2 Report Package: Report Assignment Due: Sunday, Sept. 20, by 11:59 p.m. Format and Length Requirements: Include a memo (or letter) of transmittal, title page, table of contents, list of illustrations (if applicable), executive summary, body of the report, and references. Use APA documentation style for in-text citations and the references page(s). Use Times New Roman font face and 12 point font size. Use 1 inch margins and single space. Headings should be included in the body of the report. 3,000 words In the Report Assignment, you’ll carry out the plan that you established in the Proposal Assignment. The purpose of the Report Assignment is to demonstrate your ability to prepare a formal researched report to a specific, professional audience, to conduct and evaluate research and incorporate it effectively, and to document the sources you use accurately. Essentially, your goal in the report will be to explore the problem (background, context, etc.) and the solutions for the decision-maker(s) you’ve identified, offering a recommendation(s) for action. The final version of the report will include front matter, the body of the report, and back matter. Front Matter Prior to the body of the report, you will need to include a memo or letter of transmittal, a title page, a table of contents, a list of illustrations (if you include illustrations), and an executive summary.   Body of the Report The body of the report should use a conventional structure and incorporate meaningful headings that reveal the structure of the report to the readers. (“Body” is not a meaningful heading.) While you should include sections for Introduction and Conclusions, the other sections that make up the body of the report will depend upon the specific focus of your work. Your outline in the Proposal may be useful, but you will most likely need to modify that outline as you complete research.   A discussion of your methods (or search strategies) and a discussion of the problem/opportunity should be included in the report; such items can appear in the introduction or in the body of the report, depending on how much development is needed.  A recommendation or recommendations for the next step your audience should take will most likely end the report. Required Research: Research should be used throughout the discussion. Include at least 5 scholarly sources in the report and ensure that all other sources are authoritative in nature. Interviews can be used as sources, but transcripts of the interviews must be provided as an appendix to the report (which will not count as part of the word requirement mentioned above). The research should be incorporated into the text gracefully, meaning, in part, that summary should be preferred to direct quotation.  Summary and paraphrase require citation in text.  Graphics or Visual Aids:I do encourage you to use visual aids in the report if illustrations or graphics would be useful in helping your readers understand the topic, yo.

1. 2
Report Package: Report Assignment
Due: Sunday, Sept. 20, by 11:59 p.m.
Format and Length Requirements: Include a memo (or letter) of
transmittal, title page, table of contents, list of illustrations (if
applicable), executive summary, body of the report, and
references. Use APA documentation style for in-text citations
and the references page(s).
Use Times New Roman font face and 12 point font size. Use 1
inch margins and single space. Headings should be included in
the body of the report.
3,000 words
In the Report Assignment, you’ll carry out the plan that you
established in the Proposal Assignment. The purpose of the
Report Assignment is to demonstrate your ability to prepare a
formal researched report to a specific, professional audience, to
conduct and evaluate research and incorporate it effectively,
and to document the sources you use accurately.
Essentially, your goal in the report will be to explore the
problem (background, context, etc.) and the solutions for the
decision-maker(s) you’ve identified, offering a
recommendation(s) for action.
The final version of the report will include front matter, the
body of the report, and back matter.
Front Matter
Prior to the body of the report, you will need to include a memo
or letter of transmittal, a title page, a table of contents, a list of
illustrations (if you include illustrations), and an executive
summary.
Body of the Report
The body of the report should use a conventional structure and

2. incorporate meaningful headings that reveal the structure of the
report to the readers. (“Body” is not a meaningful heading.)
While you should include sections for Introduction and
Conclusions, the other sections that make up the body of the
report will depend upon the specific focus of your work. Your
outline in the Proposal may be useful, but you will most likely
need to modify that outline as you complete research.
A discussion of your methods (or search strategies) and a
discussion of the problem/opportunity should be included in the
report; such items can appear in the introduction or in the body
of the report, depending on how much development is needed.
A recommendation or recommendations for the next step your
audience should take will most likely end the report.
Required Research: Research should be used throughout the
discussion. Include at least 5 scholarly sources in the report and
ensure that all other sources are authoritative in nature.
Interviews can be used as sources, but transcripts of the
interviews must be provided as an appendix to the report (which
will not count as part of the word requirement mentioned
above).
The research should be incorporated into the text gracefully,
meaning, in part, that summary should be preferred to direct
quotation. Summary and paraphrase require citation in text.
Graphics or Visual Aids:I do encourage you to use visual aids in
the report if illustrations or graphics would be useful in helping
your readers understand the topic, your analysis, your
conclusions, or your recommendations. Graphics are not
required. When used, they must add to the content and
persuasiveness of the report.
DBA 715

3. Case Analysis Guidelines and Rubric
Each Case Analysis should be 4 typed body pages in length
using a minimum of five scholarly sources
and 10-12 in-text citations throughout the paper. The Case
Analysis should consider the following format
when writing the information:
1. Statement of the problem: What problems are managers
facing and/or key persons in this
particular organization? Identify the symptoms and root causes
of the problems while determining
the short-term solutions for their problems.
2. Causes of the problem: provide an analysis while also
applying theories and models from the
chapters.
3. Decision Criteria & Alternative
Solution
s: identify criteria for management to evaluate when
looking at the alternative solutions. Evaluate the pros and cons
for each potential solution.
4. Recommend specific solutions to execute an action plan.
Case Analysis1

4. Identify at least 1-3 organizational behavior issues related to
values, attitudes, moods, and
emotions that exhibit integrity and excellence. Examine some
theoretical issues and suggest
some ways to build on or improve organizational success.
Case Analysis 1 is due in Module 2.
Case Analysis 2
Research and select two peer-reviewed research articles
associated with your dissertation topic.
Identify some pros and cons in which corporate social
responsibility demonstrates excellence.
Also, identify some companies that are considered
“benchmarks” in that area of expertise.
Case Analysis 2 is due in Module 4.
Case Analysis 3
Consider your dissertation topic and research two peer-reviewed

5. articles that will affect future
evolutionary and revolutionary changes within major
corporations. Identify some changes that will
encounter great resistance.
Case Analysis 3 is due in Module 5.

6. Grading for this case analysis assignment will be based on
answer quality, logic/organization of the
paper, and language and writing skills, using the following
rubric:
Category-Weight Unacceptable Fair Proficient Excellent
Identification of
Issues (20%)
Score: __%
Identifies and
demonstrates a
superficial
understanding of
issues and
problems.

7. Identifies and
demonstrates a
limited
understanding of
issues and
problems.
Identifies and
demonstrates a
deep
understanding of
most pertinent
issues and
problems.
Identifies and
demonstrates a
clear and deep
understanding of
all pertinent issues
and problems.
Analysis of

8. Evaluation (35%)

9. Score: __%
Presents an
incomplete
analysis of the
issues identified.
Does not use a
strategic
approach to
identify issues;
little or no use of
tools of analysis;
does not
demonstrate

10. command of the
strategic concepts
and analytical
tools studied.
Supports
diagnosis and
opinions with few
reasons and little
evidence;
argument is one-
sided and not
objective.
Presents a
superficial
analysis of some
of the issues
identified; omits
necessary
references to
theory and class
content.

11. Does not use a
Strategic
approach to
identify issues but
does use some
tools of analysis;
demonstrates
limited command
of the strategic
concepts and
analytical tools
studied.
Supports
diagnosis and
opinions with
limited reasons
and evidence;
presents a
somewhat one-
sided argument.
Presents a
thorough analysis
of most issues

12. identified;
includes most
necessary
references to
theory and class
content.
Uses a strategic
approach to
identify issues
and uses many
tools of analysis;
demonstrates
good command of
the strategic
concepts and
analytical tools
studied.
Supports
diagnosis and
opinions with
reasons and
evidence;
presents a fairly

13. balanced view
drawn from
multiple sources
of knowledge;
interpretation is
both reasonable
and objective.
Presents an
insightful and
thorough analysis
of all issues
identified; includes
necessary
references to
theory and class
content.
Uses a strategic
approach to
identify issues and
uses all available
tools of analysis;
demonstrates
complete

14. command of the
strategic concepts
and analytical
tools studied.
Supports
diagnosis and
opinions with
logical arguments
and evidence;
presents a
balanced and
critical view drawn
from multiple
sources of
knowledge;
interpretation is
both reasonable
and objective.
Points Associated with LOM Code No Paper 1-74 75-82 83-94
95-100

15. LEARNING OUTCOME MANAGER (LOM) CODE 0 1 2 3 4
Recommendations of
specific solutions to
execute an action
plan (25%)
Score: __%
Presents realistic
or appropriate

16. recommendations
with little, if any,
support from the
information
presented and
concepts from the
text.
Presents realistic
or appropriate
recommendations
supported by the
information
presented and
concepts from the
text;
recommendations
address some of
the issues and
problems
identified and
analyzed.

17. Presents specific,
realistic, and
appropriate
recommendations
adequately
supported by the
information
presented and
concepts from the
text;
recommendations
address most
issues and
problems
identified and
analyzed and
follows logically
from the analysis.
Presents detailed,
realistic, and
appropriate
recommendations
clearly supported
by the information

18. presented and
concepts from the
text;
recommendations
address all issues
and problems
identified and
analyzed and
follows logically
from the analysis.
Overall
documentation
effectiveness (20%)
Score: __%

19. Poorly written
(writing is
unfocused,
rambles, or
contains serious
errors); lacks
detail and
relevant data and
information;
poorly organized.
Carelessly written
(writing lacks
clarity or
conciseness and
contains
numerous errors);
gives insufficient
detail and
relevant data and
information; lacks
organization.

20. Well-written
(writing is
accomplished in
terms of clarity
and conciseness
and contains only
a few errors);
includes sufficient
details and
relevant data and
information; well-
organized.
Well-written and
insightful (writing
demonstrates a
sophisticated
clarity,
conciseness, and
correctness);
includes thorough
details and
relevant data and
information;
extremely well-

21. organized.
Final Score: ___%
Proposal
WRTG 393/6388
August 30, 2015
Proposal of how to handle Cultural Conflict in a workplace
Purpose
Culture is the set of values beliefs and practices a group share;
this attributes might be shared by that group due to the age,
religion, gender or race. Cross culture is a situation whereby
people from different cultures come together an act that is
dictated by external forces. Cultural conflict is a situation
whereby people from a different culture are involved in a crash
of their values beliefs and practices.
Up to date, many different scholarly articles have been
researched and published focusing on the issue of cultural
diversity. In the past centuries, cultural diversity has not been a
focus area for scholars, and this is mainly due to the lack of
inter-cultural activities. The impact of cultural diversity is felt

22. today due to the increase of globalization where people from
different cultures have been brought together. School exchange
programs, work environment, political issues, and trade are
some of the issues that have led to people mixing with others
from different cultures(Riles, 2008).
This proposal aims at identifying a common problem that is
affecting different work environment in almost all the
international companies and organizations. The problem itself is
a cultural conflict in the work environment that negatively
impacts the output of any organization that is affected. In every
nation that has a strong economy majority of its working class
citizen must be working. Majority of working class People
spend a lot of time at work, and if they have conflicts with their
bosses or colleges they cannot comfortably give the required
output. In this proposal, the negative impact and the areas that
are affected by inter-culture conflicts will be highlighted. Later
in the report the issue will be discussed in depth, were the
possible solution defined and the process of attaining the
solution to the problem unveiled.
Needs assessment
In the world today it’s with no doubt that specialization is the
key to success and production of a superior commodity. To
invest on specialization, a company should allow people from
all over the globe with different talents to work in their

23. organization. Every many making organization focuses on
making more profit every day even if it means looking for
experts for the job overseas. Due to the global world whereby
the world has been reduced virtually to a small village
companies can hire employees from all parts of the world. This
aspect has led to company’s staff members who are totally from
different cultures.
According to Ren & Gray (2009), over 80% of global
workplaces are affected by the issue of intercultural conflict.
Cultural practices and beliefs may diver from culture to the
other which at the end of the day may lead to misunderstanding
among the employees. An example is in the western countries
lateness to appointments might not be taken negatively, as a
matter of fact if the person late for the meeting is the senior it’s
not questioned mostly. In the Asian countries, this act is treated
as an insult to the group waiting, and it’s not encouraged,
punctuality is always treasured and seen positively.
Cultural Conflicts in the workplace are common and mostly are
asa result of a communication barrier. Communication is a key
element in any occasion and mostly in a business organization
where information must be passed down or up the leadership
chain. Different views and perception might be destructive
where the parties don’t agree on which way forward, a common
ground can be met if the parties communicate and understand
the situation at hand well. A researcher once said that among

24. people the similarities are always more than the differences but
the differences have the worse impact if not handled.
Cultural conflict in the workplace might be viewed as a small
issue, but it leaves deep cuts in an organization. These impacts
affect not only the social life of the employees but the
production. The core business of every organization is to meet
its objectives and goals if these targets are not met then the
organization might make losses (Stahl, Maznevski, Voigt
&Jonsen, 2010). The common causes of cultural conflicts in the
workplace are; miscommunication, leadership styles,
relationships issues and work expectations. Miscommunications
are the leading cause of conflicts not only for people from
different cultures. Relationship problems might be as a result of
people having different opinions that might be pronounced to
the level of avoiding each other. In such a case, the victims
might have problems working together which might slow the
work output.
Expectations in the workplace might be different like where
some employee’s culture forbids them from working on certain
days or hours. These differences might cause conflict in the
organization.The leadership style might not be to everyone’s
expectation, and this might cause the employees to develop a
negative attitude towards their seniors which eventually leads to
poor performance(Ting-Toomey& Chung, 2012).

25. The issue of cultural conflict can be settled fully by exercising
cultural intelligence in the workplace. Cultural intelligence is
an individual ability to interacteffectively, work and well
communicate with other people in cross cultures. It involves
identifying the cultural values, beliefs of the cultures one is
interacting with during work. Cultural intelligence gives one the
knowledge of how to interact well with people who they have
diverse cultures. Cultivating a culture intelligence culture in the
workplace allows for a smooth running of the organization with
minimal conflicts hence high output. This practice helps bridge
the gap existing due to a difference in culturalvalues beliefs and
practices among people in the work environment. Globalization
will not stop, and the interaction of people from different
cultures too will not stop. Globalization calls for an alternative
way of handling the cultural difference since the world is
becoming one piece without boundaries.
Plan of action
Report Outline
The main aim of this proposal it to bring to light the major
problems and solution of the cultural conflict. The main topics
that will be handled in the report are; assess the risk of culture
conflict, responding to culture conflict and how to testing
cultural intelligenceeffectiveness(Ting-Toomey& Chung,
2012).In assessing the risk of culture conflict in the

26. workplace,the report will contain the negative effects that are
attributed to the cultural conflict. The effects will be specific to
your company from the research that will be conducted. Some
of these effects are the poor performance and poor relationships
in the company.
Everyone appreciates that human beings are prone to errors; the
study will also include the rightful channel to follow in a
scenario where culture conflict has occurred. A good way of
handling a culture conflict situation would reduce and prevent
further conflicts arising in future. The impact of cultural
conflict might be destructive like in a case where the victims do
not admit the conflict has occurred and that they need to put the
past behind(Trueba, Jacobs&Kirton, 2014).
Testing e effectiveness of cultural intelligence as means of
handling the problem is important to ensure that the solution
meets the requirements. It would be very annoying to find that
the solution only works in some condition and not in others. To
eliminate these problem testing will be done using different
scenarios to predict the effectiveness of the solution. These will
ensure that the 21st-century fashions company gets the ultimate
solution to the cultural conflict issue to maximize their output.
Research Plan
I kindly request permission from the manager in charge of the
21st-century fashions limited to look into this matter. To give

27. the best and a long lasting solution I will conduct a thorough
questioner in your company to single out specifically what
challenges they face. The following research methods will be
used in the study questioners, interviews, and observation. The
study will utilize the power of a structured questioner and
interview to collect information that will be used in 5the study
(Chang, Daly, Hancock, Bidewell, Johnson, Lambert &
Lambert, 2006).
Information collected from the questioners and interviews will
be compared with information from other researchers and real-
world experience to evaluate the research. Also,a real conflict
situation will be used to measure the percentage of reliability of
the research.
References
Riles, A. (2008).Cultural conflicts.Law and contemporary
problems, 273-308.
Ting-Toomey, S., & Chung, L. C. (2012).Understanding
intercultural communication. New York: Oxford University
Press.
Ren, H., & Gray, B. (2009). Repairing relationship conflict:
How violation types and culture influence the effectiveness of
restoration rituals. Academy of Management Review, 34(1),
105-126.

28. Stahl, G. K., Maznevski, M. L., Voigt, A., &Jonsen, K.
(2010).Unraveling the effects of cultural diversity in teams: A
meta-analysis of research on multicultural work groups.Journal
of international business studies, 41(4), 690-709.
Trueba, H. T., Jacobs, L., &Kirton, E. (2014).Cultural Conflict
& Adaptation.Routledge.
Chang, E. M., Daly, J. W., Hancock, K. M., Bidewell, J.,
Johnson, A., Lambert, V. A., & Lambert, C. E. (2006). The
relationships among workplace stressors, coping methods,
demographic characteristics, and health in Australian
nurses.Journal of Professional Nursing, 22(1), 30-38.
2
Thanks so much for submitting your proposal. The comments
below consider two purposes of the proposal and indicate ways
the proposal could be improved. You’ll also find some
suggestions related to the report to consider as you move
forward.
One of the purposes of the proposal is to convince readers to
grant you permission to research and write a report, which
requires identifying your purpose and topic (the purpose

29. section) and convincing the readers of the importance of the
topic (the needs assessment section).
In the first section of the proposal, you do well by identifying
that this document is a proposal and by referring to the report
and what it will deliver to the readers. To improve this section,
I’d recommend two revisions. First, I’d recommend clarifying
that you’re requesting permission to conduct research and write
a report (make the purpose explicit rather than implied).
Second, you may benefit from further audience analysis. Who
are the readers? Most likely the audience is managers who will
have the authority to implement any solutions you suggest. Such
readers (who generally have at least one degree along with
years of experience) don’t need a general definition of culture,
so the first paragraph can probably be omitted.
The needs assessment section does well by incorporating
research throughout the discussion. You may be able to shorten
this discussion by eliminating repetition. Although APA is
usually accurate, one additional citation is needed in the third
paragraph for “a researcher once said.” Always provide a
specific citation.
If the proposal is for a specific organization, I’d also
recommend discussing problems specific to the organization as
part of the needs assessment. While interviews and surveys can
help pinpoint unique problems, the current organizational
structure, mission, and vision can reveal a number of potential

30. problem areas without ever talking to someone employed at an
organization. (The first question to ask is, what countries does
the company currently operate in?)
A second purpose for the proposal is to show your readers the
plan for the future report, both to prove you have a workable
plan and to ask for feedback on it. To achieve this goal, the
report outline and research plan sections should work together
to provide a picture of the future report while the schedule and
resources sections show what you’ll need to finish the report in
a timely manner.
The outline section describes a report that will primarily be
structured as a problem-solution report, which should work well
for this topic. John, I am a bit concerned about the final
paragraph in this section: it would be difficult (and perhaps
even impossible) to find a single solution. Managing cultural
conflict and raising cultural intelligence usually involve several
solutions working in concert.
The research plan section mentions both secondary and primary
(interviews, observation, etc.) research. The secondary research
listed is a mix of journal articles and books, which should work
well for the topic. The primary research includes interviews and
observations along with “measuring the percentage of
reliability” by using a real conflict situation. It’s not quite clear
what the latter will require, and what you will do should be

31. more fully described.
As an aside, observations can be tricky as a research
methodology, both because they can require permissions from
the organization’s leadership, individual employees, and clients
and because some training in conducting observations is useful.
(It’s very easy for the observer to alter the dynamics of the
situation.) Perhaps more practically, getting permission, setting
up the observations, and interpreting the results can take a lot of
time. I’d recommend omitting the plan for observations and
relying instead on interviews and/or surveys (the latter may also
require permission from the company’s leadership). If you want
to conduct observations, please request permission and attach
the positive response to the report as an appendix. You may also
benefit from developing a form or checklist to aid in the
observations, if they are conducted. I do encourage you to
interview an HR person at the organization; he or she should
have a sense of common problems.
A schedule, resources, and qualifications section are missing
from the proposal. A resources section would be particularly
useful to your audience in this situation: how many employees
do you want to question or interview? How much time will the
interviews take? What other resources are needed?
In terms of grammar, please review for comma use and frequent
typos. The latter, in particular, undermine the professionalism
of the proposal.

32. 2