1. Narrated Slides for Organizational Politics2. fileTEDx -

1. Narrated Slides for Organizational Politics
2. file:///TEDx - Power of Influence - Shawn King (16/39)Links
to an external site.
3. file:///TED - Social Networks - Nicholas Christakis
(20/59)Links to an external site.
4. file:///TED - Body Language - Amy Cuddy (21/02)Links to
an external site.
5. file:///Narrated Slides for Conflict & Negotiations
6. file:///TED - Dare to Disagree - Margaret Heffernan
7. file:///TEDx - Resolving Conflict - Jim Ferrell (19/03)Links
to an external site.
PhD Prospectus Form
Students | Complete your doctoral prospectus within this form.
Write your responses in the white spaces using a scholarly tone
and include in-text citations and APA reference entries, where
appropriate. You can click on underlined terms and headings for
descriptions, resource links, and examples located in the
Appendix. For additional prospectus information and resources,
refer to the Doctoral Research Coach. Complete the Research
Design Alignment Table within this form using the information
from earlier sections and self-assess your research design
alignment. Submit this completed form into MyDR for formal
evaluation and feedback when your committee chair indicates
that you are ready to do so.
Student’s Name |Patricia Igboneje-Asor
Student ID | AO1006588
Program and Specialization* | DHA
Submission Date |2/2/21
*Remember that your study focus must be within the realm of

your program and specialization area.
Evaluators Only | Complete this section and provide feedback
on responses and rubric scores in the form where noted.
Committee Chairperson Name: Dr. Bull
Overall Assessment: Choose score.
Second Committee Member Name: Dr. Kourtney Nieve
Overall Assessment: Choose score.
PhD Program Director: Overall
Assessment: Choose score.
Title
In 12 words or less, what is the working title for this study?
Include the topic, variables/concepts, and relationship between
them, and the most critical keywords.
Investigate the relationship between nurse manager leadership
styles and quality of care depicted by the patient outcomes in
hospitals within Southeast US.
Supporting Literature
The first step in developing your prospectus is to search the
literature related to the general area you want to investigate (see
the social problem below).In your review of the recent
empirical literature, what keywords did you search, and in what
databases?
The keywords and databases searched included Leadership
styles, Job Satisfaction, transformational leadership, Laissez-
Faire leadership and quality of service, training and
development, communication.
The keywords were searched using Google Scholar and Walden
Online Library Database to identify related studies published
within the Walden University College of Health Sciences,
European Scientific Journal, Ethiopian Journal of Health
Sciences, and Department of Nursing Administration, Faculty of

Nursing, Cairo University, among other government sources so
as to support the research findings of the study.
Provide at least 10brief summaries of recent, scholarly (peer -
reviewed) articles that support/justify a current and relevant
problem in your discipline or professional field. Source(s)
supporting your framework should be included. Include the
complete APA reference entry, followed by (a) an in-text
citation; (b) what was studied; (c) what was found, and (d) why
this research is important in relation to your study. This
evidence provides the justification for your research proble m.
Negussie, N., & Demissie, A. (2013). Relationship Between
Leadership Styles of Nurse Managers and Nurses' Job
Satisfaction in Jimma University Specialized Hospital.
Ethiopian Journal of Health Sciences, 23(1), 49–58.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3613815/.
Negussie and Demissie (2013) conducted a 6 months’ research
using the non-experimental correlation design on the effect of a
leadership style of various nurse manager on the level of job
satisfaction within Jimma University Specialized Hospital. The
research conducted on professionals with more than one-year
experience in the nursing practice indicated a positive
relationship between transformational leadership and an
increase in the level of satisfaction among the nurses. This
research serves as an important platform for development of the
research topic mainly because the research only used the
analysis of only one type of leadership. Thus, the study also
provides an effective template that can be used in developing
the research including the most effect method of analyzing the
data which involves descriptive statistics followed by
inferential statistics due to the clarity of the method and
research findings in answering the question about the leadership
styles applied by nursing leadership on the job satisfaction of
nurses.

Albagawi, B. (2019). Leadership styles of nurse managers and
job satisfaction of staff nurses: Correlational design study.
European Scientific Journal ESJ, 15(3).
https://doi.org/10.19044/esj.2019.v15n3p254.
The study by Albagawi (2019) aims at determining the link
between leadership styles exhibited by nurse leaders and
managers with the aspect of job satisfaction within Ha’il City,
Saudi Arabia. Based on the correlation analysis as well as the
analysis of the work quality index of employees surveyed, there
was a positive relationship between transformational leadership
style and job satisfaction whereby as compared to transactional,
and laissez-faire leadership, the transformational leadership
style had a more statistically significant relationship with job
satisfaction. This notion is further supported by the high
prevalence of nurses for leaders who exhibited transactional
leadership styles. However, the impact of other leadership
styles, which is not as clear from the research suggests more
research so as to identify the impact of other types of leadership
styles on the employee job satisfaction. This provision supports
the need for more research to identify the correlation between
the two variables.
Khairunnisa, P., & Nadjib, M. (2019). Effect of leadership style
on service quality and job satisfaction among hospital nurses: A
systematic review. Strengthening Hospital Competitiveness to
Improve Patient Satisfaction and Better Health Outcomes.
https://doi.org/10.26911/the6thicph-fp.04.32
The research by Khairunnisa and Nadjib sought to effectively
identify the most effective type of leadership among healthcare
professionals critical in appraising the level of integration and
care among healthcare nurses. The authors conducted a survey
of related topics research articles whereby they included articles
published within the last ten years to investigate the problem.
The research findings indicated a huge influence of leadership
style and strategy on increasing job satisfaction among nurses

as well as improving the quality of service offered to those
patients identified through their effect on the commitment and
performance levels of individual employees. The research
articles review dating back 10 years support the research topic
by acting as a source of information in regards to the variance
between related articles based on their findings in relation to
the relationship between the two variables. However, the
information provided only supports the analysis of only one
type of leadership, transformational hence suggesting the heed
for analysis of the effects of other types of leadership styles on
job satisfaction.
Hussein, S., & Wahidi, I. (2018). Leadership and job
satisfaction in the healthcare sector: An exploratory study in
Lebanon. International Business Research, 11(7), 46-55.
https://doi.org/10.5539/ibr.v11n7p46.
Hussein & Wahid (2018) conduct an Exploratory Study in
Lebanon to identify the relationship between leadership and job
satisfaction within the healthcare sector. Analysis of the factors
that affect job satisfaction by the author from data collected by
the responses reveal a close relationship between all the
variables and the job satisfaction variable. The authors provide
a model towards developing effective leadership styles by
providing the most relevant characteristics desired in a leader.
The research is significant in supporting the body of knowledge
towards supporting the hypothesis whereby an improved
relationship between leaders and the subordinates not only
supports high job satisfaction, but also develops derives higher
performance from the organization’s workforce.
Moura, A., Bernardes, A., Balancelle, A. P., Zanetti, A. C., &
Gabriel, C. S. (2017). Leadership and nursing work satisfaction:
an integrative review. Acta Paulista de Enfermagem, 30(4).
https://doi.org/10.1590/1982-0194201700055

The article by Moura et al., (2017) investigates the relationship
between leadership and nursing level of job satisfaction through
an integrative review of various research articles related to the
research topic ranging from periods between 2011 to 2016. The
result findings indicated that there is high need for development
of capacity among nursing professionals mainly because of the
significance of nursing leadership on job satisfaction. The
integrative review provides a simplified but thorough template
for conducting the cumulative case study mainly because it
adopts similar approaches in comparing the different research
articles towards investigating the research topic.
Solomon, A. (2019). The Relationship of Nurse Manager’s
Leadership Styles in Maintaining a Just Culture. Walden
Dissertations and Doctoral Studies, Walden University, 1-180.
https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=9
024&context=dissertations
In his article, Solomon introduces the aspect of a just culture in
analyzing the effectiveness of a Nurse Manager’s Leadership
Styles. The author mainly associates transformational and
transactional leadership styles with efforts from leaders to
constantly improve the workplace environment mainly because
they are normally best positioned to influence a wide variety of
nursing practice environmental aspects such as motivation by
formulating effective compensation strategies among others to
support this initiative. The findings were inconclusive although
the study provided a better understanding of the relationship
between unit-level just culture perceptions and other variables.
This article complements other articles supporting the
effectiveness of a manager’s leadership style on improving
perceptions about the level of influence of a leader’s leadership
style on the subordinate nurses. Subsequently, it also supports
the need for more research in regards to the research topic.
Perez, J. W. (2014). Impact of Nurse Managers' Leadership
Styles on Staff Nurses' Intent to Turnover. Nursing Theses and

Capstone Projects, 1-39. https://digitalcommons.gardner-
webb.edu/cgi/viewcontent.cgi?article=1030&context=nursing_et
d
There is a wide variety of indicators of job satisfaction
in one of them being the employee intent to turn over. Thus,
Perez sought to establish the relationship between Nurse
Managers leadership styles and the intent to turnover by
employees. The results indicated a positive relationship between
a professional’s intent to turnover among other indicators such
as employee absence, which was identified as one of the factors
that indicate low levels of job satisfaction. Gaining a broad
spectrum on issues affecting job satisfaction helps develop an
argument on the active role of nursing leaders in Herzberg’s
two-factor theory. An example is whereby an environment
which natures professional development is recognized as having
higher perceptibility to retain employees more than
organizations that don’t support such initiatives.
Bušatlić, S. B., & Mujabašić, A. (2018). Herzberg’s two-factor
theory of job satisfaction comparative study between private
and public high school teachers in Canton Sarajevo.
International Journal of Business Management & Research,
8(6), 27-48. https://doi.org/10.24247/ijbmrdec20184
Research by Bušatlić, & Mujabašić a more generalized approach
towards analyzing the relationship between job satisfaction and
leadership style by analyzing the teacher’s environment. The
research, which was restricted to the high schools in Canton
Sarajevo supports the application of the Herzberg’s two factor
theory in the research whereby the employee’s job satisfaction
was affected by both the hygiene and the motivational factors
such as interpersonal relationship with subordinates, salary,
status, and workplace environmental conditions among others.
The research article plays an important role in providing some
of the most effective approaches towards improving the level of
job satisfaction among employees that can be applied across
other sectors. Subsequently, it highlighted the importance of

recognition as a motivating intervention although it doesn’t
have to be financially rewarding.
Hassard, J., Teoh, K., & Cox, T. (2018). Job satisfaction:
Theories and definitions: OSHwiki. OSHWiki. Retrieved
January 15, 2021, from
https://oshwiki.eu/wiki/Job_satisfaction:_theories_and_definitio
ns#:~:text=feel%20at%20work.-
,Theories%20of%20job%20satisfaction
The article by Hassard et al., 2018 provides an in-depth
overview of the various job satisfaction theories applicable in
explaining how it is related to the aspect of organizational
environment including leadership. Some of the theories
discussed under the article include Maslow’s Hierarchy of
needs, Herzberg’s two factor model and the dispositional
approach. This article is crucial in developing the theoretical
framework of the study mainly because the theories provided
correlate with improvement, or deterioration of job satisfaction.
An example of such a theory is the Herzberg’s motivator-
hygiene approach which establishes the conditions necessary for
example a conducive work environment in facilitating employee
motivation among employees through other motivators like
recognition that cannot be effective without accomplishment of
hygienic conditions.
Alloubani, A., Akhu-Zaheya, L., Abdelhafiz, I. M., & Almatari,
M. (2019). Leadership styles' influence on the quality of
nursing care. International Journal of Health Care Quality
Assurance. https://doi.org/10.1108/IJHCQA-06-2018-0138
Alloubani et al., 2019 conducts an investigation into the
leadership styles from registered nurses’ perspective and their
effects on the quality of nursing offered within both public and
private institutions. According to the author, transformational
leadership style was identified as the most prevalent, and
preferable leadership style within nursing healthcare settings
based on the quality of healthcare attained from practicing

healthcare under transformational leadership. This study is
crucial in identifying one of the most prevalent measurements
that can be applied in evaluating the impact of leadership styles
on subordinates within healthcare settings. It is also worth
noting that quality index serves as one of the most applied
measurements of job satisfaction hence providing an overview
of some of the measurement criteria to use in the research.
Rubric Standard | Justified > Is evidence presented that this
problem is significant to the discipline and/or professional
field?
Problem
What was the social problem that prompted you to search the
literature to find out more? Write in complete sentences using a
scholarly tone.
The situation or issue that prompted me to search the literature
is to eliminate the disparities that exist in regards to the
attributes of a manager on the quality and effectiveness of the
management of a healthcare setting. The problem is mainly as a
result of the wide disparity exhibited among contemporary
healthcare societies.
Now that you have read and summarized some of the recent
literature to understand your problem, and given what other
researchers are exploring, what meaningful gap have you
identified that your study will address? (What have others not
yet explored about this problem that you will contribute with
your study?)
Although researchers have investigated this issue, the topic has
not been explored in this way: Despite the availability of a
variety of studies regarding leadership styles and the
effectiveness of different types of leadership styles on job
satisfaction, there is insufficient knowledge to support a
generalized understanding of how different aspects of

leadership styles applied in different healthcare settings support
improvement of the general level of satisfaction among
healthcare workers. It is worth noting that healthcare settings
adopt different leadership styles according to the prevailing
situations as opposed to overreliance of transformational
leadership as suggested by most research studies conducted.
Additionally, the situational leadership style which is applied in
temporary situations has not been addressed by most of the
studies conducted hence providing an insight into huge gap into
wholly understanding the effects of leadership styles on job
satisfaction better outcome performances relative to hospitals
with one or no accredited-designation status. This notion is
supported by research findings that suggested further studies
related to effectiveness of leadership styles within different
healthcare settings (Moura et al., 2017).
Based on all of the above information (social problem, literature
review, gap), in one sentence, what is your research problem?
The specific research problem that will be addressed through
this study is to examine the relationship between nursing
leadership style and the level of subordinate job satisfaction
within healthcare settings and whether different types of
leadership styles are applicable in different healthcare settings
and how they impact job satisfaction levels.
Rubric Standard | Meaningful > Has a meaningful problem and
gap in the research literature been identified?
Rubric Standard | Original > Does this project have potential to
make an original contribution?
Purpose
To address your stated research problem, what is the purpose of
your study? Will you describe, compare, explore, examine, etc.?
Complete the purpose sentence below and be sure to clarify
your variables/concepts of interest.
The purpose of this Qualitative study is to conduct
quantitative and cumulative case study to establish the exact

relationship between different nurse leadership styles on job
satisfaction and employee performance levels of the nurses.
Comment by David Bull: … mixed methods study is to
examine and explore the relationship between……..
Framework (Conceptual or Theoretical)
What theory(ies) and/or concept(s) support (frame) your study
and who are the original authors? Provide an in-text citation
with your response, and the complete APA reference entry with
summary in the Background section.
The theories and/or concepts that ground this study includes
the concept of job satisfaction is a variable that is normally
interrelated with several elements around the organization that
is best described by Herzberg’s two factor theory of job
satisfaction which describes the fact that employee satisfaction
often occurs within two dimensions including hygienic issues
and motivation. The theory emphasizes on the need for
accomplishment of an effective hygienic environment that
involves issues to do with salary, working conditions,
interpersonal relationship and security before pursuing
motivational elements including recognition, achievement, and
advancement as a job satisfaction improvement intervention
(Busatlic & Mujabasic, 2018 p.32). The various elements
identified under the theory are interwoven with the
characteristics associated with different leadership styles, for
example, value for advancement by transformational leaders as
opposed to transactional leaders and situational leaders who use
other hygienic factors like salary as the main strategy for
improving job satisfaction and performance. Thus, the
theoretical framework using the Herzberg’s two factor theory
aims at establishing the link between the two variables, job
satisfaction and leadership style based on the various elements
identified under the theory which are linked to the leadership
characteristics to explain the impact of the hygiene in
facilitating motivational factors within the various facilities
analyzed by previous research. Subsequently, the Donabedian

model will be used to complement the theoretical framework by
providing an overview of some of the factors that affect the
quality of healthcare including job satisfaction through the use
of the structure, process and Outcome model. It is worth noting
that leadership styles and job satisfaction are both positively
related to the quality of healthcare provided within hospitals,
thus, indicated a high potential for a relationship between the
two variables (Farman et al., 2017 p.518; Alloubani 2019 p.12).
Comment by David Bull: Select a leadership style –
transformational, transactional, etc (Bass and Avolio's
Multifactor Leadership Questionnaire).See link for a list of
leadership
instruments:https://commons.lib.jmu.edu/cgi/viewcontent.cgi?re
ferer=https://search.yahoo.com/&httpsredir=1&article=1000&co
ntext=lilDecide whether quantitative or qualitative study.
Comment by David Bull: This should be your theoretical
framework because you are dealing with quality.
How do these theories and/or concepts relate to your research
problem, purpose, and the nature of your study?
The logical connections between the framework presented and
the nature of my study include analyzing whether there is a
correlation between the characterizing factors of leadership
styles on the levels of job satisfaction of nurses since leaders
are responsible for providing an effective environment to
trigger intrinsic motivation from the nurses thus leading to
improved job satisfaction levels. This notion will be facilitated
by applying the cumulative case study in the analysis. The
Donabedian model will be used for this particular purpose by
interlinking leadership styles to job satisfaction, which
according to research is related to improved quality of health
care.
Rubric Standard | Grounded > Is the problem framed to enable
the researcher to either build upon or counter the previously
published findings on the topic?
Research Question(s) and Hypotheses (if applicable)

List the question(s) that you plan to use to address the research
problem. Your question(s) must align with your study purpose
and include the variables and/or concepts and how they will be
examined.
RQ1: Depending on the leadership style applied within the
contemporary healthcare systems, what is the general level of
job satisfaction?
H0 – Transactional leadership styles don’t have statistically
significant relationship with improved levels of job satisfaction.
H1 – Transactional leadership styles have statistically
significant relationship with improved levels of job.
RQ2: What is the impact of job satisfaction on employee
performance. Comment by David Bull: Just use 2 research
questions 1 and 3. Disregard 2.
H0 – There is a no correlation between job satisfaction and
employee performance. I thought you are studying quality???
H1 - There is a high correlation between job satisfaction and
employee performance.
RQ3: What is the impact of leadership style on quality of care
indicated by employee performance.
H0 – There is a no correlation between leadership style and
H1 - There is a high correlation between leadership
style and employee performance
Nature of the Study
What systematic approach/method and research design do you
plan to use to address your research question(s)?
To address the research questions in this Mixed Method study,
the specific research design will include a cumulative case
study model whereby the research will use an aggregate of
secondary data from past research data collected at different
times for the purposes of having a deeper understanding of the
relationship between leadership styles and job satisfaction
among nurses (Hayes, Kyer & Weber,2015). Subsequently,
quantitative analysis was conducted on numerical data collected

from empirical studies from within 10 years so as to identify
any changes in the effects of the variable on job satisfaction
through statistical significance analysis. The data will then be
analyzed using the theoretical and conceptual frameworks for
their relationship in supporting a generalized view of the
research topic. Comment by David Bull: OK. Good. Then you
can indicate
Reference entry for the work on which this research design is
based:
Hayes, R., Kyer, B., & Weber, E. (2015). The Case Study
Cookbook. https://web.wpi.edu/Pubs/E-project/Available/E-
project-121615-164731/unrestricted/USPTO_CookbookFinal.pdf
For your planned research design, what type of data will you
need and what data collection tools and sources will provide it?
For my planned research design, I will need to historically
collect data from 15 empirical research studies published
between 2020 and 2010 in regards to the impact of leadership
style on job satisfaction and impact of job satisfaction on
employee performance. Some of the data sources to used
include the Walden Dissertations and Doctoral Studies
Collection, European Scientific Journal, National Center for
Biotechnology Information, Ethiopian Journal of Health
Science, International Conferences, Digital [email protected]
University, Biomed Central, and research Gate
What data points from these sources do you plan to use to
answer your research question(s)?
Common data will be extracted from all of the research
articles identified under the annotated bibliography for use in
the research. Information to be extracted from all the research
studies include Authors, country or year, leadership theoretical
reference, data collection instruments, Job satisfaction
significance levels and outcomes of the studies. It is w orth
noting that such information is crucial since this is an
integrative research involving analysis of previous research
studies. Data points should be what you are looking for – surely
leadership style data, quality parameters, list them. Review RQs

to list specific data points.
What limitations, challenges, and/or barriers might you need to
address while conducting this study (e.g., access to participants,
access to data, requirements for storing data, separation of roles
or other ethical considerations, instrumentation fees, etc.)?
Some of the limitations that need to be addressed during the
research include access to information such as patient outcomes
from individual sources such as hospitals. Thus, the research
will avoid the use of a specific hospital as a point of reference
and instead used generalized sources of information including
the research articles.
Additionally, credibility of the information used in the study
might be put into question mainly because of the fact that data
was primarily outsourced from secondary sources hence
providing the possibility for use of poor-quality data.
Conflicting research results in regards to effectiveness of a
leadership style on different healthcare situations. Since the
research is integrative, the most apparent research findings will
be used in analyzing the research topic.( access to patient
information, permissions, etc)
Rubric Standard | Feasible > Can a systematic method of inquiry
be used to address the problem; and does the approach have the
potential to address the problem while considering potential
risks and burdens placed on research participants?
Significance
How will your study address the meaningful, discipline-specific
issue that you identified and therefore contribute to your field,
discipline, professional practice, etc. contributing to positive
social change?
This study is significant in that it provides an accumulative
result of the wide range of the research studies conducted in
regard to the effects of the leadership styles on the level of job
satisfaction exhibited by employees. It is worth noting that most
studies have focused on the elements affecting job satisfaction
including the environmental and motivational factors but there
has been little research conducted to provide a generalized view

of the effects of leadership styles on job satisfaction.
Significance would be:
1. Positive social change
2. Managerial leadership styles that improves quality care
3. Research material for other researchers
4. Student use as reference materials.
5. Help managers in scheduling and assigning staff, etc.
References
Albagawi, B. (2019). Leadership styles of nurse managers and
job satisfaction of staff nurses: Correlational design study.
European Scientific Journal ESJ, 15(3).
https://doi.org/10.19044/esj.2019.v15n3p254
Alloubani, A., Akhu-Zaheya, L., Abdelhafiz, I. M., & Almatari,
M. (2019). Leadership styles' influence on the quality of
nursing care. International Journal of Health Care Quality
Assurance. https://doi.org/10.1108/IJHCQA-06-2018-0138
Bušatlić, S. B., & MUJABAŠIĆ, A. (2018). Herzbergs two-
factor theory of job satisfaction comparative study between
private and public high school teachers in Canton Sarajevo.
International Journal of Business Management & Research,
8(6), 27-48. https://doi.org/10.24247/ijbmrdec20184
Farman, A., Kousar, R., Hussain, M., Waqas, A., & Gillani, S.
A. (2017). Impact of Job Satisfaction on Quality of Care Among
Nurses on the Public Hospital of Lahore, Pakistan. DOI:
10.21276/sjmps
Hassard, J., Teoh, K., & Cox, T. (2018). Job satisfaction:
Theories and definitions: OSHwiki. OSHWiki. Retrieved
January 15, 2021, from
https://oshwiki.eu/wiki/Job_satisfaction:_theories_and_definitio
ns#:~:text=feel%20at%20work.-
,Theories%20of%20job%20satisfaction,Model%3B%20and%20t
he%20dispositional%20approach

Hayes, R., Kyer, B., & Weber, E. (2015). The Case Study
Cookbook. https://web.wpi.edu/Pubs/E-project/Available/E-
project-121615-164731/unrestricted/USPTO_CookbookFinal.pdf
Hussein, S., & Wahidi, I. (2018). Leadership and job
satisfaction in the healthcare sector: An exploratory study in
Lebanon. International Business Research, 11(7), 46-55.
https://doi.org/10.5539/ibr.v11n7p46
Khairunnisa, P., & Nadjib, M. (2019). Effect of leadership style
on service quality and job satisfaction among hospital nurses: A
systematic review. Strengthening Hospital Competitiveness to
Improve Patient Satisfaction and Better Health Outcomes.
https://doi.org/10.26911/the6thicph-fp.04.32
Moura, A., Bernardes, A., Balsanelli, A. P., Zanetti, A. C., &
Gabriel, C. S. (2017). Leadership and nursing work satisfaction:
an integrative review. Acta Paulista de Enfermagem, 30(4).
https://doi.org/10.1590/1982-0194201700055
Negussie, N., & Demissie, A. (2013). Relationship Between
Leadership Styles of Nurese Managers and Nurses' Job
Satisfaction in Jimma University Specialized Hospital.
Ethiopian Journal of Health Sciences, 23(1), 49–58.
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3613815/
Perez, J. W. (2014). Impact of Nurse Managers' Leadership
Styles on Staff Nurses' Intent to Turnover. Nursing Theses and
Capstone Projects, 1-39. https://digitalcommons.gardner-
webb.edu/cgi/viewcontent.cgi?article=1030&context=nursing_et
d
Solomon, A. (2019). The Relationship of Nurse Manager’s
Leadership Styles in Maintaining a Just Culture. Walden
Dissertations and Doctoral Studies, Walden University, 1-180.
https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=9
024&context=dissertations
.
Rubric Standard | Impact > Does this project have potential to
affect positive social change?
Rubric Standard | Objective > Is the topic approached in an

objective manner?
Partner Site Masking Self-Check
Walden capstones typically mask the identity of the partner
organization. The methodological and ethical reasons for this
practice as well as criteria for exceptions are outlined here (link
to posted guidance).
☒ Check here to confirm that you will mask the identity of the
organization in the final capstone that you publish in ProQuest.
☐ If you perceive that your partner organization’s identity
would be impossible to mask or if there is a strong rationale for
naming the organization in your capstone, please check this box
so that your Program Director can review your request for an
exception. If granted, that exception must be confirmed by the
IRB during the ethics review process. The IRB will also ensure
that your consent form(s) and/or site agreement(s) permit
naming the organization.
Research Design Alignment Table | Using an alignment table
can assist with ensuring the alignment of your research design.
Research Design Alignment Table Video Tutorial (YouTube) |
Doctoral Research Design Alignment Appointments or Office
Hours
Note. At the prospectus stage, not all items in the table below
can be identified (e.g., data points, data analysis). Please
complete the items that you have identified in this form. During
proposal development, you will revisit this plan to adjust, as
needed, and finalize your research design.
Research Problem, Purpose, and Framework
Provide one sentence for each. These must align with all rows.
Research Question(s), Method, & Design
List one or more RQs, as needed; select method; identify
design. Use a separate form for additional RQs.
Data Collection Tools & Data Sources

List the instrument(s) and people, artifacts, or records that will
provide the data for each RQ.
Data Points
List the variables, specific interview questions, scales, etc. that
will be used for each RQ.
Data Analysis
Briefly describe the statistical or qualitative analysis that will
address each RQ.
Problem: Investigate relationship between leadership style and
employee performance
Purpose: Determine relationship between leadership style and
Framework: Herzberg’s two factor theory, Donabedian model
RQ1: Examine the effect of leadership style on job satisfaction
Method: Quantitative
Design: Cumulative case study.
Synthesis historical data from 15 empirical research studies
conducted between period 2010-20 in regards to job satisfaction
levels 2. Performance based on number employee performance
success 3. Leadership attributes
- Employee performance
- Job satisfaction
Cumulative case study coupled with quantitative analysis
whereby the articles research findings will be synthesized and
analyzed using the theories of motivation and job satisfaction as
well as statistical analysis.
Quantitative Data Analysis
RQ2: Examine effects of job satisfaction on employee
performance
Method: Mixed Method
Design: Cumulative case study and statistical regression.
Collect information from 15 publicly available, but peer
reviewed empirical studies conducted within the last 10 years
with the main data points revolving around quality of care and
level of job satisfaction

See above under data points.
RQ3: Examine relationship between leadership style and
Method: Quantitative
Design: Cumulative case study
Collect information from 15 publicly available, but peer
reviewed empirical studies conducted within the last 10 years in
regards to 1. Leadership style and 2. Employee performance
See above under data points.
Note. The information in the first column must align with all
rows, and each individual RQ row must show alignment across
the columns for that row. Once your Research Design
Alignment Table is completed, reflect on your design alignment.
Ask yourself:
1. Is there a logical progression from the research problem to
the purpose of the study?
2. Does the identified framework ground the investigation into
the stated problem?
3. Do the problem, purpose, and framework in the left-hand
column align with the RQ(s) (all rows)?
4. Does each RQ address the problem and align with the purpose
of the study?
5. Does the information across each individual row match/align
with the RQ listed for that row?

· By row, will the variables listed address the RQ?
· By row, will the analysis address the RQ?
· By row, can the analysis be completed with the data points
that will be collected?
Rubric Standard | Aligned > Do the various aspects of the
prospectus align overall?
Appendix
The Doctoral Prospectus
The Doctoral Prospectusis a brief document that provides
preliminary information about your dissertation research and is
used in two ways:
· It serves as the tentative plan for developing the propos al and
is evaluated to ensure doctoral-level work (e.g., feasibility,
alignment, etc.).
· It provides information used to assign the committee
University Research Reviewer.
Prospectus milestone approval from the committee chair, second
committee member, and a program-level designee is required
for you to move forward and work on your proposal. The plan is
subject to change, and parts of your research design may need
to be adjusted after you complete your exhaustive review of the
literature during proposal development.
…………………………………………………………………………
………………………
Title
Quantitative (QN) Example
Differences in the Quality of Problem Statements Written
Throughout the Capstone
Qualitative (QL) Example
How Online Doctoral Students Develop a Dissertation Problem

Statement
…………………………………………………………………………
………………………
Background Literature
Probably the most important step in the research process is
searching recent, peer-reviewed literatureand reading
articlesrelated to the general area you want to investigate. The
area is based on an identified social problem. As you read and
learn, you will narrow your focus. This is how you will identify
a discipline-specific research problem.
[Note: Scholarly, empirical articles and how to find them.]
First, you’ll need to determine your search terms or
keywordsand the databases you should search.As you conduct
your search of the literature, stay organized by keeping a search
log.
Search Log Example
Database
Search Terms
Results
Notes
Thoreau
online doctoral program completion; limited to peer reviewed,
2016-present
1175
Search too broad; Narrow by using multiple terms
Thoreau
online doctoral program completion AND ABD; limited to peer
reviewed, 2016-present
13
Much better; Several relevant articles found
Education Source
Etc.

Example for this Form
The keywords and databases searched included ABD, online
doctoral program completion, doctoral capstone completion,
online research training, and online learning in the databases
Education Source, ERIC, and SAGE Journals, as well as in a
Thoreau multidatabase search.
As you read and evaluate literature, you also need to organize
your research. A literature review matrix is one way to help you
visualize what has and hasn't been done in your field. It will
help you understand the scholarly works related to your area of
interest. The importance of organizing and recording your
review of literature cannot be overstated. You will refer to your
notes as you write, so start on the right track from the
beginning!
[Suggestion: If you keep your search log in an Excel workbook,
use the second tab in the same workbook for your literature
review matrix.]
For this form, includethe complete, APA reference entry and(a)
an in-text citation; (b) what they studied; (c) what they found;
and (d) why this is important in relation to your study. This
evidence provides the justification for your research problem.
These sources provide justification that this problem is
meaningful to the discipline or professional field. These
references should ideally be from the past 5 years. Reference
entries related to the framework should be included here, too.
[Note: During proposal development, you will conduct an
exhaustive review and synthesize your sources, rather than
summarize.]
Example (for one article; at least 10 are required)

Ismail, H. M., Majid, F. A., & Ismail, I. S. (2013). “It’s
complicated” relationship: Research students’ perspective on
doctoral supervision. Procedia - Social and Behavioral Sciences,
90, 165–170. http://doi.org/10.1016/j.sbspro.2013.07.078
(a) Ismail, Majid, and Ismail (2013); (b) focused on the student
experience with supervision while learning to conduct research;
(c) found three issues of lack of positive communication, lack
of expertise, and power conflicts; and (d) this is important in
relation to my study because it may help explain progress on the
development of a problem statement in the capstone process.
Rubric Standard | Justified >Is evidence presented that this
problem is significant to the discipline and/or professional
field?
…………………………………………………………………………
………………………
ProblemSocial Problem
The situation or issue being experienced by a population or
within your discipline that prompted you to search the literature
to find out more is sometimes called a social problem. It is the
issue that students see “on the ground” so to speak. The social
problem is often what prompts students to think about a topic of
interest. Usually such a topic is one that students identify with,
sometimes having personally experienced some aspect of the
problem as it exists in the world.
Example
The issue that prompted me to search the literature is the low
completion rate of students in doctoral programs. It is common
knowledge in the education discipline that only about half of
the students who enter doctoral programs will complete, and the

lack of progress is often due to the dissertation process. A
search in The Chronicle of Higher Education will result in
numerous articles about supporting doctoral students with their
capstone research to improve the completion rates of doctoral
programs.
Gap
The need to address an identified gap in the research
literaturemust be clear and there must be current relevance to
the discipline and area of practice. Keep in mind that a gap in
the research is not, in and of itself, a reason to conduct
research. The gap relates to the rubric standard: Meaningful.
Example
Although researchers have investigated this issue, there is very
little or no literature on the development of problem statements
by students in online doctoral programs.
Research Problem
A research problem is a focused topic of concern, a condition to
be improved upon, or troubling question that is supported in
scholarly literature or theory that you study to understand in
more detail, and that can lead to recommendations for
resolutions. It is the research problem that drives the rest of the
dissertation: the purpose, the research questions, and the
methodology.
QN Example
In one sentence, the specific research problem isthat it is not
known whether the quality of problem statements written by
online doctoral students varies over time in the program.
QL Example
In one sentence, the specific research problem isthat there is a

lack of information on how online doctoral students go about
developing their research problem statement for their
dissertations.
Rubric Standard | Meaningful >Has a meaningful problem and
gap in the research literature been identified?
Rubric Standard | Original >Does this project have potential to
make an original contribution?
…………………………………………………………………………
………………………
Purpose
To address your stated research problem, what is the purpose of
your study? Will you describe, compare, explore, examine, etc.?
Be sure to clarify your variables/concepts of interest. For
example:
· In quantitative studies, state what needs be studied by
describing two or more factors (variables) and a conjectured
relationship among them related to the identified gap or
problem.
· In qualitative studies, describe the need for increased
understanding about the issue to be studied, based on the
identified gap or problem.
· In mixed-methods studies, with both quantitative and
qualitative aspects, clarify how the two approaches will be used
together to inform the study.
QN Example
The purpose of this quantitative study is to examine differences
in the quality of problem statements written by doctoral
students in online programs during the various stages of their
doctoral studies.

QL Example
The purpose of this qualitative study is to improve the
understanding of the process by which doctoral students in
online programs arrive at a viable problem statement for their
dissertations.
…………………………………………………………………………
………………………
Framework
The framework includes the theories and/or concepts relevant to
your topic. Align the framework with the problem, purpose,
research questions, and background of your study. This
theoretical or conceptual framework is the basis for
understanding, designing, and analyzing ways to investigate
your research problem (data collection and analysis). Provide
the original scholarly literature (citing original authors) on the
theory and/or concepts, even if it is more than 5 years old.
Please do not cite secondary sources.
Example Theoretical Framework
The theories and/or concepts that ground this study include
Perry’s (1970) theory of epistemological development.
Example Conceptual Framework
The theories and/or concepts that ground this study include
Perry’s (1970) theory of epistemological development, focusing
specifically on the concepts of online learning and the
pedagogical challenges associated with online learning and
dissertation writing.
Next, explain how these theories and/or concepts relate to your
research problem, purpose, and the nature of your study. Your
topic/approach should align with the identified framework so

that you will either build upon or counter the previously
published findings on the topic.
Example Connection for the Theoretical Framework
my study approach include Perry’s theoretical work, which has
been used extensively in all aspects of higher education, albeit
more frequently with undergraduates than with doctoral
students. The approach provides details on cognitive-structural
changes that emerge as a result of development and learning.
Example Connection for the Conceptual Framework
my study approach include Perry’s theoretical work, which has
been used extensively in all aspects of higher education, albeit
more frequently with undergraduates than with doctoral
students. Further, subsequent research and application of
Perry’s theory offer guidance on ways to facilitate academic
development, thus allowing for insight into the pedagogical
challenge of the dissertation.
Rubric Standard | Grounded >Is the problem framed to enable
the researcher to either build upon or counter the previously
published findings on the topic?
…………………………………………………………………………
………………………
Research Question(s) and Hypotheses (if applicable)
List the overarching question and/or a series of related
questions that are informed by the study purpose, that will be
used to address the research problem. A research question
informs the research design by providing a foundation for:
· generation of null and alternative hypotheses in quantitative
studies,

· questions necessary to build the design structure for
qualitative studies, and
· a process by which different methods will work together in
mixed-methods studies.
QN Example
RQ1: Based on objective ratings by doctoral faculty, what are
the differences in the overall quality of problem statements as
students progress through the doctoral study process?
H01—Based on objective ratings by doctoral faculty, there are
no statistically significant differences in the overall quality of
problem statements as students progress through the doctoral
study process.
H1—Based on objective ratings by doctoral faculty, there are
statistically significant differences in the overall quality of
problem statements as students progress through the doctoral
study process.
QL Example
For students with a high-quality problem statement at the
dissertation stage, what themes emerge in their reports of the
process that they used to develop
it?………………………………………………………………………
…………………………Nature of the Study
Explain the systematic approach/method and research design
you plan to use to address your research question(s). Examples
of study design are as follows:
· Quantitative—for experimental, quasiexperimental, or
nonexperimental designs; treatment-control; repeated measures;
causal-comparative; single-subject; predictive studies; or other
quantitative approaches
· Qualitative—for basic/generic qualitative design, ethnography,
case study, grounded theory, narrative inquiry,
phenomenological research, policy analysis, or other qualitative
traditions

· Mixed methods, primarily quantitative—for sequential,
concurrent, or transformative studies, with the focus on
quantitative methods
· Mixed methods, primarily qualitative—for sequential,
concurrent, or transformative studies, with the focus on
qualitative methods
· Other—for another design, to be specified with a justification
provided for its use
QN Example
To address the research questions in this quantitative study, the
specific research design will include a repeated-measure design
(Frankfort-Nachmias & Nachmias, 2008) with objective ratings
of student work products examined across time. This
quantitative analysis should help pinpoint the amount of growth
from the beginning to the end of the project.
based:
Frankfort-Nachmias, C., & Nachmias, D. (2008). Research
methods in the social sciences cd-rom spss cd-rom vol 15. (7th
ed.). Worth Pub.
QL Example
To address the research questions in this qualitative study, the
specific research design will include a single descriptive case
study (Yin, 2014) with interviews with students and faculty.
This qualitative analysis using pattern matching and cross case
analysis will improve the understanding of the process by which
doctoral students in online programs arrive at a viable problem
statement for their dissertations.
based:
Yin, R. K. (2014). Case study research: Design and methods
(Fifth edition). SAGE.

Then, for your planned research design, present the type of data
you will need, and a list of possibledata collection tools and
sources that could be used to address the proposed research
question(s), such as test scores from college students, employee
surveys, observations of a phenomenon, interviews with
practitioners, historical documents from state records, de-
identified medical records, or information from a federal
database. At this point, you should have an idea of the type of
data needed to address your research question(s). Explain
whether you will be collecting primary data (collected by the
you, the researcher) or accessing secondary data (preexisting or
public data collected by others). If you are collecting data, you
should present the tentative plan for instrument(s) and potential
participants. If using secondary data, identify the data source,
how the data will be accessed. Possible secondary data sources,
by program, are available on the Center for Research Quality
website. [Note. This is your tentative plan, so keep in mind that
things might need to be modified during the proposal stage—
particularly after you have completed your exhaustive review of
the literature.]
QN Example
For my planned research design, I will need to request access to
preexisting/secondary data from the W University’s online
doctoral program related to problem statement development of
at least 300 students.
QL Example
For my planned research design, I will need to recruit both
student and faculty participants for individual interviews.
Interview protocols will be developed to address the problem
and purpose of the study.

Next, provide the data points from these sources you plan to use
to answer your research question(s). Data points are the specific
variables or type of information that you will use in your
analysis. For example, they may include items on a survey or
types of interview questions (not the actual survey or interview
questions). If using secondary data, you must ensure the data
include the variables or data points that you need to address
your research question.
QN Example
The program collects and rates doctoral problem statements
written at four key points in a doctoral student’s career: the
premise, the prospectus, the proposal, and the doctoral study
writing stage. The data will be deidentified and contain the
scores by stage of program for 300 online doctoral students.
Other data may be collected from surveys of instructors.
QL Example
The data will include responses to the faculty and student
interview questions regarding how online doctoral students go
about developing their research problem statement for their
dissertations.
Finally, provide information on limitations, challenges, and/or
barriers that may need to be addressed when conducting this
study. These may include access to participants, access to data,
separation of roles (researcher versus employee),
instrumentation fees, etc. If you are thinking about collecting
data on a sensitive topic or from a vulnerable population, an
early consultation with the Institutional Review Board (IRB;
[email protected]) during your prospectus process is
recommended to gain ethics guidance that you can incorporate
into your subsequent proposal drafts and research planning.
[Note. Find more information on research ethics and potential

“red flag” issues on the IRB Guides and FAQs.]
QN Example
A potential barrier when using secondary data is that data
access will probably include a partner-site agreement and
potentially an external research ethics review (IRB), which may
take some additional time. A possible barrier for collecting
survey data is difficulty in recruitment of participants. I will
attend IRB Office Hours to ask questions about these issues.
QL Example
A potential barrier when collecting primary data include partner
site agreement and possible difficulty recruiting participants for
interviews. Ensuring clear separation of my role at the
institution from my role as researcher may also be a challenge.
Rubric Standard | Feasible >Can a systematic method of inquiry
be used to address the problem; and does the approach have the
potential to address the problem while considering potential
risks and burdens placed on research participants?
…………………………………………………………………………
………………………
Significance
Here you explain how your study addresses the meaningful,
discipline-specific issue that you identified and will therefore
contribute to your field, discipline, professional practice, etc.
contributing to positive social change. Detail how your findings
might support professional practice or allow practical
application (answer the So what? question).
Example
This study is significant in that it will fill a gap in

understanding by focusing specifically on development of
problem statements by students in online doctoral programs.
The results of this study should aid doctoral committees and
academic programs in helping students to succeed in their final
projects, thus supporting eventual degree attainment. Education
has long been a force for social change by addressing inequities
in society. Because a broad range of students attends online
institutions, supporting their successful attainment of a terminal
degree allows for increased diversity among individuals in key
academic and scholarly leadership positions.
Rubric Standard | Impact >Does this project have potential to
affect positive social change?
Rubric Standard | Objective >Is the topic approached in an
objective manner?
…………………………………………………………………………
………………………
My Doctoral Research (MyDR)
If you have not done so already, you should familiarize yourself
with the MyDR system. The MyDR system was designed to
assist you and your committee in navigating your doctoral
research journey, from the very beginning through the final
approval. The various landing pages in MyDR will track your
progress and will serve as a central location for resources to
support that progress. There is a process flow tool in which you
exchange and store faculty evaluations of and feedback on your
work as you progress along that journey.
You will be entered into the MyDR system when both your
committee chair and second member nominees are approved by
the academic program. At that point, you will be able to access
MyDR from the homepage of your dissertation completion

course in Blackboard. The first document that you will submit
for approval in MyDR will be your prospectus.
Analysis & Evaluation
General Overview of Case Briefs
Analysis & Evaluation
Criteria Recipe
List
Define
Weight
Justify
1
1

“Sonoco Products Company (A): Building a World-Class HR
Organization”

2
I. Executive Summary
Sonoco Products Company, an international packaging
company, began operations in
1899. Originally called Southern Novelty Company when
founded by Major James Coker in
Hartsville, South Carolina with $6,000 of initial capital. Around
2000, Sonoco became one of the
largest packaging companies and was achieving revenues around
$2.6 billion. Sonoco amasses a
workforce including over 17,300 employees spread across 32
countries and services various
customers in nearly 85 countries with consumer and industrial
packaging solutions. When
Sonoco restructured itself in the late 1980’s into a more
divisional organization with a
decentralized human resources department it put Sonoco’s HR
department in a tactical role
versus a strategic one within the company. Sonoco’s HR
departments aligned well with their
respective divisions. However, company-wide initiatives and
strategic plans were hard to
implement with unaligned HR departments.
The senior vice president of human resources, Cindy Hartley,
was tasked with devising a
new HR organization that would be more financially
responsible, create corporate-wide
consistency, increase the accountability of corporate managers,

and provide strategic support to
the business. Hartley and her task force are torn between two
options, either a hybrid or
centralized HR organization. With the implementation of the
hybrid HR organization Sonoco
will be able to reduce costs by $2.7 million, allow for more
flexibility in responses to changes in
the market and with competition, become more aligned with
both individual divisions and the
company as a whole, and address the accountability of managers
by clearly identifying division’s
needs in terms of employee development. By following the
multi-step plan of implementation,
Hartley and her task force will be able to successfully navigate
the restructuring of Sonoco’s HR
department and in turn achieve all of the benefits that will be
provided by the hybrid
organization.
3

II. Situation Overview
The packaging industry employed over 5 million people in
100,000 companies
worldwide in the late 1990’s. The United States accounted for
over 28% of the total sales of the
industry. The packaging business experienced growth during the
early 1970’s due to the
introduction of aluminum cans, and a decade later, the industry
benefited by the increasing
popularity of plastics. This material was becoming more and
more popular and replacing others
such as glass and metal, and it was considered beneficial due to
their durability, being cost-
effective, and its environmental advantages.
Nevertheless, in late 1990’s, the packaging industry was facing
challenges presented by
the increasing competition and potential growth of opportunities
resulting from globalization.
The manufacturing process was moving out of the United States
to countries with lower labor
costs such as India and China. This competitive market was not
only characterized by their low
prices, but also by their poor quality, value, and service. An
increasing number of U.S companies
started investing overseas, leading to a large number of plants
closing.

The growing popularity of e-commerce and the growing
appreciation for the role
packaging played in building and enhancing brand value
provided manufacturers the
opportunities and challenges to tailor packaging to the different
demands of various customer
groups. The packaging industry was challenged to design high-
visibility packaging solutions that
would highlight the product, build consumer brand recognition,
and motivate shoppers to
purchase. Many companies had to focus on placing more
attention on the needs and desires of
the end consumer.
The packaging company, Sonoco Products Company, founded in
1899 in Hartsville,
South Carolina by Major James Coker was originally known as
The Southern Novelty Company.
They focused on the production of a cone-shaped paper yarn
carrier used for winding and
transporting yarn for the textile industry. The automated
manufacturing process used to produce
them led to sales close to $1 million in 1923. The company
continued its expansion by mainly
acquiring over 60 companies around the world.
The company employed 17,300 employees across 285 operations
in 32 countries,
reaching to 85 nations. Sonoco’s business was characterized
with two segments: industrial and
consumer packaging. The manufacture and sales of consumer
and industrial packaging resulted

in revenues over $2.6 million in 2000. The industrial division
accounted for 55% of the revenues
and employed 11,000 employees, while the consumer packaging
division employed 6,000
employees and accounted for 45% of the total revenue.
Sonoco, in 1995, was highly decentralized, inconsistent in its
production process, and
unequal in the services that existed among the various
businesses. The company had a more
divisional structure, which led human resources (HR) to become
decentralized. This
decentralization allowed the HR to be aligned with the
divisions, and focused on being more
tactical than strategic. The HR managers’ daily duties were to
handle employee relation issues,
hiring new employees along with ensuring the employee-
employer relationship would not
develop any major problems for the company. Each of the
company’s divisions (paper,
industrial, and consumer) had its own HR department who
managed budgets, performance
management process, development, and leadership training
program.
4
In 1995, Sonoco hired Cindy Hartley as the Vice President of
Human Resources. With

extensive experience in the HR field, the newly appointed CEO
of the company, in August 2000,
assigned Hartley to develop a company reorganization by
introducing two new potential HR
structures. This restructuring would reduce the function’s costs
by 20%, or $2.8 million and
additionally would help ensure top-level accountability for
talent management and upgrading.
This strategy would also contribute to a more even distribution
of HR talent and support.
Moreover, this restructuring was needed to support the
company’s growth, which often meant
working across division lines to meet a single consumer’s
demand.
Hartley, after a few months of work, identified several aspects
of the company she
needed to address in order to meet the requirements asked by
the CEO. She prioritized the
change in performance and compensation management to
become more consistent and reward
the employee according to their performance. Additionally, she
focused on identifying and
building the required employee skills for the job and to identify
the next generation of leaders
that would replace the current employees who have been failing
to perform. Lastly, she included
in her long-term plan the goal of becoming a more diverse
company, which would benefit them
by creating competitive advantage while incorporating minority
and women representation.
In order to be able to accomplish the requirements asked by the
CEO, Hartley

recommended two options to the Executive Committee. Firstly,
she introduced a centralized HR
function in which costs would be reduced by $3.1 million.
Under this function, a large group of
HR representatives would take control over 10 to 15 plants. On
the other hand, she suggested a
hybrid organizational plan, which would reduce costs to up to
$2.7 million and would generate
more direct involvement with staffing, succession planning,
personnel programs, compensation,
and benefits. There are also some disadvantages that they must
take into consideration prior to
the implementation of one of these plans. Even though the
centralized program would have the
largest savings, it would not guarantee the achievement of other
objectives; the lack of
opportunity to be directly in communication with the HR
representatives might fail to meet the
individual needs of each department or employee. The hybrid
structure would generate the
savings suggested by the CEO, but it would also not guarantee
an easy implementation of this
plan across the company.
Harley’s job was to analyze and decide which of the two
structures would best fit the
company needs while providing costs savings, standardize and
streamline the HR processes
related to recruiting and development and to drive more
accountability for talent throughout the
organization.

5
III. Problem Identification
1. Decentralization of HR
When Sonoco restructured itself in the late 1980s into a more
divisional organizational
structure, the HR department followed suit, evolving into a
highly decentralized facet of the
company. HR managers began reporting directly to general
managers of the businesses. HR
managers’ roles changed to support day-to-day employee
relations issues and hiring within their
division. Each division developed its own HR function with
separate HR systems, budgets,
performance management processes, and employee development
programs. As a result of this,
businesses across the company were inconsistent in their
processes and unequal in the services
available to its customers. In addition to driving down costs,
HR must be structured to support
the company’s growth strategy, improve productivity, and

create opportunities for cross-training
and talent management.
2. Poor administration of benefits and compensation
While this decentralized HR structure enabled HR to be highly
aligned with the divisions,
it played more of a tactical role as opposed to strategic role.
Benefits and compensation
administration was separated from the benefits and
compensation planning function and reported
to a separate vice president. Consequently, when the planning
group would devise a program or
develop a policy, there was little communication or
coordination with administration regarding
overall intent or implementation across all of the divisions. In
addition, benefits and
compensation were viewed more as entitlements rather than
costs that the company needed to
manage or as a tool to drive performance.
Stemming from the lack of a corporate compensation procedure
and guidelines, Sonoco’s
merit increases for employees often did not reflect their true
performance or contributions to the
company. Division managers had free reign over how to
determine raises and would often
manipulate performance ratings to get larger salary increases
for their staff.
3. Lack of employee development process
Another deficiency is an employee development process that
would highlight and further
refine employees’ skills and identify and develop required skills

that were lacking. Management
skills were an apparent need for Sonoco. A number of
employees with 15 or more years with the
company were failing once they reached the management ranks,
it was believed, because of a
lack of preparedness.
4. Company culture negates employee accountability
Sonoco was founded in 1899 on the belief that People Build
Businesses. It was
considered to be an ethical, team-oriented, collaborative, and
family-friendly company.
However, there were some negative aspects of having a
company culture based on the employee
relationship; the company failed to identify and penalize the
employees’ underperformance that
did not meet company’s expectations and ensured jobs for life.
During the times the company
had a strong financial position (1980 to 1990s), they did not
have the need of changing this
company culture. However, when the stock prices started falling
due to the globalization and
increasing competition, the need to make adjustments to the
company culture and structure
became evident.
6

5. Lack of diversity
One final attribute lacking at Sonoco was an instilled sense of
diversity. Developing a
definition of diversity that could be easily communicated and
implemented throughout the
company was a challenge. Employees would have to see the
competitive advantage to diversity
in order for it to be accepted as part of the company’s culture.
Hartley was given a mandate of creating a more professional,
business-oriented,
contributing HR group that would reduce the function’s costs by
20%, or $2.8 million. Hartley’s
challenge was to create an HR structure that would create a
more strategic role for HR that was
most beneficial to the company as a whole and would work
towards a more standardized mode
of business operations across the entire company. While the
restructuring of HR was being done
in large part to reduce costs, it was also an opportune time to
further streamline HR processes
related to recruiting and employee development, to drive more
accountability for talent
throughout the organization, and to structure an HR that would
provide customized, strategic
support to the businesses.
IV. Analysis and Evaluation

Identification of Alternatives
There are two alternatives identified as plans of reorganization
for HR:
1. Implement the Hybrid Plan
2. Implement the Centralized Plan
Criteria
The following criteria will be used to evaluate the two
alternatives identified above:
1. Flexibility: one of the key requirements in a fast growing
industry that constantly needs
to adjust to economic and environmental changes. The
globalization of the packaging
industry, as well as the introduction of e-commerce, are some of
the examples of the
fluctuations of the industry that the company must easily
incorporate in order to stay
profitable and competitive in the market. Employees and
company divisions must be able
to manage and adjust to the changing packaging industry
accordingly in order to meet the
organization’s targets. This criterion is weighted 0.2.

2. Accountability: the level of accountability placed on general
managers in the business for
developing, retaining, and replacing talent. Some of the most
talented employees in the
business can be easily recruited by other organizations;
therefore, it is important that
managers and the HR department offer talented employees the
opportunity to advance in
the company, be rewarded according to their performance and
be able to obtain training
in this fast growing industry in order to maximize their
capabilities of improvement.
Retaining talented employees will also assure the growth of the
company and thus
increase profitability. This criterion is weighted 0.3.
7
3. Company performance: the ability for the company to meet
its financial targets,
production goals, improve productivity and effectiveness and
the capabilities of
expansion. Company performance determines how well the
organization is performing
overall, but it also demonstrates how the individual parts are
working with each other.

Sonoco’s culture was described as “collaborative, family
friendly, paternalistic, ethical,
and team oriented”. If the company culture is being met, then
the company is performing
at its fullest as a result of the ethical, collaborative and team-
oriented work. This criterion
is weighted 0.3.
4. Cost: the cost of implementing one of the two proposed
programs can be a determinant
factor for the organization. The main goal for introducing the
HR restructuring was to
reduce function costs. However, it is important to balance the
immediate costs savings
against long-term costs that the program may incur. The
expenses incurred for the
company may include employee costs such as training, salaries,
traveling expenses, etc.
or company costs to implement a policy, building and
equipment investment. This
criterion is weighted 0.2.
Analysis
The two alternatives are evaluated on a five point scale,
ranging from 5 being “Excellent”
to 1 being “Poor”. Each of the four criteria is appropriately
weighted according to their

importance to the company as described above. Table 1 provides
our alternatives and their
ratings for each criterion.
Table 1: Analysis of Alternatives
Flexibility
(0.2)
Accountability
(0.3)
Company
Performance
(0.3)
Cost
(0.2)
Score
1. Hybrid Plan
5.0 4.0 4.0 2.0 3.75

2. Centralized
Plan
3.0 2.0 2.0 5.0 3
8
Hybrid Plan
The hybrid organizational model is structured so that the
company is organized by two
sectors: consumer and industrial. Each sector would be led by a
VP of HR with a director of
employee relations and a director of compensation and
organizational development reporting
directly to him or her. Field HR reps would be assigned to one
or the other sector.
Flexibility: The hybrid approach will allow HR the flexibility in
responding to changes
mandated by actions of the external competitors, of the labor
market, and the need for new

products, which all require diversified HR strategies. Hybrid
organizational designs allow you to
tailor your business reporting and duty structure to the needs of
your business. For example, if
you have multiple product lines, you may find combining a
product and geographic
organizational structure allows you to move employees and
resources quickly based on changing
customer demand. Tying your organizational structure to your
product causes your employees to
focus on the support and advancement of each individual
product you offer. Adding a geographic
component to your organizational structure can tailor offers,
marketing, and services based on
differences in customer price points, packaging and product
needs. The dual focus may help you
better meet customer needs and, in turn, increase your profits.
The hybrid plan was rated a 5.0
for flexibility.
Accountability: HR reps embedded in the business units will
facilitate the necessary cultural
shift by clearly identifying a divisions’ needs regarding
employee development, thus addressing
accountability in managing performances. It also ensures
ownership of the HR policies and
processes to the managers, integrating a more rigorous talent
management thus achieving the
overall HR alignment across the company. Therefore, the hybrid
plan is rated a 4.0 for
accountability.
Company Performance: The hybrid plan is structured so that HR
works closer with the divisions

such that HR will better understand internal processes, working
methods, strategic business
requirements, and the key competencies the workforce needs to
possess to attain the strategic
goals. In doing so, HR will be able to adapt its policies and
systems to the business context
achieving the alignment with the business unit’s needs. This
approach will undoubtedly improve
company performance and therefore was rated a 4.0 for that
criterion. It is not rated a 5.0 for
company performance due to the challenge of implementing
changes across the entire company.
Cost: The goal for the reorganization of the HR was to reduce
the function’s costs by 20 percent,
or $2.8 million. The projected cost savings would be $2.7
million for the hybrid structure.
Therefore, the hybrid plan was rated 2.0. However, it could be
argued that the cost savings of
the hybrid structure would be realized over time with the
developed efficiencies of talent
management and increased company performance.
9

Centralized Plan
The centralized organizational model is structured so there was
a single large group of
field HR reps, each handling 10 to 15 plants and an
administrative staff of about five people who
would operate across all business units/divisions.
Flexibility: In order to meet constantly changing customer
demands, it is essential for Sonoco to
be able to quickly adapt. The centralized organizational model
is centered on a leaner,
consolidated, more efficient human resources organization
operating at the core of the company.
This plan presents a disconnect between the different divisions
and the HR reps and provides less
opportunity for HR initiatives to be directly aligned with the
divisions’ business needs. Although
this model makes it easier to implement changes in HR policies
and processes company-wide, by
not being completely aligned with the individual businesses, the
centralized plan presents the
problem of not being able to accurately assess the strengths and
weaknesses of a division. This
oversight will make it difficult to designate new products to the
specific plants that can most
efficiently manage a change in product lines. Due to the
limitations of the centralized plan’s
flexibility, it received a rating of 3.0.
Accountability: With the centralized plan, the lack of HR
support provided to general managers
directly affects accountability. In order for general managers to

successfully retain skilled talent
and manage employee needs, it is necessary for them to have a
good working relationship with
HR. The structure of the centralized plan relegates the field HR
reps to an “on call” position
where they are unable to provide anything beyond basic
employee relations tasks. With the field
HR reps and the general managers not working together on a
daily basis, HR’s ability to mitigate
problems and provide support are greatly diminished. Because
of its negative impact on
accountability, the centralized plan scored a 2.0.
Company Performance: By focusing on administrative goals,
human resources leaders in a
centralized HR organization overlook the need to develop
different services, such as maximizing
business time spent on workforce productivity, identifying how
business performance is
impacted by workforce metrics, understanding the root cause
behind first-year and high-
performer attrition, and coordinating succession planning and
management development
activities. Overall there is a general lack of direct support for
division leaders and lack of
involvement of the field HR reps with core HR functions such
as employee development,
compensation, etc. Therefore, the company performance was
rated a 2.0 for this plan.
Cost: The centralized plan was rated 5.0 for the cost criterion
based solely on projected cost
savings. The total cost savings for this plan was projected to be
$3.1 million, which represents

higher cost reduction than the CEO’s expectations of $2.8
million. This structure is the most
cost-effective because it trims down costs associated with
driving administrative and other types
of process improvements. However, the cost savings for the
centralized structure can be
attributed to the minimal support directly provided to the
general managers of each business.
10
V. Recommendations
Based on the analysis provided, the recommendation for
Sonoco is to implement a hybrid
HR plan. With the hybrid plan, Sonoco will have the flexibility
needed to remain competitive in
an ever changing marketplace. Due to the two sector
organization of the hybrid plan, the
company will be able to quickly implement changes to improve
performance and to receive the
feedback needed to make informed decisions. By maintaining a
presence on the divisional level,
HR will have the benefit of aligning its functions with the
strategic goals of the division.
Although the $2.7 million savings represented by implementing
the hybrid plan falls short of the

$2.8 million mandate given to Hartley, the plan’s long-term
benefits outweigh the additional
short-term savings. The problem with creating a leaner, more
efficient human resources
organization is that today’s business leadership needs something
different. Surely, everyone
needs to be cost effective and serve their internal customers
efficiently, but the changing global
business market requires human resources to deliver a different
array of services, not the same
service for less.
The hybrid organizational structure creates a shared mission
and allows for employees to
work on different projects and in different sectors. Instead of
having a top-heavy, traditional
structure of management and employees, a hybrid organization
uses a network based structure
involving groups of individuals, sometimes in different
geographic areas, working together to
accomplish shared goals.
As companies embrace globalization and competitive pressures,
local labor markets are
rapidly evolving and changing, and the skill shortages are
pushing human resources into the
frontlines of acquiring, developing, and retaining talent.
Business strategies are increasingly
forcing employees to collaborate across customer segments,
regions, and processes, which
requires changes to organizational design. Sonoco’s
implementation of the hybrid HR plan will
cultivate the talent to make this possible and build business
knowledge within its teams.

The following are the short-term and the long-term effects
resulting from the
implementation of the hybrid structure in Sonoco:
Short-term
➢ 3 to 6 months
○ Initial cost savings
○ Talent distribution to smaller divisions
○ HR support to business units
Long-term
➢ 1 year
○ Improved performance
○ Increased returns to shareholders
○ Talent development
○ Cultural shift
○ Higher retention ratio
11
VI. Plan of Implementation
Step 1: Introduce the HR hybrid model

The first step is to consolidate the HR function adopted since
1995 and introduce the HR
hybrid model. Human resources team members must understand
the true nature of their
business’s competitive environment and the company’s
executive strategies to achieve success.
This understanding is not simply a responsibility of HR
leadership. For processes to deliver their
true value, every member of the team has to be ingrained into
the business.
Step 2: Implement talent management process
The initial step to implementing a talent management process is
detecting the gaps
discovered from the performance management systems. A
company must identify and align
competencies needed to carry out strategic business plans. The
next step would be to introduce
the new competency framework aligned with recruitment,
performance management, incentive
programs and promotion processes. The next step is to assess
the job training needed to fill in the
existing gaps. The design of talent management will be
controlled by HR and not delegated to
the division managers. To upgrade HR staff, the company would
support workshops on
organizational strategies, online certifications, and job rotations
and cross training. To upgrade
managers, the company would provide training on HR
principles, mentoring subordinates, team
building, change management, etc.

Step 3: Assign accountability to the human resources
organization to achieve business
goals.
HR will take on an active role in the execution of the
business’s strategic plan as part of
the hybrid organizational structure. Accountability forces both
the division and human resources
to collaborate. HR must adapt practices that deliver business
through their processes. For
example, performance management processes must change from
an annual documentation
process to a process that progressively develops talent,
quantifies skills, and identifies high
performance.
Step 4: Evaluation using Key Performance Indicators
It is imperative that an organization measures how effective
they are achieving their
business objectives, especially after organizational restructuring
has been done. One of the most
frequent techniques for completing such an evaluation is the use
of key performance indicators
(KPI). KPI’s are used throughout the company’s division as an
evaluation of its success. The
following tables summarize some of the KPI’s Sonoco can use
in order to measure their
performance. These indicators are used to measure its financial,
HR, sales and diversification
outcomes and are described below:

12
Table 2: Financial KPIs
KPI Definition
KPI Goal
Stock Price
Cost of purchasing a single
security
Control stock prices stay
consistent to the industry
average
Net Profit Margin
Company profit for every
dollar in revenue

Measure the company
profitability and make
adjustments to the packaging
productions as needed to
increase sales
Stock price is an important indicator that measures the
company’s performance. Because
Sonoco is in a changing industry that can be affected by small
economic, political, environmental
and societal factors, it is determinant that the company has
indicators that will quickly
demonstrate something has changed. Therefore, by
continuously tracking the stock price, this
will keep managers, employees and Executive Committees
aware of the current market and
industry behavior and be able to compare to the company’s
stock price and make adjustments
accordingly.
Net profit margin is another helpful indicator because it
measures the amount of profit
obtained by every dollar of revenue. Sonoco, as a sales
company, must work hard in order to
maximize their profits and their shareholder’s wealth.
Therefore, the use of a net profit margin
performance indicator will help all parts of the company
become knowledgeable of the
production and sales amount and how targets should be changed
if actual profits exceed the
targets.

Table 3: HR KPIs
KPI Definition
KPI Goal
Turnover Rate
Employee retention ratio
Measures the capability of the
organization to keep their
employees
ROI of Training
Compares the amount of
money invested for training
and the performance of that
individual employee
Measures the effectiveness in
the use of training program
13

After the HR restructuring has been implemented, it is
important that key performance indicators
are used to evaluate how the hybrid program is benefiting (or
not) the company. The use of
turnover ratios will help measure the capability of Sonoco to
keep their employees. The longer
those employees stay in the company, the more trained and
talented they will be at their job.
Additionally, the return on investment of training is a way to
measure how effective was the
training completed by the employees. This ratio measures the
amount of dollars invested in
training and compare it to the individual performance. This is a
key indicator to evaluate if the
training offered to the employees is sufficient or if there is
something that must be changed in
order to improve individual performance.
Table 4: Diversity KPIs
KPI Definition
KPI Goal
Female to Male Ratio
Amount of female employees
for every male employee
Assures that the company is
meeting the minimum
requirements of females
employed in the organization

Percentage of racial/ethnic
designation per division
Ethnicity/race percentage in
each division
Evaluates if the company is
following the diversification
of workforce by hiring
employees with different
backgrounds
Diversification is another newly introduced idea that the
company wishes to accomplish
with the implementation of the hybrid plan. KPIs are important
to measure the diversification
targets at the early stage of this plan and also throughout the
life of the company. Two different
KPIs are introduced in order to evaluate the diversification
plan. Firstly, the female to male ratio
will assure the company is meeting the minimum requirements.
Secondly, the percentage of
racial and ethnic designation per division will be helpful to
evaluate if the company is following
the diversification of workforce by hiring employees with
different backgrounds.
VII. Conclusion

Through the use of our plan of implementation, we believe that
Cindy Hartley and her
task force will be able to successfully restructure Sonoco’s HR
department into a hybrid
organization. In doing so, HR will be able to aid businesses
strategically and meet the goals of
the company that have been laid out for them such as lowering
costs, increasing the
accountability of managers, and creating flexibility in the ways
Sonoco can adapt to changes
both internally and those caused by external forces like
competition. We have done extensive
analysis using meaningful criteria to review the effectiveness of
both of the alternatives, hybrid
14
and centralized organizations, and have no doubt that the hybrid
format will meet all of Sonoco’s
needs.
MGT 600 – Written Rubric

Professional (100%) Adequate (80%) Amateur (60%) Poor
(40%)
Content
(25%)
The document's purpose is
clearly stated at the beginning.
Sections are thematically
coherent and accomplish the
intended function; clear
relationship between ideas;
organization fits readers’
needs.
The document's purpose is
reasonably clear.
Organization is evident, but
weak transitions undermine
the structure; occasional
digressions may leave readers
with questions.
Readers may be puzzled at
times regarding document’s
purpose. There are illogical
sections or the organization is
confusing; readers left with

numerous questions.
The document's purpose is not
evident. There is no
discernible organization;
thoughts are random and lack
connection; readers have
several, substantial questions.
Evidence/Analysis
(25%)
Arguments clearly supported
by accurate evidence
considered credible by the
audience; sufficient detail
supports points.
Many details support the
argument, but some are not
fully developed or sufficiently
specific; may be missing
relevant evidence or contain
irrelevant evidence.
Some evidence provided, but
data is neither fully explained
or is irrelevant; important

evidence missing; contains
inaccuracies.
Little or no data support main
ideas of argument; contains
mostly inaccurate data.
Coherence
(15%)
Paragraphs internally
consistent; transitions between
paragraphs and sections allow
seamless integration of
argument(s); variations (e.g.,
bullet points) are used
appropriately and effectively.
A few paragraphs lack internal
consistency; some transitions
are weak and/or missing;
variations are mostly
appropriate but sometimes
interfere with flow.
Many paragraphs lack internal
consistency; transitions are
weak or nonexistent; variations
do not fit well with text.

Main idea in paragraph cannot
be identified; minimal
discernible relationships
among paragraphs. Variations
are unnecessary and detract
from flow and understanding.
Language
(15%)
Sentences flow smoothly, are
structurally correct, and
convey intended meaning;
phrasings are succinct and use
meaningful vocabulary. No
clear grammar, punctuation, or
spelling errors.
A few sentences are awkward,
incorrectly structured, or
wordy. A few grammar,
punctuation, and/or spelling
errors are present.
A significant number of
sentences are awkward,
excessively wordy. Several
grammar, punctuation, or

spelling errors are noticeable.
Many sentences are awkward,
wordy. Many grammar,
punctuation, or spelling errors
are apparent.
Visual Aids
(10%)
Visual aids are appropriately
positioned, referenced, and
formatted so as to appear
integrated seamlessly with
text; enhances document’s
purpose.
Visual aids are, in general,
positioned, referenced, and
formatted so as to not detract
from the document’s purpose
but improvements could be
made to enhance document’s
purpose.
Visual aids lack appropriate
positioning, referencing, and
formatting; detracts from
document’s purpose.

Visual aids are not appropriate
or improperly used; inhibits
Design
(10%)
Document employs an
appropriate layout; margins,
white space, font style and
size, headings, etc. are all
integrated flawlessly and
uniformly; enhances
Document looks mostly
professional, but some
elements could be more
appealing; margins, etc. are
mostly adequate but may lack
uniformity; neither enhances
nor detracts from the
Document strives for
professionalism but falls short
with many elements; margins,
etc. are inconsistent; detracts

from document’s purpose.
Document does not appear
professionally written; margins,
etc. are haphazard and
inappropriate; inhibits
CASE BRIEFS CHECKLIST
Read “Guide to Case Analysis” before reading this document to
get an idea of the goals of case
analysis. The descriptions of the sections in that document are
more informative while the
details in this document are complementary to that discussion
and more technical (i.e., specific
tips to support your learning curve). My strongest
recommendation is that this document be used
as a checklist. When your team has finished creating a
particular brief, go through each item,
especially those that are noted under specific sections (e.g.,
situation overview, etc.) and ensure
each aspect has been met.
General Comments:
1. Approach briefs as though you are part of a team of
consultants who have been
contracted to investigate an organizational problem. In doing
this, you will want to
provide your client a discussion where they can see you have
thoroughly investigated the

issues and that your recommendations are objectively supported,
logically sound, and
consistent with the client’s organizational objectives.
2. Do not use contractions.
3. Third-person speech should be your default.
4. Insert page numbers.
5. Double-spacing between lines within the same paragraph is
not necessary. You are
writing reports instead of research papers.
6. A reference or works cited list is not usually needed.
However, should you use
information from a source other than your head(s), the case, or
the material posted on Bb,
cite and reference those materials.
7. A Table of Contents and/or Table of Tables is not usually
necessary unless your
document is very long (and it probably will not be).
8. Work with your classmates, colleagues, family, etc. in
generating alternatives and
refining ideas. Real life problems are not solved in isolation, so
there is no need to take
that approach here. Teams are responsible for their own work
but discussing ideas across
teams and options is a robust practice.
9. You are engaged in a scientific exercise, so the importance of
details and precision can
never be understated. Make them count.
10. Realize each section must be built on the foundation of
previous sections and subsequent

sections are only as strong as those that precede them. I
recommend writing each section
in sequence and integrating them using similar language.
11. Expect to revise each brief several times. Professional
documents are never complete
with only a rough draft – revise until the job is finished.
12. Compare and contrast when appropriate; many aspects of
organizational issues are
relative, so providing a referent point (e.g., context, other
issues, mission/vision, strategic
objectives, etc.) can greatly support your points, and, as a
result, reader understanding.
13. Writing matters, and I commit to reading every word that
you write. Therefore, given
that you are graduate students working in teams with other
graduate students, I expect a
pristinely perfect document in this regard. Any errors in
punctuation, spelling, grammar,
type-o’s, etc. will be considered egregious and penalized
accordingly. I strongly
encourage the use of Grammarly or a similar service to assist
you in this effort.
Section-relevant Tips
With the exception of the Executive Summary, you will notice
the “Guide to Case Analysis”
document provides an overview of each section referenced
below. While you do have some
flexibility in writing your case briefs, I fully expect that, at a

minimum, you will have use these
four sections/headings and each point below them will be
diligently addressed. Freely use sub-
headings as necessary.
Executive Summary:
1. Write this last.
2. Depending on the nature of the project, Executive Summaries
can sometimes span
several pages. However, given relative “small” problems you
will be discussing this
term, two-three paragraphs succinctly written paragraphs will
be sufficient.
Situation Overview & Problem Identification:
1. Be sure to provide sufficient but not excessive context to
frame the problem. It might be
useful to think, “Have I provided the information necessary to
understand the individual,
group, and structural determinants of behavior as they relate to
this case?” Be sure that
you do not simply cut and paste material already written in the
case. You must only
include the relevant portions.
2. Clearly state the problem(s) in a way that is easy to find and
see; do not just embed it in a
paragraph. One approach I use is to have someone scan the
document. If they cannot tell
me the problem I am attempting to address (in a general sense –

remember that they only
scanned it), then I revise this section.
Analysis & Evaluation:
1. The goals in this section are three-fold: (1) produce a list of
possible alternatives that may
address the problem; (2) introduce and justify the criteria
through which you will
evaluate your alternatives; (3) and review the alternatives
produced in Part 1 using the
criteria justified in Part 2.
a. First, identify potential alternatives to addressing the
problem.
i. Potential alternatives should be exhaustive and, collectively,
may very
well incorporate factors across all levels of the organization
(i.e.,
individual, group, & structural).
ii. Use lists or other formatting approaches to clearly highlight
potential
options.
b. Second, identify the criteria by which you will
judge/evaluate/assess your
alternatives.
i. The criteria list needs to be comprehensive, and it may be
necessary/advantageous to assign relative weights to each
criterion
according to its importance to the organization.

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