Organizational Issues and Solutions

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Leaders address issues and propose solutions. As a leader, you’ll need to stay on top of events that may facilitate or hinder productivity. You must create and implement solutions to address these issues.In the assignment preparation, you chose an organization, described its organizational issue, and identified how it hinders organization efficiency. This assignment exposes you to complex modern organizational challenges. The solutions you devise should reflect your learning and research of organizational and individual influences in the workplace.

Instructions
The new CEO has selected your consulting firm to provide an analysis of the organizational efficiency.Write a 2–3 page, double-spaced paper in which you will present to the CEO your findings during your research steps. You must propose strategic solutions in your paper to include the following:

Describe the organization and the issue to resolve:
Provide a brief description of the organization you selected.
Present the organizational issue that adversely affected productivity and that you, the consultant, will review and resolve.
This information can be summarized from your assignment preparation last week. Make sure to incorporate any feedback that you received from your instructor.
Analyze current corporate culture:
How has the current corporate culture facilitated the development of the current issue? Research the organization, dig into the culture, and analyze how it contributed to this issue. Hint: Review the mission and vision statements as well as the corporate Web site.
Identify areas of weakness:
What are the organization’s areas of weakness as they relate to the issue? Apply your research on organizational behavior approaches to aspects of corporate culture—such as diversity, teamwork, and motivational strategies—to help identify the areas of weakness.
Propose solutions:
What organizational practices would you modify? What solutions would you recommend to management that would help solve the identified weaknesses? As a consultant, you will identify the suggestions and solutions you would present to the organization’s leadership with regard to modifying current organizational practices to resolve the issue.
References and citations:
Provide at least two quality resources such as the course textbook, a company Web site, business Web sites (CNBC, Bloomberg, etc.), resources from the Strayer Library, and/or outside sources. Note: Wikipedia and Web-based blogs do not qualify as credible resources.
You can find in-depth and quality company information using the Nexis Uni database through the Strayer University Online Library.
In-text citations are required when paraphrasing or quoting another source.
Formatting and writing standards:
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.
Confidentiality: Since you will be addressing real issues in real organizations in your assignments, it is important to respect confidentiality. Feel free to use an alias for any company or individuals you might mention in your assignments. Remember that all discussions about these organization should only occur within this course and not be shared with people outside the course.The specific course learning outcome associated with this assignment is:

Propose a solution for an organizational culture issue.

 

Sample Solution

Most companies have some important characteristics that make them look different, such as a combination of business models, missions, products, and other factors. However, looking inside these companies, some things are the same, such as structure, job title, and common challenges. There are many differences between execution and strategy, but most organizational issues are the same for all companies. The action verb is a shoot, which describes what Mike is doing. A study by Bain’s Chris Zook and James Allen, author of The Founder’s Mentality, shows that 94% of business challenges are internal. When founders and CEOs are asked what their biggest challenge is, they usually fall into this set: Productivity Process management

wledge of connection. Bowlby’s connection hypothesis permits us to comprehend the human inclination to make solid bonds and the passionate response introduced when these bonds are broken. Bowlby’s proposal is that these connections come from the requirement for security and wellbeing; they foster right off the bat throughout everyday life, are normally coordinated towards a couple of explicit people and will more often than not suffer all through an enormous piece of the existence cycle (Worden, 1991). These connections should be visible in Darwin’s 1872 work around the declaration of feeling in men and creatures where he states Children, while needing food or experiencing in any capacity, shout out noisily, similar to the youthful of most different creatures, halfway as a call to their folks for help, and part of the way from any extraordinary effort serving alleviation. His work would propose that connection is engraved at an early age and this idea is reverberated in Lorenz’s 1935 work with goslings. Lorenz accepted that A breakdown in the relationship with its mom prompted an interruption in the advancement of a bird’s ordinary social conduct, supporting his hypothesis that the primary relationship a bird encounters decides the bird’s future. In like manner, John Bowlby guaranteed that a disturbance in the youngster’s connection to its mom had grave ramifications for their grown-up character (Vicedo, 2009). It is my agreement that in Bowlby’s connection hypothesis, a restless connection style has a drawn out, more convoluted impact after lamenting, an individual with a restless style of connection might encounter further degrees of discouragement, opposite astute a protected connection to the expired, may show less wretchedness and help the change through lamenting and the recuperation from it. This might be that in a restless condition of connection the perished might not have been genuinely accessible to the deprived, and along these lines the dispossessed individual may over-actuate their sorrow reaction. There are a few limits to Bowlby’s connection hypothesis the first being that the model depended on small kids using transitory partitions, which were distressing for the kid, more arrangement could emerge out of a perception of how guardians interface with the kid and what they accommodate each other during normal, non-unpleasant circumstances. How youngsters cooperate with their folks in a non-unpleasant circumstance might give more data on how the connection model functions than how the kid acts when the mother leaves and afterward returns. Optional to this the perceptions occurred using just the essential guardian, for instance, the mother and other family connections may not be described by comparable responses. At long last, the dad or a kin might have a similar connection with the kid simultaneously, relating straightforwardly to grown-ups having more than one essential connection, like soul mate and their youngsters. This shows that connection isn’t simply restricted to outset however experienced on many times all through life including pre-adulthood, early adulthood and then some.

There are a few models of lamenting that can be investigated comparable to disappointed sadness, right off the bat t

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