Moral LeadershipTheory and Reaction Paper Please read all the instructions and all information carefully.
Please email with any questions or concerns.
Rhode, D.L. (2016). Moral Leadership: The Theory and Practice of Power, Judgment, and Policy.
Moral Leadership Theory and Reaction Paper
Jossey-Bass. ISBN 978-0787982829
Remember, this is not a book summary or book report. It is like having an engaging conversation with the author. See the reaction outline that was uploaded and the table of contents.
Moral Leadership Theory and Reaction Paper Assignment Guideline
Write a 2-page reaction for each chapter including the introduction through chapter 13. I do not have the book, but it may be at the library or available as an ebook. I managed to get a copy of the index of the book. Also, use six other sources to support the position of the
paper. The paper must be in APA 6th edition format: Headers, runners, please do not use I, me, or my or other related terms. Proper reference citations are
needed. Direct quotes must have the proper citation with the page number(s), indirect quotes or paraphrased information need proper citations, reference the APA
guide for further instruction. Also, please do not use slang or improper English. Read through all instructions carefully. A good resource for the format is Owl Purdue https://owl.english.purdue.edu/owl/resource/560/01/
Other attachment to assist with the structure of the paper will be attached and also uploaded.
Moral Leadership Theory and Reaction Paper Grading Rubric
RUBRIC FOR THE EVALUATION OF WRITTEN ASSIGNMENTS
CRITERIA NEEDS IMPROVEMENT
Minimum Points SATISFACTORY
Medium Points EXCEPTIONAL
Maximum Points
CONTENT
(50%) The writer does not demonstrate a cursory understanding of subject matter, and the purpose of the paper is not stated. The objective, therefore, is not addressed and supporting materials are not correctly referenced.
FEWER THAN 20 POINTS The writer demonstrates a limited understanding of the subject matter in that theories are not well connected to a practical experience or appropriate examples, though the attempt to research the topic is evident, and materials are correctly referenced.
20 to 40 POINTS The writer demonstrates an understanding of the subject matter by clearly stating the objective of the paper and links theories to practical experience. The paper includes relevant material that is correctly referenced, and this material fulfills the objective of the paper.
41 to 50 POINTS
ORGANIZATION
(20%) Paragraphs do not focus around a central point, and concepts are disjointedly introduced or poorly defended (i.e., stream of consciousness).
FEWER THAN 8 POINTS Topics/content could be organized in a more logical manner. Transitions from one idea to the next are often disconnected and uneven.
8 to 16 POINTS The writer focuses on ideas and concepts within paragraphs, and sentences are well-connected and meaningful. Each topic logically follows the objective. The introduction clearly states the objective or ideas leading to the purpose of the paper, and a conclusion draws the ideas together.
17 to 20 POINTS
Moral Leadership Theory and Reaction Paper Format
(10%) The paper does not conform to APA style.
FEWER THAN 4 POINTS The paper does not conform completely to APA style (e.g., margins, spacing, pagination, headings, headers, citations, references,
according to the APA Manual).
4 to 8 POINTS The paper is correctly formatted to APA style (e.g., margins, spacing pagination, headings, headers, citations, references, according to the
APA Manual).
9 to 10 POINTS
SPELLING, GRAMMAR, & PUNCTUATION
(10%) The writer demonstrates a limited understanding of formally written language use; writing is colloquial (i.e., conforms to spoken language). Grammar and
punctuation are consistently incorrect. Spelling errors are numerous.
FEWER THAN 4 POINTS The writer occasionally uses awkward sentence construction or overuses and/or inappropriately uses complex sentence structure. Problems
with word usage (e.g., evidence of incorrect use of Thesaurus) and punctuation persists, often causing difficulties with grammar.
The writer demonstrates the correct usage of formal English language in sentence construction. Variation in sentence structure and word usage promotes
readability. There are no spelling, punctuation, or word usage errors.
CLARITY & STYLE
(10 %) The writer struggles with limited vocabulary and has difficulty conveying meaning such that only the broadest, most general messages are presented.
Some words, transitional phrases, and conjunctions are overused. Ideas may be overstated, and sentences with limited contribution to the subject are
included.
The reading audience is correctly identified, demonstrated by appropriate language usage (i.e., avoiding jargon and simplifying complex concepts
appropriately). Writing is concise, in the active voice, and avoids awkward transitions and overuse of conjunctions.
Proposal to Leadership for Houston Methodist Order Instructions: Write a proposal to leadership proposing that the company (Houston Methodist) analyze its social media presence and compare it with those of its competitors.
Topics to address in the paper:
Proposal to Leadership for Houston Methodist
1. Describe a current trend in social media platforms and practices.
2. Describe the importance of social media to a company.
3. Develop a proposal for analyzing a company’s social media presence.
4. Outline a plan for conducting a social media analysis that could support a business recommendation.
5. Communicate in a manner that is professional and consistent with expectations for members of the business profession.
Proposal to Leadership for Houston Methodist Sample Answer
Proposal-A2
Introduction
This paper intends to present a proposal regarding Houston Methodist Company analyzing its leadership with a great focus being on the presence of Houston Methodist Company on social media. The proposal will further compare the presence of Houston Methodist Company on social media with its competitors.
Houston Methodist is a renowned hospital located in Houston in Texas. Notably, Houston Methods makes use of social media to sell its services globally. Among the competitors of Houston Methodist are Memorial Hermann and St Luke’s Health (Zheng, & Li, 2016). Notably, Memorial Hermann and St Luke’s Health identify the need of utilizing social media in selling their services globally and improving their facilities.
Currently, there are various social media practices trends. First, social media provides companies with a chat box for directly communicating with their clients, which is one of the methods Memorial Hermann utilizes. Secondly, social media focuses more on the features of a business, which is one of the methods used by St Luke’s Health to sell it globally.
Notably, social media is important to a company in many ways (Boccia, 2013). First, a company is able to gain insights from customers, which is one of the methods used by Houston Methodist for improving its services. Secondly, social media is significant in increasing brand awareness. Thirdly, through social media companies are able to know the things their competitors are doing (Mazzei, & Butera, 2016).
Thus, in order for Houston Methodist to analyze its presence in social media, I would propose they first evaluate their goals in digital marketing. Secondly, Houston Methodist should reexamine profiles of their target customers. Thirdly, it will be important for Houston Methodist to assess the frequency of its digital presence.
Furthermore, in conducting an analysis of its social media, Houston Methodist should have an appropriate plan that supports any business recommendation. Hence, Houston Methodist should first identify what it intends to achieve from digital marketing. Secondly, Houston Methodist should assess its strengths in conducting digital marketing. Thirdly, it is important to identify the target audience in digital marketing and the reason for targeting them. Fourth, Houston Methodist should assess which tools of social media are currently being used by the company and how effective the tools have been. The next step is determining how effective Houston Methodist is in regards to leveraging the digital marketing tools, engaging with all the audience it targets and amplifying messages.
Proposal to Leadership for Houston Methodist Conclusion
Social Media is an important tool in selling the services provided by a company globally. Additionally, social media helps in knowing activities being carried out by a company’s competitors. Thus, the essay above presents a proposal regarding Houston Methodist Company which analyzes its leadership with a great focus being on the presence of Houston Methodist Company on social media.
Proposal to Leadership for Houston Methodist References
Boccia, M. (2013). Social Business by Design: Transformative Social Media Strategies for the Connected Company. Performance Improvement, 52(4), 53-55. http://dx.doi.org/10.1002/pfi.21350
Mazzei, A. & Butera, A, (2016). The brand consistent behavior of employees on social media: the role of social media governance and policies. Mercati & Competitive, (4), 85-106. http://dx.doi.org/10.3280/mc2016-004006
Zheng, P. & Li, X. (2016). Is Social Media for Everyone? The Role of Social Capital and Communication Anxiety in Structuring Use of Social Networking Sites. Journal of Social Media Studies, 2(2), 75-85. http://dx.doi.org/10.15340/2147336622972
Cover Letter on Leadership Qualities Order Instructions: Write a cover letter that highlights the leadership qualities you already possess and explains how your enrollment in the MBA program will enhance those qualities.
Cover Letter should include:
Cover Letter on Leadership Qualities
1. Describe the characteristics of an effective leader.
2. Explain how effective leaders build and maintain relationships across disciplines.
3. Explain how effective leaders develop and lead teams of diverse employees.
4. Explain how academic skills support effective leadership and continued professional development in the business world.
Cover Letter on Leadership Qualities Sample Answer
Cover Letter-A1
Introduction
This paper intends to present a cover letter, highlighting my leadership qualities. Additionally, the cover letter will demonstrate how enrollment in an MBA program is significant in enhancing my leadership qualities.
Cover Letter
Student’s Name
Student’s Box number
Student’s Phone number
Student’s Email
Submission Date
Institution’s Name
Institution’s Box Number
Institution’s Email
Dear Sir/Madam
I am writing this cover letter with an aim of highlighting to you my leadership qualities. In addition, I intend to demonstrate to you how enrollment in an MBA program is significant in enhancing my leadership qualities.
As an effective leader one is expected to demonstrate a number of characteristics. First, one should be a risk-taker, who always makes attempts towards creating great changes. Secondly, one should exercise self-control, which notably is one of my characteristics (Spitzer, 2015). Thirdly, one should be modest. Fourth, a leader should be motivational which fortunately one of my best characteristics is. Fifth, a leader should communicate clearly, which is a practice I have always demonstrated.
Moreover, as an effective leader, building and maintaining relations across disciplines is an important factor. There are various methods of achieving building and maintaining relations. One of the methods is emphasizing on building trust among employees and focusing on having an interpersonal approach to communication (Spitzer, 2015). Additionally, in order to have good relations across disciplines, it is important to motivate all employees and stimulate their individual attention.
Furthermore, in order to lead teams that comprise of different employees, it is important to accommodate cultural differences (Spitzer, 2015). Notably, different employees have different cultures. Hence, it is important to accommodate practices that unite employees without infringing on their beliefs. In addition, it is also significant to be ethical. Being ethical makes a leader have a brawny moral base.
Notably, having academic skills is crucial in supporting effective leadership, along with unrelenting professional development. Outstandingly, with academic skills, one is able to embrace global changes such as technological changes and changes in policies. Moreover, with academic knowledge one is able to interpret any newly introduced practices within an institution. In line with this, I would appreciate having the chance to enroll in an MBA program.
Sincerely,
Student’s Name
Student’s Signature
Cover Letter on Leadership Qualities Conclusion
An MBA program is significant in enhancing a person’s leadership qualities. The cover letter above highlights my leadership qualities and demonstrates how enrollment in an MBA program will be significant in enhancing my leadership qualities.
Cover Letter on Leadership Qualities Reference
Spitzer, R. (2015). An Effective Leadership Paradigm. Nurse Leader, 13(2), 8. http://dx.doi.org/10.1016/j.mnl.2015.01.016
Leadership in Nursing and Management Order Instructions: Aim of assessment:
This essay requires you to explore ideas and theories about leadership and management in health care and to critically examine these in relation to the debate about leadership and management.
Leadership in Nursing and Management
You are encouraged to draw upon examples from the clinical area to support your argument. Writing critically requires you to develop your argument so that your work is not simply descriptive, rather, it requires that you take a position in regard the topic and develop an argument strongly in support of that position.
Details:
“Not all leadership is about changing or challenging people’s vision of the )future”(Stanley, 2011,p.57)
With reference to leadership, including clinical leadership, critically analyze and discuss the statement quoted above. Your discussion should also address the debate about leadership and management and draw different theories of leadership and management to examine this statement and support your argument
Leadership in Nursing and Management Sample Answer
Leadership in Nursing and Management
This health leadership and management paper shall explore the theories of leadership and management that would suit the dynamics of clinical nursing settings. The leadership style that is utilized determines the management outcomes that executives in the health profession and other fields achieve. Nurses and nurse leaders are in leadership positions because they make final decisions on patient care. The nurses also influence the care that is given to the patients once they leave the hospital based on the type of education that they give to the patient’s families or loved ones. According to Stanley (2011), “Not all leadership is about changing people’s vision of the future.” Indeed, leadership in all fields, especially in clinical management can concentrate on different parameters, other changing of people’s visions. The clinical leadership can deal with the maximum potential achievement by nurses and accomplishment of current tasks in delivery of care to patients. Leadership encompasses attitudes and values which are evident in the manner in which leaders and managers execute their roles. There are several leadership and management theories which do not involve change, which is applicable in the nursing field.
Leadership in Nursing and Management and Congruence leadership and management Theory
One of the most applicable leadership theories that would utilize a clinical management paradigm is one with a perspective of congruence. A congruent based leadership theory would utilize the health-based leader’s actions and integrate the principles and values that they attach to leadership. Leadership in the clinical setting is best applied through the considerate application of care based values by the healthcare managers. In nursing, several theories such as the Nightingale’s Environmental Theory and Roy’s Adaptation Model have been utilized to explain the rationale behind the care that nurses should apply to patients (Stanley, 2011). In nursing, leadership does not speak to the exception of challenging or trying to change the current status of the vision held by nurses. Instead, the nursing leadership that is used in managing clinical institutions should focus on congruence in maximizing excellent care delivery to the patients at hand. According to Hunt (2014), the United States has one of the highest nurses’ turnover rates of about 14.1% per annum. One of the commonest complaints ad reasons for the high nurses’ turnover is poor leadership and lack of congruence in the healthcare setting. The type of professional relationships that exist between nurses and nurse leaders effectively influences patient outcomes. Nurse leaders influence the autonomy of clinically based roles and execution of assigned roles by nurses. Nurse leaders that practice congruence in the relationship with nurses that they supervise can replicate the relationship to suit the delivery of required patient care.
Congruence management in nursing contributes to the consideration of the culture and specific requirements that particular patients would want to be considered. In the current competitive healthcare market, nurses should increase the level of congruence care that they give to patients. Nurses also attain positivity and cooperation from patients when they replicate congruence from their leaders and managers; to their patients.
Leadership in Nursing and Management and Transformational leadership
Leadership in nursing is a multi-dimensional phenomenon that requires the leader to inspire high levels of morale and motivation among the followers. Transformational leadership contributes to motivation among the nurses which improves productivity in the healthcare setting. Leaders that use transformational management style contribute to a sense a commitment among nurses. The healthcare setting can get hectic, hence the need for a leader that ensures that nurses do not get overwhelmed by the situation at hand. The transformation ensures that there are high levels of engagement with employees so that he or she is aware of the tasks assigned to the different nurses. The leaders assist the nurses in transforming their abilities to excel in different tasks that they face. The American Nurses Credentialing Center proposes transformational leadership as one of the parameters in the Magnet Model (Harris and Cohn, 2014).
Transformational leadership application in the nursing field contributes to critical thinking by clinical practitioners to utilize available competencies and tools to deliver the best possible care and outcomes for patients. Transformational leadership would contribute to a consistent improvement in the delivery of services by nurses to patients even in the absence of the nurse leaders and managers. Transformation leadership in the clinical nursing setting would contribute to lower employee turnover. Employees have high and commendable performances when their managers and leaders contribute to guiding their tasks to achieve stellar performances. Harris and Cohn (2014) are in agreement with Stanley’s (2011) statement on the maintenance of the status quo in leadership and management in clinical nursing. The transformational leadership establishes a culture of referring to certain pillars of excellence associated with a department or health institution. Therefore, nursing practitioners understand and follow through on set systematic processes until they are hardwired while maintaining consistent communication on the performance of the action plan in place.
Leadership in Nursing and Management and Emotional Intelligence based leadership
According to Heckemann, Schols, and Halfens (2015), emotionally intelligent leadership utilizes emotions in ensuring that employees excel in applying their competencies in the workplace. The leader maximizes the recognition of emotions in the employees to foster self-awareness and empower employees at the workplace. The nurse leaders’ use emotional intelligence in managing nurses, which they transfer as a care tool in managing their patients. Emotional intelligence is critical in the nursing field because all patients are different. Therefore, nurses should utilize standard nursing practices in tailoring the required care to patients. Such emotional intelligence in delivering care promotes patient satisfaction and contributes to high productivity among nurses. Emotionally intelligent leaders are capable of resonating to the motivating factors of the different employees so that they are tuned to being as productive as possible.
According to Udod and Care (2013), nurse leaders that utilize emotional intelligence in managing employees can detect changes in attitude which affects performance. The nurse leader would then seek a solution to the performance related issue and contribute to the employee’s motivation and morale levels increase. Such resonation with employees promotes high performance among nurses since they can relate to their leaders and managers as colleagues, and not on a leader-employee relationship grounds only. Nurse leaders that utilize emotional intelligence in leadership are aware of the current and future requirements of the organization, and foster a positive working environment for the nurses (Heckemann, Schols, and Halfens, 2015).
Leadership in Nursing and Management and Servant leadership and management
The servant leader utilizes their personal competencies in overcoming challenges in the field such as the highly stressful nursing field in the healthcare setting. Delivering high quality, culturally sensitive care can be quite challenging in the competitive healthcare setting. However, effective nurse leaders are willing to be ethical in executing their roles and responsibilities; while serving as role models through diligence (Johansson, Ulrika, Jarenbrant, Krerstin & Jorgen, 2016). The nurse leader should be willing to implement the objectives that they ask employees to execute. The servant nurse leader is humble since he or she holds vast clinical knowledge and experience, yet is ready to disseminate the expertise to the nurses in the different teams. The clinical nurse leader utilizes a “hands-on” approach in leading nurses, which completely convinces the nurses that they can achieve the objectives that they have been assigned. According to Della (2016), the nurse leader possesses skills in persuasion and conflict resolution, all geared towards enhancing performance and productivity among nurses. The leader emphasizes the importance of all the team members among the nurses to ensure that they utilize each other’s strengths, and there is knowledge transfer while appreciating their differences and cultural diversity. Nurses that appreciate their colleagues’ cultural diversity are likely to transfer the respect to patients from diverse backgrounds. The patients value the kinds of competencies that are implemented through servant leadership since they are treated as the main stakeholder in healthcare.
According to AANC (2014), the nurse leader should utilize a management style that integrates as much interaction with employees as possible. Management by walking around (MBWA), would suit the clinical nursing field due to the expertise that should be disseminated by the leader. The management style promotes a positive reinforcement of the company’s culture and achievement of team goals. The nurse leader utilizes their commitment to developing a team spirit and cultivating the growth of competencies for the diverse team members.
In conclusion, it is possible for a nurse leader to effectively manage nurses without challenging or changing their vision of the future. The nurse leader’s function would focus on fostering a creative and positive environment for employees. The leader would also use their emotional intelligence skills to detect any attitude changes in employees that would contribute to poor performances in the corporation. The continuous monitoring of the department or organization’s strategy would contribute to the nurse leader sticking to a consistent communication plan to trigger corrective measures within set timelines. The leader should also initiate behaviors that would trigger habits geared towards high productivity while utilizing efficiency in cutting costs. The nurse leader utilizes technology and competencies in ensuring the organization’s costs are kept to a minimal, and the employees are consistently trained on new trends. The nurse leader is committed to utilizing broad competencies in ensuring that nurses deliver the best care to patients. Leaders should adapt congruence, emotional intelligence, and servant leadership skills to influence nurses through their clinical competencies which they utilize for nurses to follow. The positive attitude that the nurse leaders adapt to foster a favorable working environment while utilizing the company’s culture to deliver satisfying health care to patients. Such exertions would contribute to the attainment of the available goals in an organization, rather than a focus on challenging and changing people’s vision of the future (Stanley, 2011). A leader has strong and diverse roles, other than being a change leader. The major roles that the leader should emphasize through their competencies and consistent interaction with the nurses have been thoroughly dissected in this paper. The nurse leader is not synonymous with “change leader,” rather, an emotionally intelligent servant leader that fosters a positive environment for clinical expertise and high-quality patient care should be explored. A self-aware nurse leader contributes to the growth of their team members while executing the organization’s objectives through competent nurses in an effective manner.
Leadership in Nursing and Management References
AANC. (2014). Nursing Leadership: Management and Leadership Styles. AANC.
Della, A. (2016). Servant leadership, Emotional Intelligence: Essential for Baccalaureate Nursing Students. Creative Nursing. 22 ( 3): 176-180.
Harris, D. & Cohn, T. (2014). Designing and Opening a New Hospital with a Culture and Foundation of Magnet: An Exemplar in Transformational Leadership. Nurse Leader. 12 (4): 62-68.
Heckemann, B., Schols, J. & Halfens, R. (2015). A Reflective Framework to Foster Emotionally Intelligent Leadership in Nursing. Journal of Nursing Management. 23: 744-753.
Hunt, D. (2014). Does Congruence between Nurses and Supervisors affect Job Satisfaction and Turnover? Journal of Nursing Management. 22: 572-582.
Johansson, H., Ulrika, H., Jarenbrant, C., Krerstin, U. & Jorgen, W. (2016). The Impact of Servant Leadership Dimensions on Leader-member Exchange among Healthcare Professionals. Journal of Nursing Management. 24 (2): 228-235.
Stanley, D. (2011). Clinical Leadership: Innovation into Action. Australia: Palgrave Macmillan.
Udod, S.A. and Care, W. D. (2013). “Walking a Tight Rope”: An Investigation of Nurse Managers’ Work Stressors and Coping Experiences. Journal of Research in Nursing. 18 (1), 67-79.
Leadership Dysfunction and its Effect on Organizational Culture/Wellbeing
Leadership Dysfunction and its Effect on Organizational Culture/Wellbeing
Order Instructions:
“Leadership dysfunction and its effect on organizational culture/wellbeing”
This will be the topic for the writer to develop for this Doc study. It is important that the writer pay attention to some details here. The writer must carefully read and follow the template provided.
The problem Statement
The writer will provide a one-paragraph statement (150 words max) that is the result of a review of research findings, appropriate peer-reviewed/government sources, and current practice and that contains the following information:
1. Hook: (a WOW statement supported with a peer reviewed citation no older than five years from anticipated date CAO will sign.)
2. Anchor (includes a number supported with a peer reviewed/government citation no older than 5 years from your anticipated CAO signature)
3. The general business problem is XXXX
4. The specific business problem is some (identify who has the specific business problem) has limited information on XXX
Review the Problem Statement Video tutorial to aid you in completing the Problem Statement. The video tutorial is located at: http://youtu.be/IYWzCYyrgpo
Pear review articles cannot be past 2012, the must be between 2012 and current.
Purpose Statement
The writer will also provide a one-paragraph Purpose Statement (200 words max) and that contains the following information:
Qualitative Study: (a) methodology, (b) design, (c) specific population, (d) geographical location, and (e) social change statement.
Please review the Purpose Statement Video tutorial to aid you in completing the Purpose Statement. Located the video tutorial at: http://youtu.be/pLP4r0mfT9A.
Nature of the Study
The Nature of the Study component serves two purposes. The first purpose is describing and justifying the methodology (i.e. quantitative, qualitative, or mixed-method). The second purpose is describing and justifying the design (i.e. case study, phenomenological, correlation). Therefore, a well-crafted Nature of the Study can be presented in two paragraphs but not exceed one page.
The first paragraph is to describe and justify the methodology. State why you selected a specific method and why other methods were not appropriate.
The second paragraph is to describe and justify the design. State why you selected a specific design and why other designs were not appropriate. Map to the rubric and only include the required content!
Research Question(s)/Hypotheses
List the research question that will lead to the development of the requirements in the study and steps for accomplishing the requirements. A research question informs the research design by providing a foundation for:
• Generation of hypotheses in quantitative studies,
• Questions necessary to build the design structure for qualitative studies (i.e. interview questions),
• Process by which different methods will work together in mixed studies.
Interview Questions (Qualitative)
The interview questions are to be informed by the conceptual framework. Please see the Theoretical/Conceptual Framework video tutorial at: http://youtu.be/P-01xVTIVC8.
Theoretical/Conceptual Framework
In one paragraph, describe the theoretical base or conceptual framework from the scholarly literature that will ground the study (providing citations). Base this description on the problem, purpose, and background of your study. Specifically, identify and describe:
(a) theory: theoretical base or conceptual framework,
(b) author of the theoretical base or conceptual framework (if applicable),
(c) date of the theoretical base or conceptual framework (if applicable),
(d) key tenets, propositions, constructs, variables, hypotheses, etc., and
(e) how the theoretical base or conceptual framework is applicable and fits to the study.
Review the Theoretical/Conceptual Framework video tutorial at: http://youtu.be/P-01xVTIVC8 to aid in completing Theoretical/Conceptual Framework section.
Significance of the Study
Provide one to two paragraphs, informed by the topic in the problem statement, which describe(s):
1. The value to the business/social impact.
2. Contribution to effective practice of business
3. Potential contribution to positive social change and improvement of business practice.
References
Include references formatted in the correct style (APA 6th edition, modeled at the end of the template provided) for all citations within the Doctoral Study Prospectus. ( all references Not older than 2012).
The writer will bear in mind that the study is been carried out in Maryland and he can research and use any location in the State of Maryland in the U.S. A
Also the writer will be using qualitative study for this paper. It is important that the writer read this instruction carefully and carefully follow the template provided. In the template the writer will be able to see a sample prospectus that he will aligned this one to.
SAMPLE ANSWER
Leadership Dysfunction and its Effect on Organizational Culture/Wellbeing
Problem Statement
Failure to lead an organization effectively may signal a lack of trust in the workforce and may jeopardize the employee’s behavior towards work and the ability to perform. This may lead to inefficient working relations which might eventually catapult into the failure of the business (Petty et al., 2012). Creswell(2014) estimates that about 544,000 new businesses formations crop up each year; however, the number of the busineses which fail are more tham=n those that are formed per year. Between 2012 and 2015, small businesses accounted for almost 98% of all the U.S. firms, their contribution to the gross demestic product (GDP) was nearly 37.8%, and they contributed about 54.9% of all the employees to the labor force (Silverman, 2013). The general business problem is that the effect of dysfunctional leadership to organizational culture continues to affect the progress and effectiveness of businesses (Dandira, 2012). The specific business problem is that small business firms lack strategies for ensuring functional leadership to affect progress and effectiveness of businesses
Purpose Statement
The purpose of this qualitative descriptve case study was to determine the entrepreneurial strategies that small retail busines leaders need to utilize to succeed in business beyond five years. Thereserch participants consisted of five companies or organization leaders located in the Baltimore, Maryland, with fewer than 50 workers that were profitable for at least five years. As of 2014, about 92% of the 209,103 small firms in Maryland had fewer than 50 employees, and 86% of the 209,103 establishments were located in Baltimore (Yin, 2012). Moreover, at least 15,497 of the 209,103small businesses were in operation for five years or more (Creswell, 2014). The region’s population contained over 100 study participants which made it be a suitable region for this research.
Methodology
Qualitative methodology refers to the broadest sense to research that produces descriptive data – people’s own written or spoken words and observable behavior (Taylor, DeVault, & Bogdan, 2015).
The main goal of this qualitative exploratory case study is to determine the significance of dysfunctional leadership to organizational culture.
Design
Research designs are kinds of inquiry in qualitative, quantitative, and mixed approaches that offer complete and precise direction for procedures in a research design (Creswell, 2013). This research will use a qualitative designs using a case study.
Targeted Population
The targeted population consists of five companies or organization leaders located in the Maryland.
Geographical Location
The focus of this research will be in Baltimore, Maryland. It will be conducted in companies located in the City.
Qualitative hypothetical example (case study).
Case studies are the design of inquiry found in numerous fields, particularly evaluation, in which the researcher develops an in-depth study and analysis of a case, often a program, activity, event, process or one or more persons. However, a case study is bounded by time and activity, and the researchers need to collect detailed data and information using a variety of data collection techniques over a sustained period of time (Yin, 2012).
Nature of Study
The qualitative studies, the usual designs are ethnography, grounded theory, phenomenology, and case study (Petty, Thomson, & Stew, 2012). Also, Myers (2013) stated that qualitative research method broadly explains the context, either social or cultural, within which people live. Moreover, qualitative research does not engage in statistical procedures; but, attempts to broaden and deepen the understanding of the causes or underlying reasons, opinions, and motivations (Creswell, 2014; Silverman, 2013).
According to Baškarada (2009), a qualitative case study is used for an in-depth investigation of a complex case which is gained by an extensive description of the analysis of the case. It is also considered as a whole and its context. Moreover, the advantageous stance of a case study in this research, allows the researcher to gain a deep holistic view of research problem than other approach used in qualitative research such as phenomenology or ethnography (Yin, 2014). Therefore, using a qualitative case study in this research will integrate, describe, understand and explain the situation that causes employees turnovers of several companies in Baltimore, Maryland, related to leadership dysfunction and its effect on organizational cultural/wellbeing.
Research Question
According to Petty (2012), using the word how or what, as the first word in a research question helped indicate that the design was a descriptive case study. The study had an overarching central research inquiry. The question proposed for this study was: What are the underlying factors of dysfunctional leadership in organizational culture?
Theoretical or Conceptual Framework
This study adopts the following framework to conduct research about the effect of dysfunctional leadership to organizational culture. Alemu (2016) identified four key underlying variables namely: decision-making, modeling, organizational goal achievement, and meeting ethical expectations as vital leadership characteristics that differentiate leaders of functional organizations/companies from those leading dysfunctional organizations/companies.
Decision-making
Modeling
Organizational Goal achievement
Meeting ethical expectations
Figure 1. A graphical model of dysfunctional leadership as it applies to examining organization’s culture/wellbeing.
Significance of the Study
The result of this study will redound to the advantage of the society especially in the business sector as excellent leadership is very valuable in any company or business endeavor. Thus, companies which apply the suggested approach derived from the result of this study will enable the companies to practice good leadership in an excellent manner. Managers and business owners will be guided on what they should be given more emphasized in relations to leadership and dealing with their employees to improve their business operations.
For the researcher, this will help him to uncover critical areas of the leadership of an organization or companies where some researchers were not able to explore. Thus, there could be new insights that can be provided after this research is done.
Dysfunctional dispositions may have produced significant behaviors in leaders that influence an employee’s aptitude and ability to function in an organization and endanger the success of the organization (Leary et al., 2013). Therefore, this study is conducted to assess how business owners able to control the risk of business failures due to dysfunctional leadership within the organization.
References
Baškarada, S. (2009). Information Quality Management Capability Maturity Model.
Leary, T., Green, R., Denson, K., Schoenfeld, G., Henley, T., & Langford, H. (2013). The relationship among dysfunctional leadership dispositions, employee engagement, job satisfaction, and burnout. The Psychologist-Manager Journal. http://dx.doi.org/10.1037/h0094961
Myers, M. (2013). Qualitative research in business and management (2nd ed.). Los Angeles, CA: SAGE.
Petty, N., Thomson, O., & Stew, G. (2012). Ready for a paradigm shift? Part 2: Introducing
The next generation of workers in Google Order Instructions: Words: 1,500 words, not counting the reference list.
The next generation of workers in Google
A minimum of 5 references is required to pass Assignment 1.
I will upload the attachment for the case study.
The next generation of workers in Google Sample Answer
Case study-Google
Introduction
Technology is a fast-growing industry in the world and thus mounting the pressure to remain the best in this field. The case study surrounds the technology sector where the managers of the company, Google, are involved in a new project that requires research to find out how to enhance team working in the company (Duhigg, 2016, p. 1). Being in the technology sector, it is important for them to thrive because of the increasing changes due to technology. As such they have to stay ahead of their competitors by creating the best teams since technology has become the core of commercial culture all over the globe.
Being a large organizational sector, companies like Google face managerial challenges which if not well taken care of can to the collapse of the company. Some of these challenges include the lack of the art to integrate employees from totally different backgrounds to have a goal-oriented team. Another challenge is to lack proper communication channels in large organizational sectors. As such information might be distorted by the time it gets to those at the bottom and hence delays in meeting the company’s objectives (Duhigg, 2016, p. 1). Challenges may also come as a result of a lack of comprehensive understanding of the firm’s code of ethics due to the large organizational setup. Also, large organizational structures may face challenges in incorporating all the stakeholders and hence the interests of the shareholders may become compromised. The company that is being featured in this case is Google which is technology oriented. The specific case dates back to 2012 where research was conducted to analyze the reason why some Google’s teams were performing while others were not (Duhigg, 2016, p. 1).
The next generation of workers in Google Background
Google Inc. is an American based company which was founded in1998 (Taylor 2005, p. 1925). It is a technology based company that deals with the provision of internet-based products and services. Some of the services offered by Google include online commercials that involve cloud computing as well as software (Taylor 2005, p. 1941). The main service revolves around the placement of Ad Words where they place commercials near the result search engine. The founders Larry Page and Sergey Brin possess14 % of the company shares but they have 56 % voting powers (Taylor 2005, p. 1919). By 2007 the company had an estimate of running more than 1 million servers across the world. In 2013, the company was listed as the most viewed website (Taylor 2005, p. 1950). The main aim of the company is to consolidate information from all parts of the world in a more accessible and useful way. As such individuals can retrieve any information from Google.
To allow innovation and growth of its employees, Google encourages team working to enhance the generation of ideas. As such the top executives had to conduct research to find out the best ways to create the best teams. This research was named project Aristotle and the main idea behind it was to find why some teams were making it while other teams were lagging behind. According to the results given by the group assigned to project Aristotle, there are norms that shape a team which is different for every team (Seibert et al., 2011, p. 985). As such the key thing is determining the various norms that matter the most to a certain team to make it most successful. The responses given by the employees during the survey indicated that teamwork was of no major importance to the employees.
Identification of Issues and The next generation of workers in Google
From the presented case there are several issues that can be seen. The first issue is that team members have a feeling that their work as a team is not recognized. The teams also find it difficult to express their real feelings during working and therefore do not find easy to socialize within the team for proper working. As such teams become a difficult affair where people are unable to unleash their full potential. Also, as stated by Matt some team members felt intimidated by their team leaders and hence could raise or contribute to ideas and discussions (Duhigg, 2016, p. 1). Other issues included lack of understanding by team members on the essence of the team working.
This issues and problems were caused by the lack of managerial competencies by team leaders. Team leaders lack the capability to coordinate their team members by enhancing communication systems (Duhigg, 2016, p. 1). As well team members have not also been sensitized on how to utilize different modes of communicating to make team working fun and effective. As such, there lacks collaboration control and competitive nature in the groups. Team leaders should, therefore, focus on developing others as well as mentoring their team members. They should apply the managerial theory from CSR to enhance team working accountability and social performance within the teams (Duhigg, 2016, p. 1).
The positives about the leadership in Aristotle project is that the leader is focused, and there are no signs of chitchat idling, and hence the objectives are met within the scheduled time. As such it does not allow social loafing thus increasing efficiency. The other positive is that managers like Matt took the initiative to better his team through the results from the survey. However, I made no bear positive impact on his team leaders, but he was still determined. He exercised communication by resourcing for feedback from the team players. The negatives include that team member’s feel left out by their team leader because they are not allowed to socialize in the teams and get a chance of understanding themselves and their colleagues. Also, the results provided by the research group did work well with Matt’s teams and hence an indication that they should be enforced for every team (Duhigg, 2016, p. 1).
The next generation of workers in Google Possible solutions
The first alternative to the highlighted issues is to change the relationship between team members and their leaders. This can be done by elimination of communication barriers which inhibit proper communication and understanding (Gressgård, 2011, p. 103). Communication will help the employees feel accommodated, and they will know that their contributions are important. As such in the case of disputes or problems, they will be able to generate solutions together. As well employees will also be able to interact freely and hence make group and teamwork fun and productive.
The other alternative is to let the teams generate their own norms and conformations instead of enforcing a set of conditions. Team members are likely to work better under their own terms because they can understand one another and enhance collaboration (Gressgård, 2011, p. 103). When people work as friends, they eliminate chances of backstabbing and blame games. The final alternative is to establish a stable environment where the teams that are not performing are allowed to undergo a gradual change in their team performance (Gressgård, 2011, p. 119). As such this will allow them to learn from successful teams without feeling hurried. They will there be more successful in identifying their group norms as they gel up together.
The next generation of workers in Google Proposed Solution
Given that Google Inc. is a successful organization, the resources needed for enhancing the relationship between employees and their leaders. The primary goal, in this case, is to find out how best teams can be formed. As such the best solution is to make sure the level of interaction between leaders and employees is based on proper communication and not a bossy one (Jackson and Joshi, 2011, p. 651 ). This move will make them feel more appreciated and their contributions acknowledged. Google can, therefore, star by training the managers on the different forms of managerial competencies especially on communication with employees. As well employees should be sensitized on the importance of teamwork and how to identify the different norms that contribute to successful teams.
According to Hartman, various communications should be enhanced in a company to establish relationships between employees and their bosses. Employees feel empowered to air their views and hence generation of ideas. As such, there is no better way to reward employees than make them know how much their inputs matter. Thus, they are encouraged to become innovative and do not out of obligation. Since Google is the large organization, it would benefit the most from this setting where leaders will interact directly with employees (Jackson and Joshi, 2011, p. 655 ). Conflicts based on various chains of command will also be avoided since there will be a friendly environment whereby it will not matter where commands come from. Middle-level managers will, therefore, be able to lead their teams without worry of conflicting commands.
The next generation of workers in Google Recommendations
The first recommendation would be to create a culture whereby employees are given the chance to discuss what they feel about their teams and how they function. This discussion will give them the chance to express their true beliefs about teamwork. As well team members should also be required to give their views on individuality. In the process, the members will develop certain norms that exist within their teams as well as the strengths and weaknesses of individuality and team working (Piña, Martínez and Martínez, 2008, p. 8)). This exercise should take a day or two and will give insight to the management on where to start. During the process, team leaders will be required to encourage the employees to give their true views and discuss how they could make their teams better. As such open discussions will be established and this should be done on repetitive occasions to enhance the relationship between employees and the leaders (Piña, Martínez and Martínez, 2008, p. 8). The long-term action should be based on the data collected during the open discussions based on the views given by employees. As such the long term process should by education and training for leaders and the employees. The training should be done in the setting that involves both the leaders and employees. Such a setting will make easy to allow for interaction and generation of ideas in a combined effort. Leaders and their juniors will be given case studies to solve together and demonstrate collaboration and effective communication (Piña, Martínez & Martínez, 2008, p. 8). These interactions should be taken to the workplace and applied in solving of companies issues where employees are allowed to question and air different ideas.
The next generation of workers in Google List of References
Duhigg, C., 2016. What Google learned from its quest to build the perfect team. The New York Times Magazine, p.NA–NA. Available at: http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html.
Gressgård, L.J., 2011. Virtual team collaboration and innovation in organizations. Team Performance Management, 17(1/2), pp.102–119. Available at: http://search.proquest.com/docview/855078790?accountid=28962\nhttp://sfx.metabib.ch/sfx_locater??url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&genre=article&sid=ProQ:ProQ:abiglobal&atitle=Virtual+team+collaboration+and+innovation+in+organi.
Jackson, S.E. & Joshi, A., 2011. Work team diversity. APA handbook of industrial and organizational psychology, Vol 1: Building and developing the organization. APA Handbooks in Psychology., 1(20), pp.651–686. Available at: http://ovidsp.ovid.com/ovidweb.cgi?T=JS&CSC=Y&NEWS=N&PAGE=fulltext&D=psyc7&AN=2009-22818-020\nhttp://sfx.usask.ca/usask?sid=OVID:psycdb&isbn=1-4338-0732-7&issn=&volume=&issue=&pages=651-686&date=2011&atitle=Work+team+diversity.&title=APA+handbook+of+indus.
Piña, M.I.D., Martínez, A.M.R. & Martínez, L.G., 2008. Teams in organizations: a review on team effectiveness. Team Performance Management, 14(1/2), pp.7–21. Available at: http://www.emeraldinsight.com/10.1108/13527590810860177.
Seibert, S.E., Wang, G. & Courtright, S.H., 2011. Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. Journal of Applied Psychology, 96(5), pp.981–1003. Available at: https://login.liboff.ohsu.edu/login?url=http://ovidsp.ovid.com/ovidweb.cgi?T=JS&CSC=Y&NEWS=N&PAGE=fulltext&D=paovftm&AN=00004565-201109000-00007\nhttp://librarysearch.ohsu.edu/openurl/OHSU/ohsu_services_page?sid=OVID:ovftdb&id=pmid:&id=doi:10.1037/a00226\nh.
Taylor, J., 2005. The next generation of workers in Australia: their views on organizations, work and rewards. The International Journal of Human Resource Management, 16(10), pp.1919–1933.
3-5 news stories on ethical breakdowns by current business leaders. Discuss the events in the context of why the breakdowns occurred. Was it due to a wrong style, such as using charisma when it did not work? Discuss the concept of traits and behaviors in the context of what makes a great leader. For example, can one behave unethically in their personal lives, but still be a great leader?
You can use examples under disguise.
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Using Transformational Leadership Unethical Objectives Order Instructions: Please read below for information concerning assignment. Support responses with examples and use APA formatting in the paper.
Using Transformational Leadership Unethical Objectives
You may access the school’s website by logging into:
Please note that when you log into the website you must click launch class, and on the next screen click syllabus to view this week’s readings (week 4) and Academic Resources to access the school’s library.
To support work, use the course and text readings and also use outside sources. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Choose one of the following statements and argue your position (are you in favor or opposed to the statement). You should use at least three credible sources to support your argument.
• We can become more ethical leaders by examining cases of unethical leadership.
• The most important quality a leader should have is authenticity.
• Incompetent leaders can’t be ethical leaders.
• It is possible to use transformational leadership strategies to reach unethical objectives.
• An action or a decision cannot be ethical unless a leader reaches it using ethical processes.
• Traditional leadership theories and moral standards are not adequate to help employees solve complex organizational issues.
Using Transformational Leadership Unethical Objectives Sample Answer
The Possibility of Using Transformational Leadership Strategies to Reach Unethical Objectives
Ethics within an organization establish the codes of moral values and principles that govern the manner in which employees behave and conduct their selves in respect to the rights and wrongs within an organization. The success of an organization, in this case, depends on the inclusion of efficient leadership approaches, an aspect that aids in the achievement of ethical objectives (Woodward & Shaffakat, 2016). On the other hand, the transformational form of leadership entails a process through which leaders initiate actions aimed at increasing ethical awareness in employees and raise motivational elements that move beyond an interest of an individual.
It is, however, essential to note that the inclusion of transformational leadership approaches has the capacity to reach unethical objectives especially in an instance where these leaders fail to establish moral values and ethical standards within an organization (Woodward & Shaffakat, 2016). An instance of this can be viewed in an unethical conduct of a transformation leader, thus resulting in the followers adapting to such behaviors. When a leader acts unethically, his leadership characteristics mare the organization’s values, vision, and mission, thus implanting unethical values within the organization.
These factors are supported by the fact that the failures of leaders in initiating morality, honesty, trustworthy, authority, and authenticity translates to the employees who follow in the footprints of the toxic and unethical transformational leaders, thus reaching unethical objectives in an organization (Fehr, Kai Chi & Dang, 2015). Alternatively, another factor that would result in transformational leadership strategies reaching unethical objectives remains in the decision-making process. Unethical transformational leadership approaches fail in adhering to an organization’s vision in achieving their long-term goals. This establishes the fact that these leaders may fail in initiating good relationships with the employees, an aspect that hinders communication.
Using Transformational Leadership Unethical Objectives References
Fehr, R., Kai Chi (Sam), Y., & Dang, C. (2015). Moralized Leadership: The Construction and Consequences of Ethical Leader Perceptions. Academy Of Management Review, 40(2), 182-209. doi:10.5465/amr.2013.0358. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=101654708&site=ehost-live
Woodward, I. C., & Shaffakat, S. (2016). Understanding Values for Insightfully Aware Leadership. INSEAD Working Papers Collection, (5), 1-58. Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=113503558&site=ehost-live
Social Performance of Organizations Order Instructions: Assignment 1: Social Performance of Organizations
Due July 30, 2016
Social Performance of Organizations
According to the textbook, the current world economy is increasingly becoming integrated and interdependent; as a result, the relationship between business and society is becoming more complex. Use the Internet to research Apple. Submit a four to six (4-6) page paper.
Write a four to six (4-6) page paper in which you:
1. Specify the nature, structure, and types of products or services of Apple, and identify two (2) key factors in the organization’s external environment that can affect its success. Provide an explanation to support the rationale.
2. Suggest five (5) ways in which the primary stakeholders can influence the organization’s financial performance. Provide support for the response.
3. Specify one (1) controversial corporate social responsibility concern associated with Apple.
4. Submit a reference page with at least four (4) quality references that you have used for this presentation/paper. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are:
• Analyze the relationship between business and society, and the ways in which they are part of an interactive system.
• Recommend ways stakeholders can influence the destiny of both business and society.
• Analyze the various primary and secondary stakeholder groups, their roles, and relationships.
• Compare and contrast the concepts of corporate social responsibility and citizenship.
• Analyze ways ethical challenges affect the multiple functions of the business.
• Use technology and information resources to research issues in business and society.
• Write clearly and concisely about business and society using proper writing mechanics.
Social Performance of Organizations Sample Answer
Introduction
The global economy at present is such that there is huge interdependence on economies. Both large and small economies are heavily relying on each other. Unlike in the past where business and society appeared to exist independently, there now appears to be a heavy integration between the two. As a result, when one is affected, there is a ripple effect on the other. For instance, the stability of any society will have a direct impact on the performance of the business. This discussion has focused on the increasingly complex relationship between business and society as seen through the lens of Apple Inc.
Apple Incorporation
Apple Inc has been credited and hailed for the massive contribution made towards growth in the communication sector. To date, Apple still boasts of being among the top companies in the industry and among the most successful. Over the years, the company remains a trendsetter coming up with unique business strategies that have seen scale to great heights (Cullen, 2013).
The year 2007 was a phenomenal year for the multinational company. This is the year when the company made its debut release of its very first smartphone, the I-phone. It was a gadget of its own kind and no other company as yet had come up with a similar invention.
Social Performance of Organizations and Business Strategies
Apple has employed a number of strategies aimed at helping the business achieve projected goals. Identification of gaps in the market is one of the most successful strategies that the organization has employed. In all markets, there is often an information gap which when filled a need then arises. In this case, Apple conducts market surveys and researches from time to time. The feedback received from the relevant and target audience forms a platform for the next invention. It is highly essential to understand every market, what they have and what they need (Hill, 2014). It is also imperative to note that markets vary and that the needs and gaps are not always the same. As such, customization for each market to meet the specific needs is crucial. This can only be achieved when a market survey and research is done. This strategy has formed a strong pillar for Apple Inc. It becomes necessary to understand the needs of the market. Through meeting these needs, it will be possible to foster a good relationship between business and society.
The Role of Technology and Social Performance of Organizations
Apple Inc. has capitalized on technology, making it central to all her inventions. Recognizing the dynamic nature of technology, Apple has remained in sync with the changing trends. This is with the realization that such trends are what is found to be appealing to the clients. The idea behind the I-Phone was very fascinating, having been one of its kinds in the market. The heavy reliance on digital aspects got the market excited making the product to appeal to the target audience. Apple has also made gainful contributions to the market. In a bid to stay in sync with the developments in the market, other industry players have followed closely in these footsteps. As a result, the market has a wide variety to choose from (Tar, 2013).
Challenges Faced and Social Performance of Organizations
Although Apple Incorporation continues to ride up high in the market, it still faces some challenges in its line of operation. The company has been unable to level its prices to meet the market standards. Most of her products are classified as expensive in comparison to similar gadgets from other industry players (Hassan, 2013). Although Apple insists that the high cost is a reflection of the quality of the product, the aspect of price remains a challenge. This is because it limits the number of people who can access her product by giving them an opportunity to go for the alternative.
Apple Inc also continuously battles with accusations of exploitation of her workers. There have been accusations of poor working conditions among employees. The company has also been put on the spot for failure to strictly adhere to set work ethics (Tar, 2013). As result, recent years have seen a drop in the popularity of the company as sales dwindle in some of its key regions.
Social Performance of Organizations and Stakeholder’s Influence
There are a number of ways in which stakeholders can affect the financial performance of Apple Inc. If stakeholders refuse to support the decisions of the management, then the finances will be affected (Tar, 2013). Sometimes, stakeholders may sabotage an organization by opposing any decisions made. When that happens several times, the finances of the company will head south. On the other hand, having stakeholders who act as patriots of the company will go a long way. Stakeholders, can in more ways than one act as brand ambassadors of the company. If they promote the products of the company, they are likely to encourage the public who will in have confidence in the products of the company.
Stakeholders also play a crucial and instrumental role in fostering the relationship between a business and society (Adrian, 2007). As already discussed, it is not possible especially in today’s business environment to separate business and society. The two exist together and depend heavily on each other. Stakeholders have a role to influence the society positively by speaking positively on the products of the company.
Stakeholders also help the company to carry out market research that will help identify the needs of the market. Markets are heavily dynamic and the needs change every so often. It is imperative for any company to keep in tandem with the needs of the market. This is the only sure way that a company can create a niche for itself while successfully managing stiff competition. Having identified the needs of the markets, it may be necessary to tailor-make the products of the company to suit the needs of each market. Apple has managed to establish the needs of each market while customizing to ensure that the needs of their clientele are properly met. Rolling out similar products for each market might lead to a huge blow to the company as some markets might not be receptive to the product. Apple Inc can only be successful if they tailor-make their products based on the information and feedback given by the stakeholders.
As a multinational, Apple Inc has put measures in place to prevent unethical behavior. One is through the use of contracts that define the code of conduct while in the industry (Ruth, 2014). For example, there are some employees who seek to move across the industry and are therefore likely to disclose the secret strategies of the company. Contracts, therefore, act as guidelines through which such unethical behavior is prevented.
Controversial CSR Associated with Apple Inc
Despite being at the helm of the telecommunications industry, Apple Inc has encountered its fair share of challenges. Some of these pitfalls have threatened to drive the sales of the company on a downward trend. One of the issues that Apple has been confronted with is the working conditions of the factories in various parts of the world (King, 2016). On more occasion than one, Apple was accused of not providing a conducive working environment for her workers. The company was accused of failing to have factories that meet the standard requirements hence endangering the lives of her workers.
In the recent past, there are various issues that have been raised which are indicative of a violation of employee rights. For instance, in 2014 when I-Phone 6 was launched, employees would be logged in for more than 15 hours and would work back to back an entire week without rest. As a result, cases of employees collapsing due to fatigue and heat coming from the machines in the factory were common (Petter, 2011).
Other reports that have emerged is that some of the fire exits of the buildings that house Apple’s factories are totally blocked. This makes them inaccessible and in case if an emergency, there may be fatalities. Apple has remained on the defensive only highlighting its good performance. In the year 2015, the company announced a billion profit, one of the highest to be reported in the corporate sector.
It is crucial for Apple’s management to realize that they can no longer wish away the complaint constantly leveled against the company. As earlier discussed, stakeholders of a company play an integral role in ensuring that a company remains afloat (Artur, 2013). There are external and internal stakeholders all of whom play a contributory role in the success of the company. The manner in which the organization treats her employees has a direct impact on the performance of the company.
Apple must review and relook at her work policies to ensure that they accommodate their employees. They must also reform that policy to ensure that their factories meet the standard requirements. Ideally, corporate social responsibility is meant to improve the rapport and relations that a company has with its public (Pompper, 2015). The relationship between the company and its stakeholders is supposed to be strengthened through CSR. It is a platform that is meant to ensure warm relations between all the stakeholders of the company.
Social Performance of Organizations Conclusion
Although Apple has been riding high in its performance, it can no longer continue to bury her head in the sand. The issues that have been raised ought to be addressed before they cause any further damage. Although the company may be a giant in the telecommunication industry, bad reputation could push it down to her knees. It will be necessary for the organization to back to the drawing board and seek to correct the misconceptions. The main platform that keeps a company afloat is its good relations with the public. Despite the good quality of its product, brushing shoulders the wrong way with her stakeholders could see the company’s many years of investment tumble down within no time. Consultations with all the stakeholders must, therefore, be a priority for Apple Inc if they are to regain lost confidence and popularity.
Social Performance of Organizations References
Adrian, H. (2007). Strategic management: theory and application. California: John Wiley and Sons.
Artur, L. (2013). Media Convergence Handbook. New York: Springer
Cullen, J. (2013). Multinationals management. London: Sage
Hassan, M. (2013). Apple Inc.: an analysis. London: Sage.
Hill, C. (2014). Strategic management theory: an integrated approach. New York: Prentice Hall.
King, D. (2016). Organizational Behavior. London: Oxford University Press.
Petter, G. (2011). Corporate Social Responsibility, Governance and Corporate Reputation. New York: Springer.
Pompper, D. (2015). Corporate Social Responsibility, Sustainability, and Public Relations. London: Routledge
Ruth, W. (2014). Empowering Organizations through Corporate Social Responsibility. London: Oxford University Press.
Tar, A. (2013). Apple SWOT analysis. New Jersey: Springer.
Critical Reflection on Scope of Practice Order Instructions: – We have to write about what our scope of practice as being a nursing student. We have to reflect ourselves.
Critical Reflection on Scope of Practice
Like what would we do in these following scenarios
-? go to the medication room and collect paracetamol tablets for the patient you are looking after
-? work with the AIN and delegate nursing tasks
-? check blood products with one registered nurse
-? silence the IV pump alarm
I am attaching a file of my friend as an example.
About my personal placements I had that in Monash Hospital Clayton 2 weeks(acute placement), and 2 weeks in The Alfred hospital (outpatients placement). If you need to use that as in an example
Critical Reflection on Scope of Practice Sample Answer
Critical reflection on the Scope of Practice
The profession of nursing is one of the health care divisions that have significantly molded the delivery of patient care. Among all the clinicians, nurses have a direct impact on the health outcome of a patient. This is because they spend most of the time with patients providing vital services especially during the process of recovery (Stefancyk et al., 2013). Currently, the nursing profession has different types of care giving professionals including unlinked personnel, licensed practicing nurse, and practitioners and registered nurses. These professionals have different scopes of practice as defined by the board of nursing (Huber, 2013).
I have come to learn that it is important to understand my scope of practice in the health care sector so that I can provide quality patient care. According to the nursing and midwifery body of Australia, the scope of nurses depends on an individual’s level of training and the policies of the particular hospital one go for placement. As a student, it is important to understand the hospital guidelines and procedures before undertaking any medical procedure.
During my placement at Monash hospital Clayton as a final year nursing student, I understood how different hospital settings especially those providing acute care define the nursing scope of practice from different perspectives. Therefore, it is my personal initiative to research the standardized nursing scope of practice from the university. It is important to be aware of the rules and regulations before placement as this will allow me to work confidently as a nurse. Having completed my placement at the hospital, I have learned how healthcare delivery has greatly changed over the past few years. Being a novice in the nursing profession, I am in the process of learning the scope and the practices of a nurse because I still have very little knowledge regarding the extent of my practice. However, during the period I spent at the hospital during my placement I felt that my confidence has grown.
I remember being confronted by one of the family members of a patient under my care who questioned why I was silencing the IV pump; I was so terrified that I could not provide clear rationale despite being aware that I had done the right thing. I had been told earlier by my bodies nurse that the alarm occurs due to detection of air or blockage in the pump, or if the medicine has finished infusing (White et al., 2013). In this case, the alarm rang because the infusing medicine was finished. However, I still sought out to confirm if I had done the right thing. The bodies nurse indeed confirmed that what I had done was right. By then I failed to realize that I lacked confidence in effectively communicating my reasons for executing the task. With time, I have been able to reflect on my practice and address some of the areas of weakness by being proactive in seeking for further assistance in developing confidence during my practice to understand what I am required to do (Tiew et al, 2013).
Therefore, I endeavor to always do my best when caring for patients. Reflecting back on my practice I have so far achieved a lot from the time I embarked on my nursing course up to this point that I am almost graduating. My placement experiences have enabled me to become more competent as a nurse by understanding what is expected of me as a trained nurse. Initially, I found it difficult to adjust to the work setting, but working in a supportive environment has enabled me to develop several skills and confidence to face patients and answer their questions without fear.
Critical Reflection on Scope of Practice References
Huber, D. (2013). Leadership and nursing care management. Oxford: Elsevier Health Sciences.
Stefancyk, A. et al (2013). The nurse manager: change agent, change coach? Nursing administration quarterly, 37(1), 13-17.
Tiew, L. H. et al (2013). Student nurses’ perspectives of spirituality and spiritual care. Nurse education today, 33(6), 574-579.
White, G. et al (2013). U.S. Patent No. 8,486,019. Washington, DC: U.S. Patent and Trademark Office.
