified.
Responds to 3
or 4 guide
prompts, but not
to all 5 prompts.
Partially
demonstrates
analysis of the
effectiveness of
Kotter’s
framework for
some projects
but not all.
Similarities and
differences
between each
project are not
identified and/or
explanation is
poor. Responds
to 2 or fewer
guide prompts.
Little to no
analysis of the
effectiveness of
Kotter’s
framework for
each project.
2. Discuss best
practices,
unresolved
issues, and
actions
proposed in
the team’s
change
projects,
according to
the
assignment
instructions
Weight: 30%
Paper
excellently
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to
the
assignment
instructions.
Paper
thoroughly
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to
the assignment
instructions.
Paper
satisfactorily
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
Paper partially
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
Paper does not
or
unsatisfactorily
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 3 of 3
Weight: 20% Team Project Paper
Criteria Honors High Pass Pass Low Pass Unsatisfactory
3. Describe and
reflect on
what team
members
have learned
from their
collaboration.
Describe
tools or
practices that
helped the
team work
together
virtually.
Weight: 25%
Exemplary
description
and reflection
about team
members’
learning from
their
collaboration.
Excellent
description of
tools or
practices that
helped the
team work
together
virtually.
Good,
thoughtful
description and
reflection
about team
members’
learning from
their
collaboration.
Good
description of
tools or
practices that
helped the
team work
together
virtually.
Some
description and
reflection about
team members’
learning from
their
collaboration.
Satisfactory
description of
tools or
practices that
helped the team
work together
virtually.
Partial
description and
reflection about
team members’
learning from
their
collaboration.
Minimal
description of
tools or
practices that
helped the team
work together
virtually.
No or minimal
description and
reflection about
team members’
learning from
their
collaboration.
Did not describe
tools or
practices that
helped the team
work together
virtually.
4. The paper
was a team
effort and is
professionally
formatted,
includes in-
text citations,
references,
and is free
from
grammatical
errors.
Weight: 15%
Paper was a team
effort and is
excellently
formatted. All
sources are
consistently cited
in-text and
references are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanics or
usage errors.
Paper was a
team effort and
is
professionally
formatted.
Most sources
are
consistently
cited in-text
and the
reference list is
included.
Mechanics and
usage errors, if
any, are minor
and have no
impact on the
flow.
Paper was a
team effort and
is satisfactorily
professional in
format. Sources
are not always
consistently
cited in-text and
the reference list
may not be
appropriately
formatted. There
may be a few
mechanics and
usage errors,
but they do not
have a major
impact on the
flow.
Paper was a
team effort and
is semi-
professional in
format. Sources
may not be
consistently
cited and/or the
reference list is
incomplete or
improperly
formatted.
Several
mechanics and
usage errors
make parts of
the text difficult
for the reader to
understand.
Paper was not a
team effort and
is
unprofessionally
formatted and
contains
multiple
mechanics and
usage errors.
References and
citations are not
presented or
minimal.
**AssignmentThreeTeamD.pdf**
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**AssignmentThreeTeamD.pdf**
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**## ChangeVisionVideoScript.docx**
Change Vision Video Script
[Opening: Engaging and Professional Tone]
Hi, I am [Your Name] and thank you for the opportunity to present some ideas on one crucial change that should be made in the Department of Defense. Cyber-security is therefore not just an IT issue; it is a national issue and should be standard as such. It is high time to take assertive measures to safeguard the systems, data and business processes from the constantly advancing cyber threats.
[Why This Change is Critical]
Each day opponents look for loophole in defense system to install one. Recent cases of hacking has shown that there is need to up staffing of the security teams to enforce a good cyber security strategy. Failure to adopt flexibility thus poses a threat with liabilities that includes; jeopardizing the accomplishment of the mission, compromising essential readiness for operation, and the general security of a nation. It is now about time that a positive change is initiated.
[The Vision for Change]
We will develop new strict cyber security policies, such as artificial intelligence for threats identification, employees’ training, and strict non-venting incident plan. It is not simply a question of the Industrial Age, technology alone which has to be embedded into the DoD; it is also the Industrial Age, mind-set which has to be changed.
[How This Benefits the Organization and Employees]
For the DoD, this means it would enhance security and, at the same time, improve adaptability of defense when it comes to protection of crucial information and operation. For our personnel, it provides useful skills set, professional growth in the sphere of cyber security, and more secure environment in terms of cyber threats. It is therefore important for each and every individual to be actively involved in the achievement of the mission of the company.
[Call to Action]
The time to act is now. This is the chance or the call to chart the course, to chart the new path, to think anew, to act anew, to get in the front and to forge ahead and ensure a future for our country. I invite all of you to The New Me approach and accept the ultimate change as well as personal growth for the benefit of accepting our overarching goal of enhancing cyber security. In this way, hand in hand, we shall achieve the creation of a stronger and more fortified Department of Defense. Thank you.
**## KikanaHayes_BusinessBriefPT1.docx**
1
**Business Brief: Organizational Change Initiative at the Department of Defense**
Kikana Hayes
Professor Michael Burgett
JWI555 Organizational Change and Culture
23Feb25
**Business Brief: Organizational Change Initiative at the Department of Defense**
**Background of the Department of Defense**
The Department of Defense (DoD) plays a key role in national security, military affairs, and defense strategy in the United States, and it is one of the largest and most intricate institutions in the global context (Sapolsky, Gholz and Talmadge 56). With a total of more than 2.8 million employees ranging from active duty service members to civil employees and contractors, the DoD organizational structure is still top-heavy with a clear line of authority. The organizational culture promotes discipline in the organization, following protocols and always being ready for the mission. This culture is effective for creating a more effective military action though it may significantly hamper the ability to create new ideas and approaches in such spheres as cyber security.
**The Need for Change**
As the nature of cyber warfare is progressing at an alarming rate it has become critical for the DoD to improve the overall cyber security protection and worker security awareness (Reveron and Savage 556). In recent times, there have been increasing cases of incidents such as breaches in defense systems and theft of sensitive data. Despite the efforts made, the DoD must develop a proactive, pervasive, and adaptive approach toward cyber security for itself and its stakeholders. The first is the problem of change management specifically related to the organized enterprise’s personnel, which continues to rely on conventional security solutions; another challenge is the ability to adopt new technologies while continuing business as usual.
**Change Initiative Using Kotter’s Eight-Stage Framework**
1.
**Creating a Sense of Urgency:** To create the basis for urgency, the management should present some recent examples of cyber attacks and the possible repercussions of poor cyber security solutions. The issues can be illustrated using examples of previous data breaches and cyber-attack drills and performances that showcase risks in existence and require urgent addressing.
2.
**Building a Guiding Coalition:** A group of executive participants comprising the director of defense, cyber security analysts, and heads of each branch of the military will be formed. This shall be a change coalition that will spearhead the change initiative and will pull together enforcers from different departments to ensure collaboration on the improvement of cyber security.
3.
**Developing a Change Vision and Strategy:** The mission for this initiative is to enhance a better-positioned and elastic cyber security model inclusive of more precise threat-or-state detection and identification alongside AI solutions, regular employee training, and effective incident response processes. The strategy will be aimed at introducing advanced technologies, creating awareness of cyber security, and training personnel on areas of insecurity to improve their skills.
4.
**Communicating the Change Vision:** A communication plan that enlists various forms of communication will be used to pass information about the cyber security initiative to all workers, through town meetings, internal briefings, digital platforms, etc (Nazir, Laghari and Kumar 13). Leadership will follow up on the intended message and ensure that followers receive a chance to provide feedback.
5.
**Empowering Employees for Action:** Fundamentally, every person in the organization is expected to receive the support, direction, tools, training, and mandate to apply industry best practices in cyber security. An organizational feedback mechanism will enable the employees to raise concerns and make recommendations regarding the issue of cyber security.
6.
**Creating Short-Term Wins:** The goal is going to provide goals such as the reduction of system vulnerabilities by 30% in the first year and the increase of personnel with the enhanced cyber security training to, at least, 75%. To sustain this sort of development, celebrating these achievements will ensure that everyone gets to know and appreciate the advantages created by the change.
Therefore, this new change initiative will not only help improve the standards for Cyber security of DoD but will also contribute to enhancing national security in a world that is becoming increasingly reliant on technology.
References
Nazir, R., Laghari, A. A., Kumar, K., David, S., & Ali, M. (2021). Survey on wireless network security. Archives of Computational Methods in Engineering, 1-20. https://doi.org/10.1007/s11831-021-09631-5
Reveron, D. S., & Savage, J. E. (2020). Cybersecurity convergence: Digital human and national security. Orbis, 64(4), 555-570. https://doi.org/10.1016/j.orbis.2020.08.005
Sapolsky, H. M., Gholz, E., & Talmadge, C. (2020). US defense politics: The origins of security policy. Routledge. https://doi.org/10.4324/9781003001751
**## InstructionsforTeamAssignment3.pdf**
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 1 of 3
Assignment 3: Team Project Paper – Organizational Change and Culture Project (Part II)
Due: Monday, 9:00 am (eastern), Week 10 (Weight: 20%)
Activities
1. Post your business briefs and videos in the Team Workspace by the end of Week 7; review each
team member’s brief and video.
2. In Week 8, in your Team Workspace, discuss your change plans and vision videos. Use the
questions in the forum to grow your perspective and add value to your feedback to peers.
3. As a team, write and submit a 4 to 5-page paper that compares and contrasts the outcomes and
observations of each individual project. You may use the Team Workspace or your team's chosen
tool to work together writing and editing your paper.
4. Your team paper will focus on similarities and differences, using the prompts below as a guide:
• Compare and contrast each vision, the timeline, the intended results, and the tools proposed.
Note: Examples of change management tools include stakeholder analysis, communication plans,
training needs analysis, training plans, employee feedback tools, dashboards, balanced
scorecards, risk management plans, and additional tools such as impact assessments,
organizational network analysis, and change readiness assessments.
• Analyze the effectiveness of Kotter’s eight-stage framework in relation to each project.
• Compare and contrast best practices and the definition of desired results for each change
management plan.
• Identify any unresolved issues or areas for improvement and provide a brief summary as to the
action proposed to address those issues.
• What have you learned from this collaboration? What tools or practices helped your virtual team to
work together effectively? Note: If the team uses AI for any portion of this analysis, please include
the results in an Appendix and provide references and citations for the AI tool used.
Professional Formatting Recommendations:
• Include a cover page containing the title of the assignment, the team’s name, a list of team
members, the professor’s name, and the course title and date
• Include a references page, showing all your sources
• The cover page and the references page are not included in the required page length
• Double-spaced professional font (Times New Roman or Ariel), 10-12 font size
• Headings are used to identify main topics and subtopics
• Paragraphs are separated by a single space
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 2 of 3
Rubric: Assignment 3
Weight: 20% Team Project Paper
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Compare and
contrast the
individual
change
projects and
change vision
videos.
Student
responds
according to
the guide
prompts.
Analyze the
effectiveness
of Kotter’s
framework for
each project.
Weight: 30%
Similarities and
differences
between each
project are
exemplarily
identified.
Responds to
all guide
prompts fully
and in
excellent
detail.
Demonstrates
excellent and
insightful
analysis of the
effectiveness
of Kotter’s
framework for
every project.
Similarities and
differences
between each
project are
completely
identified.
Responds well
to all guide
prompts.
Demonstrates
good, thorough
analysis of the
effectiveness
of Kotter’s
framework for
every project.
Similarities and
differences
between each
project are
satisfactorily
identified.
Responds to all
guide prompts,
but some parts
lack adequate
detail.
Demonstrates
some analysis of
the
effectiveness of
Kotter’s
framework and
covers every
project.
Similarities and
differences
between each
project are
partially
identified.
Responds to 3
or 4 guide
prompts, but not
to all 5 prompts.
Partially
demonstrates
analysis of the
effectiveness of
Kotter’s
framework for
some projects
but not all.
Similarities and
differences
between each
project are not
identified and/or
explanation is
poor. Responds
to 2 or fewer
guide prompts.
Little to no
analysis of the
effectiveness of
Kotter’s
framework for
each project.
2. Discuss best
practices,
unresolved
issues, and
actions
proposed in
the team’s
change
projects,
according to
the
assignment
instructions
Weight: 30%
Paper
excellently
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to
the
assignment
instructions.
Paper
thoroughly
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to
the assignment
instructions.
Paper
satisfactorily
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
Paper partially
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
Paper does not
or
unsatisfactorily
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 3 of 3
Weight: 20% Team Project Paper
Criteria Honors High Pass Pass Low Pass Unsatisfactory
3. Describe and
reflect on
what team
members
have learned
from their
collaboration.
Describe
tools or
practices that
helped the
team work
together
virtually.
Weight: 25%
Exemplary
description
and reflection
about team
members’
learning from
their
collaboration.
Excellent
description of
tools or
practices that
helped the
team work
together
virtually.
Good,
thoughtful
description and
reflection
about team
members’
learning from
their
collaboration.
Good
description of
tools or
practices that
helped the
team work
together
virtually.
Some
description and
reflection about
team members’
learning from
their
collaboration.
Satisfactory
description of
tools or
practices that
helped the team
work together
virtually.
Partial
description and
reflection about
team members’
learning from
their
collaboration.
Minimal
description of
tools or
practices that
helped the team
work together
virtually.
No or minimal
description and
reflection about
team members’
learning from
their
collaboration.
Did not describe
tools or
practices that
helped the team
work together
virtually.
4. The paper
was a team
effort and is
professionally
formatted,
includes in-
text citations,
references,
and is free
from
grammatical
errors.
Weight: 15%
Paper was a team
effort and is
excellently
formatted. All
sources are
consistently cited
in-text and
references are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanics or
usage errors.
Paper was a
team effort and
is
professionally
formatted.
Most sources
are
consistently
cited in-text
and the
reference list is
included.
Mechanics and
usage errors, if
any, are minor
and have no
impact on the
flow.
Paper was a
team effort and
is satisfactorily
professional in
format. Sources
are not always
consistently
cited in-text and
the reference list
may not be
appropriately
formatted. There
may be a few
mechanics and
usage errors,
but they do not
have a major
impact on the
flow.
Paper was a
team effort and
is semi-
professional in
format. Sources
may not be
consistently
cited and/or the
reference list is
incomplete or
improperly
formatted.
Several
mechanics and
usage errors
make parts of
the text difficult
for the reader to
understand.
Paper was not a
team effort and
is
unprofessionally
formatted and
contains
multiple
mechanics and
usage errors.
References and
citations are not
presented or
minimal.
**AssignmentThreeTeamD.pdf**
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**## ChangeVisionVideoScript.docx**
Change Vision Video Script
[Opening: Engaging and Professional Tone]
Hi, I am [Your Name] and thank you for the opportunity to present some ideas on one crucial change that should be made in the Department of Defense. Cyber-security is therefore not just an IT issue; it is a national issue and should be standard as such. It is high time to take assertive measures to safeguard the systems, data and business processes from the constantly advancing cyber threats.
[Why This Change is Critical]
Each day opponents look for loophole in defense system to install one. Recent cases of hacking has shown that there is need to up staffing of the security teams to enforce a good cyber security strategy. Failure to adopt flexibility thus poses a threat with liabilities that includes; jeopardizing the accomplishment of the mission, compromising essential readiness for operation, and the general security of a nation. It is now about time that a positive change is initiated.
[The Vision for Change]
We will develop new strict cyber security policies, such as artificial intelligence for threats identification, employees’ training, and strict non-venting incident plan. It is not simply a question of the Industrial Age, technology alone which has to be embedded into the DoD; it is also the Industrial Age, mind-set which has to be changed.
[How This Benefits the Organization and Employees]
For the DoD, this means it would enhance security and, at the same time, improve adaptability of defense when it comes to protection of crucial information and operation. For our personnel, it provides useful skills set, professional growth in the sphere of cyber security, and more secure environment in terms of cyber threats. It is therefore important for each and every individual to be actively involved in the achievement of the mission of the company.
[Call to Action]
The time to act is now. This is the chance or the call to chart the course, to chart the new path, to think anew, to act anew, to get in the front and to forge ahead and ensure a future for our country. I invite all of you to The New Me approach and accept the ultimate change as well as personal growth for the benefit of accepting our overarching goal of enhancing cyber security. In this way, hand in hand, we shall achieve the creation of a stronger and more fortified Department of Defense. Thank you.
**## KikanaHayes_BusinessBriefPT1.docx**
1
**Business Brief: Organizational Change Initiative at the Department of Defense**
Kikana Hayes
Professor Michael Burgett
JWI555 Organizational Change and Culture
23Feb25
**Business Brief: Organizational Change Initiative at the Department of Defense**
**Background of the Department of Defense**
The Department of Defense (DoD) plays a key role in national security, military affairs, and defense strategy in the United States, and it is one of the largest and most intricate institutions in the global context (Sapolsky, Gholz and Talmadge 56). With a total of more than 2.8 million employees ranging from active duty service members to civil employees and contractors, the DoD organizational structure is still top-heavy with a clear line of authority. The organizational culture promotes discipline in the organization, following protocols and always being ready for the mission. This culture is effective for creating a more effective military action though it may significantly hamper the ability to create new ideas and approaches in such spheres as cyber security.
**The Need for Change**
As the nature of cyber warfare is progressing at an alarming rate it has become critical for the DoD to improve the overall cyber security protection and worker security awareness (Reveron and Savage 556). In recent times, there have been increasing cases of incidents such as breaches in defense systems and theft of sensitive data. Despite the efforts made, the DoD must develop a proactive, pervasive, and adaptive approach toward cyber security for itself and its stakeholders. The first is the problem of change management specifically related to the organized enterprise’s personnel, which continues to rely on conventional security solutions; another challenge is the ability to adopt new technologies while continuing business as usual.
**Change Initiative Using Kotter’s Eight-Stage Framework**
1.
**Creating a Sense of Urgency:** To create the basis for urgency, the management should present some recent examples of cyber attacks and the possible repercussions of poor cyber security solutions. The issues can be illustrated using examples of previous data breaches and cyber-attack drills and performances that showcase risks in existence and require urgent addressing.
2.
**Building a Guiding Coalition:** A group of executive participants comprising the director of defense, cyber security analysts, and heads of each branch of the military will be formed. This shall be a change coalition that will spearhead the change initiative and will pull together enforcers from different departments to ensure collaboration on the improvement of cyber security.
3.
**Developing a Change Vision and Strategy:** The mission for this initiative is to enhance a better-positioned and elastic cyber security model inclusive of more precise threat-or-state detection and identification alongside AI solutions, regular employee training, and effective incident response processes. The strategy will be aimed at introducing advanced technologies, creating awareness of cyber security, and training personnel on areas of insecurity to improve their skills.
4.
**Communicating the Change Vision:** A communication plan that enlists various forms of communication will be used to pass information about the cyber security initiative to all workers, through town meetings, internal briefings, digital platforms, etc (Nazir, Laghari and Kumar 13). Leadership will follow up on the intended message and ensure that followers receive a chance to provide feedback.
5.
**Empowering Employees for Action:** Fundamentally, every person in the organization is expected to receive the support, direction, tools, training, and mandate to apply industry best practices in cyber security. An organizational feedback mechanism will enable the employees to raise concerns and make recommendations regarding the issue of cyber security.
6.
**Creating Short-Term Wins:** The goal is going to provide goals such as the reduction of system vulnerabilities by 30% in the first year and the increase of personnel with the enhanced cyber security training to, at least, 75%. To sustain this sort of development, celebrating these achievements will ensure that everyone gets to know and appreciate the advantages created by the change.
Therefore, this new change initiative will not only help improve the standards for Cyber security of DoD but will also contribute to enhancing national security in a world that is becoming increasingly reliant on technology.
References
Nazir, R., Laghari, A. A., Kumar, K., David, S., & Ali, M. (2021). Survey on wireless network security. Archives of Computational Methods in Engineering, 1-20. https://doi.org/10.1007/s11831-021-09631-5
Reveron, D. S., & Savage, J. E. (2020). Cybersecurity convergence: Digital human and national security. Orbis, 64(4), 555-570. https://doi.org/10.1016/j.orbis.2020.08.005
Sapolsky, H. M., Gholz, E., & Talmadge, C. (2020). US defense politics: The origins of security policy. Routledge. https://doi.org/10.4324/9781003001751
**## InstructionsforTeamAssignment3.pdf**
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 1 of 3
Assignment 3: Team Project Paper – Organizational Change and Culture Project (Part II)
Due: Monday, 9:00 am (eastern), Week 10 (Weight: 20%)
Activities
1. Post your business briefs and videos in the Team Workspace by the end of Week 7; review each
team member’s brief and video.
2. In Week 8, in your Team Workspace, discuss your change plans and vision videos. Use the
questions in the forum to grow your perspective and add value to your feedback to peers.
3. As a team, write and submit a 4 to 5-page paper that compares and contrasts the outcomes and
observations of each individual project. You may use the Team Workspace or your team's chosen
tool to work together writing and editing your paper.
4. Your team paper will focus on similarities and differences, using the prompts below as a guide:
• Compare and contrast each vision, the timeline, the intended results, and the tools proposed.
Note: Examples of change management tools include stakeholder analysis, communication plans,
training needs analysis, training plans, employee feedback tools, dashboards, balanced
scorecards, risk management plans, and additional tools such as impact assessments,
organizational network analysis, and change readiness assessments.
• Analyze the effectiveness of Kotter’s eight-stage framework in relation to each project.
• Compare and contrast best practices and the definition of desired results for each change
management plan.
• Identify any unresolved issues or areas for improvement and provide a brief summary as to the
action proposed to address those issues.
• What have you learned from this collaboration? What tools or practices helped your virtual team to
work together effectively? Note: If the team uses AI for any portion of this analysis, please include
the results in an Appendix and provide references and citations for the AI tool used.
Professional Formatting Recommendations:
• Include a cover page containing the title of the assignment, the team’s name, a list of team
members, the professor’s name, and the course title and date
• Include a references page, showing all your sources
• The cover page and the references page are not included in the required page length
• Double-spaced professional font (Times New Roman or Ariel), 10-12 font size
• Headings are used to identify main topics and subtopics
• Paragraphs are separated by a single space
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 2 of 3
Rubric: Assignment 3
Weight: 20% Team Project Paper
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Compare and
contrast the
individual
change
projects and
change vision
videos.
Student
responds
according to
the guide
prompts.
Analyze the
effectiveness
of Kotter’s
framework for
each project.
Weight: 30%
Similarities and
differences
between each
project are
exemplarily
identified.
Responds to
all guide
prompts fully
and in
excellent
detail.
Demonstrates
excellent and
insightful
analysis of the
effectiveness
of Kotter’s
framework for
every project.
Similarities and
differences
between each
project are
completely
identified.
Responds well
to all guide
prompts.
Demonstrates
good, thorough
analysis of the
effectiveness
of Kotter’s
framework for
every project.
Similarities and
differences
between each
project are
satisfactorily
identified.
Responds to all
guide prompts,
but some parts
lack adequate
detail.
Demonstrates
some analysis of
the
effectiveness of
Kotter’s
framework and
covers every
project.
Similarities and
differences
between each
project are
partially
identified.
Responds to 3
or 4 guide
prompts, but not
to all 5 prompts.
Partially
demonstrates
analysis of the
effectiveness of
Kotter’s
framework for
some projects
but not all.
Similarities and
differences
between each
project are not
identified and/or
explanation is
poor. Responds
to 2 or fewer
guide prompts.
Little to no
analysis of the
effectiveness of
Kotter’s
framework for
each project.
2. Discuss best
practices,
unresolved
issues, and
actions
proposed in
the team’s
change
projects,
according to
the
assignment
instructions
Weight: 30%
Paper
excellently
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to
the
assignment
instructions.
Paper
thoroughly
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to
the assignment
instructions.
Paper
satisfactorily
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
Paper partially
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
Paper does not
or
unsatisfactorily
discusses best
practices,
unresolved
issues, and
actions
proposed,
according to the
assignment
instructions.
JWI 555: Organizational Change and Culture
Assignment 3
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be copied,
further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University.
JWI 555 Assignment 3 (1252) Page 3 of 3
Weight: 20% Team Project Paper
Criteria Honors High Pass Pass Low Pass Unsatisfactory
3. Describe and
reflect on
what team
members
have learned
from their
collaboration.
Describe
tools or
practices that
helped the
team work
together
virtually.
Weight: 25%
Exemplary
description
and reflection
about team
members’
learning from
their
collaboration.
Excellent
description of
tools or
practices that
helped the
team work
together
virtually.
Good,
thoughtful
description and
reflection
about team
members’
learning from
their
collaboration.
Good
description of
tools or
practices that
helped the
team work
together
virtually.
Some
description and
reflection about
team members’
learning from
their
collaboration.
Satisfactory
description of
tools or
practices that
helped the team
work together
virtually.
Partial
description and
reflection about
team members’
learning from
their
collaboration.
Minimal
description of
tools or
practices that
helped the team
work together
virtually.
No or minimal
description and
reflection about
team members’
learning from
their
collaboration.
Did not describe
tools or
practices that
helped the team
work together
virtually.
4. The paper
was a team
effort and is
professionally
formatted,
includes in-
text citations,
references,
and is free
from
grammatical
errors.
Weight: 15%
Paper was a team
effort and is
excellently
formatted. All
sources are
consistently cited
in-text and
references are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanics or
usage errors.
Paper was a
team effort and
is
professionally
formatted.
Most sources
are
consistently
cited in-text
and the
reference list is
included.
Mechanics and
usage errors, if
any, are minor
and have no
impact on the
flow.
Paper was a
team effort and
is satisfactorily
professional in
format. Sources
are not always
consistently
cited in-text and
the reference list
may not be
appropriately
formatted. There
may be a few
mechanics and
usage errors,
but they do not
have a major
impact on the
flow.
Paper was a
team effort and
is semi-
professional in
format. Sources
may not be
consistently
cited and/or the
reference list is
incomplete or
improperly
formatted.
Several
mechanics and
usage errors
make parts of
the text difficult
for the reader to
understand.
Paper was not a
team effort and
is
unprofessionally
formatted and
contains
multiple
mechanics and
usage errors.
References and
citations are not
presented or
minimal.
**AssignmentThreeTeamD.pdf**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/assignmentthreeteamd-pdf)