Running head FORD 1FORD 2Unit 6.2 Assignment - .docx

Running head: FORD 1
FORD 2
Unit 6.2 Assignment - Final Paper, Part 4
CeTreiva Whitmore Lockett
HRM335 – Organizational Behavior
Professor Dan Tegolini
February 23, 2020
Unit 6.2 Assignment - Final Paper, Part 4: Ford
Introduction
Ford is an automotive company based in the united states.
The company specializes in selling, manufacturing and
designing motor vehicles. it is ranked as the fifth largest
company access the world. The company focuses of coming up
with strategies that would elevate its position within the
industry in a positive way. Becoming a global leader in the
production of automotive is the goal of the company. It is a
factor that the company is keen at achieving. However, the
activity takes place through the use of Continuous Quality

Improvement approaches that would lead to the creation of a
positive change within the management of the company in a
beneficial manner. the use of organization learning is the CQI
approach that the company is willing to apply in the market. it
would lead to the creation of an organizational change that
focuses on the company culture. Organizational learning is a
CQI practice that would propel a positive organizational change
in Ford.
Organizational learning involves transferring retaining and
creating knowledge within the company. It facilitates the
company to improve as time progresses by in a highly beneficial
manner which is an essential issue if concern in this case. The
goals of organizational learning is focused on the improvement
of manufacturing and designing of the automotive for them to
meet up the market demand that is constantly changing (Conte,
2015). It would also lead to the improvement of the rate of
effectiveness among employees which leads to increased
efficiency. The CQI leads to the creation of an improved
working environment that make the company to be highly
productive in a beneficial manner. the goals of the CQI plays an
integrative part in improving the position of the company within
the industry.
Goals
The introduction of organization learning in the company
plays an effective part in facilitating the company to meet its
goals in an appropriately defined framework. The learning
process enables the company to reduce the wastes and errors
that are involved in the design and manufacture of automotive.
The participation of major players in this case plays an
important part in this case (Gnyawali & Stewart, 2016). The
CQI leads to the creation of a higher quality and customer
services that would enable the company to promote its
effectiveness within the country. On the other hand, the goals of
the CQI entails the increase of the company increased market
share which is a key market aspect that needs to be positively
addressed.

Ford has a goals measurement strategy that enables the
company to be fully effective in a positive way. Performance
appraisal is a key metric that would be applied in this case. It
enables the company to evaluate the effectiveness of
organizational learning based on the performance of the
employees which is a key issue of concern in this perspective.
The measurement would be done by assessing the sales of the
previous performance year and the current year. The sales is a
key indicator that the CQI is fully effective in a positive way
(Conte, 2015). A look at the feedbacks that the employees
receive from the clients play in this case plays an effective role
in this case. It is a performance measure that gives a positive
outlook which is a key matter of concern in this perspective.
Goals measurement strategy
The measurement of the strategy is an essential issue of
concern that needs to be appropriately addressed in this case.
The activity entails assessing the growth analysis of the
company. This is a key factor that relies on the ability of the
company to clearly implement policies that are not fully
effective. The production costs comparison which is an
important issue of concern that needs to be appropriately
addressed. Ideally, the creation of the concept is a clear concept
that needs to be clearly addressed which is an essential issue of
concern that needs to be perfectly addressed (Baek-Kyoo &
Park, 2017). Ideally, the expert and employee view play an
integrative part in the generation of the relevant concepts that
leads to the correct communication goals which is an important
matter of concern that needs to be addressed.
Organization learning implementation is a process that
involves the participation of experts for it to be fully effective
for Ford. Apparently, the vision of the program is to train the
employees ion the best administrator practices that would
enable the company to realize its potential. Important aspects
such as innovation and marketing are some of the key issues
that would be perfectly outlined in the CQI (Gnyawali &
Stewart, 2016). Ideally, the adoption of positive practice would

enable the company to be fully effective in the communication
of its goals which is an important tool that facilitates the
company to perfectly communicate its issues in a positive
manner that is fully effective. Coming the change program to
the management team is part of the implementation which is an
effectual matter of concern that needs to be appropriately
addressed as it involves several skeptics that need to be
respected.
Program implementation
The implementation of the CQI needs to ensure that a
perfect implementation framework is considered based on the
importance of the process. Collaborating with the management
of Ford is a key activity that CQI needs to apply. Granting the
management, the appropriate time to understanding and think
about the importance of organizational learning plays an
important part in this respective case. It leads to the correct
communication of company goals that are aligned with the
proposed CQI (Conte, 2015). Ideally, it is a practice that is
highly effective based on the positive outcome that is expected
from the practice in this respective case based on the fact that
issues surrounding the company which is a key matter of
concern that needs to be apply through the use of the correct
framework.
The engagement of the employees is a key activity that
normally takes place in this framework. The activity entails
addressing important tools that explains the importance of
collaboration. The opinion of the employees in regard to the
CQI could be applied to make predictions about its expected
outcomes and the practiced that needs to be embraced to
promote positive business practices within the company.
Additionally, focusing on the concern that the FORD employees
give in this respective case plays an important part in the
promotion of positive thoughts about the change management
initiative that the company wants to implement. The gradual
implementation of the CQI plays an effective part in this
particular case (Baek-Kyoo & Park, 2017). It leads to the

creation of the appropriate training programs that reflects on the
interest of the company in a positive way. Therefore, dealing
with the issue leads to the correct implementation of the CQI
that is likely to benefit the company.
Company structure
Ford is a company that ensures that it applies the correct
management structure that enables it to be fully effective. The
company applies the vertical management structure. This is
because it facilitates the smooth communication process that
facilitates the company to be fully effective in its
communication which is an important matter of concern that
needs to be appropriately addressed in relation to the issue that
is being dealt with (Gnyawali & Stewart, 2016). Coming up
with the appropriate company skeptics plays an effectual part as
it creates the imitative measures that Ford normally focuses on
achieving. The company has three top offices that entails
individuals that have a decisive say in the position of the
company within the industry.
Ford has respective department that play an important part
in the proper communication of the company goals. the
departments are arranged with respect to three categories that
are important to understand in this case. The corporate
hierarchy, regional geographic divisions and global functional
units also plays an effectual part in this case. It facilitates the
communication of the correct goals that focuses on the interest
of the people in a positive way (Conte, 2015). The functional
groups of the company play an effective part in the designing,
innovation and manufacturing of the company items which are
key issues that need to be broadly addressed based on the
positive interest that they have in the general operations of the
company. The corporate hierarchy is more focused on
administration. Ideally, the CQI needs to focus on such factors
that gives the company the required outlook which is an
essential matter that needs to be perfectly understood in this
case.
Gaining employees buy-in

Employees play an integrative role in the success of the
CQI. Employing them to the company leads to the promotion of
positive practices that needs to be positively embraced in this
perspective. The activity leads to the correct communication of
company goals that need to be appropriately respected. The
contribution that the employees make to the program makes it
more success that the anticipated outcome that is welcomed in
different stages (Baek-Kyoo & Park, 2017). The employees are
the key participants in the change process and their inclusion
facilitates the implementation of the correct procedures that
enables the company to be fully effective in the communication
of its goals. the learning process needs to be appreciated by all
the employees that facilitate the company to be fully productive
in a positive way. Therefore, the inclusion of the employees is a
necessity.
Ford have the responsible of ensuring that they set up
finances for the overtime payment and rewarding the
employees. This is a positive practice that facilitates the
company to communicate its goals without any form of
complication. It would enable the employee of Ford to be fully
motivated when the CQI is implemented in the company
(Gnyawali & Stewart, 2016). This is a practice that leads to the
positive development of thought that facilitates the companies
to be fully effective in the communication of respective conceits
that reflects the positive interest of the employees. Ideally, it
promotes the effectiveness of the CQI among the employees as
the employees would embrace the practice quickly based on the
positive returns that would come from their effective
collaboration which is an important matter of concern in this
perspective that needs to be respected.
Leadership/management role
Organization training would be successful depending with
the leadership role that Ford would apply in this case. The
activity entails the inclusion of the correct procedures which are
key issue of concern that needs to be positively embraced.
Decision making would depend on the top management of the

company which is an effectual matter of concern. The decision
that the management would make in regard to CQI determines
the success of the company (Conte, 2015). Coming up with the
appropriate financial program would play an important part in
this case. The leadership needs to ensure that program receives
the appropriate finances for it to be fully effective. Making sure
that the departmental managers addresses the issue which is a
key issue of concern that needs to be positively embraced.
Ideally, it enables the company to be fully effective in goal
communication which is essential matter of concern that needs
to be perfectly embraced.
The management would also play an effective part in the
management of conflicts which is a key issue of concern. The
management of conflicts enables the company to be fully
effective in the implementation of the CQI which is an
important issue of concern that needs to be perfectly addressed
based on the complication involved with the practice. The
communication progress is also an effectual matter of concern
that promotes positive business practices within the company
that needs to be embraced (Baek-Kyoo & Park, 2017). The
compensation of employees timely is also a key practice that
needs to be observed in this respective. The practice entails the
correct application of concepts to ensure that the company goals
are perfectly communicated. Updating the shareholders on the
program milestones and goals that are attained plays an
effectual part in this case as it needs to be achieved.
Organizational culture implication
The organizational learning program is likely to have an
implication in the organizational culture of the company. This is
a key measure that is widely evident with the manner in which
its is applied. Apparently, the program is likely to cases
alternation in the company. This is because there would be the
introduction of new concepts within the company that are likely
to affect the manner in which the company coordinates its
activities (Gnyawali & Stewart, 2016). This is an effectual issue
that is related to the general nature of the program. The

alternation of the culture might create difficulty in the
management of the company resources which are key factors
that need to be perfectly understood in this case.
Conclusion
Organizational learning is a CQI practice that would
propel a positive organizational change in Ford. Organizational
learning involves transferring retaining and creating knowledge
within the company. It facilitates the company to improve as
time progresses by in a highly beneficial manner which is an
essential issue if concern in this case. The introduction of
organization learning in the company plays an effective part in
facilitating the company to meet its goals in an appropriately
defined framework. The learning process enables the company
to reduce the wastes and errors that are involved in the design
and manufacture of automotive. Organization training would be
successful depending with the leadership role that Ford would
apply in this case. The activity entails the inclusion of the
correct procedures which are key issue of concern that needs to
be positively embraced. The management would also play an
effective part in the management of conflicts which is a key
issue of concern. The management of conflicts enables the
company to be fully effective in the implementation of the CQI
which is an important issue of concern that needs to be perfectly
addressed based on the complication involved with the practice.
References
Conte, L. T. (2015). Trust and organizational learning in service
businesses in the united states: A correlational study (Order No.
3688356). Available from ABI/INFORM Collection.
(1673895501).
Gnyawali, D. R., & Stewart, A. C. (2016). A contingency
perspective on organizational learning: Integrating
environmental context, organizational learning processes, and
types of learning. Management Learning, 34(1), 63-89.
Baek-Kyoo (Brian) Joo, & Park, S. (2017). Career satisfaction,

organizational commitment, and turnover intention: The effects
of goal orientation, organizational learning culture and
developmental feedback. Leadership & Organization
Development Journal, 31(6), 482-500.
Describe how the parasympathetic nervous system
influences one function in your body. For example,
the parasympathetic nervous system causes decreased blood
pressure. If you chose this body function, you would describe
the physiology behind the decreased blood pressure. How does
it happen? What occurs in the heart/blood vessels? Which
scenarios or external factors would cause
the parasympathetic nervous system to activate this response?
Running head: FORD 1
FORD 2
February 8, 2020
Unit 4.2 Assignment - Final Paper, Part 3 Outline
· Introduction

· Introduction of the Ford Company and the Continuous Quality
Improvement (CQI) approach that is to be used to implement a
major organizational change. Under the section, reasons as to
why the approach was selected as the most preferred as per the
situation at Ford Company.
· Thesis statement
· Goals
· Improving designing, manufacturing and supply process
gradually
· Improved employees effectiveness and efficiency
· Improved work environment, policies, and organizational
culture
· Reducing waste and errors leading to reduced cost of
production
· Higher quality end results and customer service
· Increased sales
· Increased market share
· Goals measurement strategy
· Performance appraisal
· Previous season’s sale comparison with the current season
· Comments and feedbacks from clients and general public
which will be obtained through research initiatives and company
online platforms
· Overall company growth analysis results
· Previous production cost comparison with current changed
production process cost
· Views from employees and experts
· Program implementation
· Laying out the specifics for instance the vision and mission of
the program
· Communicating the change program to the management team
and making a clear presentation
· In collaboration with the management team, communicating
the change program to all employees and granting them time to
think about the change program, focusing on important aspects
of the program for instance its purpose, goals and mission, and

expected benefits
· Engaging employees to get to know their opinions, feelings,
and attitude about the program
· Addressing any concerns
· Implementing the program gradually and taking employees
through necessary training that can help them gain the skills
needed to adapt to the needed changes
· Constantly reviewing the progress achieved in the program
and appreciating the efforts being made for the purpose of
maintaining focus and keeping employees motivated
· Company structure
· Current structure to remain since every department has
specific responsibilities to play. Moreover, the changes to be
implemented by every department in a manner that will improve
the roles that they play.
· Gaining employees buy-in
· Employee’s contribution towards making the program
successful more than anticipated welcomed at all stages of the
cycle.
· Company to set aside ample finances for over-time payment
and rewarding employees going the extra mile to ensure that the
program is a success.
· Leadership/management role
· Decision-making
· Financing the program
· Making sure all department managers embrace the program
and that they positively influence employees in their respective
departments
· Handling conflicts
· Communicating progress clearly and effective
· Adequately compensating employees
· Updating shareholders about the program, goals, and
milestones attained
· Organizational culture implication
· The program is likely to cause alterations in organizational
culture

Running Header: FORD 2
February 1, 2020
Unit 3.2 Assignment: Final Paper, Part 2
Selected business: Ford
Selected initiative: Continuous Quality Improvement (CQI)
Introduction
The Ford Motor Company which is known as Ford is an
American automobile enterprise that specializes in designing,
manufacturing and selling of automobiles and commercial
vehicles. The company is the second largest in the United States
and fifth globally according to global fortune. One of the
company’s objectives is to become the global leader in the
automobile industry. However, the realization of this objective
is not possible without first taking over the American
automobile industry. It is evident that from the way Ford carries
out its various operations, there are some areas that need
improvement to perfect the products and services. One of the
most effective approaches that seem to have what the company

needs to make the necessary major changes that will see
improved end results and customer service is the Continuous
Quality Improvement (CQI).
The approach is cyclic in nature where overall performance and
operations are assessed, improvement plans are designed and
implemented, and the results are reassessed. The approach is
applied over and over again until all the defects and errors are
eliminated in the designing, manufacturing, and supply
processes leading to improved quality, services, and sales.
Different researchers have in the past and recently came out
with quality articles that demonstrate the various ways that CQI
can be used to attain long-term goals and objectives effectively.
The fact that Ford has for long been unable to occupy the
leading position in American automobile industry means that
Ford can embrace some of these tips. The tips would assist in
making the necessary large-scale changes that would enable the
company to move to the next level of success. This literature
review article shall analyze some articles on CQI to demonstrate
how Ford can use the approach to attain the much-needed
progressive change.
Literature review
Nadeem, et al, (2013) shares deep insights about CQI approach.
In the article, the authors focus on necessary components that
must be present to make quality improvement possible. The
authors’ claims that a continuous quality improvement method
is highly effective where there is teamwork, quality leadership,
spirit of innovation and creativity, and finances to effect any
necessary change. The authors states that the business for
instance Ford in this case must start by taking into
consideration the presence of the vital components that would
make it possible for the approach to be applied in the first
place.
The article by Nadeem et al (2013); is relevant to this initiative
being addressed as well as the selected business. The more
reason is that for Ford to introduce the large-scale
organizational change, it requires to have the right components

in place that would be collaborated in the cause of approach
application. Failure to do so will lead to approach failure since
the right ground was not laid. This is to mean that
understanding the components necessary for a CQI and working
towards their presence is an effective way of laying the right
ground and creating a perfect environment for a large-scale
change.
An article by Silver et al, (2016); offers great tips on exactly
how to start a continuous quality improvement project. The
article considers CQI as a project because it is a continuous
practice that requires being perceived and handled like a project
for success to be realized. The more reason is that this is the
only way the business can set aside resources that would help in
making the approach implementation success. In the article,
Sliver states that the project starts by examining the current
practices and performance for the purpose of recording the
current state of the company. The team of professional should
hence review what should be done to make minimal
improvements.
The article by Silver et al, (2016); is highly relevant because it
talks about an important and critical step in the approach. The
more reason is that it is an article that described how the
initially identified vital elements would be used collaboratively
to kick off the project. This is important because making
mistakes in the early stages have ample potential to compromise
the entire effort leading to a failed mission.
Jones, (2013); is an organizational behavior management book
that deals in organizational theories, designs, and change.
Focusing on change, the author of the book claims that
organizational growth can only be obtained if the business is
positive and committed to change. The more reason is that the
world of business is ever changing and for the business to
remain relevant, it must embrace change as well. In the book,
the change process has been extensively explained as well as
how to handle change challenges for instance resistance to
change. This is a reliable piece of information that any leader

pursuing large scale organizational change should be aware.
The source by Jones, (2013); is hence highly relevant to the
business and initiative. The more reason is that for Ford to
embrace the CQI approach, the employees need to be introduced
to the change and be undertaken the entire change process to
promote a smooth and successful transformation. Also, in the
course of approach application, leaders and employees are
likely to be confronted by unexpected challenges. The
information in the book provides tips that can be applied to
handle any challenge.
Aquino, et al (2017) shares same insights about organizational
change from the quality improvement point of view. The authors
in the article narrow down from the wide organizational change
concept to an organizational change that focuses on improving
the quality of products and services. The source shares an
interesting and educative material where it claims that large-
scale change would not be done for the sake it but to attain a
positive output that would place the business in a more
competitive position in the market. This is a message that suits
the Ford business and the desired large scale change of
changing tactics that would see the business progress from the
second to the leading brand in the American automobile and
gradually leader in the global market (Aquino, et al 2017). The
information is relevant because it provides the Ford and its
leader’s information on how to make changes from a quality
improvement point of view and this is what the initiative is all
about.
De Groot, et al (2018); is a unique and highly relevant article
that highlight the various CQI phrases and the specific quality
improvement strategies that should be applied to attain
desirable organizational change. In the article, the authors claim
that CQI entails a continuous repetition of the same production
process until the desired quality levels have been attained. It
entails reviewing the first stage which is the previous practices
that were applied in the last production to detect errors and
areas of weakness. It is also the stage in which professionals

need to be invited to share their insights and employees
undertaken intensive training.
The second phase entails coming together to come up with
creative ideas that should be implemented. These are ideas that
can be incorporated into initial practices to make them better or
have the initial practices scrubbed off and new practices
implemented. The third phase entails working used the
improvised or new strategies and reviewing the production
process to notice the changes. The source by de Groot et al
(2018); is a relevant one as per the initiative under discussion.
The more reason is that it identifies the various quality
improvement strategies that should be embraced in all CQI
phases until desired results are obtained.
The last source is that by Altmiller, (2012); and wraps off by
addressing the importance of issuing feedback as the only way
to make CQI approach to have the right momentum. In the
article, the author claims that when feedback at the end of the
process is issued, it becomes possible to detect improvement or
areas of weakness that would need improvement. The source is
relevant because the CQI approach heftily relies on feedback
from the previous process in order to make the necessary
changes in the current process. This is to mean that Ford
company employees working in all units must give feedbacks
after they complete their tasks and performance because it is
from these feedbacks that new resolutions to be implemented
would be created.
References
Aquino, A. T. D., Silva, J. L., Melo, R. M. D., & Silva, M. M.
(2017). Organizational change in quality management aspects: a
quantitative proposal for classification. Production, 27.
Altmiller, G. (2012). The role of constructive feedback in
patient safety and continuous quality improvement. Nursing
Clinics, 47(3), 365-374.
de Groot, J. J., Timmermans, M., Maessen, J. M., Winkens, B.,

Dirksen, C. D., Slangen, B. F., & van der Weijden, T. (2018).
Quality improvement strategies for organizational change: a
multiphase observational study to increase insight into
nonparticipating organizations. BMC Health Services Research,
18(1), 1011.
Jones, G. R. (2013). Organizational theory, design, and change.
Upper Saddle River, NJ: Pearson,.
Nadeem, E., Olin, S. S., Hill, L. C., Hoagwood, K. E., &
Horwitz, S. M. (2013). Understanding the components of quality
improvement collaboratives: a systematic literature review. The
Milbank Quarterly, 91(2), 354-394.
Silver, S. A., Harel, Z., McQuillan, R., Weizman, A. V.,
Thomas, A., Chertow, G. M., ... & Chan, C. T. (2016). How to
begin a quality improvement project. Clinical Journal of the
American Society of Nephrology, 11(5), 893-900.
Due Date: Sunday at 11:59 pm EST of Unit 7
Points: 100
Overview:
The goal of your Final Paper is to describe how you would
implement a major program
of organizational change as if you were a senior leader of the
company, using one of
the following approaches:

Additionally, the Final Paper’s purpose is to draw upon as much
of the course material
as possible, but specifically from Units 5 -7.
In this assignment, you will submit your Final Paper.
Instructions:
You will take the feedback left for you on your draft of your
Final Paper from Unit 6 and
apply it to your Final Paper. The requirements for your Final
Paper are:
issue here is how
to affect large scale organizational change. What is the
company you selected
doing in this regard?
Answer/address these questions:
o What is meant by organizational change approach selection
(i.e.: TQM,
Six Sigma, etc.)?
o What specific goals do you hope to achieve with this
program? For

example, improve Return on Investment, Market Share,
reduction in
errors, etc
o How will these goals be measured?
o How will the program be implemented?
o How will the company be structured to achieve these results?
o How will “buy-in” by the employees be gained?
Unit 7 Assignment: Final Paper, Part 5
o What is the role of leadership/management in the
implementation of your
selected organizational change approach selection?
o Discuss the implications for organizational culture
as specific as possible and that
you use terms and
information gleaned from the text and from research! All
research citations must
be in APA formatting.
(discovered by
research). For example, how did a company like Continental
Airlines restructure
themselves? How do these examples reflect concepts we are
studying? If you
must make assumptions to supplement the material you find, if
insufficient real

world examples exist, then please identify when you have done
so.
Your draft will include all of the required elements of your
Final Paper:
You are expected to review the feedback left for you and
incorporate it into your final
Paper that you wuill submit in Unit 7. The Final Draft will
receive a grade of 0 if any of
the preceding deliverables are not turned in as directed.
Requirements:
Roman font.
at least 8 pages, excluding title,
abstract, or reference
pages.
entire work should
not be bullets.
up more than ¼ of
the page.

paper “flow” as a
coherent narrative, rather than organizing your paper around the
questions;
embed your responses to the questions in the paper.
Be sure to read the criteria by which your work will be
evaluated before you
write and again after you write.
Evaluation Rubric for Unit 7.1 Final Paper, Part 5
CRITERIA Exemplary Proficient Needs
Improvement
Deficient
(15 points) (12-14 points) (9-11 points) (0-8 points)
Definition of Your
Organizational
Change Approach
Selection
Detailed and
thorough description
with definition.
Description and
definition is present,
but missing minor
details.

Description and
definition is present,
but missing key
details.
Description and
definition is
missing or poorly
presented.
(5 points) (4 points) (3 points) (0-2 points)
Information about
the Business
Chosen
Company selected
and more than 5
specifics identified.
Company selected
and 5 specifics
identified.
Company selected
with 2-4, specific
details provided.
Fewer than 2
specific details
about the
company.
Identification of
Goals and

Outcomes, with
Specific Metrics
More than 3 goals
identified, two of
which were
discovered by
research. Detailed
and contains specific
examples.
3 goals identified,
one of which is
identified through
research with some
concrete examples.
2 goals specifically
identified. Little to
no identification of
specific
measurement
criteria.
Less than 2 goals
identified.
Plan for
Implementation
Provides several
specific details about
team building,
communication,

Etc. Uses concepts
such as the Yago,
Vroom, Yetton Model.
A plan for
implementation, is
present, but missing
minor details.
A plan for
implementation is
key details.
A plan for
implementation is
missing or poorly
presented.
Discussion of
Organizational
Structure
Provides a thorough
overview of two or
more such concepts
as mechanistic/
organic
organizations, flat/
tall/matrix
organizations,
geographic/customer

differentiation, etc. A
sample org chart is
provided.
Discussion of
organizational
structure is present,
but missing minor
details.
Discussion of
organizational
structures is
key details.
Discussion of
organizational
structures is
missing or poorly
presented.
Getting Buy-in from
Employees and
Overcoming
Resistance
Presents specifics on
such things as
organizational
socialization,
organizational
learning, training,
behavior

management and
motivational
techniques, job
analysis/design. Use
A plan for buy-in
and overcoming
resistance is
minor details.
A plan for buy-in
and overcoming
resistance is
key details.
A plan for buy-in
and overcoming
resistance is
missing or poorly
presented.
of theories and
concepts evident.
Role of Leadership Provides specific
functions of
management, for
example Mertzbergs
Theory; discusses
leadership theories
such trait theory, etc.

Specific roles of
leadership are
minor details.
Specific roles of
leadership are
key details.
Specific roles of
leadership are
missing or poorly
presented.
Discussion of the
Implications for
Organizational
Culture
Fully discusses such
concepts as artifacts,
symbols, rituals,
power and control
issues,
communication gaps
and biases. Culture
defined.
Culture is defined,
but missing minor

details.
Culture is defined,
but missing key
details.
Definition of
culture is missing
or poorly
presented.
Mechanics –
Grammar, Spelling,
WritingFlow and
use of APA Style
Writing and format is
clear, professional,
APA compliant, and
error free.
Few errors that do
not impede
professional
presentation.
Significant errors
that do not impede
professional
presentation.
Errors impede

professional
presentation;
guidelines not
followed.

Running head FORD 1FORD 2Unit 6.2 Assignment - .docx

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Running head FORD 1FORD 2Unit 6.2 Assignment - .docx