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BUS 610 Week 6 Final Paper Organizational Behavior Analysis
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas influence the organizational behavior in a negative or positive manner:
- Type of culture (Pluralism, Dualism or Salad bowl)
- Modes of communication in the organization (i.e., written or verbal)
- Nature of authority (i.e., recognized social rank)
- Motivational techniques (e.g. intrinsic or extrinsic used to influence productivity and performance)
- Areas of EQ (emotional quotient) embraced by the organization
- Virtual elements (i.e., teleworking and virtual offices)
Provide examples for each item listed above and discuss how each example applies to the organization identified. Your paper must be six to eight pages in length and use a minimum of four scholarly sources, in addition to the textbook. Your paper must be formatted according to APA style . use some quotes from attach files.
Must be eight-to-ten double-spaced pages in length (not including the title and reference pages) and formatted according to APA style as outlined in the Ashford Writing Center.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
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
Must end with a conclusion that reaffirms your thesis.
Must document a minimum of four scholarly sources, in addition to the textbook, in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.
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solve ******* ********** ******* ********** ********* *** ** ******* ********** solutions **** **** *** customers *** **** ****** **** *** ******* **** aims ** ****** *** ****** ****** in ************* security *** *** advancement of scientific ********* *************** ***** ** ******** ** ***** ****** ***** ********** ****** *** ********** **** excellenceUS Department of Defense *** ***** ******* ******** are * significant **** ** ******** ********** business Sikorsky ** a ****** ** Lockheed ****** ******* ********* ******** *** rotary wing ******** ** *** five branches ** the five ******** of ** ***** ****** ***** from **** it **** ******** ******** ******** *** ********** operators ** forty ***** ******* ******** Martin’s business units *** ********* ** *********** ******** *** **** control ****** *** mission ******* and space ********************** ********** from *** ******** *** ******** *** company ** **** ***** *** ********* ********** Lockheed ** a large *** ****** ******* 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** * ******* **** and *** ******* ****** ** create a unique but ******* culture **** focus ** ********** *** *********** ********* Cultural ********* *** ** empowering *** *** **** companies ******** ****** value and competitive ***************** ****** has ******* ********** ** ****** **** ********* *** ************** ***** building ** ********* **** *********** we **** ****** **** ******** Martin ** able ** ******* ******* *** ****** * ******* ********* **** has the opportunity to showcase and ******* ***** skills *** abilities We ******* **** *** ********* should **** * safe *** inclusive **** *********** *** one ** ***** everyone ** ******* ****** with *** ******* ********* ** professionalism ******* ******* *** **** compliance with *** *** **** the *** **** ** *** actively committed ** ********* diversity and ********* ********** our ************** (LockheedMartin 2017)The first **** benefit ** ****** such * ******* is efficiency Having * ******* ********* means ****** ****** **** **** able ** diverse **** *** **** *** understand ******* ***** *** **** *** ******* to cater to **** ******* ***** benefit ******* *** ** ********* ** **** ****** ******* together **** innovation more possible *** foundation of the organizational ******* ** ******** ****** has **** built ** ********* *** ********* The diversity *** ********* ** Lockheed ****** **** reflects *** ***** values ** ***** *** ***** ****** respecting *** ****** ** **** ** ********** excellently These ****** **** also helped ******** ****** its ******** *** its customers **** a ***** **** ******* ** ** enabler ** *********** *** where ****** ******* *** rights ** ****** *** **** ** ********************* ****** is a great ******* ** **** *** Diversity ** not a simple *** *** ********* not ************ thing Behind it ** a lot ** planning and ********** of ******* **** ********* ******* it is a critical ***** *** **** *** ** **** ***** ******** ****** ***** ** *** ******* that its ******* ** ********* *** enabled it ** ******* ****** *** ********** ** **** ** ********** ********* **** ************ ******** value *** ******* ** ******** Martin ash **** ******* its employees ** ******* **** ********** *** ********** ********* ****** ************* ****** *** **** * **** ******** ******* ** ******* the **** ** ******** ****** **** ** ***** ** ******* ********* ******* ****** *** ************ *** ** changed ****** in *** **** *** ** *** grow from the ****** up or ** *** be ******* **** the *** **** **** ** ***** *** **** leaders ******* to *** ******* taking ***** ****** *** ***** ** ******* ******** ******* **** *** Lockheed ****** *** ******* *** later model This ***** *** **** named as ******** Martin ***** **** ** **** to promote *** ********** *** ***** **** ** change **** ** *** **** ** ****** allowing *** ******* ** ****** *** *** ******* *** ** survive the new ********** ***** are five *********** of **** ********** style:- ********** ******** ******* *** ******* Building ********* *** ****** relationships- ********** *** **** **** ********* ******** ********** as well ** ********* *** accountabilitySince the Full ******** ********** **** *** **** *********** it has provided * ********** foundation *** *** ** leaders ** *** the ****** ** ** *** responsibility of *** ******* to ****** ** *********** where *** the ********* are ****** **** ********** *** *** ******* to ***** fullest It helps ** ******** ********** and **** ** promoting * ******* of productivity“Lockheed ****** ** ****** ** ****** *** ** Best ********* *** ********** lists *** ***** *** *** ** in the ******* **** *** ******* to move beyond ******* *** *** ******* ******** **** * ******* culture-changing approach to ********** ******** *** massive ******* ************ shift ** *** ** ******* ******** *** ******** leaders—and how those ******* *** objectives—is ***** very much * **** in ******** its ******* ** rethink ********** *** worth ********* ** ***** ************* facing similar ************* ********** 2010)Modes ** ************** **** ****** and ********** ************* ** **** ****** the ************ ******* it is mostly ******** ************* **** ** **** ** the ************ ******** ************* ***** **** ******* things *** first ***** is **** it reduces *** ******** ** ************* **** ******** when *** ************* being **** ****** *** ************ is ****** Formal ************* *** **** ** ********* *** ****** *** departments ** *** ** ************* *** environment ****** *** ************ is ********* ******** ***** **** acts ****** *** kind of ******** *** ******* ****** *** organization The ****** ** **** *********** ****** without *** barriers and *** productivity ******* high ***** * ***** **** of the ************* ** written ********* **** *** situation the ********* can *** **** or ******* ************* ** *********** ***** themselves with ******* ** throughout *** organization ** *** levelThe chain of command inside the ************ is ******* and *** communication **** *** ****** ******* *** use ** ******** ***** Moreover ************* ******* ****** ******* *** ******* ****** ********** *** organization **** **** ******* the pressure ******** establishing ** ******** ************* ****** ******* *** **** ** ************* ********* ****** the ************ **** ************* are ************* ****** ********** ****** there ** * need ** send ***** ******* ** other **** of ***** ************* *** ********* can *** ******** ******* and tools ** communicate ********** the ****************** such organizations ************* ** **** * **** *** ******** Inclusiveness ****** **** without ****** ************* ****** and ********* ** **** ****** *** ******** ****** ******* ** ****** ********* It ********* smooth ************* ** **** ***** from all the ******* *** reach *** ********** By removing ***** ********* *** ************ has ensured **** ***** **** ** ** intern’s mind *** reach *** managers and ******* ** this *** *** ************ has **** ******* * set ** **** is far **** efficientNature of ************ ************** ********* ** ******** ****** ** relatively **** The nature ** authority within *** ******* ** **** ******* By providing *** ********* the ********* ** **** the way they like *** ************ has ********* *** ********* ** also ensures ****** ************** and ************** *** ********* *** encouraged to **** ** challenging **** *** ** make decisions **** **** any **** ** **** ** ******** Companies **** intend to ****** ** *********** ** collaboration **** ensure that *** distribution of ***** *** ********* ****** *** ************ ** **** **** ******** ** a *** other ****** *** ** builds * ***** ** ***** ****** the ***************** from **** **** ******** **** ******* ** environment ** ******* ****** *** ************ where *** ********* feel ****** and respected ****** such ************* *** ********* feel ********* to work *** ****** ready ** **** up big ********** **** also adds to their ********** and ********* ***** ******** *** ******* towards *** brand ** ** **** * ****** **** *** ************** ***** *** ******** With *** **** ************ ** ********* ********* feel better to **** ** teams Thus *** overall strategy ****** ******** ****** ** ******* **** *** strategy ** ************************ ********************* ** * key ****** **** ************* must take **** ** ** *** **** century **** ******** ** **** *** ********* want ** ****** ** *** **** ** ***** ************ all *** time ** *********** * ****** of ******* Lockheed Martin *** ******* that its ********* *** ****** motivated Motivated employees *** loyal ********* ***** *** ******* ***** ** rewards ***** *** integral **** ** the organization’s ********** ****** Apart **** it there *** tangible *** ********** benefits that **** ** important part of the **************** management ********* *** ******** ******** by *** ******* ** the ********* ensure **** **** are ***** *** *** focus **** their **** ***** **** ***** ******* ******** Martin **** ensures **** ******** **** inside *** ************ **** not go ********** Employees *** ******** **** *********** **** *** ******** **** ********* to *** ** their sense ** ************** *** ************* ***** *** ******* benefits ** motivation ****** ******** ****** that *** **** **** clear ***** ** *** ************ of EQ (emotional ********* ******** ** *** ***************** **** *** entirely ****** **** ************ focus ******** ** is also ********* to ***** **** ********* ************ ************ ** *** ******* ** ************** **** emotional ************ ******** ** ********* ***** ********* ************ helps **** ******* ****** and particularly **** cooperation *** ********* **** *** high ** ** *** **** to ****** manage ***** teams *** ******* to ********** ** ****** *** **** ****** *** ****** ****** *** 1990s However **** **** *** business ********* ******* ** for ** ****** * ******* *** ****** ******** workplace ******************** ** ********** ******** by ******* **** self-perseverance ************ ** well ** working **** **** ****** It ** why **** ** ****** *** ****** ***** when it ***** ** ****** ******** ****** ****** ***** ********** **** **** ***** ****** **** to work in ***** ****** to change and ** ******** ** ****** *** **** degrees ** other on-paper qualifications * ****** *** ** he ** *** ********* **** certain ********* ********* ** ** *** ** unlikely ** ******* ** the workplace ********* ** ****** ****** **** for new ************ *** *********** ***** ********* may ****** ************ ************ ******* 2015)Daniel ******* *** ******* ************** ********* *** *** **** important ********** These five ********** are:1 Self-awareness: ****** **** **** self-awareness ** *** just ********** ***** ********* *** **** **** how ***** ******* are emotions *** ***** ** ****** ****** ********** ****** also find ** ****** to learn ************** from ********** **** *********** Emotional ********* is ******* ********* **** it ***** ** ***** ********** *** managing ******* ************* ** *** workforce ******* of purging ***** ******** such ****** ******* ***** ******** **** ********* and ******** *********** the ***** ** motivation in *** ****** **** **** ** ** also **** Just ***** or ***** ** *** ******** **** **** ****** *** **** better **** to ****** free **** ******* Empathy: ******* ** ********* ** ****** **** ******* can ****** understand ***** nature and ******* with ****** emotionally Such ****** *** ********* ******* ** the challenges *** ********* ********* People ******* ****** ****** ****** **** ***** ********* rapport Workers **** good ****** skills can ****** ****** ***** *** can ***** struggle and ***** ******** Lockheed ****** hires high EQ ****** that are ****** **** to manage **** *** ********* relationships **** *** **** ****** ** ********* ** *********** ** ******* and ********************* ****** **** ***** ***** *** ** technology ******* ********** ** ** ** ** ********* part ** *** organization’s ********** and ******* ** is for **** management ************* or for *** other ****** of ********** *** operations the ******* *** relied ******* on Information Technology ** **** *** operations ********* *** ************************ Spectrum Leadership **************** ****** ********* ******* ** 2017 from ************************************************************************************ ** *** (2017)InLockheed ****** ********* ******* ** **** **** ***************************************************** ******* ******** *** ******* ** ********** (2010) *********** ********* ******* 23 **** **** ********************************************************************************************************************************************************************* * ********* ********** ** ********* Intelligence at ****************** ********* ******* 23 2017 **** *********************************************** Diversity & ********* **************** ****** ********* January ** **** from *****************************************************************************
