Answer phase 3 and 4 Then Create an Executive Summary and Power Points.
Introduction: Organization of Interest (is attached)
Phase One: Start-up: Pre-entry, Entry, Contracting (is attached)
Phase Two: Data Collection and Analysis :
Organizational Culture, Employee Motivation (is attached)
Performance, Rewards, Employee Behavior and Stress (is attached)
Groups, Teams, Conflict and Negotiation (is attached)
Power, Politics, Ethics, and Communication (is attached)
Decision-Making and Leadership (is attached)
Update references and make sure each reference includes corresponding in-text citation.
Include appendices (optional) documenting the interview questions or questionnaires used during your interviews with the manager.
Follow the Outline below:
Cover Page
Executive Summary
Introduction: Organization of Interest
Phase One: Start-up: Pre-entry, Entry, Contracting
Phase Two: Data Collection and Analysis
Organizational Culture, Employee Motivation
Performance, Rewards, Employee Behavior and Stress
Groups, Teams, Conflict and Negotiation
Power, Politics, Ethics, and Communication
Decision-Making and Leadership
“Phase Three: Intervention”
Considering the previously drafted 5-10 culturally competent recommendations for change, select only three recommendations that you believe are the most important based on both your interviews with the manages and your assessment of the organization.
Explain how you will communicate recommendations to the leaders of the organization in a way that will lessen resistance and engender implementation.“Phase Four: Transition”
Summarize the findings, reflect on lessons learned, and outline next step by explaining what follow up is needed to ensure sustainability,
What multicultural and international issues would need to be considered if this organization expanded globally?Running head: DATA COLLECTION AND ANALYSIS
Data Collection and Analysis
Abdullah Alshawi
Alliant International University
1
DATA COLLECTION AND ANALYSIS
Introduction
The target organization for this case study is Youth Entertainment Company (YE). Its
main objective is to nurture young talents and to develop them into future stars. In other words,
Youth Entertainment is a talent agency for young children and teenagers with an interest in
singing, acting, acrobatics, magic, and other forms of entertainment. To deliver exceptional
training, the company also works together with various professional talents in the music and
movie industry. They help by contributing to the course of the organization, giving the young
talented teenagers essential tips for success in the industry.
Interview Questions
Organizational Culture Questions
How can you describe the organization’s corporate culture?
How does diversity apply to the culture of your organization?
What are some of the ways through which a leader can help to facilitate and maintain an
effective organizational culture?
How does the culture in the organization affect performance?
Employee Motivation Questions
What are some of the steps taken by the company to promote employee motivation?
How do these motivators help to improve performance?
What is the role of the leader to ensure employee motivation?
2
DATA COLLECTION AND ANALYSIS
3
Organizational Culture
Corporate culture refers to the profession-related values that guide the relationship
between employers and employees, as well as external stakeholders such as partners, suppliers,
vendors, and clients (Griffin, Ebert, Starke & Dracopoulos, 2013). Organizational culture can
either positively or negatively affect the business. YE has a positive corporate culture
demonstrated through a transformational leadership style that facilitates a good relationship
between the executives and other members. All members of the organization work together as a
team to achieve the firm’s objectives in time. The corporate culture at Youth Entertainment
Company promotes unity and togetherness. All members of the organization are free to interact
with all levels of management to share ideas and to ask for assistance where necessary. The
administration also offers incentives to the workers as a reward for their hard work.
There is a constant change in the business environment today, brought by the changing
demands of workers. The entry-level employees demand higher wages and salaries and improved
working conditions. However, many organizations sometimes fail to fulfill these demands,
leading to low motivation among the employees, thus low productivity and profitability (Rubin
& Brody, 2011). For this reason, the transformational leadership style at YE is vital in improving
and maintaining high productivity in the business. It also focuses on educating and retaining
entry-level workers to prevent turnovers.
Employee Motivation
Many kinds of research have associated job satisfaction with positive outcomes of an
organization, such as higher innovation, incentives, and improved productivity of employees.
These outcomes are all connected to the enhanced performance of the firm (Griffin, Ebert, Starke
DATA COLLECTION AND ANALYSIS
4
& Dracopoulos, 2013). The principal determinant of job satisfaction is motivation, although the
only little study has centered on the connection between job satisfaction, motivation, and how
culture impacts the work environment. YE’s corporate culture ensures all employees are paid
well and on time, as well as favorable working conditions and holidays (Cheah, Amran & Yahya,
2019). As a result, the employees are motivated and happy with their work, which has led to
improved organizational performance. Y.E. knows that entertainment is all about creativity,
which needs teamwork and corporation for perfect productions. The employees are also involved
in the decision-making process, making them feel like valued members of the organization. This
also motivates them.
DATA COLLECTION AND ANALYSIS
5
References
Cheah, J., Amran, A., & Yahya, S. (2019). External oriented resources and social enterprises’
Performance: The dominant mediating role of formal business planning. Journal of
Cleaner Production, 117693.
Griffin, R., Ebert, R., Starke, F. & Dracopoulos, G. (2013). Business essentials. Eighth Canadian
Edition.
Rubin, B., & Brody, C. (2011). Operationalizing Management Citizenship Behavior and Testing
It’s Impact on Employee Commitment, Satisfaction, and Mental Health. Work and
Occupations, 38(4), 465-499. doi: 10.1177/0730888410397924.
Running Head: ORGANIZATION DEVELOPMENT
Organization Development
Alliant International University
1
ORGANIZATION DEVELOPMENT
2
When dealing with organizational development, it is essential to have a professional in
place who can introduce the main strategies required for a successful operation. Given a chance
as an OD consultant, I would use my experience with management and other interactions in the
business sector to offer my expertise. The most crucial part of the consultation is giving a
diagnosis of the organization in question and identifying the significant segments that need more
focus.
In context with organization development, the critical factor to address internal planning,
including how the people relate and communicate with each other. Most organizations are failing
due to a lack of proper strategies to control their internal teams. Employees, therefore, end up
confused about the issues taking place around the environment, which in turn affects their
productivity. The best way to address the issue of organization amongst the employees is by
getting an excellent management team that can communicate with the rest of the individuals
(Gallant & Ríos, 2014). Sharing ideas concerning the progress of projects, possible risks, and any
prospects also strengthen the team. A flawless operation takes into consideration all parties in the
company regardless of their positions, experience, and other dynamics.
Another aspect of diagnosis is the analysis of prices and costs at every stage of action to
ensure that the expected outcomes are achieved. An organization can plan for its expenses and
incomes at the beginning of operations or a particular project. Still, it will be challenging to keep
them in check if there are no active policies in place (Gottfredson, Schaubert & Saenz, 2008). It
is essential to maintain a reliable and careful team of professionals to run the accounting and
finance departments. They conduct all the required calculations and keep records of everything
to ensure that the organization can account for its activities. Attaining financial transparency is
ORGANIZATION DEVELOPMENT
3
the best thing that a business can achieve, as it ensures that every step is well planned and hence
increasing its chances of success (Cummings & Worley, 2014).
Related to the costs, it helps to consider the number of profits that the organization is
making at a particular period. I prefer making these calculations every month for small
businesses and quarterly for larger firms. The reason for these differences in timing is because
they deal with varying workload and transaction numbers (Brown & Harvey, 2011). A
progressive business gets a positive figure as profit, meaning that it can run all its operations
without external financing. The company will also have more to invest back or conduct other
activities without affecting the regular flow.
I would also focus the attention of reviewing the market forces to determine the kind of
influence the company is making. There are many ways of resolving this aspect, including the
type of reaction that the organization receives online. Most advertising efforts have shifted to
social media, which means that the business has a chance to review the support through the
following, likes and comments on different platforms (Gallant & Ríos, 2014). Depending on the
efforts that marketing puts on these platforms, it is essential to make a comparison of the
numbers with the expected following. The good thing with social media is that it allows people
to comment on the positive and negative sides of the business, which is an integral part of
learning about business management.
Lastly, the competitive aspect in any company makes sense as it is possible to compare
operations with rivals and get ideas on improving the current state. The business environment
goes through a lot of challenges, but as research agrees, the greatest of them all is competition
(Gallant & Ríos, 2014). OD encourages interaction with close rivals to learn more business ideas
about their operations and borrow some of those in services. It is not a way of copying but
ORGANIZATION DEVELOPMENT
getting a different perspective on the market and making improvements. It is also advisable for
the business to consider differentiation and make operations unique to get ahead of the
competition.
4
5
ORGANIZATION DEVELOPMENT
References
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage
learning.
Brown, D. R., & Harvey, D. F. (2011). An experiential approach to organization development.
Gallant, S. M., & Ríos, D. (2014). The organization development (OD) consulting process. The
NTL Handbook or Organization Development and Change, 153-174.
Gottfredson, M., Schaubert, S., & Saenz, H. (2008). The new leader’s guide to diagnosing the
business. Harvard business review, 86(2), 62.
Running head: DATA COLLECTION AND ANALYSIS
Data Collection and Analysis
Abdullah Alshawi
Alliant International University
1
DATA COLLECTION AND ANALYSIS
Introduction
The target organization for this case study is Youth Entertainment Company (YE). Its
main objective is to nurture young talents and to develop them into future stars. In other words,
Youth Entertainment is a talent agency for young children and teenagers with an interest in
singing, acting, acrobatics, magic, and other forms of entertainment. To deliver exceptional
training, the company also works together with various professional talents in the music and
movie industry. They help by contributing to the course of the organization, giving the young
talented teenagers essential tips for success in the industry.
Interview Questions
Organizational Culture Questions
How can you describe the organization’s corporate culture?
How does diversity apply to the culture of your organization?
What are some of the ways through which a leader can help to facilitate and maintain an
effective organizational culture?
How does the culture in the organization affect performance?
Employee Motivation Questions
What are some of the steps taken by the company to promote employee motivation?
How do these motivators help to improve performance?
What is the role of the leader to ensure employee motivation?
2
DATA COLLECTION AND ANALYSIS
3
Organizational Culture
Corporate culture refers to the profession-related values that guide the relationship
between employers and employees, as well as external stakeholders such as partners, suppliers,
vendors, and clients (Griffin, Ebert, Starke & Dracopoulos, 2013). Organizational culture can
either positively or negatively affect the business. YE has a positive corporate culture
demonstrated through a transformational leadership style that facilitates a good relationship
between the executives and other members. All members of the organization work together as a
team to achieve the firm’s objectives in time. The corporate culture at Youth Entertainment
Company promotes unity and togetherness. All members of the organization are free to interact
with all levels of management to share ideas and to ask for assistance where necessary. The
administration also offers incentives to the workers as a reward for their hard work.
There is a constant change in the business environment today, brought by the changing
demands of workers. The entry-level employees demand higher wages and salaries and improved
working conditions. However, many organizations sometimes fail to fulfill these demands,
leading to low motivation among the employees, thus low productivity and profitability (Rubin
& Brody, 2011). For this reason, the transformational leadership style at YE is vital in improving
and maintaining high productivity in the business. It also focuses on educating and retaining
entry-level workers to prevent turnovers.
Employee Motivation
Many kinds of research have associated job satisfaction with positive outcomes of an
organization, such as higher innovation, incentives, and improved productivity of employees.
These outcomes are all connected to the enhanced performance of the firm (Griffin, Ebert, Starke
DATA COLLECTION AND ANALYSIS
4
& Dracopoulos, 2013). The principal determinant of job satisfaction is motivation, although the
only little study has centered on the connection between job satisfaction, motivation, and how
culture impacts the work environment. YE’s corporate culture ensures all employees are paid
well and on time, as well as favorable working conditions and holidays (Cheah, Amran & Yahya,
2019). As a result, the employees are motivated and happy with their work, which has led to
improved organizational performance. Y.E. knows that entertainment is all about creativity,
which needs teamwork and corporation for perfect productions. The employees are also involved
in the decision-making process, making them feel like valued members of the organization. This
also motivates them.
DATA COLLECTION AND ANALYSIS
5
References
Cheah, J., Amran, A., & Yahya, S. (2019). External oriented resources and social enterprises’
Performance: The dominant mediating role of formal business planning. Journal of
Cleaner Production, 117693.
Griffin, R., Ebert, R., Starke, F. & Dracopoulos, G. (2013). Business essentials. Eighth Canadian
Edition.
Rubin, B., & Brody, C. (2011). Operationalizing Management Citizenship Behavior and Testing
It’s Impact on Employee Commitment, Satisfaction, and Mental Health. Work and
Occupations, 38(4), 465-499. doi: 10.1177/0730888410397924.
Running Head: ORGANIZATIONAL MANAGEMENT AND PERFORMANCE
Organizational Management and Performance
Alliant International University
Abdullah Alshawi
1
ORGANIZATIONAL MANAGEMENT AND PERFORMANCE
Part IV Phase 2
Interview Questions
Performance
What factors do you use to measure the performance of employees at the organization?
How long do you take before reviewing the workers’ performance, and why that period?
Rewards
Do you think that rewards motivate employees to satisfy the objectives of the company?
What major strategies do you use to determine the kind of rewards for specific individuals?
Reflect on the recently used method.
Employee Behavior
How have employees displayed positive behaviors in the past? And how does that affect general
productivity?
What actions does the company take against the misbehavior of employees?
Stress
What do you think are the five significant stressors at the individual, group, and organization
level?
Reflect upon the impact of stressors on the relationships between different parties and general
productivity?
2
ORGANIZATIONAL MANAGEMENT AND PERFORMANCE
3
Interview 2: “Performance, Rewards, Employee Behavior, and Stress”
The organization under consideration is YE, whose primary aim is to promote young
talents and help them develop successful careers in the entertainment industry. The kinds of
strategies put in place are in such a way that they either positively or negatively contribute to the
organization’s success. As established through the interview, the management works towards
promoting the highest employee performance at the end of operations. They achieve such by
setting periodic objectives and equipping their employees with the right skills to perform
(Donnely et al., 2018). They measure the level of progress of their employees through quarterly
assessments through the team leaders who interact on a personal level with the workers.
Another factor that was evident during the interview was the rewarding system of the
company and the kind of impacts it has on the employees. Appreciating the employees by giving
them different rewards is an excellent way of encouraging hard work and increasing productivity
(Donnely et al., 2018). The manager states that the issuing of awards has to take into
consideration the various factors to ensure that the most deserving individuals get them. It is not
always positive as the organization also needs to take action on the behaviors of employees and
assuring positivity in all instances. Punishments and warnings work best when dealing with
misbehavior as it establishes a strict code of conduct. All these aspects might result from workrelated stress, which reduces the efficiency of the employees. The organization works its level
best to create a conducive environment that limits all types of stressors ranging from the
personal, group, organizational, and others (Donnely et al., 2018).
ORGANIZATIONAL MANAGEMENT AND PERFORMANCE
The manager’s responses can be supported by the theory of organizational balance,
whose significant impact is to ensure that all segments are working as effectively as possible.
While it might be essential to reward and motivate the employees, they also need monitoring to
control their behaviors and build a robust code of ethics. The performance level of the
organization depends on the internal relationships built between workers and management and
amongst team members (Krausert, 2009). The company proves to be effective in handling
misbehavior by coming up with strategies to punish the involved parties.
A great cultural recommendation concerning work-related stress would be to give each
the freedom to incorporate their personal lives into their responsibilities as long as it does not
affect their ethics. Such includes getting enough family time and even making an effort to
introduce the idea of visiting days at work to bring the connection. It does not have to be family
but also things like traveling, camping, and other activities that reduce the monotony of work
(Rhodes et al., 2008). Finally, a significant global strategy to increase performance through
rewarding is providing workers with the opportunity to interact globally with other parties. Such
changes allow the sharing of ideas and ensure that the organization offers an internationally
accepted team.
4
ORGANIZATIONAL MANAGEMENT AND PERFORMANCE
References
Donnely, J., Gibson, J., Ivancevich, J. & Konopaske, R., (2018). Organizational Behavior and
Management. McGraw-Hill Education; 14th edition
Krausert, A. (2009). Performance management for different employee groups: A contribution to
employment systems theory. Springer Science & Business Media.
Rhodes, J., Hung, R., Lok, P., Lien, B. Y. H., & Wu, C. M. (2008). Factors influencing
organizational knowledge transfer: implication for corporate performance. Journal of
knowledge management.
5
Running Head: INTERVIEW 4
1
Power, Politics, Ethics, and communication
Abdullah Alshawi
Alliant International University
INTERVIEW 4
Power and politics are crucial for every organization (Arora & Rao, 2018). According to
the manager, he often uses the power to influence his employees and avail of all the necessary
resources to ensure accurate and effective work completion. However, he states that, as the
manager, he has the authority. Still, power is not a guarantee, and he must seek power because it
is what determines how effectively he may influence people to do what is right. Power, politics,
and authority are based on the organizational structures which must be respected by everyone
and used accordingly to promote organizational efficiency, performance, and effectiveness.
Managers and organizational leaders use power and politics to control employees, influence, and
motivate them to do what is good. Politics is similarly significant as it helps employees to
survive within the organization and gain control over their working environment.
Besides, power and politics are managed effectively only to be exercised in the most
effective way to achieve the best for the organization and individuals and not for greed. Power
holders (both legitimate and illegitimate) influence the organization process, which often a
political process (Arora & Rao, 2018). Usually, power is linked to leadership, which determines
organizational politics. Managerial effectiveness increases when the manager gains power while
retaining authority and thus can politically and powerfully influence employees to accomplish
organizational objectives.
Communication is a crucial aspect of an organization that determines its success (Leje,
Kasimu & Kolawole, 2019). In the organization, we understand that we do not just communicate
to pass a message; however, for make-up, solve issues, and change. Whether communicating
about ethical behavior or any type, we first seek those who can accurately listen, comply and
give instructions, offer effective feedback, move with all our co-workers and customers, work
effectively with teams and solve all the presenting problems. Often, it starts with developing
2
INTERVIEW 4
3
communication awareness and effectiveness. This involves effective creation and exchange of
information, working well with teams, hierarchies, individuals, communicating both complex
situations, and motivating recipients effectively. Communication begins by first identifying the
needs, message, recipients, mode, and objective. We would want to make at as effective,
objective, captivating, and accurate as possible and target all hierarchies and everyone in the
organization as needed.
The manager states that while a manager can instruct people to accomplish objects, he or
he will still need power and politics to get things done; this is according to the Marxist theory of
power (Duyvendak, 2019). This power and politics are associated with leadership and often
gained irrespective of the position that one owns. According to the pluralist theories,
organizational success depends hugely on the relevancy of power tactics, along with the political
tactics that he or she uses with the team members in an organization. In other words, all these
things go hand in hand, and one’s effectiveness depends on how they can incorporate all of them
in their daily roles and responsibilities.
The organization maintains an appropriate culture of teamwork, collaboration, and ethics.
From the manager’s words, they do everything to ensure that power and politics are used
appropriately for the benefits of the organization and employees and not for personal gains.
Employees use politics appropriate to control their work environment for a better organization,
while leaders and managers and leaders use the two for a better workplace and employee
satisfaction (Duyvendak, 2019). Also, the communication of ethical behaviors and other
messages is effective and well-structured and planned to reach every person as needed to
promote unity and togetherness in organization endeavors. An organization that values effective
communication is a step ahead in the road to success because it is what determines the
INTERVIEW 4
relationship in the organization, which is significant in accomplishing organizational tasks (Leje,
Kasimu & Kolawole, 2019).
I would recommend an inclusive organization where managers and legitimate leaders in
the organization recognize informal leaders in the organization and work together with them for
a common goal and not striving to harass them as a way to stop or shut them up.
An international organization works with people from different cultures. Thus such an
organization should ensure cultural sensitivity in all its aspects, including power, politics,
communication, and ethics, to ensure that it does include all its operations.
4
INTERVIEW 4
5
References
Arora, S., & Rao, R. K. (2018). Integrating Leadership, Power and Politics and Its Impact on
Organization. IMPACT: International Journal of Research in Humanities, Arts and
Literature (IMPACT: IJRHAL), 6(4), 1-6.
Duyvendak, J. W. (2019). The power of politics: New social movements in France. Routledge.
Leje, M. I., Kasimu, M. A., & Kolawole, A. F. (2019). Impacts of Effective Communication
towards Performance of Construction Organization. Traektoriâ Nauki= Path of
Science, 5(8).
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