CUC Course Reflection

Description

What have you learned and how will you apply these insights in both your personal and professional life going forward?
See attached syllabus and material for course contents.COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
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Course Description
MBAC-6155 Organizational Behavior for Competitive Advantage
This course focuses on providing students with cutting edge thinking about how organizational
behavior creates competitive advantage through the people within an organization. Organizational
behavior functions as a system that focuses on the individuals and groups who create, innovate, and
execute the organization’s strategy. Knowing how to motivate and mobilize an organization’s human
capital is critical to organizational performance. This course will assist students in developing a
systematic understanding of why people behave the way they do and understand how to translate that
knowledge into organizational applications.
Course Outcomes:
Upon successful completion of this course, students will:
A. Evaluate how organizations work and why people and teams behave as they do in
organizational situations MAPO 1, 3
B. Develop communication skills and practices that optimize performance in organizations
through motivating individuals and groups, leveraging the use of human resources, and
inspiring innovation MAPO 4, 5
C. Create and maintain healthy and productive work environments through applying OB theories
and concepts MAPO 1, 2, 3
D. Assess the impact of ethics, personal values, globalization, technology, diversity, and
inclusiveness on organizational culture MAPO 3, 4, 6
E. Examine the organization as an integrated system with its own culture that requires ethical
leadership to navigate changes in the business environment MAPO 2, 3, 6
Principal Units taught in the Course:
A. The study of Organizational Behavior as a system of individuals, groups, and
structure
B. The role of the individual in the organization including diversity, attitudes, job
satisfaction, emotions, personality, perception, decision making, and motivation
C. The role of the group in an organization including group behavior, social networks,
communication and working in teams
D. Leadership in organizations including power and politics, and conflict and negotiation
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Pg. 1
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
E. Foundations of the organizational structure and system including the organizational
structure, the Human Resources department, and organizational change and stress
management
Required Texts:
Texts:
Robbins, S., Judge, T. (2019). Organizational behavior (18th ed.). New York, NY: Pearson Education,
Inc.
Print ISBN: 9780134729329, 0134729323
eText ISBN: 9780134729749, 0134729749
Course Grading:
Activity Name
Introduction
Discussion 1
Journal Module 1
Discussion 2
Assignment 1
Discussion 3
Assignment 2
Discussion 4
Assignment 3
Discussion 5
Journal Post Module 5
Discussion 6
Assignment 4
Rev.
Description/Due in Module #
Introduce yourself to the class/due before
class Week 1
Concept of OB/Initial post due night before
class Week 1
Evidence based management/Due at the end
of Week 1
Concept of Emotional Intelligence/Initial post
due night before class Week 2
Generational Differences/Due at the end of
Week 2
Gender differences and emotion/Initial post
due night before class Week 3
Case Incident: Collaboration Overload/Due at
the end of Week 3
Communication and Groups/Initial post due
night before class Week 4
Communication to optimize performance/Due
at the end of Week 4
Best and worst of leadership styles/Initial post
due night before class Week 5
Mapping your career politically/Due at the
end of Week 5
Ethical dilemma and conflict/ Initial post due
night before class Week 6
Reflection on Leadership ethics and style/Due
at the end of Week 6
Point value/
Percentage
0
5
5
5
9
5
9
5
9
5
5
5
9
Pg. 2
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Activity Name
Description/Due in Module #
Discussion 7
Journal Post Module 7
Discussion 8
Assignment 5
Point value/
Percentage
Organizational approaches to stress/Initial
post due night before class Week 7
HR, Recruitment, and modern
technology/Due at the end of Week 7
Reflection on Course/Initial post due night
before class Week 8
Organizational Behavior as a system for
change/Due at the end of Week 8
5
5
5
9
Total
100
Grading Scale
Percentage
Letter
Percentage
Range
Letter
Percentage
100-93%
A
4.00
8280%
7977%
7673%
7270%
B-
2.67
Range
Letter
Percentage
69D+
1.33
67%
92-90%
A3.67
C+
2.33
66D
1.00
63%
89-87%
B+
3.33
C
2.00
62D.67
60%
86-83%
B
3.00
C1.67
59%
F
&
.00
below
It is suggested that if you deviate from the suggested grading criteria for UG courses, you receive
your chair’s approval.
Assignments for the Course
#1: (Generational differences)
(Due at the end of Module 2)
Read one or more of the articles listed below. Write a 3-4 page paper in APA 7th Ed. format with a
cover page and Reference section. You must have at least 5 in-text citations in the paper. You must
have at least 3 scholarly references – peer reviewed journal articles. For this assignment, you will be
designing a holistic strategy for your human resources system that includes age-neutral hiring and a
succession plan for knowledge transfer from older workers to younger workers. You may use a
company that you are currently working for or you may use a fictional company, or you may design
this for your ideal company. Make sure that as you design the strategy and policy, that you make a
case to senior management as to why it will be valuable to the company to make these changes.
You are completely redesigning the company policy (which may include training) to create an age
neutral workplace. This requires some innovative thinking as younger workers may be having
children, middle aged workers may be dealing with aging parents and children in college, and older
workers may need time off to deal with health issues. The workplace itself may need to change using
some newer ideas such as phased retirement, project based work, flexible schedules, or less fast-paced
work (https://www.shrm.org/ResourcesAndTools/hr-topics/global-hr/Pages/welcoming-olderworkers.aspx).
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Pg. 3
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Age neutrality and knowledge management will require considering the value and lives of workers at
every age. Managers and workers will need to be trained in working with multiple generations. In
designing a training program, you may want to create a table for a training schedule with the titles of
the training and who should receive it. The table may be an appendix to your paper but should not be
more than one page long.
You may find some help using the checklist located here:
https://www.shrm.org/ResourcesAndTools/hr-topics/global-hr/Pages/checklist-of-age-inclusion-.aspx
Scheibe, S., Yeung, D. Y., & Doerwald, F. (2019). Age-related differences in levels and dynamics of
workplace affect. Psychology and Aging, 34(1), 106-123. doi:http://dx.doi.org/10.1037/pag0000305
Tamir, L. M., & Finfer, L. A. (2016). Executive coaching: The age factor. Consulting Psychology
Journal: Practice and Research, 68(4), 313-325. doi:http://dx.doi.org/10.1037/cpb0000069
Raymer, M., Reed, M., Spiegel, M., & Purvanova, R. K. (2017). An examination of generational
stereotypes as a path towards reverse ageism. The Psychologist-Manager Journal, 20(3), 148-175.
doi:http://dx.doi.org/10.1037/mgr0000057
Hanrahan, E. A., Huntoon Lindeman, M. I., & Finkelstein, L. M. (2017). Discounting seniors:
Implications of age stereotypes at work. Translational Issues in Psychological Science, 3(4), 370-377.
doi:http://dx.doi.org/10.1037/tps0000132
(CLOs A & D)
#2: (Case Incident 1: Warning: Collaboration Overload)
(Due at the end of Module 3)
Read the case incident on page 207. Respond to the questions at the end of the case incident in an
essay format. Additionally, respond to this question: if it is true that companies are experiencing
collaboration overload, how might it be impacting creativity and innovation? Make recommendations
to a company that includes improving teamwork and team projects while still encouraging individual
decision making and inspiring creativity and innovation.
The paper should be 3-4 pages long (not including the cover page and reference page) and in APA 7th
Ed. format
(CLOs B, C, D)
#3: (Communications to optimize performance)
(Due at the end of Module 4)
For this assignment, you will create two slide presentations (8-10 pages each). The first slide
presentation is directed toward the Board of Directors. The second slide presentation is directed
toward the employees. (As an example for your presentation, you may use a fictional business or you
may use the company that you work at now).
For this assignment, first read the following:
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Pg. 4
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage



Implications for Managers in Chapter 8 on page 277
Chapter 8 Case Incident 1: We Talk, But They Don’t Listen on page 280
Chapter 10 Case Incident 1: Trusting Someone You Can’t See on page 347
Scenario:
Your company wants to change its company policies so as to enable more people to work from home
using flex time. Employees will still be required to be in the office at least half time. The managers at
the company are afraid that employees will not work when they are at home and also that teamwork
will suffer. Of course, the office will need to enable virtual meetings using Zoom, Webinars, or Skype
or Google Hangouts. Furthermore, employees are going to need to collaborate on certain projects and
make sure that their team mates are kept informed of their progress.
Employees are excited about these ideas but are afraid that the people who work from home will not
be considered for promotions and advancement in the company in the same way as people who keep
coming into the office. Furthermore, they are afraid that the managers will not listen to their ideas.
Managers are worried that they will not be able to properly motivate and measure productivity of at
home workers.
For the first presentation that will go to the Board of Directors, explain why the company will benefit
from the telecommuting. Be sure that you incorporate some of the motivational theories you learned
about in Chapter 7 as well as the work design theories you learned about in Chapter 8. Explain what
will need to change in the new culture of trust that needs to be built with the managers. Develop a
performance management system that will work for everyone including telecommuters.
For the second presentation that will be shown to employees, explain how the telecommuting will
benefit different workers and the company. Explain the performance management system and how it
will ensure equal opportunities for advancement. Also explain how some work habits will need to
change in order to work in a virtual team environment.
(CLOs A, B, C)
#4: (Reflection on Leadership ethics and style)
(Due at the end of Module 6)
Read the section in Chapter 12: Challenges to Our Understanding of Leadership that begins on page
418. Research and explore some of the new theories of leadership using some of the articles below (or
others that you locate in the library). Despite the amount of time and effort that companies dedicate to
leadership, and the efforts that universities dedicate to training leaders, there is still a need for good
leaders in business.
In this 3-4 page paper, explain what you have learned about new theories in management and state
whether you agree with what you have learned. Address some of the challenges in leading modern
organizations including moral challenges. Describe your own path to leadership. What type of leader
are you? Finally, write a plan to develop leaders in your ideal company. How can a company develop
a leadership talent flow?
Write a 3-4 page paper in APA 7th Ed. format with a cover page and Reference section. You must
have at least 5 in-text citations in the paper. You must have at least 3 scholarly references – peer
reviewed journal articles and the textbook.
Rev.
Pg. 5
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Emler, N. (2019). Seven moral challenges of leadership. Consulting Psychology Journal: Practice and
Research, 71(1), 32-46. doi:http://dx.doi.org/10.1037/cpb0000136
Lee, S. M., & Farh, C. I. C. (2019). Dynamic leadership emergence: Differential impact of members’
and peers’ contributions in the idea generation and idea enactment phases of innovation project teams.
Journal of Applied Psychology, 104(3), 411-432. doi:http://dx.doi.org/10.1037/apl0000384
Zhang, Y., Zhang, L., Liu, G., Duan, J., Xu, S., & Cheung, M. W. -. (2019). How does ethical
leadership impact employee organizational citizenship behavior? A meta-analytic review based on
two-stage meta-analytic structural equation modeling (TSSEM). Zeitschrift Für Psychologie/Journal
of Psychology, 227(1), 18-30. doi:http://dx.doi.org/10.1027/2151-2604/a000353
(CLOs D & E)
#5: (Organizational Behavior as a system for change)
(Due at the end of Module 8)
For this assignment, you will design the ideal organization based on the concepts you have learned
throughout the course. Sign up for a free account at The New York Times (or locate it in the library)
and read this article on Mellody Hobson of Ariel Investments: https://nyti.ms/2Lo9SDT As a black
woman in the field of finance, she says that “Capitalism needs to work for everyone.” In this
assignment, it is your job to design an organization that provides a fair environment for all employees
to succeed. Note that you may want to return to Chapter 1 and review Exhibit 1-5 A Basic OB Model.
Please use a fictional organization but you may use any type of business as an example if it helps you
design the plan for the organization.
Consider the following:










Describe the company culture. How will your organization ensure that the company culture
continues through the years?
What is the role of the individual in the organization? Consider everyone from the janitor to
the CEO.
How will you form groups to optimize company performance?
How will your company consider the entire person?
How does communication in the organization influence the success of the business?
What motivates your teams and employees?
How do you compensate and reward your employees and teams?
How does the company deal with conflict and negotiation?
What kind of HR policies and practices will you put in place?
How will your plan create a company that responds to a rapidly changing business
environment?
Your well-written and well-developed submission should meet the following requirements:

Include the CUC cover page, introduction, a conclusion, and a references page.
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Pg. 6
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage


Use a minimum of 8 credible sources that are cited within the essay.
Include proper citation of any graphs or figures that you do not create yourself.
Please format according to the 7th edition APA form and style. Please use the provided writing
template.
Gelles, D. (July 18, 2019). Mellody Hobson of Ariel Investments: ‘Capitalism Needs to Work for
Everyone.’ New York Times. Retrieved from
https://www.nytimes.com/2019/07/18/business/mellody-hobson-ariel-investments-corneroffice.html?&moduleDetail=section-news0&action=click&contentCollection=Job%20Market&region=Footer&module=MoreInSection&versio
n=WhatsNext&contentID=WhatsNext&pgtype=article
(CLOs A, C, E)
Course Calendar
Module 1
(Exploring Organizational Behavior, Diversity, Attitudes, and Job Satisfaction)
Learning module description/summary:
In this module, we will answer the question, “What is Organizational Behavior?” We will see that OB
is interdisciplinary in nature, integrating behavioral sciences, social sciences and other disciplines.
Specifically we will read and discuss topics involving the importance of interpersonal skills in the
workplace; learn what managers really do and what exactly /specifically is Organizational Behavior
concerned with on a day-to-day basis; and compare the three levels of analysis in the textbook’s OB
model. Finally, we will discuss how OB can and does complement our ‘gut instincts’ or intuition with
systematic study; and, most importantly look into both the challenges and opportunities managers of
people have in applying OB concepts in the workplace.
We will start to gain a deeper understanding of the individual functioning within an organizational
context. As such, this module will examine the need to respect, value and manage the diversity of
people who make up the workforce, review the concept of diversity management along with some of
the controversies surrounding it, as well as discussing strategies for implementing effective Diversity
Management initiatives. Moreover, in this module, we will see how and if “attitude really determines
altitude.” Additionally, we will look into the notion of job satisfaction. In other words, we will tackle
questions like: how do we measure job satisfaction, how satisfied are people in their jobs, what causes
job satisfaction and what is the impact of satisfied and dissatisfied employees on the workplace?
Module Outcomes/Objectives:


Rev.
Research evidence based management and make a case for when it is useful to an
organization
Describe the benefits of using Organizational Behavior (OB) concepts in organizations
Pg. 7
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage

Consider the challenges of today’s business environment when using OB concepts
CLOs A, D
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 1, 2, & 3
PowerPoint presentations for Chapters 1, 2, & 3
Videos:
Intro to Organizational Behavior at https://youtu.be/r2Xv9Am7PWQ
What is evidence-based management and why do we need it? https://youtu.be/nwK7IgmygBc
What is Organizational Behavior? Definition and History of the Field

Diversity in the Workplace

Increasing Job Satisfaction

Additional Resources
Pfeffer, J., Sutton, B. (September 3, 2011). Trust the Evidence, Not Your Instincts. New York Times.
Retrieved from https://www.nytimes.com/2011/09/04/jobs/04pre.html
Activities:
Introduction:
0 Points
Introduce yourself. Tell us something about yourself. What motivates you to succeed? Share why you
are pursuing the MBA, what you expect to learn from this course. Feel free to share photos.
Journal:
5 Points
Find an article on evidence based management. Complete the readings for Module 1. Then discuss
ways in which you think a business can use evidence based management to improve the workplace.
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Pg. 8
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage

Respond with at least 200 words.
Discussion 1:
5 Points
How would you describe the concept of OB in today’s workplace to your parents or grandparents?
Specifically, discuss the major benefits for managers and employees in using OB concepts? Finally,
address some of the challenges in today’s world for managers using OB concepts?
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 1.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
CST of week 1.
(5 Points)
Assignments:
There is no written assignment in Module 1.
Module 2
(The individual: Emotions, Moods, Personality, and Values)
Learning module description/summary:
Module 2 continues to explore the role of the individual in the organization as we explore personal
characteristics that affect us in the workplace. What about emotions and our moods? How many times
have each of us experienced “mood swings” and been on emotional roller coasters? To get answers to
these types of questions, we will take a deeper dive into understanding our emotions and moods. We
will consider managerial practices to understand emotions in the workplace. Also, in this module, we
will learn about personality and values. Understanding our own personality and values can help us
align our inner selves to the organizations we choose to work for. Every characteristic has both
advantages and disadvantages in the workplace. How can managers put employees in the situations
that best fit their personalities?
Module Outcomes/Objectives:



Analyze the traits of emotional intelligence, attitudes, and values, and their effects on the
organization
Design an age neutral strategy for an organization that encourages knowledge transfer to
younger workers and leverages the skills and knowledge of older workers
Apply ethics and values to designing a holistic human resources policy that is age neutral
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 4 & 5
PowerPoint presentations for Chapters 4 & 5
Rev.
Pg. 9
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Videos:
Emotional Intelligence @ the workplace

Human capital & the age of change: Constantin Gurdgiev at TEDxDublin

Changing Demographics: Preparing for the Workforce of the future. https://youtu.be/EhQd4RkUO-A
Rainer Strack: The surprising workforce crisis of 2030 — and how to start solving it now

HR Basics: Training and Development https://youtu.be/CLr-xaQEnkE
Activities:
Discussion 2:
Discuss and justify your position on the concept of Emotional Intelligence (EI). How do your
attitudes and values impact your EI? Do you think companies should or should not use EI tests.
Justify your position.
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 2.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
CST of week 2.
(5 Points)
Assignments:
9 Points
For assignment details refer to the “Assignments for the Course” section in this syllabus or the
submission link within Blackboard.
Generational Differences due at the end of Module 2.
Module 3
(Perception, Individual Decision Making, and Motivation)
Rev.
Pg. 10
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Learning module description/summary:
We will focus on decision-making in the organization and examine the link between perception and
individual decision-making. All of us see the world around us through the lens of our experiences and
upbringing. We make our decisions in light of our perceptions. Managers need to encourage creativity
in employees and teams to create a route to innovative decision making. Next we explore individual
motivation and motivational theory and their relationship to organizational performance. Benefits,
pay and intrinsic and extrinsic rewards must be designed to enhance employee motivation to achieve
organizational outcomes.
Module Outcomes/Objectives:



Assess the factors that impact individual and group decision making
Apply ethical theories and individual characteristics of emotions, personality, values, and
perception to team based work environments
Recommend group behavior and team practices to an organization that will encourage
individual decision making and innovation
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 6, 7, & 8
PowerPoint presentations for Chapters 6, 7, & 8
Videos:
HR Management: Compensation & Incentives https://youtu.be/vRTPeQZfp_A
Compensation Management https://youtu.be/WQlJCAbl_nE
Yusuf Nurbhai: What if we traded employees like football players? Retrieved from

Daniel Goleman Introduces Emotional Intelligence https://youtu.be/Y7m9eNoB3NU
Stop Trying to Motivate Your Employees | Kerry Goyette | TEDxCosmoPark

Activities:
Discussion 3:
Discuss whether there are gender differences regarding emotions.
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 3.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
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Pg. 11
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
CST of week 3.
(5 Points)
Assignments:
9 Points
For assignment details refer to the “Assignments for the Course” section in this syllabus or the
submission link within Blackboard.
Case Incident 1: Warning: Collaboration Overload due at the end of Module 3.
Module 4
(Group Behavior, Teams, and Communication)
Learning module description/summary:
Within this module, we look more closely at how we function in and around a Group. Specifically,
we will dissect the concept of Group by defining and classifying groups; learning about the stages of
Group Development as well as Group Properties and Group Decision making. From examining the
group concept we will move to looking at the concept of Team—and how a Group differs from a
Team. Under the Team concept, we will learn about the different types of Teams and how to create
Effective Teams. Most importantly, we will learn how to turn individuals into Team players.
Communications is a foundational skill that is needed to effectively manage individuals and groups.
Module Outcomes/Objectives:



Design a telecommuting team using work design, understanding of team behavior, and
modern technology
Articulate the benefits of redesigning teams, jobs, and tasks to accommodate a diverse
workforce to two different audiences
Apply motivational and work design theories to develop a performance management system
for a new telecommuting workforce
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 9, 10 & 11
PowerPoint presentations for Chapters 9, 10, & 11
Videos:
Advantages and Disadvantages in Groups https://youtu.be/oLCKcIExc2Q
Tuckman’s Stages of Group Development

Communication Skills – The 6 Keys Of Powerful Communication
Rev.
Pg. 12
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage

Activities:
Discussion 4:
Explain how the grapevine functions and why it exists in organizational communication. How are
groups affected by the grapevine?
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 4.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
CST of week 4.
(5 Points)
Assignments:
For assignment details refer to the “Assignments for the Course” section in this syllabus or the
submission link within Blackboard.
Communications to optimize performance due at the end of Module 4.
Module 5
(Leadership, Power, and Politics)
Learning module description/summary:
The study of leadership offers new theories in leadership effectiveness and ethics and positive
leadership. Good leaders improve group performance. The Big Five personality framework shows
strong and consistent relationships between personality and leadership. Knowing a leader’s style will
help employees foster a good relationship with senior leadership in the company. Next we study the
effects of power and politics. There are power bases that derive from the position of the person in the
organization and there are informal power bases such as expert and referent power. Furthermore,
every organization with more than one or two people has a political structure that must be navigated.
This module will address some of the requirements to be politically astute.
Module Outcomes/Objectives:



Discuss the behavior of leaders in organizations as they lead teams
Describe the reaction of individuals to specific leadership styles
Analyze the concepts of power and playing politics in an organization including their positive
and negative impacts
CLOs A, C, D, E
Rev.
Pg. 13
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 12 & 13
PowerPoint presentations for Chapters 12 & 13
Videos:
Human capital & the age of change: Constantin Gurdgiev at TEDxDublin

Cultural intelligence: the competitive edge for leaders | Julia Middleton | TEDxEastEnd

How HR Can Become a Strategic Partner: Advice from a CEO https://youtu.be/KVLlbLRLnn0
Legal vs. Ethical Liability: A Crisis of Leadership and Culture | Mel Fugate | TEDxSMU.
(4/23/2015). Retrieved from https://www.youtube.com/watch?v=veXPk4Zeqtk
Leadership Re-Imagined – Debunking Myths about Women in Leadership

Stop Managing, Start Leading | Hamza Khan | TEDxRyersonU https://youtu.be/d_HHnEROy_w
Activities:
Discussion 5:
Give examples of the best and the worst bosses you have ever had (use first names only or you may
identify them as Person X and Person Y). Discuss their leadership styles and explain how they used
power in terms of what you read.
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 5.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
CST of week 5.
(5 Points)
Journal:
Read the section on Mapping your Political Career on page 460. Many of us have a negative reaction
to the idea of “playing politics” because it seems disingenuous. However, we are in charge of our own
careers. Discuss your plans to manage political situations in the office. How can you remain true to
Rev.
Pg. 14
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
yourself and act in an ethical manner while still advancing your career within the company? Have you
experienced an ethical leader who was good at politics?
(Respond with at least 200 words)
Assignments:
There is no written assignment in Module 5.
Module 6
(Conflict, Negotiation, and Organizational Structure)
Learning module description/summary:
This module explores conflict, negotiation, and the organizational structure. Contrary to popular
opinion, not all conflict has a negative impact. However, if conflict is too low or too high, it can
hinder performance. Some conflict can stimulate creativity but too much conflict is disruptive.
Compromise and negotiation permeate the interactions of all groups and organizations. Negotiation is
a process that occurs when two or more parties decide to allocate scarce resources. The structure of
the organization impacts employee behavior. Indeed, organizational structure and reporting matrices
may impact how individuals perform and how teams work together and address conflict and
negotiations.
Module Outcomes/Objectives:



Analyze challenges (including moral challenges) to leading in a rapidly changing business
environment
Apply theories of leadership to a personal growth journey toward leadership
Design a plan to develop a leadership talent pool for an organization
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 14 & 15
PowerPoint presentations for Chapters 14 & 15
Videos:
How to start changing an unhealthy work environment | Glenn D. Rolfsen | TEDxOslo

Conflict Resolution Training: How To Manage Team Conflict In Under 6 Minutes!

Rev.
Pg. 15
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
How to solve virtual team conflicts https://youtu.be/XB426pZxMww
Why There’s So Much Conflict at Work and What You Can Do to Fix It | Liz Kislik |
TEDxBaylorSchool https://youtu.be/2l-AOBz69KU
Rethinking the structure of corporations | Michael Yaziji |TEDxLausanne

Holacracy: A Radical New Approach to Management | Brian Robertson | TEDxGrandRapids

Activities:
Discussion 6:
Read the Ethical Dilemma: The Case of the Overly Assertive Employee on page 500. How do you
think Tom should handle the situation? Have you experienced conflict in the workplace? How did
you resolve it?
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 6.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
CST of week 6.
(5 Points)
Assignments:
For assignment details refer to the “Assignments for the Course” section in this syllabus or the
submission link within Blackboard.
Reflection on Leadership Ethics and Style due at the end of Module 6.
Module 7
(Culture, the HR Department, Change and Stress)
Learning module description/summary:
In this module, we examine how the business operates as an organizational system. Every business
has its own unique culture based on such as the degree of risk tolerance, team emphasis, and support
of individuals. You might call this the personality of the firm and it affects employee performance.
Strong cultures have a greater impact. Within the organization and the culture of the firm resides the
Human Resources (HR) department. From recruiting, to hiring, to training and development, and
performance evaluation, the HR department sets the policies and programs and practices that
Rev.
Pg. 16
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
influence all levels of the organization. Furthermore, HR serves in a leadership capacity with
responsibilities that include the need to communicate practices to employees regularly; design and
administer benefits programs; manage work–life conflicts; and conduct mediations, terminations, and
layoffs. HR should bring an awareness of ethical issues to all stages of an individual’s experience
with the organization. Finally, all organizations face change and must learn how to deal with it.
Unfortunately, in addition to individual stressors, changes in the business environment may create
stress within the organization. Companies need to develop strategies for meeting the demands of the
modern world and organizational transformation.
Module Outcomes/Objectives:



Evaluate best practices in organizations using modern OB systems that consider all the
stakeholders in the organization
Consider ethics in recruitment practices in the Human Resources Department
Determine the impact of social media and automated recruiting tools on modern recruiting
practices
CLOs C, D, E
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
Robbins and Judge textbook Chapters 16, 17, & 18
PowerPoint presentations for Chapters 16, 17, & 18
Videos:
Global Staffing Approaches Ethnocentric, Regiocentric, Polycentric, and Geocentric Video & Lesson
https://youtu.be/BjSX3FVAkgw
HR Management: Planning & Forecasting https://youtu.be/sP7Q51zHp4I
Putting the human back into human resources | Mary Schaefer | TEDxWilmington

Winning the Game of Employee Retention | Claire Kemp | TEDxSevenMileBeach

Strengthening Soft Skills | Andy Wible | TEDxMuskegon https://youtu.be/gkLsn4ddmTs
Running a Global HR Team | Talent on Tap https://youtu.be/jxzi7eHv_y4
Diana Dosik: Why we need to treat our employees as thoughtfully as our customers. Retrieved from

Creating ethical cultures in business: Brooke Deterline at TEDxPresidio. (9/11/12). TEDx. Talks
Retrieved
from https://www.youtube.com/watch?v=wzicXbnmllc
Rev.
Pg. 17
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Barriers to Creating an Ethical Corporate Culture. (5/22/2013). Markkula Center for Applied Ethics at
Santa Clara University. Retrieved from https://www.youtube.com/watch?v=woPVRUOmFhU
Regina Hartley. (2015). Why the best hire might not have the best resume. Retrieved from

Activities:
Discussion 7:
Conduct some research on the internet for the best places to work. Select one organization (avoid
choosing the same as a classmate if possible). Discuss how that organization has taken an
organizational approach to stress. Consider everything from time off, to on-site child care, to unique
job designs. Would you want to work at that company? What are some other things that companies
can do to help employees alleviate stress?
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 7.
Reply in a scholarly and substantive manner to at least two of your classmates by Sunday, 11:59pm
CST of week 7.
(5 Points)
Journal 3:
Locate and read an article about the use of social media during the recruitment phase and an article
about the use of automated recruitment tools. Consider your own social presence and your current
resume. What impact do you think you will have as a potential candidate? How might you want to
make changes before you go job hunting? What did you learn about the use of social media and
developing a talent pool? How will automated recruitment tools affect businesses and candidates? Do
you think it is ethical for companies to search employee’s social media pages?
Write at least 200 words.
Assignments:
There is no written assignment for Module 7.
Module 8
(Building a System for Change)
Learning module description/summary:
This module is the culmination of all you have learned this term. You will apply that knowledge to
design an organizational system for change.
Rev.
Pg. 18
COB Online Syllabus MBAC 6155:
Organizational Behavior for Competitive Advantage
Module Outcomes/Objectives:




Design a functional organization using integrated systems thinking
Devise an OB system that inspires employees and achieves organizational strategy
Propose solutions using OB as the system that structures a fair playing field for all employees
Prepare the company for growth and change using an innovative OB model
Required Readings/Resources: (i.e. web resources, videos, Narrated Power Points, etc.)
There are no required readings from the text book this week.
Activities:
Discussion 8:
Course Reflection: What have you learned and how will you apply these insights in both your
personal and professional life going forward?
Post a substantive response to the question (minimum 250-300 words).
Initial Post is due by Thursday, 11:59pm CST of week 8.
Reply in a scholarly and substantive manner to at least two of your classmates by Friday, 11:59pm
CST of week 8.
(5 Points)
Assignments:
For assignment details refer to the “Assignments for the Course” section in this syllabus or the
submission link within Blackboard.
Organizational Behavior as a system for change due by Friday, 11:59pm CST of Module 8.
Rev.
Pg. 19
1
Case Incident 1: Warning: Collaboration Overload
Maaz Sheeraz Khan
Concordia University Chicago
Organizational Behavior for Competitive Advantage
Professor Ellis Godwin
04/01/2023
2
Organizational Behavior for Competitive Advantage
1. In what ways can collaboration overload have an impact on decision-making?
In the past decade, work’ collaborative intensity has exploded. This is because organizations
are transitioning into matrix-based structures, increasing product and service complexity, and
allowing collaborative tools to be proliferated. Although there have been positive outcomes from
such a new way of working, for instance, organizations working more seamlessly and serving the
clients’ demands, this structure’s significant and unmanaged consequence is the increased
workload (Case Study 1). The demands of collaborative time have risen over 50% in the past ten
years. Most organizational leaders and knowledge workers spend over 85% of their weekly time
on the phone, in meetings, and by mail. This can negatively affect decision-making because
when there is collaboration overload, one can miss out on the person in charge of the decisionmaking on the organization’s certain aspects (Case Study 1). As stated in the case, collaboration
overload can result in citizenship escalation, which means the scope of the staff’s position will
increase. Many people are experiencing this phenomenon at their workplaces, especially when
the team is too big and many people are involved in a project. Team members need to remember
who is heading the project. Moreover, confusions arise if people have questions and need to
know whom to turn to for answers on a given project (Case Study 1). While collaborations have
a positive aspect within an organization, collaboration overload is more damaging than beneficial
to the specific project and the entire organization.
3
2. What biases do you think play into managers’ continued use of collaboration tools
and modes?
At times managers tend to overdo the concept of collaboration and take the saying “two
heads are better than one” more seriously than they should. While some situations and projects
call for a collaborative approach, some situations are better addressed by a single person (Case
Study 1). The unnecessary involvement of too many people in an assignment can mean
difficulties in its completion. Overconfidence is another bias involved in the overuse of
collaboration modes and tools. At times managers tend to be overconfident in the employees
placed in collaboration groups resulting in some employees riding on the hard work of others and
taking the credit. This puts more stress on the collaboration, and in turn, it would be less
effective.
3. How does collaboration overload (e.g., requiring employees to use multiple
collaboration mechanisms or become employed in open-office environments)
compare to the three ethical decision criteria (i.e., utilitarianism, liberties/rights,
and deonance) discussed in this chapter?
Utilitarianism is an ethical decision to provide the greatest good for everyone involved. How
collaboration overload relates to utilitarianism is subject to the specific company and the staff
that makes up the company. If a bigger percentage of the staff thrives in a collaboration overload
context, then it is aligned with utilitarianism. However, if a bigger percentage work more
effectively by themselves in private office spaces, then the collaboration overload idea would not
be an ethical decision regarding utilitarianism (Case Study 1). The two ideas do not overlap
when collaboration overload is considered relative to one’s executive privileges and liberties. If
an organization makes the most of collaboration overload, they do not encroach on employees’
4
fundamental rights and privileges. They still have their privacy and can freely express their
opinions. While the employees may not welcome the collaboration overload idea well, ethically,
the organization is not violating their rights or liberties.
Deonance involves the perspective where an organization makes ethical decisions because
they “need to” be consistent with principles, moral norms, laws, rules, and standards. Deonance
has a role if an employee is willing to participate in collaborative efforts because it is considered
normal within an organization (Case Study 1). For instance, if one is an employee at Facebook,
one will perceive collaboration overload as normal within the organization. They will even be
more willing to collaborate because they are expected to collaborate at that specific organization
compared to someone working in an audit firm with separate offices.
4) If it is true that companies are experiencing collaboration overload, how might it
impact creativity and innovation? Make recommendations to a company that includes
improving teamwork and team projects while encouraging individual decision-making
and inspiring creativity and innovation.
Collaboration overload places a vast and invisible cost on organizations, projects, and
people. Gridlock in decision-making and communication slows agility within an organization
and reduces employee engagement (Villinski, 2016). Creativity and innovation falter as team
members are reactive and need more space to think and explore. Consequently, their well-being
and effectiveness will suffer. For years, the inability to connect with other team members was the
most significant cause of voluntary turnover (Jain, 2019). Today, it is the opposite; many
employees leave their respective companies to escape the unmanageable and overwhelming
network overload and collaborative demands. Expecting employees to juggle their day-to-day
5
job requirements and collaborate more simultaneously is a recipe for burnout affecting their
creativity and innovation.
Recommendation: A simple workflow must be developed to avoid too many people
working on a project. A well-defined process helps avoid unnecessary meetings while improving
teamwork, as everyone understands their tasks and responsibilities (Polzer & DeFilippis, 2020).
The clearly defined workflow helps individual team members better manage their work and time,
fostering creativity and innovation. Managers should introduce and implement task management
tools allowing team members to share updates, improving effectiveness.
6
References
Robbins, S., Judge, T. (2019). Organizational behavior (18th ed.). New York, NY: Pearson
Education, Inc
Case Study 1. “Case Incident 1: Warning: Collaboration Overload.”
Jain, D. S. (2019). Effect of Collaboration Through social media on Collaborative Overload,
Burnout, and Employee Engagement. Journal of Applied Sciences Research, 15(2), 1–4.
https://www.researchgate.net/profile/Nitya-Khurana2/publication/342068093_Effect_of_Collaboration_Through_Social_Media_on_Collabor
ative_Overload_Burnout_and_Employee_Engagement/links/5ee0aadb92851cf1386f5c92
/Effect-of-Collaboration-Through-Social-Media-on-Collaborative-Overload-Burnoutand-Employee-Engagement.pdf
Polzer, J. T., & DeFilippis, E. (2020). The consequences of collaboration overload. In Academy
of Management Proceedings (Vol. 2020, No. 1, p. 21045). Briarcliff Manor, NY 10510:
Academy of Management.
Villinski, A. P. (2016). Collaborative overload. Harvard Business Review.
http://staging.robcross.org/wp-content/uploads/2021/04/HBR-Collaborative-Overload.pdf
1
Ideal Organization
Maaz Sheeraz Khan
Concordia University Chicago
Organizational Behavior for Competitive Advantage
04/29/2023
2
Ideal Organization
Introduction
An organization or any company begins with the single goal of succeeding in the business world.
Every businessperson who operates or owns a firm of any magnitude has this as their
fundamental business philosophy to turn a healthy profit. Since every business depends on
revenue and people, it is crucial to consider the human element of the enterprise. The policy
should reflect the issues raised above, and the system should be so effective that it responds to
the requirements of the populace. This is the very obligation of the superiors. Today, we know
that money is the main motivator, and everyone should have an equal opportunity to make
money, per Mellody Hobson’s dictum that “capitalism should work for everyone” (Gelles, 2019).
The following discussion outlines how a company could structure itself to consider creating a
fair work environment for its employees as an equal-opportunity employer. It serves as a
fundamental blueprint for how a company ought to operate.
Company Culture
A business must first create its own culture. It can take the shape of any physical activity, such as
ringing a bell whenever an employee accomplishes anything positive, or any non-physical
activity, such as believing that every employee matters and has a role to play in the business. The
juniors should be trained in the same manner that the seniors want their company to be run
because it is true that for any change to occur, you must be a part of that change (Craig, 2018).
For a company that wants to ensure that its culture lasts forever, the superior’s behavior is the
most fundamental thing that ensures that this will go a long way.
3
One of the best ways to protect your culture is to choose your employees carefully. Ensure your
company’s culture and traits are open during hiring so your candidate can make great decisions.
Small traditions will generally spread when your company only has a small group of employees
but may disappear as you grow. Try to prevent this from happening. No matter how successful
your firm becomes, keep holding conferences.
Role of Individuals in Organizations
A few strong soldiers have learned about this process because they were completely unkind to
this caliber of professionals. They probably assumed that no one would care about or be grateful
to you since you didn’t have a big title. I’m clinging to the idea that only the top dogs deserve
respect. This bottom-up strategy is crucial for instilling a sense of pride within the organization
(Beal, 2003). Virgin Radio produced a radio segment in Dubai where they unintentionally ran
into the building’s janitor live. It was getting to the point where he became a staple of The Kris
Fade Show. He is incredibly wise and offers a perspective that only someone his height can.
They improved the status of the smallest crosspiece of the organizational structure, which was a
total success. They showed their appreciation, and the crowd generally joined in. We were all
members of one big happy family, whether you were the driver, part of the kitchen cleanup crew,
or working in the sorting area. It was common to observe senior heads chatting with people they
had many degrees of separation from on the organizational graph in the foyers or sitting in the
sorting room. Our driver, who drove us between buildings, was in high demand since he was
well-liked and knew everyone. I frequently ran the risk of witnessing a senior-level person enter
a room and be treated as if he were the sovereign. Such an act is the “seat hypothesis” that the
overlord dignitary, referred to as a “senior pioneer,” is putting forth.
4
Furthermore, it reinforces the idea that we are against them. Everyone wins when the smallest
crosspiece is motivated and clearly understands the association’s main goals. This “stream-up”
theory holds and is compelling throughout. It is a process that seeks to generate ideas by drawing
on the collective intellectual prowess of the workforce. This system requires participation from
all representatives at all levels in developing the elements necessary to achieve those goals.
Involving your entire workforce in your association can foster teamwork and a sense of
ownership for your company’s direction among representatives at all levels (Beal, 2003).
Performance optimization
Make your gathering management better. While gatherings don’t always work out as planned,
you still need them to share information and make decisions. Just invite the people that need to
be there, create an objectively situated strategy, and sum up each meeting with specific
objectives. As a result, there will gradually be fewer extravagant gatherings. Don’t hesitate to
test. Hold a standing or strolling meeting as a general outline. Even if an improvement in group
profitability isn’t immediately obvious, you will benefit from your well-being. Getting a single
communication framework is one of the keys to working more effectively. This idea is supported
by the fact that about 50% of US workers prefer to use their partners’ internet to communicate,
which helps reduce production costs. A group courier is the ideal correspondence architecture for
your company. Depending on their requirements, each organization can choose the ideal
configuration. You won’t be distracted from your work by family or friends because you will be
in your group’s universe. Collaboration could become more manageable and organized with a
dedicated area to manage projects. Likewise, collaborative programming is crucial if your
coworkers are dispersed across several locations and commute a long distance. You can plan all
5
the movements using a single, easy-to-manage online tool with the tasks the executive’s program,
such as Basecamp or drop task (Tjosvold and Wong, 2000).
Entire person consideration
The fact that corporations are not doing all possible to help you feel appreciated and satisfied
with your work are a significant contributing factor to the problem. Organizations “need to make
a more human-driven culture and a profound feeling of having a place for employees,” according
to Shane Metcalf, 15Five’s chief culture official. Your relationship with your boss is a major
indicator of enthusiastic fulfillment at work. It’s not just a matter of whether you “get along” and
don’t fight. It’s important that you can communicate honestly with your boss. However, only
some employees bring up a specific issue with their manager. According to 15Five’s research, a
majority of workers today, despite everything, maintain their personal lives a secret. While there
are times when it’s appropriate to keep certain aspects of your life outside of work private, how
could you feel truly satisfied—treated as an individual—if organizations encourage you to keep
certain important aspects of your reality to yourself?
Communication
Open lines of communication can inspire innovation and growth across many fields.
Representatives who know what is crucial to their companies may give attention to making
enhancements and identifying growth opportunities that lead to victory. Customers can also
generate innovative ideas for enhancing goods and services. The better job representatives can do
representing the network, their friends, family, and other business associations, the more they
will understand the organization, its way of life, its products and services, and its response to any
bad situations.
6
Strong cooperation and the capacity for association representatives at all levels to collaborate to
achieve organizational goals will result from effective authoritative communication (Cook,
2015). Furthermore, effective hierarchical communication will give employees the information,
framework, and supportive work environment they require to feel great about managing conflict
and finding solutions to problems (Cook, 2015).
Motivation
Encourage your coworkers’ genuine interest by accepting their insights and suggestions for
improving things. Ask questions, pay attention to the responses, and, whenever possible, put the
responses into practice. We all make mistakes together. It’s part of being a person. The idea is to
learn valuable lessons from those mistakes so we don’t repeat them. Don’t reject your coworkers
when they make innocent mistakes; encourage them to try again. As a pioneer, you must
collaborate with your coworkers to establish specific goals. Additionally, when you do that,
make sure everyone is aware of their goals, specific needs, and the group’s responsibility in
reaching out to them (Hofstede, et al., 2010).
Compensation and rewards
The ability to participate in powerful roles and collaborative critical thinking provides members
of the group with an inherent incentive. Offering the group educational opportunities can inspire
them and serve as a powerful motivator. Organizations can understand group commitments by
offering the group a special course or class that broadens their horizons of knowledge. Another
feasible non-monetary incentive, however, is rewarding players once an objective is completed
by raising their level and enabling the group to take on new, challenging, and important
challenges (Krotz, 2003). Whether alone or in combination with other rewards, acknowledgment
7
greatly makes coworkers feel valued for their contributions. Experiences methods to increase
appreciation include highlighting the group’s accomplishments at an all-inclusive event, sharing
group experiences of overcoming adversity on the association intranet, or publishing them in the
organization bulletin. Another way to celebrate success and convey sincere gratitude for a job
well done is to send a personalized note from the CEO to each component.
Conflict and Negotiations
Another essential skill in intervention is taking a step back and weighing the benefits and
drawbacks of coming to an understanding instead of giving up the process. Members enhance
fuller energy about the stakes by having a reasonable assessment of the situation from a more
comprehensive, outside point of view, which will help focus thoughts on coming up with
solutions.
Idealism and persistence are two more essential traits. A director must similarly maintain an
ideological perspective emphasizing the progress made rather than the differences that still need
to be overcome. Directors should encourage everyone involved to adopt a generally inspiring
attitude, maintain open lines of communication, and be determined to reach an agreement (Craig,
2018). Administrators acting as middlemen will try to break impasses and build ties based on
mutual respect, understanding, and common interests when mutual understandings aren’t usually
possible.
HR Policies and Practices
It is important to create a fundamental HR policy that upholds both the individual and the team’s
rights. HR should be helpful since it should be the department that people turn to for assistance.
A corporation should have a clear HR policy outlining the rights of its employees and those they
8
do not have. It can include information about everything, including bonuses and evaluations
(Withaar, 2019). One significant consideration when creating any policy is remembering all
applicable federal and local/state regulations, as doing so will make it easier for the business to
manage conflicting situations (Withaar, 2019).
Changing Environment
Your capacity for change and adaptability will make you a more important person who can
dependably handle a variety of opportunities and circumstances. Although you don’t like all the
changes being made, you know that if you resist them, you won’t survive. It is acceptable to
express your opinions and offer suggestions. Still, it is also crucial to acknowledge that
competition and innovation are always combined to force top management to reevaluate
organizational tasks. It can be helpful to approach new situations and the challenges they provide
from the perspective of another worker. Approach these challenges with the same eagerness and
desire to learn that another representative would, doing everything you can to succeed.
Utilizing your acquired skills successfully is necessary to adjust to change occasionally.
Sometimes, dealing with change calls for the use of additional skills that you may still need to
possess or have even begun to develop. Please take advantage of the inventive and innovative
change by applying it to your benefit. More significant opportunities are presented to
organizations that can react quickly.
9
Conclusion
Finally, every organization starts with the intention of making a lasting impression on the
business world. Making a product into a brand or earning a profit from it is possible. The people
aspect of the firm is crucial for survival, though. Because this determines the organization’s
direction, its policy should reflect this.
10
References
Beal, B. (2003). Teamwork – The Key to Staff Development. Career Development International,
8/5, pp. 235-240.
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance:
Sharpening line of sight. Human Resource Management Review, 22(1), 43-56.
Cook, J. E. (2015). Social and cultural influences on organisational change: The practical role of
memeplexes. Innovative development, 230-255.
Craig, W. (2018, September 5). The Role Leadership Has In Company Culture. Retrieved from
https://www.forbes.com/sites/williamcraig/2018/09/05/the-role-leadership-hasincompany-culture/#6cf9f77116b6
Gelles, D. (July 18, 2019). Mellody Hobson of Ariel Investments: ‘Capitalism Needs to Work for
Everyone.’ New York Times. Retrieved from
https://www.nytimes.com/2019/07/18/business/mellody-hobson-ariel-investmentscorner-office.html?&moduleDetail=section-news0&action=click&contentCollection=Job%20Market%C2%AEion=Footer&module=More
InSection&version=WhatsNext&contentID=WhatsNext&pgtype=article
Hoffman, J.R., and Rogelberg, S.G. (1998). A Guide to Team Incentive Systems. Team
Performance Management, Vol. 4, No. 1, pp. 23-32.
Hofstede, G. H., Hofstede, G. J., & Minkov, M. (2010). Cultures and organizations: Software of
the mind.(3rd, pp. McGraw–Hill).
Krotz, J.L. (2003). Reward Your Employees for Teamwork in 2003. Marketing Intelligence.
11
Tjosvold, D., and Wong, A.S.H. (2000). The Leadership: Building Teamwork with and among
Employees. Leadership & Organization Development Journal, 21/7, pp. 350- 354
Withaar, L. D. (2019, August 8). Key Human Resource Management Policies & Procedures.
Retrieved from https://smallbusiness.chron.com/key-human-resourcemanagementpolicies-procedures-60802.html

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