Answered You can buy a ready-made answer or pick a professional tutor to order an original one.
In this assignment you will analyze the organizational behavior of your current or former employer. Describe how the following areas
BUS 610 Week 6 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 eight to ten 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 as outlined in the Ashford Writing Center
Writing the Final Paper The Final Paper:
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.
- @
- 165 orders completed
- ANSWER
-
Tutor has posted answer for $20.00. See answer's preview
********************** ********* is ******* ** *** ******* *** ******* ********* ****** ** ********* **** ** ********* ************* ** ** ************ ***** ** a ***** *********** ******* firm ** ***** ** *** kinds ** *********** **** ********* ***** lawn ****** ** ********* ****** ****** the **** is a ***** *** *** culture ********** ** the **** ***** ** **** important ** ** **** to **** **** customers on a **** ******* ***** and ** ** is ********* **** ** ****** *** ******* ** customer ********** ** *** **** ************** ******* ** **** ** be **** **** ** environment at ********* ***** different ****** ** ********* ******** **** **** ***** ** ********* ******* ** ********* ***** defined ** ****** *** ******** ********** **** *** in ********* Organizational culture ****** into ******* the ******* *********** ** ********* ***** *********** ** **** ***** ********* and ********** ** ***** ************ *** * **** ******* ** other employee’s related issues *** ************** ******* ** ******* ** leadership in action and ** * collaboration of employees at work *** *** ***** and human ********* of *** ************ contribute ** the ********** of ************** ******* ****** sentence:Leadership ******* *** ************** ******* ** * firm *** in turn success ** ******* ** *** ********** ************** ******* in my ******* ** ******* ***** is **** ** ************** there ** ** leadership on **** kind of ****** ** book and *** *** ******* ** *** ****** ** ** ****** *** ** be carried *** ** * nutshell **** **** of ********** has *** ** chaos *** confusion **** *** result **** ******* *** ********** *** ***** ***** ** frequent ******* *** on deadlines *** time ********* ***** * **** ***** ******* it is **** ********* **** ******** ***** are met *** work is ******* *** in * ****** ****** ***** ******** is **** generated through ***** ** word ******* *** ******** **** ****** of ******** is ** **** that ***** are **** calls **** customers ***** ** ********** ***** ** overload of **** ** *** few workers ** have *** this triggers *** ** **** ****** ** ******* ** **** ******* *** ****** *** ****** **** **** ** leadership *********** ( (Barney ******************* ******* ** ** ********** ** different ***** ** ********** ****** * *** of *** ********* ***** ***** to ** ******* ***** ** ********** ***** **** ****** *** * good ******* and ****** ******* ** ****** ** ***** ************** culture would ** *** where ***** are ******** of innovation **** *********** aggression *** *** **** ** ******* Organizational ******* ** the corporate ******* of my **** *** a ********** ** the ******** ****** relations ******* and the ********** ** *** **** ** *** ***** ** the ****** ** short ** ** *** ***** image of *** firm ** *** ************ belief ******* *** organizational ******* ********* with ********** *** ******** *** ********** the ******** ** ************* the culture of *** ************ ******* * process of ************* ******* ** ******* ************ ** ******** by ** ************ It ** **** **** **** ***** *** deviated **** the ******* *** were *** **** ** ****** **** invariably ******* *** were ** introduce ******* to ** employee ** ******** individual ******** *** justifying *** **** behavior could ** ******* on a ******* social ******* followed by the ************ **** **** ******* contributes very **** ** organizational ******* there is ***** ************ ******** ** employees **** that **** are able ** ****** ** **** ***** **** and ***** ****** ** * ****** **** environment for ********* ** **** **** *********** ** *** **** ********* productivity *** efficiency ** is **** ********* *** managers ** ******* **** ******* ********* ** ***** ***** ** ************ *** hence ** the ********* is stress **** ** ***** **** ************ *** ********** *** **** ** ********************* ***** **** *** salad **** culture *** **** ** have ** assimilation of ******* ******* ***** ** brought ** ** the ******* ********* The ********* ****** is that the ************** ******* ** **** ******* *** **** ************ ** *** ********* ******* Each ** ***** cultures ********* ***** homogeneity ************* ***** have **** **** ** * ******* *** ********** ** ****** * **** ******* **** force and *** very ********* ** ***** policies ** ********* ****** * current **** with ******** ********* ***** of talent *** ***** **** ******* ***** in great ********** ***** ****** *** ********* inefficiencies ***** ** *** to ******** ****** ** *** ******* environment and ********** *********** Being * **** ***** ******* ** **** ****** ** ********* ******** ******* **** ** *** this ** ** ******* * *** ** **** to ****** our ******* and grow * Kolb *** ****************** ****** ** ** ************** ***** ************ like **** does *** **** any ****** ************* polices ****** ** ** have ******* ways ** dealing with ********* The communication policy ** **** **** ** **** bad ** ***** ** just *** ****** ** ****** ** all ***** ** ************* **** ****** *** *** ****** and this *** ********** *** ** ***** of *** ***** ** **************** **** has **** resulted ** heavy ****** ** ********* to ********* *** *** cost *** ******** **** ******* ** ** ********* that ** **** ***** ************ **** **** there **** ** ** ****** *** ***** ******** even *** those who ***** **** The **** *** ** bring in * ****** *** communication **** verbal and *** ****** *** identify ************* policies **** clearly ***** have to ** ***** cut **** ** which people *** *********** ** customers within ********** *** with ********* *** ***** ***** **** ** no mix ** ** roles It ** **** **** **** the **** *** to make * ********* ****** *** communication ** **** ***** are ****** communication ******** as ****** ********** how **** **** to *********** **** each ***** *** to the customers *** ** ****** *** *** ****** cues ** **** ********* in ******************* ** authority *** **** ******** **** ****** ** *********** ***** ********* There ** ** **************** or empowerment ** ********* *** ***** of command is straight *** decision ****** ** totally *********** The ************** ********* is **** and ******************** ** **** firm cannot **** *** ********* ******** ** ***** **** ***** *** ** team ******** *** ** ************* ******* ******** *** ********* ***** as **** ***** **** ** the ***** of command was ************* *** **** would **** worked ***** ************* Unfortunately ******** ****** was ** tight **** **** ******* ***** *** take **** ***** ********* **** led ** ****** ** redressing ******** grievances and lot ** ******** *** **** The **** has ** ****** ***** *** ***** ** command *** **************** *********** *** **** dynamics ** ***** in greater ******** ********** ***** * **** small firm ***** can ** **** *********** ******* ********* ************* ******* in **** ******* ** ********* ******** *** the chain ** command is very clear ***** it ** a ******* provider *** ** ** handling services ** * very ******* ****** it is very ********* that ************* ******** *** **** *************** *** *********** ************ cannot ** ***** *********** as ** ** * very important ******* *** ***** instructions *** ************* *** come **** from responsible ****** ******* ***** ** *** of ************ ******** Communication ****** ** **** ***** *** ** *** ******** group mentioned ********* ** **** lead to ******* ******** on *** **** ********* and ************** ** **** depends upon communication hence weather ford **** ****** *********** on *** ************* **** topAs communication plays * very ***** **** ** ******** *** ** accepting ****** **** ********* it is **** ********* **** ******** *********** **** ************* should *** **** **** ambiguity ************* ******** must ******* ** ******** *** *** *** **** ******** and *** ****** ** ******** to ************** **** ** ******* **** **** will **** *********** ********** *** clarity in functioningd ************ ************* compensation policy ** the firm ** *** **** ********* grabbing ** *** ************* ****** *** wages are **** *** ********** ** per ******** ********* what is ********** ******* ** *** ***** **** of ********* that ** **** ** *** ******* ***** * ************ ******* *** ** be ******** for the workers ***** could ** * Herzberg's ********** ****** which speaks about *** ********* are ********* ** hygiene ******* like ***** ******* conditions relationships ****** organization *** ********** ******* **** ******* **** ******** *** ********** and ********* opportunities ***** ****** be ********** for ****** * compensation ******* Leadership has ** ******* *** ****** of motivation in ********* ** *** good ************ and great performances ***** ** ** embraced by *** organizationA ****** *** *** *********** **** appeals ** the emotions ** *** people *** ****** has the Emotional intelligence ****** **** the ability ** ******** ******** *** then ******* ********* ****** *** ****** **** should understand *** ******** ** ********* ** ***** ** ******* **** **** In this **** *** ****** ****** communicate the worst **** scenario **** ** slowly raising *** head in the ************ ** *** **** of ************* ******** ************ ********* ****** ****** ***** **** of ******** ****** ***** ***** exhibit positivity *************** *** **** ******** while ***** ***** *** *** ********** ******** ****** *** *** people out of gear Good Problem solving ** very importantly sourced through ***** ********* ****** Some problems ******* ********* broad ********* ****** ****** * **** ****** ******* ******** Emotionally *********** leaders **** how to match the **** **** *** problem ******* **** ********* *** dangers of ******** ***** when ** an ********** frame ** **** ** of ***** too ******** **** ******* *********** ***** ******** ** ********** ******** **** ***** channeling ******** ** ***** ** ***** ***** *** ***** are ******** ** leadership ************* which *** ****** a ****** to ***** out *** **** in ****** ******* ************* ****** Interpersonal ************* also **** * **** important role in ******* solving ******* ****** adopt *** impression ******* **** where **** a ************* standpoint ******* are **** *** **** A ****** will increase his leadership ********** ** ** ********* his ************* ************* ************ office *** ***** ** ********** *** **** ***** *** ***** *** **** ***** ******** **** ******* *** *** *** looked ** virtual offices or *************** ****** ** does *** social ********** ******* ** social ****** **** churches *** home ******* **** *** **** ****** of expanding *** **** **** **** ** ************* ** using *** ******* ***** and * ******** strategies *** *** ******* *** **** ******** **** *** ** *** **** locally ******* **** immediate ************************** the world ** ******** the ************ ******* ** **** called *** ********* ******* a **** at *** ******* ** *** **** shows *** there *** ** ** ** ********* ****** in *** way *** landscaping firm **** ******** ********* **** ** ** *********** ** ****** **** in the business *** ***** *** to ** **** ********** ************ ***** *** motivate *** ******** ***** **** is **** ******** ******* *** ** is **** ********* ** ********** **** ****** ******* **** ********* ** *** business and ** rewarded properly **** will *** ********** ** *** ******** ** is also seen *** **** **** ********* ** **** ******** are * *********** lot ** **** *** not ********* *** ** *** function as * team ***** ******* **** team togetherness *********** and ************* in ************** ********** will enable the *********** **** ** ******** to higher levelsA new **** spirit **** be created if ***** **** ** ****** ******** ******** ********** the diversity by bringing in ************* The **** **** ******* by adopting **** ******* *** ***** will ** less ********* ** *** **** ** **** ** ****** *** employees **** *** **** *** **** fast *** **** **** ************* *********** *** *********** between ********* ***** ** less ******** and ******* team ****** *** **** ****** **** ******** team ******** ******* ***** employees can **** **** ***** *** ******* relationships *** partnering * ******** environment not **** ******** *** growth ** the **** *** **** leads ** ********** ****** too References:Barney * ****** ************** culture: *** it ** * ****** ** ********* *********** ********** ******* of management review ***** ***************** * ***** * C ***** Kraimer * * (2006) Justice *** ************* exchange: The ********** **** ** ************** ******* Academy ** Management Journal ** ************* Eva *** ********* ** *** **** City's Multiculturalism: ******* *** ** ***** Bowl ************** * * *** Chatman * A & Caldwell * * ****** People *** ************** ******** * ******* ********** approach to ********* ******************* *** Academy ** ********** Journal ** ***************** * (1992) ************** culture *** ******** ********* ******* ** ********** ******* ** **************** G ***** February) ********** *** counter culture ********* ********** 84 ******** ********** ******* of *** *** **** ********* ***** October) ** ***** 80 ********
