Case StudyRalph Lorean International (RLI), owner of several ho.docx

Case Study:
Ralph Lorean International (RLI), owner of several house décor
and furniture manufacturers, recently purchased a controlling
interest in a medium-size firm, House of Cloth (HOC). HOC
employs 6,644 people worldwide and has been considered a
premier manufacturer of cloth since 1974. Revenues over the
last four years have been flat, and costs are rising steadily. RLI
purchased the interest in the company despite the flat sales
because of its reputation and loyal customer base. RLI has a
history of turning troubled companies around, and they think
they can do the same with HOC.
RLI has to date allowed HOC to operate independently while
they carefully examine the causes of the recent poor
performance of the company. RLI’s Aretha Cantros was recently
promoted to senior management analyst because of her superb
work with Izzy’s Bed Emporium. RLI has decided to send
Aretha to HOC on a fact-finding mission. She is to discover the
challenges facing the management at HOC and make
recommendations that will significantly improve and grow
HOC’s financial performance.
After arriving at their headquarters, Aretha’s first meeting with
HOC’s management team seemed to go well. The first thing
Aretha noticed about the team was that, while they appeared to
be personally different in obvious ways, beneath the surface
they were quite alike. Of the seven members who compose the
team, three have been with the company since its inception. The
remaining four are much younger and came to the company after
its international expansion in 2010. Despite the differences in
age, gender, company tenure, and their functional and industry
background, the members seem to be ‘cut from the same cloth’
in that each is very businesslike, analytical, competitive, and
results driven. The composition of the 7-member executive team
is as follows:
· Henry Smythe, Rusty Gee, and Bill Jones are the three

founding members. US-born and bred, they met in college and
founded HOC shortly after graduating with their business
degrees.
· Marlena Jacoba, a 40-year old woman of German descent, had
recently been assigned to the RLI branch in Cairo Egypt. Ill-
prepared for the cultural transition in Egypt, Marlena desired to
transfer to the US, a culture she felt would be more like her
own. Due to her design expertise, Marlena (an RLI employee)
has been added to the executive team to oversee the Senior
Client Managers.
· Jamie Wagner, age 45, VP of Human Resources, and Anil
Gupta age 38, Director of Client Development, are both men
from the Indian branch of HOC who came to headquarters as
part of a promotion plan.
· Rosalina Lopez, a 38-year-old woman from Guatemala, Chief
Supply Chain Officer, oversees supply chain management,
resourcing the best quality cloth at the lowest prices.
During the meeting, in discussing the company’s expansion five
years ago, Henry Smythe, one of the founders, remarked, “The
expansion was tough for us because of all the pressure and
uncertainty, and to be honest, we really didn’t jell together. At
first, I thought it was a big mistake to bring new people on
board to manage the ship-but now we’re past all that, we’re
very cohesive, and we share the same vision of how we do
business. This is a good thing because when I retire in a few
years, I’ll know the company is in good hands.” Everyone in the
room seemed to nod in agreement. Another founder, Russell
“Rusty” Gee, then looked squarely into Aretha’s eyes and
added, “I’m not exactly sure what you are doing here, but we
have weathered storms together, and while I admit the last years
haven’t been stellar, I know we can handle things ourselves-this
was part of the deal, wasn’t it? We know this place better than
anyone, so I can’t imagine we’ll seriously consider any
recommendations that will upset the apple cart.” Rusty made the
statement in a friendly way with a smile on his face, yet Aretha
knew he was serious.

Aretha was drawn to one of the women in the executive team,
Marlena Jacoba. Aretha knew that Marlena is not happy with
her job at HOC. In fact, she had contacted Aretha upon her
promotion to ask advice on how to get the attention of the “Big
Three” (founders). They want to control everything as if they
still owned HOC and pay lip service to RLI. She complained,
“They rarely spend the time to talk with me about anything
important. Their body language tells me that they are always
dismissing me, and communication is almost non-existent. I do
not know if they like the work I do or just hate it and refuse to
tell me because I am with RLI. Worse yet, I am not sure if I
trust them as company players. Do they tell me the truth or just
what they think I will report back to you? I overheard Rusty on
his phone saying that he is just letting me stay on the team
because he has to have a woman.” Marlena is tired of this
situation and is considering asking for a transfer to RLI HQ
when a job opens. Aretha could feel her stare throughout the
meeting.
Although the meeting told Aretha many things, two stood out to
her as real problems. First, turnover among the creative design
team associates is high: thirty-five percent each year for the last
two years, and thirty percent the year before that. The industry
average is twenty percent. HOC’s creative design team is
integral to its competitive edge in the industry. New patterns,
cloth fabrics and uses are essential to the firm’s livelihood.
Although the top management team is aware of the problem,
they seem to rationalize it as the way business is done. As
Jamie Wagner, VP of human resources noted, “We hire the best
and the brightest, so it’s only natural that they occasionally get
poached by other firms. We try our best to keep them, but we
haven’t been able to match salaries with our competitors in
recent years. Once things turn around the numbers will go
down.” When Henry Smythe was asked if he felt that turnover
was high only because of the competition from other companies,
or were there other reasons, he replied,” I think that the
purchase was also a factor. The creative design team felt they

had more pressure on them to do well or they may be fired. I
could agree but didn’t want to stop them from producing by
trying to alleviate their concerns because ultimately it was
innovation that was going to get us out of the sales doldrums.”
Besides the turnover issue, Aretha also learned that the
company had been recently sued three times. The cases all
involved associates who were passed over for promotion, and
who claimed the work environment was so filled with stress that
it made them ill and unable to work. Aretha was aware of the
first case because it was highly publicized, and HOC was forced
to settle the case to get out of the public eye. Afraid of the
similar problems with the first case, HOC settled both suits out
of court quickly and managed to keep them out of the press.
Senior management seemed to be proud of this fact. Before
having a chance to ask Jamie if he thought the suits and
turnover might be related, Jamie volunteered the following. “We
were really unlucky during this period. We hired three
associates who didn’t possess the right capabilities for the job,
and each had trouble coping in their own way. Most everyone
that comes to our design team at HOC is drawn to our reputation
for quality and success. We just have to find a better way of
finding people who fit.”
Aretha’s conversation with the design team members revealed
nothing too far out of the industry norm. Workload and time
pressure are high, but not atypical. The design teams are put
together by fabric use, and usually, their members are led by a
senior client manager, who has the final design approval.
HOC’s senior client managers are an older set, each having had
years of experience before joining the company and have put in
several more years working their way up the ladder of success.
Due to the excessive turn-over, the design teams, on the other
hand, tend to be millennials with promising talent embarking
upon their career. Jamie told Aretha the teams were self-
managed; however, that appeared not to be the case. The senior
lead assigned tasks to each associate member during the
projects. Because the support staff is reduced, team members

had to assume a lot of administrative duties.
Creative design teams have the autonomy to work wherever and
whenever they need. This arrangement gives employees
flexibility,y and working odd hours in remote locations is not
unusual. Aretha heard one story that a creative dinner was held
in the private room of a local restaurant. The team paid the
owner $1,000 to keep the room available to them for as long as
they needed. The team stayed overnight and left just before
lunch the next day. While all the members were on board with
the idea, one member had to leave because of a family
obligation. The team produced a successful product for a
prominent client. Bursting with pride over the story, the senior
client manager who revealed the story remarked, ”fantastic team
building experience for those that chose to tough it out” and "it
perfectly reflects the company’s ‘work-hard, play-hard’
mentality."
Upon Aretha’s inquiry as to how the design team’s job
performance is managed, she learned that towards the end of the
calendar year, senior client managers get together and spend an
entire day on the evaluation process. The evaluations focus on
the extent to which the member contributed to the designs of the
team they worked on the previous year. All members are given
scores and listed. The member's names are placed in one of
three categories using their job performance score. The top ten
percent will receive a bonus of up to fifty percent of their base
pay and are fast-tracked for senior client management positions.
The next thirty percent will receive a twenty-five percent bonus
and are consider on track for promotion. The last group gets two
to three percent of their salary as a bonus. The bonus checks are
mailed to the members home before the winter holidays to
“avoid bad feelings and conflict, that can naturally come about
among teams” Jamie remarks.
Lunch with the senior client managers told Aretha that the
subjects of turnover and the lawsuits are touchy. One manager
said “Around here, you’re rewarded for paying your dues, for
doing whatever is thrown your way. Yes, it is demanding, and

requires sacrifice, but how else can we find out if people have
what it takes? Those of us sitting at this table have been through
it, and we know it works - look how successful we have been.
Hires who claim they can’t take it or that it’s abusive just can’t
be tolerated.”
After lunch, Aretha met with a group of associates who seem to
shed yet another perspective about life in the design
department. As an example, one associate member said, “I
learned a lot from dealing with the pressure at the beginning,
but the work is non-stop. They say it’s ‘work-hard, play-hard,’
but even the play feels like work. The projects are great, but I
never really feel like I’m fully involved. I’m always trying to
get a chance to be heard.” Another member agreed and added
“It’s okay I guess if you get plugged into the right manager
from the outset, but I’ve never seemed to gain favor no matter
how many hours I work. To top it off, the crazy hours are
creating a lot of conflict at home, and the strains are adding
up.”
Terri Bridgeman
University of Maryland University College
BMGT 464
Organizational Behavior
Professor Dr. G

Memo
To: Aretha Cantros
From: Tee Bridgeman
Date: 5/1/2019
Re: House of Cloth
Hello Aretha,
Thank you for reaching out to get my perspective on the issues
you are facing with the newly acquired House of Cloth. I have
read your notes following your meeting. Your hands full and
your job cut out for you this time. Here are my findings and
suggestions.
The cultural and age diversity within the top management team
does impact the functioning and effectiveness of HOC.
Although the founding team members are all from the same
culture, there is an undertone of negativity amongst them. The
founding members are in denial regarding their actions and how
they are treating other members of their team. This behavior has
now trickled down to some of its senior design members and the
cycle continues. Throughout your meeting, whether innocently
or not, there are terms and statements made that provided
insight as to what challenges you will need to address
immediately. Term like new people and paying your dues, and
that whole work hard, play hard concept needs to be removed
from the organization immediately as it sets a negative tone for
what and who RLI are. Once this is addressed, RLI can then get
to the core of the problem.
It is obvious that the management team is made up of a
culturally diverse multi aged group of individuals. Beyond their
obvious differences, there is a vast amount of knowledge and

experience amongst the group. There was, however, a cloud
looming over the room of, “the founders against the “new
people” as they were referred.” It is clear to see, the newer RLI
employees are only being accepted by default. The founders are
not completely pleased with idea that a stranger was there to tell
them how to manage their organization; especially, a “woman”
stranger as they do not have any women in a management role
other than Marlena Jacoba. (I will get back to her later.) The
cultural and age diversity within the top management team is
creating an issue because there is a division within the
organization. The founders, because of their years with the
company, were not confident that the younger managers were
capable of operating the company as they had for so many
years. Through hiccups and conflict, they were finally able to
work through the mayhem. Now, Henry Smythe is comfortable
enough that once retirement arrives, the company will be in
good hands. (Colquitt, J., Lepine, J., Wesson, M., 2018) To
some degree, there is still a disregard for the experience and
knowledge the newer employees have and for the company to
get out of this slump they are experiencing; the windows of
growth must be opened. This is more than likely why there were
conflicts in the beginning, due to the refusal to change. Age
played a role in this as well as they are older, they are not as
open to change as the younger employees. They paid their dues
and do not want to see the newer employees slid into positions.
The senior employees are used to thinking one way because it
worked so well for so long. However, in order to remain
successful, they must learn to loosen the reigns and change with
time. By allowing the newest and younger team members to
bring in new ideas, HOC can remain relevant, current, and will
begin to see a change in the finances.
HOC’s top management team members are suffering from
groupthink as they are pushing their associates to complete the
job or get it done. It does not matter that their practices and
procedures of producing may be causing conflicts at home or
unhappy employees. The bottom line is get it done and quickly.

If they were to employ or take on a newer concept of working
together, the associates would not feel the pressures they are
currently experiencing. The senior members are not as open to
change and in accepting ideas of others newer team members.
Marlena Jacoba provided RTI with a great deal of insight into
the way in which the founders think and act with some of its
team members. Marlena shared how she overheard Rusty
commenting how she was only there because of her sex.
(Colquitt, J., Lepine, J., Wesson, M., 2018) This would need to
be confirmed as there is another woman on the team, Rosalinda
Lopez. Either way, Marlena has great ideas and would be able
to contribute to the organization if they communicated with her
more than they barely do. HOC would benefit by listening to her
ideas as she brings a great deal of knowledge and experience to
the table. Marlena is being ignored to the point that she is an
invisible gem within the company. Her opinion is not a factor in
any of the decision making. As a matter of fact, there are
several associates that are convinced they are not being heard
by the senior managers and that their opinions do not matter
within the organization. Comment by Dr. Jacqueline Gilliard:
Is there just one example of group think?
Aretha, the primary source of stress that the associate members
of the design team are experiencing is validation for their work
from the senior team members. While they work really hard,
they are not rewarded for their dedication and sacrifices. There
has to be a balance within the organization. There are
conflicting accounts of how the design division is being
operated. These accounts are simply not being reported
accurately. On one hand, I am to believe the design team work
unsupervised and do as they wish, as long as the work gets
completed prior to the deadline only to discover this was not
true. The design team is supervised and their senior leaders
make all final decisions. This would fall in line with the
practices that are going on as the senior leaders have all worked
hard to climb the ladder and are not going to conform to newer
and younger employees coming into the company and enjoying

privileges they did not work hard to earn. This is when Marlena
who is the Director of Design and Client Management would
come in to clarify this. It was not Jaime’s place to speak for a
department he is not in charge of. This is where Marlena would
be brought in to give an accurate account by clarifying the
roles, duties and responsibilities. This is not happening.
Marlena’s authority and opinion are being totally disregarded as
the Director of Design and Client Management. If there is
feedback to be provided as to how that division is being
operated, it should come directly from Marlena. However since
Marlena is being treated as if she is non-existent, they are
relying on the senior design team who is comprised of older
individuals who have paid their dues and like an old fraternity
and who now want to put the newer team members through the
rigors of climbing the ladder. If the group encompassed the
organizational learning concept introduced by Peter Senge, they
would all be working towards the greater good of the company
and not themselves. (Blackwood, K., 2014). If the senior design
team embraced this concept, the turnover rate would not be as
high as it is. Because they have “earned” their positions, they
do not think it is their duty to do anything but to point and
direct. The time has passed for them to be hands on. If they
were to take a different approach by working alongside the
design team, just maybe there would not be as many pressures
for them to work so hard and long. Maybe handing over the ship
would not be so bad if all hands were on deck.
As it relates to the lawsuits, evidence shows they were valid but
not taken serious. It is easy to see how an employee would think
they were passed over for a position and here is why. All of the
positions have been appointed by RLI. The senior designer
positions are being held by all employees who have been with
the company for years. Marlena is the only one who holds a
positions that the senior design managers and the founders do
not respect because she has more than likely taken the position
someone how better deserves it; someone like one of the senior
employees who fought their way up the ladder. They would be

happy if she left then they could promote on of their own. Up
until recently, HOC has been able to keep thing under control
by promoting and handpicking who they wanted, even those
who did not deserve the promotion. HOC was okay with paying
them off as it kept the genepool filled with handpicked
candidates.
As it relates to the turnovers within the company, there needs to
be fairness, something this company seems to be lacking. As
long as employees remain with the bounds that have been set
and employees play along and do not test or cross them, all is
well. However, once there is a ripple in that pond, there are
problems. Jaime has learned the game. He plays along. By
stating how perfect the operation is working, it keeps the peace.
There is definitely some conflict at HOC and conflict isn’t
always bad. It is a way to bring together those with opposing
ideas or views to have a healthy discussion. (Sayor Foundation,
2018)
Now, there are some differences noted between the
understanding of senior client managers and associate members
as to how the work should be conducted and what should be
expected from the company. They were pushed beyond the
limits for their positions therefore, they are pushing their
associates beyond their limits. The senior client managers had
to go through the wringer and to them, the associates should
basically go through the wringer to earn your incentives and
positions as well. It should not be given to them. In other
words, do what you need to do to get the job done, do what you
are told, and don’t complain or don’t ask questions about what
you are being told. The associates have completely different
views. The associates do not mind doing the work. They just
want to be rewarded for their efforts and not when the have
reached some unfair benchmark that was set back when their
senior managers were trying to climb the ladder. For all of their
hard work, the rewards should not be so few and far in between.
Other organizations do not require that as many hoops are
jumped through. As a result, associates find it easier to just

leave and work for a competitor where they are doing the same
hard work however, the rewards are greater, earned a lot sooner,
and where they feel appreciated.
The HOC design teams are not high performing teams. High
performing teams are all working towards the same common
goals of producing and performing so that the organization is
successful. The entire team takes equal responsibility for the
jobs that are being performed although they may be performed
independently. In the end, their duties and responsibilities are
for the good of the company. Comment by Dr. Jacqueline
Gilliard: You say they are not high performing in memo show
specific example that lets reader know they are not high
performing Comment by Dr. Jacqueline Gilliard: Citation
needed
A hierarchy culture has evolved at HOC. As a result, the
associates as well as a few other employees have become
distrusting of those in higher positions. Malena does not trust
the founders and the associates do not trust the senior design
managers. These employees want to be heard and want their
opinions to be valued. They want to be recognized for the
accomplishments and acknowledged. The do not want to work
for a company where they are dictated to or where they are
invisible. The old rules do not change.
Based on what I have read, I would like to make a few
recommendations on how I would transform HOC into a
workplace where employees approach and view one another
differently. First, I would recognize individual employees as
well as teams when they have accomplished a goal or completed
a major project. By doing so, employees are assured that senior
managers as well as top managers are aware of their successes
which are huge success for the organization. This will reduce
any animosity between employees and give them an opportunity
to feel appreciated. Constantly providing incentives, other than
monetary can be just as rewarding. Comment by Dr. Jacqueline
Gilliard: With recommendations needed to see facts/course
materials to support recommendations.

Secondly, I would assure that employees teach and work with
one another so that all employees are constantly learning
together. This would make it easier to determine who is eligible
for a promotion. No employees should be pushed beyond their
limits and close to humiliation if they have proven their ability
to perform the duties of their position. I would also encourage
each senior manager to mentor an associate. I would also
encourage top manager to make themselves available to senior
managers. Spread the knowledge, so to speak.
Finally, once a month, have a briefing to keep the entire team
informed as to how the organization is doing. Associates would
like to be a part of what is going on within the company. By
including them in those meetings, they feel included and
important. Besides, they are the backbone and the wheel that
keeps the company going.
Aretha, if this is approached gingerly, great success will be
achieved. I would begin by addressing the concerns of the
associates. Compose a memo of all of their concerns and what
can be done to address each one. Then do the same thing with
what was shared with you by Malena without divulging all that
she has shared with you. Malena’s situation is a bit trickier, as
her particular situation is boarding another lawsuit. The
founders are treating teetering on the line of discrimination.
However, if it is presented in a manner of what you observed
and how correcting this would heal the image, the founders may
just bite. Once the information has been compiled, call a
meeting with the founders and the top managers to share what
has been compiled. Allow them to voice their opinion but also
but the point of how times have changed must be driven home.
I hope I was able to help you with this issue.
Warmest regards to you always!
Sincerely,
Tee Bridgeman
Tee Bridgeman
RLI Director of IT

References:
Colquitt, J., Lepine, M., Wesson, J. (2013) Managing
Commitment in Demanding Jobs.
Retrieved April 19, 2019 from:
https://learn.umuc.edu/d2l/lms/dropbox/user/folder
_submit_files.d2l?db=759537&grpid=0&isprv=0&bp=0&ou=35
0072
Katzenbach, J. R., Smith, D.K. (201 ). Why Teams Matter.
Retrieved April 20, 2019 from:
https://learn.umuc.edu/content/enforced/327094-001135-01-
2188-OL1-
6380/Katzenbach%20why%20teams%20matter%20from%20the
%20wisdom%20of%20teams1.pdf
Sayor Foundation. (2018). Conflict. Retrieved April 21, 2019
from:
https://learn.umuc.edu/content/enforced/350072-001135-01-
2192-OL4-7981/Organizational%20Behavior%20-
%20Chapter%2010.pdf

SELF-ASSESMENT 1
SELF-ASSESMENT 6
Comment by Dr. Jacqueline Gilliard:
Discussion rather brief needed to see a more expanded
discussion per the instructions for paper
Identification of job(s) that best fit you: Discussion rather brief
needed to see a more expanded discussion per the instructions
for paper
Reasons for not selecting other job openings: Discussion rather
brief needed to see a more expanded discussion per the
instructions for paper
Reasons why your selection will be most beneficial to the
Organization: Discussion rather brief needed to see a more
expanded discussion per the instructions for paper
Attention to Instructions: Per the instructions…, in a 2-3-
page summary explain your results and select the position or
positions for which you will be the best fit. Explain why. The
total document will be about 1000 words in length. It should
contain a brief introduction, the completed table, a discussion
of quiz results, and the analysis of the job for which you are
applying.
Per the instructions…, in a 2-3-page summary explain your
results and select the position or positions for which you will be
the best fit. Explain why. The total document will be about 1000
words in length. It should contain a brief introduction, the
completed table, a discussion of quiz results, and the analysis of
the job for which you are applying.
You did not meet the above only have about 237 words
Revisions that needs to be made are commented along the side
of the paper that need to be made as well.

Project 1: Self-Assessment
Corey Mason
UMUC
BMGT 464
Organizational Behavior
Dr. Jacqueline Gilliard
April 7, 2019
Self-assessment
Introduction
To get the appropriate job, it is necessary for any person to
know his strengths and the weaknesses. Organization which hire
personals as an employee, are also very much concerned with
the type of the person, which should necessarily have match
with the type of the job that is being offered. To know about the
personality type, I have performed seven different tests which
are personal preferences, collaboration, emotional intelligence,
cultural intelligence, personality traits, personal values, and
career orientation. These test will describe a complete image of
my personality, which will be helpful in the selection of the job,
which matches with my personality.
Assessment results
Type of quiz
Quiz Taken and results
Implication Question Answers
Cooperation/collaboration
OSPP DISC Assessment Test.
As my personality has been declared as “D” personality by the
test, which shows my leadership kind of personality
(openpsychometrics.org, 2017). As of which I am more oriented
to lead people rather than to follow. This classification of mine
regarding my attitude towards daily life affairs, will help me
improve further my leadership skills, so, that I will have full
command over my specialty skills. As it is the part of leader’s
personality to more focus on their own point of view, I need to
work on to have tolerance to listen to others regarding the views

of theirs. It states that I am a kind of person, which has more
command on doing collaborative working.
Emotional intelligence
Ei.quiz
According to the results of this test, my emotional intelligence
is OK. Which describes that I am good in making work
relationship with my colleagues. Some might be not of my
temper to become friend, but I do have the ability to make
myself flexible to even work with those persons who do have
totally different point of view, as of mine. These skills of mine
allow me to work with different kind of personalities, and it
also specifies the skill which describes that I can manage people
on the work place more strategically. The level of personality
which has been showed, depicts that I can make improvements
in my personality.
Cultural intelligence
Diagnosing cultural intelligence
My personality in the perspective of cultural intelligence in the
test has been declared as “ambassador” (Mosakowski, 2004).
The test results describes low on physical CQ, as compare to
other parameters, like, cognitive and emotional CQ, that has
shown relatively better results with 5 and 6 respectively.
Ambassador nature will help me to reduce the cultural barriers
by myself without having great preparations about the tricks to
treat other cultures. It is a political type of personality, which
molds himself according to the condition, in the same way goes
for the cultures. When I would be interacting with the
foreigners, I will try to become abruptly familiar with their
styles of communicating to reduce the communication barriers,
so, that the message will be delivered in efficient way.
Personality traits
Big five personality test
In this test, I am declared as the person who is open to new
experience, who is conscious, who is extraverted, who has
agreeable attitude, and one who use to be bit nervous. The
scores in the ocean is 72 percentile, in conscientiousness the

score is 61 percentile, in extraversion 72 percentile, in
agreeableness 56 percentile, and negative emotionality my score
was 71 percentile. The positive side of this results shows that, I
am open to new experience, which is very important for any
executive to have in his personality (outofservice.com, 2018).
And my extraverted nature will lead me to learn from the others
irrespective to their position, status, or work type. I need to
work on the nervous side of my personality, which can be
problematic if not addressed properly.
Personal preferences
Jungian/Myers-Briggs Personality Type
This test have shown me high towards extrovertist, and then bit
lower in intuition, which is being followed by perceiving power
a person, and last thinking as the lowest occurring
characteristic. Again in the personality preferences, I am
considered to be more extrovert which shows my ability to
dissolve with other people specially, strangers. I am more
inclined to taking decisions through intuition, rather than being
dependent upon the sensing process. The advantage of this is
speed and swiftness, which can enjoy during decision making
process.
Personal values
Rokeach Value Survey
In the RVS, the results shows my more inclination towards
instrumental values rather than terminal values. This shows my
type of personality and my behavior, which is more towards
behavior.
Career orientation
Holland Code (RIASEC) Test
Holland code test has tested me on six different parameters,
realistic, investigative, artistic, social, entrepreneurial, and
conventional. I got maximum points on the entrepreneurial
category, I will enjoy great leverage in the job because the
business always need new ideas which can be more beneficial to
the firm, and which can deliver them competitive advantage

over others. Second most scored category in this test is, social.
This will benefit me in the job where I may have to create
interactive relationships with the clients and the other
stakeholders of the business. The least scored category in this
test was investigative, in which I need to work for the
development of investigative skills, which is to find the reasons
in the events occurring. After conducting the test, the Holland
Code Test have termed me ESC which is acronym of
entrepreneurial, social, and conventional. Comment by Dr.
Jacqueline Gilliard: Per the instructions…, in a 2-3-
total document will be about 1000 words in length. It should
contain a brief introduction, the completed table, a discussion
of quiz results, and the analysis of the job for which you are
applying. You did not meet the above only have about 237
words
Discussion on the results:
The test which I attempted to test my personality have given me
concise picture of my personality. The results of the test have
integrating facts about my personality. Like I have good
leadership skills which can never be possible without the spirit
of collaborative working, which has been declared by the EI
test. My socialist characteristics make me ambassador in CQ. In
personality type, I am extrovert while personal preferences I am
intuitively based person. And I am being described as
entrepreneurial person after attempting career orientation test.
Comment by Dr. Jacqueline Gilliard: Needed to see a more
robust, expanded discussion
Position placement with rainbow paints:
After attempting the test regarding my personality to determine
that what job offer would be best for me. I would chose “Sales
Director Middle East.” because it is a sales job, and they are
requiring that person who can operate in market, which could be
a cultural challenge. As I am declared as ambassador and

extrovert in nature, it will be easy for me to be a sales director
of new territory. My entrepreneurial skills will help to make
new strategies. I am fit for this job based on my tests.
Conclusion:
I will be very useful for the company who is going to lose five
senior executive and have to start business in Asia. My
judgment on the appointment as the sales director of the Middle
East, is based on the facts provided by the tests, which are
being made by the researches.
Appendix
Following is results for test taken.
References
Mosakowski, P. C. (2004). Cultural Intelligence. HBR.
Retrieved from: https://hbr.org/2004/10/cultural-intelligence
openpsychometrics.org. (2017). DISC Assessment Test.

openpsychometrics. Retrieved from:
https://openpsychometrics.org/tests/ODAT/
outofservice.com. (2018). The Big Five project personality test.
outofservice. Retrieved from:
https://www.outofservice.com/bigfive/
The BMGT464 project. It should be approximately 1000 words
in length. The paper will be somewhat like this:
Title page
Introduction: explain the purpose of this paper, which is to
request consideration for placement into the open job positions
for which you feel qualified (name the position or positions). To
determine this, a battery of assessments were completed that
identified and explained your personal traits and characteristics.
Reflection upon your results illuminated the type of work and
workplace environment in which your strengths can best be
optimized. The following then summarizes these results and
your compatibility to each job position.
Assessment Results:
Type of quiz
Quiz Taken and Results
Cooperation and Collaboration
DISC Profile
Example” “As a “S” Steady personality, I am the leaven in the

team that helps it maintain interpersonal balance amongst
members to foster loyalty and commitment to the team and its
work. By bridging misunderstandings, we are better able to
complete team tasks and achieve stated goals.” (notice how this
is explained in a manner that fits into both task and contextual
job performance; this can then be expanded upon in the
discussion to follow)
Discussion of results:
Discuss your results, preferably integrating them so that you
can show the connections between your collaboration, EI, CQ,
etc. In this discussion, use our OB vocabulary but write your
own unique thoughts—do NOT summarize or paraphrase
sources, nor use source material to finish your sentence. Instead
hold your own conversation and use your own interpretation of
those sources to demonstrate your meaning. Always cite in
paragraph where you’ve used sources to inform your thinking
even though not quoting verbatim. Direct quotes should be
limited; any time phrases or sentences are taken from a source,

quote marks “” are required in addition to the citation.
Position placement within Rainbow Paints
Based upon the above results, explain the position or positions
that you think you are best qualified for. Look at the detail in
the scenario for each position and based on your assessment
results, connect your personal values, qualities and traits to the
scenario detail. In doing so, you will be demonstrating why you
would ‘fit’ into that job and its environment. Similarly, explain
the positions for which your ‘fit’ might not be as smooth, giving
rationale.
For example, if your assessment results indicate you have an
introvert personality, high in collaboration skills, moderate in
CQ due to your lack of exposure to other cultures, High in
openness of the Big 5 traits, high in EI, and sure in your
terminal values but flexible in the instrumental values, which
job do you think you’d fit into? If not a sure fit into any one of
the jobs, is there one that would be a good career path for you if
you receive some training? For example, position #1 in the
Middle East—perhaps you would find a fit into this position if
first given training in cultural intelligence?
Conclusions: Just a brief paragraph drawing the above to a
close. Ensure to address the effectiveness of your selection to
the organization.
REFERENCES: No papers will be accepted without full
references cited in APA style, listed alphabetically by lead
author last name (surname). Every source in the reference list
should be cited in the report at least once where that
information informed your writing. Only sources you read
yourself with your own eyes should be in the reference list. If
you are reading an article by John Doe and he cites Mary Smith,
and you want to refer to this, in the references you cite John

Doe’s article. In the paragraph, you would state (Mary Smith,
date, cited in John Doe, date).
NOTE ON ACCEPTABLE SOURCES: Our required reading and
videos have been selected to provide you with the information
you need to learn Organizational Business in the 21st century.
These are the required sources. Project instructions state “No
external resources can be used in completing the assignment.”
MUST USE COURSE MATERIAL!!!!
COURSE MATERIAL TO BE USED FOR IN TEXT
CITATIONS AND REFERENCES
· https://bizfluent.com/info-7856570-definition-job-
performance.html
·
https://www2.deloitte.com/content/dam/Deloitte/global/Docume
nts/About-Deloitte/central-europe/ce-global-human-capital-
trends.pdf
·
https://pdfs.semanticscholar.org/212b/f7c854a26c3cb8a7aa83b1
6466ca54f099c1.pdf
· https://learn.umuc.edu/content/enforced/350072-001135-01-
2192-OL4-7981/1-
Gen%20Z%20Engagement%20Paradox%20at%20Work.pdf?_&d
2lSessionVal=mviur56xz0KthwyNl36TfEn6K
· https://www.nytimes.com/2012/01/15/opinion/sunday/the-rise-
of-the-new-
groupthink.html?pagewanted=1&_r=4&partner=rss&emc=rss&
· https://www.effectory.com/knowledge/themes/what-is-
employee-commitment/
· https://www.youtube.com/watch?v=W451tsBftDw
· https://www.youtube.com/watch?v=QnUztQc3TTA
· https://www.cnbc.com/video/2018/01/09/how-a-i-is-helping-
boost-workplace-satisfaction.html

· http://fortune.com/2014/05/29/what-the-future-of-work-looks-
like/
· http://infed.org/mobi/peter-senge-and-the-learning-
organization/
· https://www.insala.com/whitepapers/decoding-generational-
differences.pdf
2188-OL4-
7980/Chapter%203%20perception%20personality%20values.pdf
· https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4844479/
· https://www.forbes.com/sites/sebastianbailey/2014/07/08/can-
personality-predict-performance/#1dc3a0d45499
2192-OL4-7981/Organizational%20Behavior%20-
%20Chapter%204.pdf
· https://www.youtube.com/watch?v=RT_8yPeBNQk
· https://www.youtube.com/watch?v=Y7m9eNoB3NU
·
https://www.ted.com/talks/rainer_strack_the_surprising_workfo
rce_crisis_of_2030_and_how_to_start_solving_it_now?nolangu
age=en+
PROJECT 1: Personal Skills Assessment
The assignments for this class are related and seek to complete
a job candidate portfolio that will be presented at the end of
week seven. Students will be expected to present a draft of each
assignment on the milestone date given. The faculty will review
the draft and give feedback along with a grade for the draft. The
papers will be combined into one document to submit as the
final portfolio in week 7. When the portfolio is submitted
complete with revisions in week seven, the faculty member will
grade it as a completed portfolio at which time additional points
will be assessed on the changes made, the quality of the
portfolio and its chances for getting the job.
This is the first assignment in the portfolio.

Purpose:
The purpose of this assignment is for you to develop a clear
picture of the skills that you possess right now to qualify you
for likely success in the job for which you will apply.
Outcomes:
· Students will accurately assess their critical thinking skills
showing areas of improvement.
· Students will be able to evaluate the skills of greater to lesser
weakness so that they can improve for future work assignments
or job moves.
· Students will have personal knowledge of the skill set that
employers desire in a career capacity.
The Portfolio Scenario:
Rainbow Paints has five people retiring soon, and they want to
give their existing personnel first chance to fill the jobs. You
are anxious to move up in the company to a management
position and happily apply. The candidate portfolio, given to
you by HR, contains two parts: a self-evaluation so you can
determine your candidacy for one or more of the positions
(project 1).
This Assignment:
This project 1 contains a series of tests which will help your
employer, Rainbow Paints, in assessing what position you are
best suited to fill. It also contains a short job description for
each of the positions that will open. Since you are familiar with
these positions and their roles, you think that the types of test
they ask you to take will not only tell HR what job is best for
you, but it should tell you as well. This may give you a better
idea of your chance of getting the position.
Steps for Completion of the Assignment:
Step 1. Take all the quizzes found in the list located with the
chart below the project instructions.
Step 2. Using the Word document template provided for your
paper, complete your report. Answer the implication questions
typing them into the table given in the report template.
Type of quiz

Quiz Taken and results
Assessment Links (self assessment Quizzes to be taken):
· Cooperation/Collaboration – DISC
profile https://openpsychometrics.org/tests/ODAT/
· Emotional Intelligence- MindTools EI
Test https://www.mindtools.com/pages/article/ei-quiz.htm
· Cultural Intelligence – Earley and Mosakowski’s Cultural
Intelligence test https://hbr.org/2004/10/cultural-intelligence
· Personality Traits – Big Five
(OCEAN): https://www.outofservice.com/bigfive/
· Personal Preferences -Myers-Briggs/Jung Type Indicator -
Open
Pyschometrics https://openpsychometrics.org/tests/OEJTS/
· Personal Values - Rokeach Values
Survey www.unhas.ac.id/rhiza/arsip/arsip-
macam2/Value_Survey.pdf
· Career Orientation- Holland Occupational

Themes https://openpsychometrics.org/tests/RIASEC/
Step 3. When you have completed the table, in a 2-3-
total document will be approximately 1000 words in length. It
should contain a brief introduction, the completed table, a
discussion of quiz results, and the analysis of the job for which
you are applying.
Points to be covered in the summary are:
· A general evaluation summary of the quiz results;
· The implications for the jobs available;
· The job or jobs that best fit you and/or the one you want;
· The reasons why you made the selection;
· How the test results help to influence your conclusion: and
· The effectiveness of your selection for the organization (in
reference to CASE STUDY).
Step 4. Completing the Paper
· Read the grading rubric for the project. Use the grading rubric
while completing the project to ensure all requirements are met
so as to earn the highest possible grade.
· Approach and perspective: Keep in mind this is an analytical
business report not an academic writing assignment. In a typical
academic paper, you would research the library and summarize
the articles about the topics studied. In contrast, a business
report is analytical. Do not summarize article after article.
Instead, get to your point, make your point, and prove your
point. You will state your point (the point sentence in a
paragraph). Explain it (this is where using key facts from the
case are helpful) and then prove it using our required course
content from the classroom. Give in-text citation.
· Voice: In this assignment, you are presenting yourself as an
objective, reasonable professional. You will need to use first
person "I" when appropriate to speak about yourself. At all
other times, write objectively in third person voice. There
should be no opinion statements such as "I think" or "In my

opinion." Write objectively and analytically, yet refer to
yourself ("The results indicate I...") when you are the
subject. Third-person means that there are no words such as “I,
me, my, we, or us” (first person writing), nor is there use of
“you or your” (second-person writing).
· Contractions are not used in business writing, so do not use
them.
· Use of case study material: Do note that you will at times need
to take phrases or sentences from the case being analyzed to
explain the point you are making. It is important that any
phrases or sentences are set off with quote marks. The phrase or
sentence should begin and end with “. Give an in-text citation
for the case study and full reference in the reference list. An
acceptable reference list citation for a case study is:
University of Maryland University College. (2019) BMGT 464
Name of scenario (e.g. Project 1 scenario). Retrieved from (give
URL to the course content access for this scenario).
· Sourcing:
· You may NOT use books as source material, ONLY USE
COURSE MATERIAL FOR IN TEXT CITATIONS AND
REFERENCES.
· You are expected to use the facts from the case scenario
paired with the weekly course readings to develop the analysis
and support the reasoning. For this reason, you are discouraged
from seeking external sources. Your primary sources must be
the learning materials provided in the classroom content area.
The expectation is that you provide a robust use of the course
readings. If any material is used from a source document, it
must be cited and referenced.
Step 5. Review the Paper
Read the paper to ensure all required elements are present. Use
the grading rubric to ensure that you gain the most points
possible for this assignment.
Proofread the paper for spelling and grammatical issues and
third-person writing.
Skill Assessment Chart to further help figure out the best job

position to choose based on your character traits and
attributions.
Self-Awareness
Ability, Personality or Preference
Tool To Be Used
Implication
Cooperation/ Collaboration
Ability to recognize one’s own behavioral patterns
DISC
What are my ‘default’ behaviors when interacting with others?
How would these affect the manner in which I collaborate with
a team?
Emotional Intelligence
Ability to recognize the emotions of others and self to use
information productively
Mind Tools EI Quiz
Do I understand and use emotion to make effective decisions?
Can I relate to people well because I can read their emotional
state?
Cultural Intelligence
Ability to function well in the context of differences
Cultural Quotient Scale (CQS)
Am I aware of important cultural differences? Do I act in ways
that show I value those differences?
Personality Traits
Personality characteristics that remain stable over one’s life
Big Five Inventory
What are my dominant personality traits? How do I maximize
my traits to best fit with others?
Personal Preferences
Preference for the direction of energy, decision making,
information acquisition, and orientation to the outside world.
Myers-Briggs Type Indicator
How do I like to work with others and process information?
What do I look for in others to complement my preferences?

How will I best act in team situations?
Personal Values
Preference for desirable ends or goals and the process for
attaining them?
Rokeach Values Checklist
What do I value most and seek in others? What will I not bend
or compromise on? What to me is negotiable?
Career Orientation
Preference for particular types of work environments and
occupations
Holland Occupational Preference Scale
What occupational elements are most important to me? With
what types of people will I thrive?
Adapted From Table 1.3 page 29 Baldwin, Timothy T.,
Bommer. William H., Rubin, Robert S., Managing
Organizational Behavior: What Great Managers Know & Do,
2013 McGraw-Hill Irwin, New York NY
Candidate Positions:
Position 1: Sales Director Middle East
Location: Morocco
Answers to: Executive Sales Director, Asia Division
Rainbow Paint’s Asia Division will be opening its first Middle
East location in Morocco in the next 12 months. A Sales
Director will be needed to head up this new division. A team of
local salespeople will need to be recruited, hired, and trained by
this manager. It is expected that this sales team may be
primarily men, young and English speaking. You know little
about this new job, but you have been a member of many new
project teams. Most of which have been successful.
Position 2: Director of North American Residential Sales
Location: Headquarters, Detroit Michigan
Answers to: VP of Headquarter Operations
Residential paints have been the backbone Rainbow Paint sales
since its inception. Residential sales in North America are still

strong, but sales seem to be running flat in the last two years,
and you have heard that the current Director is being pushed
into retirement so that new ideas can come to the sales force.
The North American sales director’s position, while located in
the company headquarters, interfaces with the rest of the
company globally. It requires a great deal of virtual work
coordinating with all other departments and divisions. The
current North American sales team is highly diverse and has
predominantly women who are “high-flyers.” This is a high-
profile position.
Position 3:VP of Headquarter Operations
Location: Headquarters, Detroit Michigan
Answers to: President and CEO
The Headquarters houses R&D, HR, IT, Purchasing, and
Finance. Each of these departments has its own “subculture,”
and each department is distinct from each other. The young,
youthful subculture of IT often clashes with the conservative
subculture of the Finance department, for example. Many of the
members of the Finance and HR teams are baby boomers and are
near retirement. This leader oversees the smooth operation of
all these departments and ensures the coordination of these
departments with each other and with each of the four
geographic divisions across the world.
Position 4: Assistant Director of Human Resources, North
American Division
Location: Chicago, Illinois
Answers to: Director of Human Resources, North American
Division
In this position, you would assist the Director in HR. This
division is seen as the “flagship” by all other divisions because
it creates all the policy and sources employees from all
divisions of Rainbow Paints. This Executive Director has the
“ear” of the CEO and spends a lot of time with the executive
staff. This leader is faced with spearheading the future direction
of HR and is challenged with filling openings throughout the
United States and Canada caused by fast growth and a retiring

Baby Boomer population. You have heard that this director is a
Type A personality and can be very demanding. This Director
has his finger on everything and is vying for the CEO position
should it become vacant in the future.
Position 5: Director of Production Europe
Location: Headquarters, Wiesbaden, Germany
Answers to: VP of Headquarter Operations
This leader oversees the day-to-day operations of the residential
paints production department. This leader is expected to aid in
strategic planning with the executive team. This person is
expected to bring a conservative approach to the strategic
planning table, to balance out the high-risk tolerance of the rest
of the leadership at Rainbow. A “big picture” perspective is
needed here. It is rumored that this position may merge with
commercial paints production due to low sales in Europe.
Running head: [Shortened Title up to 50 Characters] 1
[Shortened Title up to 50 Characters] 8[Refer to the
instructions provided in the classroom for content, composition
and citation/sourcing expectations. Delete instructions in this
template before submitting to your instructor for grading]
BMGT464 Final Portfolio
Student Name
Date of Submission
UMUC BMGT464 Organizational Behavior
INSTRUCTIONS

The project scenario is that you are an employee of Rainbow
Paints desiring a promotion to one of the 5 job openings. In
project 1, you presented your self-analysis of traits and
rationale for being promoted into the position. In project 2, you
analyzed a hypothetical scenario of RLI having purchased a
company House of Cloth. You are demonstrating to Rainbow
Paints what you know about managing organizational behavior
by pretending to consult to Aretha Cantros. The reason project 2
is in the form of a memo to her is for you to demonstrate your
ability to professionally communicate your findings and
recommendations.
This final portfolio, then, is one Word document with the cover
letter followed by project 1, then project 2 then references,. All
revisions from past feedbacks should be made in the projects.
Additionally, you should consider enhancing the projects with
the new knowledge you have gained in weeks 6 & 7 learning
materials.
Delete all instructions from this template prior to submitting it
to the assignments folder for grading.
Cover letter
Single Spaced
Sample letters can be found at https://au.hudson.com/job-
seekers/career-advice/cover-letter-templates
The purpose of the cover letter is to explain how your
managerial skills will enable you to bring enhanced job
performance and strong commitment to RLI and those with
whom you would engage.
The portfolio is going to Rainbow Paints. The letter can be
addressed to: To Whom it May Concern. It should be single

spaced, first person voice as a real business letter. You should
remind them of the position(s) to which you are applying
(determined in project 1). The cover letter will be about two
pages and should convince the reader by your objective,
analytical speech. Tell the letter’s recipient of your knowledge
of OB, citing course content, and pulling in your key rationale
for the position from project 1 as well as key understandings of
OB expressed through the analysis in project 2. In other words,
sell yourself but don’t be salesy, be objective. Only use first
person “I” when necessary. Demonstrate what you know rather
than talking about how great you are. � Ensure to include in-
text citations and references.
PROJECT 1 SELF ASSESSMENT FROM WEEK 3
[Include your week 3 portfolio here with all corrections and
enhancements made. Single line spacing is preferred; double
spacing is accepted. It should be at least 1000 words plus
references. It should conclude with a properly formatted
reference list.]
PROJECT 2 CASE STUDY FROM WEEK 5
[Include your week 5 case study Memo here with all corrections
and enhancements made. As a memo, it should be single line
spacing. It should be at least 2000 words plus references. The
memo should conclude with a properly formatted reference list.]
Portfolio Instructions
The project scenario is that you are an employee of Rainbow
Paints desiring a promotion to one of the 5 job openings. In

project 1, you presented your self-analysis of traits and
rationale for being promoted into the position. In project 2, you
analyzed a hypothetical scenario of RLI having purchased a
company House of Cloth (HOC). You are demonstrating to
Rainbow Paints what you know about managing organizational
behavior by pretending to consult to Aretha Cantros. The reason
project 2 is in the form of a memo to her is for you to
demonstrate your ability to professionally communicate your
findings and recommendations.
This final portfolio, then, is one Word document with the cover
letter followed by project 1, then project 2. Make all corrections
and improvements to both projects. Then insert/copy into your
Portfolio Word document. Ensure to include all references. The
submission of the portfolio is to Rainbow Paints.
Step One: Revise the previous project assignments:
For both project 1 and project 2, revise the documents to reflect
all feedback given by the instructor and any additional changes
you feel will enhance your work. Be sure to include any
relevant class material from weeks six and seven.
Step Two: Create a Portfolio File
In one Word document, present both revised projects 1 & 2
along with a cover letter explaining how your managerial skills
will enable you to bring enhanced job performance and strong
commitment to RLI and those with whom you would engage.
Step Three: How to Set Up the Paper
Create a Word or Rich Text Format (RTF) document that
is single-spaced. Use 12-point font. The final product will be
approximately 3500-5500 words in length excluding the title
page and references. The portfolio should be set up as defined
above. Your instructor may be providing you with a template
Word document to use.
Business letters are left-aligned ‘block style’. The paragraphs
are not indented. Cover letters give the date, the person
addressed to, and end with a closing such as “Sincerely yours”,
followed by your name.
The letter can be addressed to “To Whom it May Concern”. It

should be single spaced, first person voice as a real business
letter. You should remind them of the position(s) to which you
are applying (determined in project 1). The cover letter will be
about two pages and should convince the reader by your
objective, analytical speech. Tell the letter’s recipient of your
knowledge of OB, citing course content, and pulling in your key
rationale for hiring you into the position from project 1 as well
as key understandings of OB expressed through the analysis in
project 2. In other words, sell yourself but don’t be salesy, be
objective. Only use first person “I” when necessary.
Demonstrate what you know rather than talking about how great
you are.
Step Four: Completing the Paper
· Read the grading rubric for the project. Use the grading rubric
while completing the project to ensure all requirements are met
so as to earn the highest possible grade.
· Approach and perspective: Keep in mind this is an analytical
business report not an academic writing assignment. In a typical
academic paper, you would research the library and summarize
the articles about the topics studied. In contrast, a business
report is analytical. Do not summarize article after article.
Instead, get to your point, make your point, and prove your
point. You will state your point (the point sentence in a
paragraph). Explain it (this is where using key facts from the
case are helpful) and then prove it using our required course
content from the classroom. Give in-text citation.
· Voice: In this assignment, you are presenting yourself as an
objective, reasonable professional. You will need to use first
person "I" when appropriate to speak about yourself. At all
other times, write objectively in third person voice. There
should be no opinion statements such as "I think" or "In my
opinion." Write objectively and analytically, yet refer to
yourself ("The results indicate I...") when you are the subject.
Third-person means that there are no words such as “I, me, my,
we, or us” (first person writing), nor is there use of “you or
your” (second-person writing). If uncertain how to write in the

third person, view this link:
http://www.quickanddirtytips.com/education/grammar/first-
second-and-third-person
· Contractions are not used in business writing, so do not use
them.
· Use of case study material: Do note that you will at times need
to take phrases or sentences from the case being analyzed to
explain the point you are making. It is important that any
phrases or sentences are set off with quote marks. The phrase or
sentence should begin and end with “. Give an in-text citation
for the case study and full reference in the reference list. An
acceptable reference list citation for a case study is:
· Sourcing:
· You may not use books as source material other than those
provided in course content.
· You are expected to use the facts from the case scenario
paired with the weekly course readings to develop the analysis
and support the reasoning. For this reason, you are discouraged
from seeking external sources. Your primary sources must be
the learning materials provided in the classroom content
area. No more than two (2) external resources can be used in
completing the assignment. The expectation is that you provide
a robust use of the course readings. If any material is used from
a source document, it must be cited and referenced.
Step Five: Review the Paper
Read the paper to ensure all required elements are present. Use
the grading rubric to ensure that you gain the most points
possible for this assignment.
Proofread the paper for spelling and grammatical issues, and
third person writing.
· Read the paper aloud as a first measure;
· Use the spell and grammar check in Word as a
second measure;
· Have someone who has excellent English skills to proofread
the paper;
· Consider submitting the paper to the Effective Writing Center

(EWC). The EWC will provide 4-6 areas that may need
improvement.

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