Aspen University EDD830 Module 5 Discussion Question
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This is EDD830 Module 5 Discussion 1, at Aspen University. The post is written in APA format with references: What is the difference between criticism and coaching feedback?
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EDD830-Leadership Theory: Module 3 Assignment
This is Aspen University EDD-830 course assignment. It is written in APA format; it has been graded (A); and, references are included.
Why is leadership a key issue in management?
This is Aspen University (EdD) Module 1 Assignment: Leadership Theory. It is written in APA format, and it has been graded by Dr. Campbell (A): Orlanda - From the first section to the last, I can tell that you truly do understand the importance of scholarly writing and citing. Your well referenced and organized presentation quickly allowed me to enjoy reading your various points that you made concerning managerial and leadership options in regards to effective relationships within an organization. I appreciate your introduction and concluding remarks that helped to tie the assignment together.
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EDD830-Leadership Theory: Module 3 Assignment
This is Aspen University EDD-830 course assignment. It is written in APA format; it has been graded (A); and, references are included.
Why is leadership a key issue in management?
This is Aspen University (EdD) Module 1 Assignment: Leadership Theory. It is written in APA format, and it has been graded by Dr. Campbell (A): Orlanda - From the first section to the last, I can tell that you truly do understand the importance of scholarly writing and citing. Your well referenced and organized presentation quickly allowed me to enjoy reading your various points that you made concerning managerial and leadership options in regards to effective relationships within an organization. I appreciate your introduction and concluding remarks that helped to tie the assignment together.
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Sust-10 two pages discussions and two responses Discussion Titl.docx
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Discussion Title: Functional Roles.
Describe a system you see at play in your life, how you think it could be changed to be better, and what leverage point could shift that behavior the way you wan
Sample Reply: Deshaun your questions, “Do you think God meant for women to be second to men?” is a very sensitive topic, however the answer is yes if one means did God intend to create women after he created man, however God made both men and women equally in His image and they both were created to rule over God’s creation together (Belleville, Blomberg, Keener & Schreiner, 2005, p. 272). The Apostle Paul says we are all equal in Christ (Gal. 3:28) and the commentary in the Holman Bible states that “No one people or group or gender is to be exalted over another” (Publishers, 2010, p. 2018). From the use of Genesis 2:23 in the discussion thread and from the discussion reply of Sharmon, a distinction needs to be made that the roles of a women in marriage or in the church are different (Statement of Faith, n.d.) from that of a woman in the workplace. For this reply, I will restrict my discussion to the workplace where the Bible does not put any restrictions on whether women can lead men. I have had a number of women superiors and in all cases, have treated them with the same respect that I would a male superior. A Christian should give both male and female bosses the same respect (Cochran, 2015).
Deschaun, you also asked about how one would feel if you were only hired to meet a quota. An interesting article in Forbes found that when a company posted available positioned and mentioned something about quotas that 13% of women interviewed were actually less likely to apply for the job at the company (Shemla & Kreienberg, 2014, October 16). Shemla & Kreienberg, (2014, October 16) recommended that for companies that want to attract talented women that these companies instead of using a quota system should provide incentives such as, “career-focused initiatives specially designed for women [or] accommodate female employees in balancing family and career”.
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Publishers, H. B. (2010). Hcsb study bible: Holman christian standard bible black bonded leather. Place of publication not identified: Holman Bible Pub.
Shemla, M. & Kreienberg, A. (2014, October 16). Gender Quotas in Hiring Drive Away Both Women and Men. Forbes (Online). Retrieved on 12/4/2016. Retrieved from http://www.forbes.com/sites/datafreaks/2014/10/16/gender-quotas-in-hiring-drive-away-both-women-and-men/#3f79ca8242a5
Statement of faith (n.d.). CBMW.ORG (Online). Retrieved on 12/4/2016. Retrieved from http://cbmw.org/abo ...
Discussion 1Question BRead Creating Innovation Leading and Ma.docx
Discussion 1
Question B
Read "Creating Innovation: Leading and Managing the Human Capital at Apple" on page 14 in Chapter 1 and respond to the following:Human creativity is needed in any sort of enterprise; yet, at Apple, it is the chief source of their competitive advantage. Their competitors may try to copy their products, but what must they emulate to match or surpass this “creative king”? Support your opinions by referencing sources such as the textbook or internet research.
Assignment 's
Organizational Behavior
Final Project - Topic Selection
The final project revolves around you diagnosing a process/structure/environment in an organization that you're familiar with and that needs improvement and designing an organizational development (OD) intervention to achieve positive change. Organizations such as your place of employment, community groups, volunteer groups, school committees, and even city/state/Federal governments are areas to consider.
Using APA formatting requirements (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages), write a
250-350 word paper
introducing your chosen organization and the associated process/structure/environment that needs improvement.
Additionally, your paper should discuss the following:
why you have chosen your organization;
a diagnosis of why the change is needed;
proposed organizational behavior concepts from the text that might apply as you work towards an intervention
Assignment 2
All in a Day’s Work Case Study
Review the All in a Day’s Work Case Study (pp. 33-34) and answer the three discussion questions.
Responses to each question should range from 100-200 words.
Your paper should reflect scholarly writing and current APA standards (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages). Be sure to use the text and/or other sources to support your responses and properly cite the use of such.
Describe the people-related problems or issues Ann Wood faced during the day. Did she handle these effectively? If not, what do you believe she should have done?
Is Ann Wood a high-involvement manager? If so, provide evidence. If not, how well do you think she’ll perform in her new job as head of marketing?
Assume that Ann Wood wants her managers and associates to be the foundation for her department’s competitive advantages. Use the framework summarized in Exhibit 1.2 to assess the degree to which Ann’s people are a source of competitive advantage at this point in time.
Week 2 Dicussion
Organizational Behavior
Diversity Roadblock – Stereotyping
Please respond to the following question along with at least 2 substantive peer replies (for a minimum of 3 posts):
Sheryl Sandburg is one of the best known women in business today. Her accomplishments have illustrated the capacity of women to manage complex organizations in a manner that is equal to that of a man. What has her success revealed in regard to stereotyping and diversity?
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Similar to Aspen University EDD830 Module 5 Discussion Question
Sust-10 two pages discussions and two responses Discussion Titl.docx
Sust-10 two pages discussions and two responses
Discussion Title: Functional Roles.
Describe a system you see at play in your life, how you think it could be changed to be better, and what leverage point could shift that behavior the way you wan
Sample Reply: Deshaun your questions, “Do you think God meant for women to be second to men?” is a very sensitive topic, however the answer is yes if one means did God intend to create women after he created man, however God made both men and women equally in His image and they both were created to rule over God’s creation together (Belleville, Blomberg, Keener & Schreiner, 2005, p. 272). The Apostle Paul says we are all equal in Christ (Gal. 3:28) and the commentary in the Holman Bible states that “No one people or group or gender is to be exalted over another” (Publishers, 2010, p. 2018). From the use of Genesis 2:23 in the discussion thread and from the discussion reply of Sharmon, a distinction needs to be made that the roles of a women in marriage or in the church are different (Statement of Faith, n.d.) from that of a woman in the workplace. For this reply, I will restrict my discussion to the workplace where the Bible does not put any restrictions on whether women can lead men. I have had a number of women superiors and in all cases, have treated them with the same respect that I would a male superior. A Christian should give both male and female bosses the same respect (Cochran, 2015).
Deschaun, you also asked about how one would feel if you were only hired to meet a quota. An interesting article in Forbes found that when a company posted available positioned and mentioned something about quotas that 13% of women interviewed were actually less likely to apply for the job at the company (Shemla & Kreienberg, 2014, October 16). Shemla & Kreienberg, (2014, October 16) recommended that for companies that want to attract talented women that these companies instead of using a quota system should provide incentives such as, “career-focused initiatives specially designed for women [or] accommodate female employees in balancing family and career”.
Belleville, L. L., Blomberg, C. L., Keener, C. S., & Schreiner, T. R. (2005). Two views on women in ministry. Grand Rapids, MI: Zondervan.
Cochran, J. (2015, February 11) When Working for a Women. CBMW.ORG (Online). Retrieved on 12/4/2016. Retrieved from http://cbmw.org/topics/men/when-working-for-a-woman/
Publishers, H. B. (2010). Hcsb study bible: Holman christian standard bible black bonded leather. Place of publication not identified: Holman Bible Pub.
Shemla, M. & Kreienberg, A. (2014, October 16). Gender Quotas in Hiring Drive Away Both Women and Men. Forbes (Online). Retrieved on 12/4/2016. Retrieved from http://www.forbes.com/sites/datafreaks/2014/10/16/gender-quotas-in-hiring-drive-away-both-women-and-men/#3f79ca8242a5
Statement of faith (n.d.). CBMW.ORG (Online). Retrieved on 12/4/2016. Retrieved from http://cbmw.org/abo ...
Discussion 1Question BRead Creating Innovation Leading and Ma.docx
Discussion 1
Question B
Read "Creating Innovation: Leading and Managing the Human Capital at Apple" on page 14 in Chapter 1 and respond to the following:Human creativity is needed in any sort of enterprise; yet, at Apple, it is the chief source of their competitive advantage. Their competitors may try to copy their products, but what must they emulate to match or surpass this “creative king”? Support your opinions by referencing sources such as the textbook or internet research.
Assignment 's
Organizational Behavior
Final Project - Topic Selection
The final project revolves around you diagnosing a process/structure/environment in an organization that you're familiar with and that needs improvement and designing an organizational development (OD) intervention to achieve positive change. Organizations such as your place of employment, community groups, volunteer groups, school committees, and even city/state/Federal governments are areas to consider.
Using APA formatting requirements (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages), write a
250-350 word paper
introducing your chosen organization and the associated process/structure/environment that needs improvement.
Additionally, your paper should discuss the following:
why you have chosen your organization;
a diagnosis of why the change is needed;
proposed organizational behavior concepts from the text that might apply as you work towards an intervention
Assignment 2
All in a Day’s Work Case Study
Review the All in a Day’s Work Case Study (pp. 33-34) and answer the three discussion questions.
Responses to each question should range from 100-200 words.
Your paper should reflect scholarly writing and current APA standards (12 point Times New Roman font, double-spacing, 1" margins, title and reference pages). Be sure to use the text and/or other sources to support your responses and properly cite the use of such.
Describe the people-related problems or issues Ann Wood faced during the day. Did she handle these effectively? If not, what do you believe she should have done?
Is Ann Wood a high-involvement manager? If so, provide evidence. If not, how well do you think she’ll perform in her new job as head of marketing?
Assume that Ann Wood wants her managers and associates to be the foundation for her department’s competitive advantages. Use the framework summarized in Exhibit 1.2 to assess the degree to which Ann’s people are a source of competitive advantage at this point in time.
Week 2 Dicussion
Organizational Behavior
Diversity Roadblock – Stereotyping
Please respond to the following question along with at least 2 substantive peer replies (for a minimum of 3 posts):
Sheryl Sandburg is one of the best known women in business today. Her accomplishments have illustrated the capacity of women to manage complex organizations in a manner that is equal to that of a man. What has her success revealed in regard to stereotyping and diversity?
Ass.
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OD Final Paper Employee Engagement Interventi.docx
OD Final Paper: Employee Engagement Intervention
Names of People in group here
OLPD 3640-002
Fall 2012
University of Minnesota
EMPLOYEE ENGAGEMENT INTERVENTION2
Employee engagement is a relatively new but extremely popular concept in organizational management and development and is considered an organization level change. Such strong interest is driven by claims that organizations looking to leverage employee engagement could ultimately observe fruitful, “bottom-line” results (Macey & Schneider, 2008, p. 3).
Note the inclusion of type of change in Yellow
This introduction does not need to be more than one paragraph. Note that each section only contains 1-2 sentences which is not considered complete, but you can see the kind of content that you might introduce into each section.
Purpose of Intervention
The purpose of employee engagement is to predict employee outcomes, success, and financial performance of organizations (Saks, 2006. Discuss how the intervention does this…
Assumptions of Intervention
A number of assumptions could be observed with regard to employee engagement. First, it is often expected that any engagement initiatives should be led, encouraged, and supported by the top management of the organization…
Expected Outcome of intervention
The importance of employee engagement has been widely recognized by both practitioners and researchers in organization development and management. For instance, Hewitt Associates stated they have established a compelling evidence to suggest that there is a strong relationship between engagement and profitability through higher productivity, increasing sales, customer satisfaction, and employee retention (as cited in Macey & Schneider, 2008)…
Organization Usage
North Shore LIJ Health System (States, 2008, as cited in Shuck, Rocco, & Albornoz, 2010) invested $10 million in training and development initiatives and encouraged their employees to pursue further education as part of their goal of raising the levels of engagement within the organization…
Primary theorists
No discussion of employee engagement would be complete without the inclusion of the work of William A. Kahn. Kahn’s (1990) qualitative study on engagement and disengagement is one of the most cited works in the current literature…
May, Gilson, and Harter (2004) also provided an excellent overview of the significance of engagement, stating that the opposite construct – disengagement – is central to employees’ lack of commitment and motivation and that meaningless work is related to apathy and detachment from one’s works. In these situations, individuals can be alienated from their self and restoring the meaningfulness of their work plays a pivotal role in motivating these employees and re-attaching them to their work…
Limitations of Employee Engagement as an Intervention
Current research on engagement points to a number of limitations. It seems to suggest that the literature on the topic comes by and large from practitioners’ point of.
A Study Of Motivation How To Get Your Employees Moving
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Book reference for course Stewart, G. L., & Brown, K. G. (2015). .docx
Book reference for course: Stewart, G. L., & Brown, K. G. (2015). Human resource management: Linking strategy to practice (3rd ed.). Hoboken, NJ: Wiley.
There are several standardized training events in large organizations that are required annually or biannually. One of these is often sexual harassment. For this assignment, write a training plan for all employees in your firm to educate and develop their awareness of sexual harassment and understanding of legal and organizational policies. Be sure to include training aspects of planning, design, implementation, and evaluation.
This plan should be in narrative form with a minimum requirement of 500 words. Discuss the following guidelines to complete your plan.
Planning: Should all employees be trained at once? If not, who should be trained first? What are the anticipated outcomes or terminal learning objectives of the training?
Design: In what format should the training be given, and why? What modalities will be used for employees on multiple shifts or in multiple locations? What are the core elements of the training that will align with the learning objectives?
Implementation: Who will lead the training, and how will it be implemented? Will you be training for knowledge or behavior change? How will you conduct the actual training to account for knowledge and/or behavioral change?
Evaluation: How will you know if the training was successful? What measures will you use to know if employees 1) learned from the training, 2) behaved differently after the training, and 3) the training has a bottom line impact to the firm?
Any sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations in APA format.
16 MANAGING CHANGE AND STRESS How Can You Apply OB and Show What You’ve Learned? © 2014 Angelo Kinicki and Mel Fugate. All rights reserved. Reproduction prohibited without permission of the authors. MAJOR TOPICS I’LL LEARN AND QUESTIONS I SHOULD BE ABLE TO ANSWER 16.1FORCES FOR CHANGE MAJOR QUESTION: What are the common forces or drivers of change at work, and how can this knowledge improve my personal effectiveness? 16.2TYPES AND MODELS OF CHANGE MAJOR QUESTION: How can different approaches to change make me and my organization more effective managers of change? 16.3UNDERSTANDING RESISTANCE TO CHANGE MAJOR QUESTION: Why do people resist change and what can I do about it? 16.4THE GOOD AND BAD OF STRESS MAJOR QUESTION: How can stress affect my effectiveness—positively and negatively? 16.5EFFECTIVE CHANGE AND STRESS MANAGEMENT MAJOR QUESTION: How can OB knowledge and tools help me effectively manage change and stress? INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Leading change and managing stress are ultimate tests of your understanding and ability to apply OB knowledge and tools. As you’ll learn, effectively leading change processes requires you to consider both person and environmental inputs and outcomes across organ ...
Assignment #1 Discussion BoardPrimary Discussion Response is due b.docx
Assignment #1 Discussion Board
Primary Discussion Response is due by Wednesday (11:59:59pm Central), Peer Responses are due by Sunday (11:59:59pm Central).
Primary Task Response:
Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.
Additional Information:
You and Shawn are excited about developing the change initiative with the cross-cultural core team. Shawn is recognized in the field as an expert of change management. He relies on the foundational change management steps and his understanding of human behavior as it relates to the acceptance of change. At the end of the day, in the elevator ride down to the parking garage, you and Shawn talk about implementing change at AGC.
"I'm glad we can work together on developing the change initiative," he says. "Your experience as a consultant for other organizations that needed to change to survive will work well with my background."
"That's what I'm here for," you say. "I know that human beings are likely to react adversely to change, so I've developed some steps that should be addressed to facilitate the implementation of change."
"What about problems?" Shawn asks. "And people who will resist the change? How do we turn negative attitudes around?"
"Those are all good questions," you say. "Would you like me to send you my comments?"
"Yes," he says. "I can review them over the weekend."
"Let me know if you want to discuss anything in more detail," you say.
"Thanks," he says. "I will."
Later that evening, you go over the following list of things you need to share with Shawn:
Identify the basic steps that Shawn and his team should follow to successfully implement change at AGC.
What kinds of problems should Shawn and his core team anticipate early in the change process?
What recommendations can you provide to Shawn and his team to help prepare them for anticipated problems and unanticipated problems?
What recommendations can you make to help Shawn and the team ensure that the optimization of global human capital management will not be viewed adversely by the employees on this multinational organization?
Responses to Other Students:
Respond to at least 2 of your fellow classmates with at least a 100-word reply about their Primary Task Response regarding items you found to be compelling and enlightening. Support your response with academic references from your textbook and reputable websites from which the author’s name may be specifically documented. To help you with your discussion, please consider the following questions:
What did you learn from your classmate's posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your posting and other classmates' postin.
I totally agree that stress management is so important and should .docx
I totally agree that stress management is so important and should be addressed within the work place. There is no way employees will be at their peak productivity without stress management skills and strong mental health. What type of interventions would you think would be helpful in the stress management training program? As someone working in the field, I would suggest both educational sessions to teach coping skills (which you mentioned) but also experiential workshops so allow participants to practice and experience the skill. I would include meditation, art, yoga, and others in the workshops.
heres another
Great job with your posting this week! Interesting perspective as you are a mental health counselor. I choose stress management as my HRD issue most need of prevention. I feel like a lot of mental health and substance issues are the end result of improper stress management by the employees. I feel like if we can teach people how to manage their levels of stress they will never need the coping mechanisms you’ve highlighted. As I am twenty-seven I found the second discussion question particularly interesting. I do feel like I am at a point developmentally where I am striving becoming established in my current career and field. I am definitely hoping to successfully navigate this phase and thus, have higher job satisfaction, advance within the company and ultimately receive higher financial rewards. I completely agree with you that there needs to be ongoing training for employees in the midlife transition phase to ensure that they do not “grow apart” from the company and vice versa. Good response
Number of pages: 4 (1100 words)
Instructions: Below will be 3 posts for 3 different students, please comment on their post, each comment is separate. Also comment on question 2 part. So you will end up with 4 comments for post 1, 2, 3 and question 2.
post 1
While there are many topics that should be addressed by employee counseling and intervention, I believe a major priority for HRD of an organization are stress management interventions. The text defines stress with three main components, “some environmental force affecting the individual, which is called a stressor, the individual’s psychological or physical response to the stressor, and in some cases, and interaction between the stressor and the individual’s response” (Werner, 2017, p. 370). Stressors may include stimuli from both inside the organization and form the employee’s home life. None-the-less I feel like stress is linked to many of the other aspect that HRD management and intervention would cover. I also feel like stress, internal and external to the employee’s place of work, may cause the employee to perform under their ability at work. Thus, I feel that it is of paramount importance for HRD to intervene and attempt to help employees manage their stress levels. The two many types of stress interventions are educational interventions and skill-acquisition interventions. Both of .
Essay One Who are youAs a class we have discussed variou.docx
Essay One:
Who are you?
As a class we have discussed various interpretations of the term “identity;” now is your chance to explore and convey how you understand the concept. In a 4-6 page essay, state your point of view, and explain using examples where your observation is evident.
Is identity deep, spiritual, and internal—something we are born with? Or is identity more tangible, something we simply shift and use to influence or connect with others?
What do you use to define yourself (OR what defines you)? Is it your language? Your social circle? Nationality? Expression though art? Your idol? A sport or hobby? A familial role? Your favorite movie? A musical genre? Rather than trying to write about everything, pick one side of your identity that you want to focus on.
Prefer not to take a self reflective stroll down existential lane? That’s okay. If you like, it is totally acceptable to choose a character from a book or movie, or even a person you know if this is more comfortable.
For the first essay in this class, I want you to have some freedom. Identity (by definition) is a personal topic, and I’d like this assignment to reflect that spirit of personality—you can really make whatever sort of statement you’d like, so long it is specific and focused.
Other questions to consider if you get stuck (you don’t have to answer all of these though):
--Do we choose identity or is it assigned to us by external forces?
--Is identity fixed or fluid?
--Can identity ever be changed?
--Do we have just one “true” identity, or multiple identities?
Whatever embodiment of identity you break down, remember: I am most interested in WHY your choice makes you who you are. Try to incorporate symbolic meaning into your discussion.Remember, a well developed essay provides a variety of evidence; in addition to your own experiences and observations, utilize what we’ve looked at in class if it helps you explain your stance—break down implied messages of a Facebook profile, discuss the crisis in the episode of “Doug” we watched, show why an eHow guide is not thorough enough to establish an identity. I encourage you to use any outside example you connect with as well.
Due: Tues 9/30
EMPLOYEE VOICE 1
Introduction
Most of the time, the success of any part of business depends on how motivated employees are. The importance of motivation is reflected in productivity, profitability, recruitment, and retention—happy and satisfied employees are mostly hardworking, which makes an organization have a cutting edge over its competitors. Employee voice can be of different types and levels—the voice can be formal or informal, for instance, through official committees or individual manager policies, respectively. Managers can motivate employees through involving them, and such participation can be direct or indirect. Directly, employees can participate through job discretion, control, or in teams and indirectly, through committees of managers and employees (i.e. joint consultat ...
Personnel Selection EffectivenessIn the Standards for Educationa.docx
Personnel Selection Effectiveness
In the Standards for Educational and Psychological Testing, the American Educational Research Association (1999) denotes five forms of evidence for use in evaluating a selection procedure for a specific application: (a) relationships between predictor scores and other variables (e.g., test–criterion relationships), (b) content, (c) internal test structure, (d) response processes, and (e) testing consequences. Industrial/Organizational (I/O) practitioners need to be mindful of these considerations in test development and in choosing standardized tests for employee selection.
Effective personnel selection processes entail systematically implementing assessments to evaluate job-related knowledge, skills, and abilities (KSAs), and personality traits (Arabian, 2008). Establishing job requirements provides a firm foundation for selection, and it facilitates identifying appropriate assessments to cover all dimensions of a given job and the results of performing that job (outcomes). Consequently, an effective selection process should include a variety of assessments measuring different aspects of a candidate with the ultimate goal of providing as full and accurate an assessment of as many job dimensions as possible (Arabian, 2008). Consider the assessments that you encountered before you were hired at a recent job. Do you believe they were effective in capturing the multiple dimensions of that job? If outcomes were included, do you think they were necessary?
Post an explanation of what process should be used to determine the effectiveness of personnel selection effectiveness. Then, provide your position on whether multiple outcomes should be used in personnel selection. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
Example:
According to the American Educational Research Association’s (2014) Standards for Educational and Psychological Testing, the validation of employment testing begins with job analysis. It is necessary to identify the job behaviors and outcomes specified for the job employees are being selected for. This job analysis provides the empirical evidence necessary to link employment testing with job performance. There are two basic types of job analysis- deductive and inductive. Deductive job analysis utilizes extant knowledge of specific job that are available for use. Inductive job analysis develops new data about the specific job of interest (Whetzel & Wheaton, 2016).
The goal of selection testing is to draw inferences that test performance will predict job performance. This relationship can be established by identifying the link between predictors and performance and behavioral measures. A predictor construct domain is established by determining the knowledge, skills, abilities (KSAs), and traits that are included with certain constructs (e.g., reading comprehension). Criterion constructs are job behaviors or outcomes su.
The effects of career plateauedworkers on in-group members’.docx
The effects of career plateaued
workers on in-group members’
perceptions of P-O fit
Deondra Conner
Department of Management and Marketing, Alabama A&M University,
Normal, Alabama, USA
Abstract
Purpose – The purpose of this paper is to examine the effects on in-group members of an influential
worker’s response to being in a state of career plateau.
Design/methodology/approach – Using the concepts of the career plateau, person-organization fit,
and organizational climate, a set of propositions is presented and discussed relative to the influential
worker’s response. A model is presented to illustrate the effects and the components involved.
Findings – An influential career plateaued worker can affect the in-group he or she is associated with.
An ineffectively plateaued worker is not only low in productivity, but also resorts to such negative
behavior as absenteeism, withdrawal, and frequent job changes. When noticed by other in-group
members, such behavior can affect their attitudes and behaviors.
Practical implications – The organizational socialization process can counter the effects of the
otherwise influential ineffectively career plateaued person’s response. This is possible if the socialization
process is strong enough to overcome (or complement) certain personal characteristics of the in-group
members and their association with the career plateaued person by creating an environment where
career progress, performance expectations, and role expectations are clear.
Originality/value – The paper develops an original model based on a set of theory-based propositions
that is of value to both academicians and practitioners.
Keywords Influence, Socialization, Person-organization fit, Career plateau, Organizational climate
Paper type Conceptual paper
In today’s volatile work environment, downsizing and layoffs have become as common
place as the hostile acquisitions and corporate mergers which symbolized the late
1980s - 1990s. With such corporate behavior come certain consequences and many
career casualties. Unfortunately, diminishing opportunities for upward mobility in
organizations is a very prominent consequence. A recent study by one of the world’s
largest staffing organizations indicated that at least 40 percent of those sampled were
planning to look for a new job in the coming months, with dissatisfaction with the
availability of promotions and bonuses in the current economy being a major factor
(Adams, 2012). Though generally speaking, there are a number of ways to define a
career plateau, many authors agree that the career plateau can be defined as a stage in
a person’s organizational career where future promotions are no longer likely (Ference
et al., 1977; Slocum et al., 1985; Chao, 1990; Rantze and Feller, 1985; Bardwick, 1986;
Duffy, 2000; Lapalme et al., 2009). For managers and the organizations they serve,
an overlooked and equally important issue is the effect that a career plateaued
individual can have on fellow employees .
PUA 5303, Organizational Theory 1 Course Learning Out
PUA 5303, Organizational Theory 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
2. Examine ways to use organizational human behavior theory to manage stress in public organizations.
2.1 Explore specified views associated with course-related terminology.
2.2 Express your thoughts on stress mitigation tactics as you elaborate on your personal
experiences with stress.
2.3 Expand upon relationships between stress mitigation and creativity-development practices.
Course/Unit
Learning Outcomes
Learning Activity
2.1
Unit Lesson
Chapter 3, pp. 61–80
Video: Creativity and Innovation: Leadership Essentials
2.2
Chapter 4, pp. 93–101
Unit II Reflection Paper
2.3
Unit Lesson
Chapter 4, pp. 93–101
Unit II Reflection Paper
Required Unit Resources
Chapter 3: Fostering Creativity and Innovation, pp. 61–80
Chapter 4: Managing Stress, pp. 93–101
In order to access the following resource, click the link below.
Video Arts (Producer). (2016). Creativity and innovation: Leadership essentials [Video]. Films on Demand.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
aylists.aspx?wID=273866&xtid=124085
The transcript for this video can be found by clicking on “Transcript” in the gray bar to the right of the video in
the Films on Demand database.
Unit Lesson
Creativity is paramount to innovation, and, with the exponentially increasing pace and complexity of the world,
creativity and innovation are exponentially increasing in importance. Creativity is also important to the
advancement of public organizations as it allows workers to develop new solutions to problems, making the
fostering of creativity a topic of utmost importance (Denhardt et al., 2016). Closely related and often
associated with creativity is innovation. With these considerations in mind, generating new and useful ideas
and creating and implementing those ideas through innovation can be more easily implemented in an
environment where these attributes are respected aspects of organizational culture.
Before attempting to promote and cultivate creativity, it is important to define creativity. Looking at individuals
who can be described as creative, the traits associated with their creativity seem to be inherent as opposed to
being reliant on a particular organization or atmosphere. Popular adjectives associated with creative people
include capable, clever, original, and self-confident. Do you possess any or all of these traits? Regardless of
UNIT II STUDY GUIDE
Creativity and Stress Management
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPlaylists.aspx?wID=273866&xtid=124085
PUA 5303, Organizational Theory 2
UNIT x STUDY GUIDE
Title
whether you do or do not, do you consider yourself to be a creative individual? Asad and Khan (2003) noted
that creative indiv ...
Eng 102Prof. ToomerHW #1 SOAPstone ChartAnalyzin
Eng 102 Prof. Toomer
HW #1: SOAPstone Chart
Analyzing & Interpreting Alexie’s “Superman and Me”
NAME ________________________________________________________________________
S
Who is the
SPEAKER?
Identify and describe him.
Add details.
Sherman Alexie is a Spokane American Indian. He is an avid reader and professional author. He also returns to the reservation to teach young Indians how to write poetry, stories, and novels.
O
Time & Place
OCCASION
What is the situation that prompted the writing?
A
Who is his
AUDIENCE?
Who is this narrative intended for? A single person? Is it a group?
P
What is the
PURPOSE?
What is the purpose of Alexie’s story? What does the author want the audience to think or to do?
S
What is the
SUBJECT?
What is the topic or content of Alexie’s story? What is the author writing about?
T
tone
What is the author’s
TONE?
What is the attitude of the author towards his topic? What is the attitude of the author towards his audience?
PATTON FULLER COMMUNITY 1
PATTON FULLER COMMUNITY 8
Communication: Patton Fuller Community Hospital
University of Phoenix
BSCOM/485
Professor Turner
May 8, 2021
A Brief Overview of the Patton Fuller
Patton Fuller Community Hospital is a health facility that was established in 1975. It offers a range of medical services including radiology, Intensive Care Unit, and labor services. Patton Fuller health facility depends on reliable communication to share information between the workers. A telephony communication network has been adapted for communication between the workers, the management, and the clients. The telephone system is considered the cheapest and accessible means of communication. Further, the organization has developed a seven diagram network system through which communication takes place. In terms of the organization, Patton Fuller uses the functional approach where employees are categorized into departments based on their skills (Grossi, et al., 2007). For instance, those with experience in labor have same skills just like those in the ICU department. I chose the change in leadership as a critical event that could affect communication at Patton Muller.
Impacts of Changing Leadership/Management on Communication at Patton and Fuller
Leadership is core to communication and alteration of the leadership can completely or partially change communication at the organization. One of the ways that leadership can change the communication at the organization is by changing the style and nature of communication. Different leadership styles use different means of communication (Kavanagh and Ashkanasy, 2006). Therefore, if the leadership style is changed, it is apparent that communication at Patton Fuller will also change. The new leadership will look for new communication means that suit its leadership approach. Instead of communication being from top to bottom, it could be turned vertical. Ther ...
Post #1Employee empowerment has allowed organizations to have qu.docx
Post #1
Employee empowerment has allowed organizations to have quicker response times to customers for resolutions, but my thoughts of this quick solution being beneficial shifted as I read Senge’s studies. “Today, many executives are articulating a new philosophy revolving around ‘empowering people.’ But few organizations are working hard to introduce tools and methods to actually help people to make more intelligent decisions, especially decisions that improve systemwide performance” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 40). It is important for organizations to consider the impact of the training systems, as well as how to evaluate their effectiveness. Without the proper ‘tools’ it is difficult for employees to make decisions that are best for both the business and the customer. This also makes it difficult for leaders to be confident in backing their employees decisions or in holding them accountable to the decisions made when effective learning systems were not developed prior to training. “Once we learn to distinguish our assumptions from the ‘data’ upon which those assumptions are based, we are forever more aware of our own thinking” (Senge, Kleiner, Roberts, Ross, & Smith, 1994, p. 43).
“Motivation also appears to be an important correlate of leadership” (Vidic, Burton, South, Pickering, & Start, 2016). By utilizing the teachings of each section and putting them into practice within real life situations I can support my learning while also utilizing success stories of the implementation of my practices of the materials to share with the class for discussions. Many of the teachings discussed in this week’s material would work for the current organization I work for. Senge mentions situations where employees are placed into quick training courses that only last a few days, but later the training is not reinforced or further developed upon. Organizations will then give up on the current training practices as they believe them not to be effective. In the organization I work for there is always change. Changes in culture, leadership, and even training styles. There is an opportunity to evaluate the importance of each change prior to implementation and utilize different metrics to evaluate success which could include quantity, but most importantly quality of the results with the success of the organization.
References
Senge, P., Kleiner, A., Roberts, C., Ross, R., & Smith, B. (1994). The fifth discipline fieldbook: strategies and tools for building a learning organization. New York: Doubleday.
Vidic, Z., Burton, D., South, G., Pickering, A. M., & Start, A. (2016). Emotional and Motivational Correlates of Leadership Styles: A Comprehensive Framework for Understanding Effective Leaders. Journal Of Leadership Studies, (3), 22. doi:10.1002/jls.21485
Post #2
I found it interesting how Kleiner, Roberts, Ross , Senge & Smith (1994) discussed team development as a learning organization. They note that team members “develop new skill.
Running head EMPLOYEE PERFORMANCE .docx
Running head: EMPLOYEE PERFORMANCE 1
Employee Performance
Kyle B. Amstead
University of Maryland University College
April 18, 2019
Hi, Kyle,
This is a fine start for your Six Source Essay that brings together six totally new sources on your topic on employee performance. You clearly identify four elements of discussion and provide a definitive thesis. You also synthesize your sources well in some areas.
Note that you could have used the same four sources from your Four Source Essay, and in fact, some of those sources may have worked better here. Consider this when moving on to your Literature Review (WA #4); instead of researching new articles, you might use the ones you’ve already located and reviewed to save yourself some time and effort.
When you revise, I’d like for you to focus on your organization and on providing more detailed information on the studies themselves. Please consider the following:
(1) Work on paragraph coherence and unity. This means that your paragraphs focus on one main idea and develop that idea, and it moves from sentence to sentence in a seamless manner. I think the lack of unity in your paragraphs tends to stem from your efforts to cover the element of employee performance and then how it should be combined with other elements. It might work better to either split your paper into subsections (as you did with WA #2), based on the individual element (e.g., coaching), and then include two paragraphs within each subsection, where one paragraph focuses solely on one element (e.g., coaching) and the other on that element combined with others (e.g., coaching and training). OR you might define all the elements individually, and then include one single paragraph (or two) on how the elements might be combined for a multi-faceted approach to improve performance.
(2) Include study details, and not just summaries.Your discussion should provide some details from the studies themselves, either in the form of direct quotes or specific references to the studies. Your references tend to be very general, so it’s difficult for the reader to distinguish between the different studies. Some details might include the fact Inuwa surveyed non-academic staff at one university in Nigeria or that Mwangi et al. looked specifically at state corporations in Kenya. In short, provide more context for these studies.
Follow the rubric below and the annotations when you revise.
rubric_SixSource_Essay_2018_2019
(not graded yet)
The paper meets the word-count requirement
1300 words or more
1100-1299 words
900-1099 words
700-899 words
fewer than 700 words
see the columns to the right
10 points
8 points
7 points
6 points
0 points
Introduction and thesis
Excellent
Good
Fair
Needs improvement
Does not pass
introductory paragraph introduces the topic
5 points
4 points
3.5 points
3 points
0 points
thesis statement is clear in indicating the main point being made
.
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Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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- 2. avoiding the act of blaming others, through developing positive employee relationships, and through giving specific feedback in a timely-manner (Lussier & Achua, 2016). References American psychological association & VandenBos, G. R. (2009). APA concise dictionary of psychology. American Psychology Association. Lussier, R. N. & Achua, C. F. (2016). Theory, application, & skill development (6th edition.). Cengage Learning. Thach, E. C. (2002). The impact of executive coaching and 360 feedback on leadership effectiveness. Leadership & Organization Development Journal, 23(3), 205. doi:http://dx.doi.org/10.1108/01437730210429070