Running head PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM .docx

Running head: PROFESSIONAL DEVELOPMENT PROPOSAL
PROGRAM 1
PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM
3
Professional Development Proposal Program
BUS520
Strayer University
November 9, 2018
Executive Summary
The need for organizational efficiency is driving the need for
understanding the competency of individuals that generate
effectiveness. The emotional intelligence capabilities help
explain considerable as well as significant variances in
accepting and predicting performance in capability studies.
Emotional intelligence is the ability to monitor personal
feelings and emotions visa vie other people’s feelings and
emotions and use the information to guide personal thinking and
actions. Management can rely on employees’ emotional building
blocks to not only enhance their performance, but also their job
satisfaction levels. The most important emotional intelligence
building blocks that enhance employee performance and job
satisfaction are social skills, self-awareness, self regulation,
self motivation and empathy. Managers will use emotional
intelligence to identify the positive and negative reinforcement

of motivation to enhance employee morale within the
organization. Positive reinforcement motivation tools are the
rewards given to employees for exemplary performance while
negative reinforcement is the penalty or punishment for poor
performance.
Leaders can use the concept of emotional intelligence to
enhance their social skills and decision-making skills in
management. Emotional intelligence plays a critical role in
helping persons requiring social skills to help them deal with
social situations. Given that building strong relationship is one
aspect of effective leadership, there is need for organizational
leaders to build capacity in social skills for better
organizational performance. Leaders can also utilize the concept
of emotional intelligence to enhance their decision-making
skills. Emotionally intelligent decision makers rely on self-
awareness and self-management to determine their appropriate
duties in decision making process. Decision makers use these
skills to determine whether they have the necessary orientation
to a problem.
Emotionally intelligent leaders strive for the establishment of
effective teams to help realize organizational and team goals.
Effective teams have clear purpose and goals, engage in
consensus decision making, shared leadership and embrace open
communication. To develop effective teams, departmental
managers must define the team’s purpose and goals, define the
roles for each group member and quickly identify and resolve
conflicts. Finally, there is need to develop both extrinsic and
intrinsic reward systems for employee motivation and improved
performance.
Introduction
explain considerable as well as significant variance in accepting

and predicting performance in capability studies. Emotional
intelligence is a major subject of numerous volumes of
literatures over the last two decades. Researchers from different
backgrounds demonstrate the significance of emotional
intelligence in organization. The emotional intelligence concept
explains possible outcomes in an organization that can be
mental as well as physical wellbeing. It is an understanding of
emotions as well as how emotions lead to thoughts plus
outcomes (Atiq et al., 2015). This paper is a professional
development program proposal for departmental managers
anchored on the importance of emotional intelligence
management technique.
Emotional Intelligence and Motivation
satisfaction are social skills, self-awareness, self-regulation,
self-motivation and empathy. Individuals with high self-
awareness have the ability to recognize and understand their
moods, needs plus emotions. They perceive and understand the
impact of their actions on other people and know when to seek
for help. Self-regulation is the ability to control emotional
outbursts and think through the impacts of a given behavior
instead of acting on impulse. Self-motivation is the ability to
direct emotions toward personal goals and stay optimistic when
objectives are not achieved. Empathy is the ability to
understand as well as remain sensitive to other people’s
situations, feelings and thoughts. Social skills are the ability to
build relationship networks, find common interests and build
rapport with others.
Leaders and managers will use emotional intelligence to
identify the positive and negative reinforcement of motivation

to enhance employee morale within the organization. Hess and
Bacigalupo (2013) assert that positive reinforcement motivation
tools are the rewards given to employees for exemplary
performance. The management can use this motivational tool
when employees perform beyond expectations. The management
can also use positive reinforcement tools of motivation when
the organization seeks to promote healthy competition among
different teams. For instance, the management may give bonuses
to the best team. Negative reinforcement, on the other hand, is
the penalty or punishment for poor performance. The
management can use negative reinforcements when workers
break the organization’s policies and procedures.
Emotional Intelligence and Social Skills and Decision Making
Atiq et al. (2015) refer to social skills as the skills required for
building rapport with other people and finding common
interests. It requires self-regulation as well as empathy to
develop social skills. It is the skills needed to effectively handle
as well as influence other people’s emotions. As such leaders
can use the concept of emotional intelligence to enhance their
social skills in management. Al Tamimi and Al-Khawaldeh
(2016) assert that emotional intelligence plays a critical role in
social situations. Social skills are mainly impacted by the other
four building blocks of emotional intelligence which include
empathy, self-regulation, self-awareness and self-motivation.
The stronger an individual is stronger in these building blocks,
the greater the ability to develop as well as strong networks and
relationships. Given that building strong relationship is one
organizational performance. A good leader must have the ability
to build strong relationships.
Leaders can also utilize the concept of emotional intelligence to
enhance their decision-making skills. Emotionally intelligent
decision makers rely on self-awareness and self-management to
determine their appropriate duties in decision making process.

Hess and Bacigalupo (2013) posit that decision makers use
these skills to determine whether they have the necessary
orientation to a particular problem. Also, they require these
skills to determine if they have the self-confidence to assess
their decision-making skills visa vie those of other leaders.
Accordingly, self-awareness and self-management skills create
decision paths that can be used in determining the most
appropriate group or individual to make decision in a given
circumstance. Without emotional intelligence, the management
can fail the most important decision of determining the best
decision maker for a given circumstance.
Features of Effective Teams
The first feature of effective teams is that they have clear
purpose, which is a condition where team members have shared
goals. The shared goals can spark a team’s effort by providing
members with clear direction as well as buy in. Effective teams
also engage in consensus decision making. This arises when
teams allow members to not only express their views and
opinions, but also to discuss any existing differences openly.
There is also the element of shared leadership, which happens
when group members instead of the group leader carry out such
leadership roles like the collaborator, facilitator, contributor,
controller as well as challenger. Effective teams also embrace
open communication, where all group members can utilize
communication opportunities, provide timely as well as relevant
feedback, freely share their feelings and share important
information with other team members (Belbin, 2010).
There are various strategies that will be used to develop
effective teams in the organization. The first strategy is the
definition of team’s purpose and goals. Newlands (2015) asserts
that team members can visualize their roles and responsibility in
attaining a group’s goals and objectives if they understand the
purpose plus goals associated with their group. Apart from
purpose and goals, it is important to define the roles for each

group member. Several group members may have similar skills
which may cause confusion about the members supposed to
handle a aspect of a given goal. It is the leader’s responsibility
to determine the role played by each member toward realization
of the team’s objectives. The third strategy is quick
identification and resolution of conflicts. Beyond allowing
conflict to occur in a controlled environment in order to
generate constructive work, will look out for times that
conflicts can hurt members’ feelings if left unattended to bread
conflict as well as interference in the team’s ability to operate
together.
Organization’s Reward System
The organization will establish extrinsic and intrinsic reward
system for employee motivation and improved performance.
Extrinsic rewards, which are normally financial, refer to the
tangible rewards given to the employees such as pay rises,
benefits plus bonuses for exemplary performance. Ozutk (2012)
indicates that they are extrinsic in that external to the work and
that other persons control their sizes as well as whether they
should be granted or not. Extrinsic rewards played a major role
in the past when work was more routine and routine. They are
still important in the current era because salary is a significant
consideration for most people in accepting a job. Unfair pay is
also a strong de-motivator.
Intrinsic reward is, on the other hand, a motivation based on
having pleasure in a particular activity instead of focusing on
external reward. It is the stimulation that drives a person to
adopt a particular behavior for internal satisfaction and
fulfillment (Ozutku, 2012). The management will create a work
environment that supports sense of meaningfulness, sense of
choice, sense of competence and sense of progress. Sense of
meaningfulness involves the meaningfulness of purpose an
individual is trying to achieve. Sense of choice occurs when
employees have the freedom on how they can accomplish their
work and use their judgment to select the work activities that
make sense to them. Sense of competence happens when

workers feel sense of pride and satisfaction on how they are
handling activities. Sense of progress arises when employees
feel that their efforts are accomplishing something.
References
Al-Tamimi, E. M. R., & Al-Khawaldeh, N. A. (2016).
Emotional intelligence and its relation with the social skills and
religious behaviour of female students at Dammam University
in the light of some variables. International Education Studies,
9(3), 131-147
Atiq, M. M., Farooq, A., Ahmad, H. M., & Humayoun, A. A.
(2015). The impact of emotional intelligence on motivation,
empowerment and organizational structures: A case of
universities in Islamabad. Journal of Basic and Applied
Scientific Research, 5(6), 22-31
Belbin, R. M. (2010). Management teams. Abington Thames,
UK: Routledge.
Hess, J. D., & Bacigalupo, A. C. (2013). Applying emotional
intelligence skills to leadership and decision making in non-
profit organizations. Administrative Sciences, 3, 202-220
Newlands, M. (2015, June 4). How to develop a team that
collaborates effectively. Forbes. Retrieved from.
https://www.forbes.com/sites/mnewlands/2015/06/04/how-to-
develop-a-team-that-collaborates-effectively/#5ce6cdd041cb
Ozutku, H. (2012). The influence of intrinsic and extrinsic
rewards on employee results: An empirical study in Turkish
manufacturing industry. Business and Economic Research
Journal, 3(3), 29-48
Running head: UNITED AIRLINES1
UNITED AIRLINES2

United Airlines
BUS520
Strayer University
October 23, 2018
United Airlines
Organization Description and issue to be Resolved
The organization selected for the purpose of this assignment is
United Airlines Incorporated. This airline company was founded
under the name Varney Airlines in 1926. United Airlines Inc.
has been ranked as the third world largest airline after the
industry giants Delta and American Airlines. The ranking is
based on revenue generation. The organization operates in over
nine hubs across the US and one international hub based in
Tokyo Japan. In addition, the company has ever-expanding
routes and destinations. Currently, they offer more than 135
international destinations in over 60 countries across the globe
(Sigurdsson, 2017). Apart from flights, the United Airlines
offers complementary products for the customers. The
complementary products are dependent on the preferred price
limits of the client. Some of the basic complementary products
include the United Basic Economy, United Economy, Economy

Plus, United First and the premium services. These products
have different prices and are awarded to customers of different
price ranges. The United Airlines Inc. has in its employ over
80,000 people. This also means that the company is considered
a public company (Sigurdsson, 2017). It is therefore listed
under the New York Stoke Exchange.
As much as the company has been globally recognized it still
faces numerous customer related concerns. The company’s
customer services have recently been labeled incompetent in
some of their locations. Clients have in the recent past
expressed their feelings which qualify the employees at the firm
as slow, ignorant and lack the required customer service
competencies. Compared to other firms, the employees at
United Airlines are reluctant to offering their help and meeting
the client needs than other airlines. In the same context, the
company has been associated with deviation from social norms
such as respect. The employees in some points fail to recognize
war veterans who are regarded highly in the US as well as
another customer. Some of the customers complain about being
abused and insulted at the hands of the United Airlines
employees.
Corporate Culture
The company considers diversity and inclusion as a critical
pillar which informs and helps build the strong corporate
culture within the firm. Diversity refers to the involvement and
recruitment of a range of human differences which include but
not limited to race, physical abilities, ethnicity, sexual
orientation, class, religion and ethics systems among others
(Armstrong et al., 2015). United Airlines’ mission statement
states that one of the critical and essential components of the
firm is to provide an inclusive work environment to the
employees. The mission of the firm is governed by dignity and
respect which is aimed to empower every worker. This is the
primary force that drives the company’s success. A deeper
analysis of the mission statement shows that the company
allows the employees through empowerment to add to the

company’s success (Ross, 2017). However, it is critical to note
that it does not feature the customers in this statement. The
employees are not mentioned. This also means that the company
does do not give a promise to the consumers on matters of
employee respect and quality of services which in some aspect
allows the customer to have some power and say in the order
that services and operations are conducted within the
organization. In other words, the firms exclusion of the
customers from the mission statement through the exclusion of
employees makes them feel critical than the consumers and
hence do not feel the urge or necessity to offer good customer
service (Sallis, 2014). However, it is important to consider that
the through their mission of diversity and inclusion strategies
the firm, the firm utilizes this as an innovative and effective
solution in their bid to involve the different employees from the
diverse cultures and backgrounds. This has been promoted
through the company’s strategic plan to achieve a global
presence, recognition as an airline and the provision of an
environment that leaders use as a platform to embrace inclusion
and diversity. This has been a business advantage because the
esteems of customers are raised through inclusion and diversity
(Armstrong et al., 2015).
In the same context, it is not entirely disadvantageous that the
company is more focused on the employees and their diversities.
However, this is considered a common belief and keys of
success for the industry giants. United Airlines behavior which
gives their employees importance is critical and is critical in
maintaining the good of the firm. However, when a company
gives more power to the employees than the customer, the
employee is set to treat the client without the respect they
deserve. In other words, the company is set to deviate from the
concepts of customer orientation which affects revenue
generation, brand image, and awareness (Sallis, 2014).
Areas of Weakness
The primary weakness that United Airlines faces is its business
culture. The company expresses a weak organizational culture

hence it is reasonable to infer that it is not completely
concerned about the interests of the clients. It is critical to note
that in such situations the brand recognition and the image of
the firm suffer huge damages in terms of revenue and slow sales
of tickets. The confidence of the consumers within the
company’s target market is of extreme importance. If the firm
loses its market share, they suffer a severe issue of liquidating
their assets to cover operational costs. This is the exact problem
that the company is going through. The lack of confidence in
the firm is arguably caused by the top management of the firm.
This is because they regard their employees highly more than
the consumers (Sallis, 2014).
Another weakness is the diminishing connections between the
firm's mission and the values of the company and what the
employees portray. It is critical to note the company instructs
the employees from a completely different background to what
the business mission. It is important that the company lives
what they put down on paper (Sallis, 2014). However, it should
be a policy that the guidelines of the company are consistent
and applied. It is important that the employees observe equity
and fairness in order for the customer to access all the aspects
of services that are worth their money.
Solution
s Proposed
The issue at the company can easily be resolved by
implementing several measures; firstly, the firm should admit
and assess the behaviors that have resulted in bad customer
service. This is important for the top management to design a
program that wins back the faith of the clients. Secondly, the

firm should conduct marketing campaigns and adverts to show
the target market that they are engaged in providing customers
with quality services. Most importantly the culture should be
shaped to include honesty and fairness. This gives the customer
some say into the services they receive (Sigurdsson, 2017).
Another solution is to become proactive rather than remaining
reactive. The employees should be subjected to an appraisal
program that punishes behaviors that do not promote success
such as abusing or mistreating the clients. Such a change in
policy would influence the faith and trust of the customers.
Executive Summary
United Airlines is an Industry giant within the US ranking third.
However, the company has in the recent past been portrayed to
have a weakened organizational culture which is shown by how
the employees have impacted the reactions and perceptions of
the clients. Many customers have been complaining about the
poor customer management and low quality of services. This
has seen the company lose a large percentage of its turnover due
to clients moving to other service providers. It has become
important for the firm to concentrate on resolving the problems
that affect its largest asset. Customers are the key to the success
of any company. The company should, therefore, invest in
policies that are based on ethics and fairness.

References
Armstrong, G., Kotler, P., Harker, M., & Brennan, R. (2015).
Marketing: an introduction.
Ross, J. E. (2017). Total quality management: Text, cases, and
readings. Routledge.
Sallis, E. (2014). Total quality management in education.
Routledge.
Sigurdsson, E. (2017) Corporate Leadership and Culture: United
Airlines & the ‘Re-accommodated’ Doctor – guiding principles

for Boards, C-suite executives, and General Counsel. Retrieved
from http://www.sigurdsonpost.com/2018/10/23/corporate-
leadership-and-culture-united-airlines-the-re-accommodated-
doctor-guiding-principles-for-boards-c-suite-executives-and-
general-counsel/
Running head: PROFESSIONAL DEVELOPMENT PROPOSAL
PROGRAM 1
PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM
3
BUS520
Strayer University
November 9, 2018

Executive Summary
explain considerable as well as significant variances in
accepting and predicting performance in capability studies.
satisfaction are social skills, self-awareness, self regulation,
self motivation and empathy. Managers will use emotional
intelligence to identify the positive and negative reinforcement
of motivation to enhance employee morale within the
organization. Positive reinforcement motivation tools are the
rewards given to employees for exemplary performance while
negative reinforcement is the penalty or punishment for poor
performance.
Leaders can use the concept of emotional intelligence to
enhance their social skills and decision-making skills in

management. Emotional intelligence plays a critical role in
social situations. Given that building strong relationship is one
organizational performance. Leaders can also utilize the concept
of emotional intelligence to enhance their decision-making
skills. Emotionally intelligent decision makers rely on self-
awareness and self-management to determine their appropriate
duties in decision making process. Decision makers use these
skills to determine whether they have the necessary orientation
to a problem.
Effective teams have clear purpose and goals, engage in
consensus decision making, shared leadership and embrace open
communication. To develop effective teams, departmental
managers must define the team’s purpose and goals, define the
roles for each group member and quickly identify and resolve
conflicts. Finally, there is need to develop both extrinsic and
intrinsic reward systems for employee motivation and improved
performance.
Introduction

explain considerable as well as significant variance in accepting
and predicting performance in capability studies. Emotional
intelligence is a major subject of numerous volumes of
literatures over the last two decades. Researchers from different
backgrounds demonstrate the significance of emotional
intelligence in organization. The emotional intelligence concept
explains possible outcomes in an organization that can be
mental as well as physical wellbeing. It is an understanding of
emotions as well as how emotions lead to thoughts plus
outcomes (Atiq et al., 2015). This paper is a professional
development program proposal for departmental managers
anchored on the importance of emotional intelligence
management technique.
Emotional Intelligence and Motivation
satisfaction are social skills, self-awareness, self-regulation,

self-motivation and empathy. Individuals with high self-
awareness have the ability to recognize and understand their
moods, needs plus emotions. They perceive and understand the
impact of their actions on other people and know when to seek
for help. Self-regulation is the ability to control emotional
outbursts and think through the impacts of a given behavior
instead of acting on impulse. Self-motivation is the ability to
direct emotions toward personal goals and stay optimistic when
objectives are not achieved. Empathy is the ability to
understand as well as remain sensitive to other people’s
situations, feelings and thoughts. Social skills are the ability to
build relationship networks, find common interests and build
rapport with others.
Leaders and managers will use emotional intelligence to
identify the positive and negative reinforcement of motivation
to enhance employee morale within the organization. Hess and
Bacigalupo (2013) assert that positive reinforcement motivation
tools are the rewards given to employees for exemplary
performance. The management can use this motivational tool
when employees perform beyond expectations. The management
can also use positive reinforcement tools of motivation when
the organization seeks to promote healthy competition among
different teams. For instance, the management may give bonuses
to the best team. Negative reinforcement, on the other hand, is
the penalty or punishment for poor performance. The

management can use negative reinforcements when workers
break the organization’s policies and procedures.
Emotional Intelligence and Social Skills and Decision Making
Atiq et al. (2015) refer to social skills as the skills required for
building rapport with other people and finding common
interests. It requires self-regulation as well as empathy to
develop social skills. It is the skills needed to effectively handle
as well as influence other people’s emotions. As such leaders
can use the concept of emotional intelligence to enhance their
social skills in management. Al Tamimi and Al-Khawaldeh
(2016) assert that emotional intelligence plays a critical role in
social situations. Social skills are mainly impacted by the other
four building blocks of emotional intelligence which include
empathy, self-regulation, self-awareness and self-motivation.
The stronger an individual is stronger in these building blocks,
the greater the ability to develop as well as strong networks and
relationships. Given that building strong relationship is one
organizational performance. A good leader must have the ability
to build strong relationships.
Leaders can also utilize the concept of emotional intelligence to
enhance their decision-making skills. Emotionally intelligent
decision makers rely on self-awareness and self-management to

determine their appropriate duties in decision making process.
Hess and Bacigalupo (2013) posit that decision makers use
these skills to determine whether they have the necessary
orientation to a particular problem. Also, they require these
skills to determine if they have the self-confidence to assess
their decision-making skills visa vie those of other leaders.
Accordingly, self-awareness and self-management skills create
decision paths that can be used in determining the most
appropriate group or individual to make decision in a given
circumstance. Without emotional intelligence, the management
can fail the most important decision of determining the best
decision maker for a given circumstance.
Features of Effective Teams
The first feature of effective teams is that they have clear
purpose, which is a condition where team members have shared
goals. The shared goals can spark a team’s effort by providing
members with clear direction as well as buy in. Effective teams
also engage in consensus decision making. This arises when
teams allow members to not only express their views and
opinions, but also to discuss any existing differences openly.
There is also the element of shared leadership, which happens
when group members instead of the group leader carry out such
leadership roles like the collaborator, facilitator, contributor,

controller as well as challenger. Effective teams also embrace
open communication, where all group members can utilize
communication opportunities, provide timely as well as relevant
feedback, freely share their feelings and share important
information with other team members (Belbin, 2010).
There are various strategies that will be used to develop
effective teams in the organization. The first strategy is the
definition of team’s purpose and goals. Newlands (2015) asserts
that team members can visualize their roles and responsibility in
attaining a group’s goals and objectives if they understand the
purpose plus goals associated with their group. Apart from
purpose and goals, it is important to define the roles for each
group member. Several group members may have similar skills
which may cause confusion about the members supposed to
handle a aspect of a given goal. It is the leader’s responsibility
to determine the role played by each member toward realization
of the team’s objectives. The third strategy is quick
identification and resolution of conflicts. Beyond allowing
conflict to occur in a controlled environment in order to
generate constructive work, will look out for times that
conflicts can hurt members’ feelings if left unattended to bread
conflict as well as interference in the team’s ability to operate
together.
Organization’s Reward System
The organization will establish extrinsic and intrinsic reward

system for employee motivation and improved performance.
Extrinsic rewards, which are normally financial, refer to the
tangible rewards given to the employees such as pay rises,
benefits plus bonuses for exemplary performance. Ozutk (2012)
indicates that they are extrinsic in that external to the work and
that other persons control their sizes as well as whether they
should be granted or not. Extrinsic rewards played a major role
in the past when work was more routine and routine. They are
still important in the current era because salary is a significant
consideration for most people in accepting a job. Unfair pay is
also a strong de-motivator.
Intrinsic reward is, on the other hand, a motivation based on
having pleasure in a particular activity instead of focusing on
external reward. It is the stimulation that drives a person to
adopt a particular behavior for internal satisfaction and
fulfillment (Ozutku, 2012). The management will create a work
environment that supports sense of meaningfulness, sense of
choice, sense of competence and sense of progress. Sense of
meaningfulness involves the meaningfulness of purpose an
individual is trying to achieve. Sense of choice occurs when
employees have the freedom on how they can accomplish their
work and use their judgment to select the work activities that
make sense to them. Sense of competence happens when
workers feel sense of pride and satisfaction on how they are
handling activities. Sense of progress arises when employees

feel that their efforts are accomplishing something.
References
Al-Tamimi, E. M. R., & Al-Khawaldeh, N. A. (2016).
Emotional intelligence and its relation with the social skills and
religious behaviour of female students at Dammam University
in the light of some variables. International Education Studies,
9(3), 131-147
Atiq, M. M., Farooq, A., Ahmad, H. M., & Humayoun, A. A.
(2015). The impact of emotional intelligence on motivation,
empowerment and organizational structures: A case of
universities in Islamabad. Journal of Basic and Applied
Scientific Research, 5(6), 22-31
Belbin, R. M. (2010). Management teams. Abington Thames,
UK: Routledge.
Hess, J. D., & Bacigalupo, A. C. (2013). Applying emotional
intelligence skills to leadership and decision making in non-
profit organizations. Administrative Sciences, 3, 202-220
Newlands, M. (2015, June 4). How to develop a team that
collaborates effectively. Forbes. Retrieved from.
https://www.forbes.com/sites/mnewlands/2015/06/04/how-to-
develop-a-team-that-collaborates-effectively/#5ce6cdd041cb
Ozutku, H. (2012). The influence of intrinsic and extrinsic
rewards on employee results: An empirical study in Turkish
manufacturing industry. Business and Economic Research

Journal, 3(3), 29-48
ASSIGNMENT 1
TASK FORCE COMMITTEE REPORT:
ISSUE AND SOLUTIONS
Due Week 4, worth 150 points
Leaders address issues and propose solutions. As a leader,
you’ll need to stay
on top of events that may facilitate or hinder productivity. You
must create and
implement solutions to address these issues.
This assignment exposes you to complex modern organizational
challenges.
The solutions you devise should reflect your learning and
research of organiza-
tional and individual influences in the workplace.
PREPARATION
1. Select an organization

Select an organization in which current events have adversely
affected
productivity, requiring management to resolve an issue related
to:
corporate culture, managing diversity, leading teamwork, and
developing motivational strategies. The organization should be
one
with which you are familiar — where you work now or have
worked
previously (business, nonprofit, government, or military). You
may also
consider other organizations in the news, such as Macy’s for the
retail
industry, United for the airline industry, Wells Fargo for the
banking
industry, etc. The focus is on finding solutions, but you should
be
somewhat familiar with the organization or industry.
2. Plan your research
Use research from the course textbook, company website,
business
websites (CNBC, Bloomberg, etc.), resources from the Strayer

Library,
or outside resources to develop solutions to the following
questions as
they relate to corporate culture, managing diversity, leading
teamwork,
and developing motivational strategies to achieve the
organization's
goals and objectives. Your recommendations must be fully
articulated
and supported with appropriate detail and sources. Note:
Wikipedia
and web-based blogs do not qualify as credible resources.
INSTRUCTIONS
Imagine yourself as the task force committee leader at this
organization. You
have been tasked with analyzing hindrances to organizational
efficiency. You
must propose strategic solutions.
Create a full report in which you do the following:
1. Describe the Organization and the Issue to Resolve
Provide a brief description of the organization you selected.
Present

the organizational issue that adversely affected productivity and
that
you, the task force leader, will review and resolve.
2. Analyze Current Corporate Culture
How has the current corporate culture facilitated the
development of
the current issue? Research the organization, dig into the
culture, and
analyze how it contributed to this issue. Hint: Review the
mission and
vision statements as well as the corporate website.
3. Identify Areas of Weakness
What are the organization’s areas of weakness? Using your
research
on organizational behavior approaches to corporate culture,
diversity,
teamwork, and motivational strategies, identify areas of
weakness.
4. Propose

Running head PROFESSIONAL DEVELOPMENT PROPOSAL PROGRAM .docx

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