Your manager believes in learning from other companies' success stories as well as stories of failure. In particular, she likes to apply various management theories when possible, rather than starting from the beginning every time a decision has to be made. She asks you to write a memo to her addressing the following:

From any recent or current event in the news, discuss and explain the use of these two specific
theories that the firms you researched believed in
=In the human resource area, moving toward an employee empowerment culture
=In the marketing area, the theory of penetration pricing

For each of these two, explain the following:
=The issue being addressed that gave rise to employing these theories
=How the theory being followed leads to specific actions on the part of the company
=Results achieved
=If you had been the senior manager in these situations, at those companies, how might you
have addressed the situation any differently? What other theory could have been the basis
for the decision.

I need a research proposal for class. It has to be two to three pages long. My topic is Are Microsoft's profits linked to employee empowerment and training? I need the bibliography sheet sent also. Thank you

I need to you to research about the company Zappos,com and focus on
Teams and Employee Empowerment and Organizational adaptability and response to change, innovation.

This Review is for my graduate level TQM (Total Quality Management) class.

*Topic- Employee Participation and or Employee Empowerment

* Literature review of four separate full-text articles of which one must be empirically-based.

* Sources cannot come from general internet searches via Google, Yahoo, Excite etc. Publications must be from trade/industry periodicals such as Quality Progress or refereed academic journals such as Harvard Business Review etc.

*No source should predate 1990(Preference-1999 or later).

*Critique each publication, not to exceed one page, double-spaced for each article.

* Must also include:
*Bibliographic citation
*An assessment of the utility of the content:How did the article add to your knowledge of effective quality systems?
*What are the drawbacks? What is the article lacking; what could be altered to make it more useful? Was it credible?
* A concluding paragraph summing up my own personal views.

*Due Date-March 20!

From any recent or current event in the news discuss and explain two specific theories that you believed:
In the human resource area moving toward an employee empowerment culture
In the marketing area, the theory of penetrating prices
Explain the following:
The issue being addressed that gave rise to employing these theories
How the theory being follow leads to specific actions on the part of the company
Results achieved
If you had been the senior manager in these situations, at those companies, how might you have addressed the situation any differently. What other theory could have been the basis for the decision

While answering the specific questions below, please develop a case analysis.
Case Questions:

1. What influence tactics and power bases are evident in this case? Explain.
2. Where would you plot J.A. Counters ROWE program on the empowerment grid in Figure 15-2? Explain.
3. Has employee empowerment been taken too far in this case? Explain.
4. What impact do you expect the ROWE program to have on organizational politics at J.A. Counter? Explain.
5. What are your own feelings about the ROWE concept? Would you like to work in such an unstructured situation? Explain why or why not.

There are faxes for this order.

Explain how and why the empowerment of a firm's employees can benefit the firm. Cite evidence from the JetBlue case that can attest to he positive effects of employee empowerment.


I will fax you a copy of the JetBlue case.
There are faxes for this order.

We need to write a paper about the following for the Disney Corporation.

1.Corporate culture and management
*Mission Statement
*Organizational structure
*decision-making strategies
2. Consider what makes working for this company a positive experience for its employees.
3. What is the essence of its approach to motivation?
4. One of the motivators that Disney uses for its employees is Employee Empowerment, explain.

Chapter 10
LEADERSHIP

1)Describe the methods leaders use to influence group members. (30 marks)

2) Describe about seven leadership characteristics and behaviors that you think will be important for you in your career as a leader. Indicate where you think you already have strength in a particular characteristic or behavior. (35 marks)

3)Describe what a manager must do to become a transformational and charismatic leader. (35 marks)

the book: essentials of Management (DuBRIN)









Chapter 10 explains the nature of organizational leadership and what a leader must do to be effective. Here we synthesize a number of ideas particularly relevant to the aspiring manager and leader. The chapter begins with an explanation of the difference between leadership and management, and then describes how leaders influence and empower team members. Next is a discussion of the characteristics, traits, and behaviors of effective leaders. A discussion follows of standard approaches to classifying leadership style: the participative, autocratic, and Leadership Grid styles. Additional insights into leadership are provided though describing situational leadership II, entrepreneurial leadership, and transformational and charismatic leadership. The final chapter topics deal with the leader?s activity as a mentor, and leadership skills.

Learning Objectives
_______________________________________________________________________

1. Differentiate between leadership and management.
2. Describe how leaders are able to influence and empower team members.
3. Identify important leadership characteristics and behaviors.
4. Describe the participative, autocratic, Leadership Grid, situational II, and entrepreneurial
styles of leadership.
5. Describe transformational and charismatic leadership.
6. Explain the leadership role of mentoring.
7. Identify the skills that contribute to leadership.

Chapter Outline and Lecture Notes
_______________________________________________________________________

Leadership is the ability to inspire confidence and support among the people who are needed to achieve organizational goals. Leadership ability is important at every organizational level.

I. THE LINK BETWEEN LEADERSHIP AND MANAGEMENT
Managers must know how to lead as well as manage. Management is more formal and scientific than leadership, while leadership involves having a vision of what the organization can become. C-level executives are supposed to exercise strategic leadership that sets the course for the organization. Effective leadership and management are both required in the modern workplace because to be an effective leader, one must also be an effective manager. Exhibit 10-1 presents a stereotype of the difference between leadership and management.

II. THE LEADERSHIP USE OF POWER AND AUTHORITY
Power is the ability to get others to do things and to control resources. Authority is the formal right to accomplish the same ends.

A. Types of Power
Leaders use different types of power to influence others, and team members have their sources of power. (1) Legitimate power is the authentic right of the leader to make certain requests. (2) Reward power is the leader?s control over valuable rewards. (3) Coercive power is the leader?s control over punishments. (4) Expert power is the leader?s job-related knowledge as perceived by subordinates. (5) Referent power is based on the loyalty of group members and the desire to please the leader. (6) Subordinate power is any type of power that employees can exert upward.

Despite some constraints on leadership power, a small number of executives abuse power such as using company funds for private use, such as having the company pay for home renovations.

B. Influence Tactics
In addition to using the sources of power just mentioned, leaders use specific influence tactics as follows: leading by example, leading by values, assertiveness, rationality (appeal to reason), ingratiation, exchange, coalition formation, and joking and kidding. A coalition is a specific arrangement of parties working together to combine their power, thus exerting influence on another individual or group.

Leaders typically choose an influence tactic that fits the demands of the situation. For
example, rationality might work best in a fast-paced team setting such as a meeting to
discuss a product introduction.

C. Employee Empowerment and the Exercise of Power
A current thrust in organizations is for managers to systematically share power and control with group members. Empowered employees are often better motivated stemming from a feeling of being in charge. Empowerment is widely used to enhance customer service. A key component of empowerment is the leader's acceptance of the employee as a partner in decision making.

1. Self-Leadership and Empowerment For empowerment to work well, people have to exercise self-leadership, the process of influencing oneself. Intrinsically
motivating tasks facilitate empowerment. To encourage self-leadership managers
should (a) set an example of self-leadership, (b) give encouragement and instruction in self-leadership skills, and (c) reward accomplishment in self-leadership.
2. Cross-Cultural Factors and Empowerment To the extent that cultural values
support the manager sharing power with group members, the more likely empowerment will lead to higher productivity and morale. For example, one study showed that Indian workers rated their supervisor low when empowerment was high.

III. CHARACTERISTICS, TRAITS, AND BEHAVIORS OF EFFECTIVE LEADERS
Many leadership situations require similar characteristics and behaviors. Leadership
encompasses a wide variety of personal qualities and behaviors that could be relevant in a given situation.

A. Characteristics and Traits of Effective Leaders
Dozens of studies demonstrate that effective leaders differ from others in certain
aspects. The same positive attributes of a leader will often facilitate his or her effectiveness in comparable settings. Also, the traits of leaders are related closely to the degree to which they are perceived as leaders. Key traits and characteristics are listed here.
1. Drive and passion. Leaders are noted for the effort they invest in their work and the passion they have for work and work associates.
2. Power motive. Power motivation is a strong desire to control others or get them to do things on your behalf.
3. Self-confidence combined with humility. Self-confident leaders project a
positive image, and are able to make tough decisions. A dose of humility added
to self-confidence makes the leader even more influential.
4. Trustworthiness and honesty. Leadership is undermined without a leader being
trusted, and trust is regarded as one of the major leadership attributes. Leaders must also trust group members. A current trend in leadership is to use open- book management, a system by which employees are exposed to financial details of the firm.
5. Good intellectual ability, knowledge, and technical competence. Problem-solving ability and knowledge of the business are essential for leadership success in most situations. The leader?s skills of obtaining, using, and sharing useful knowledge are crucial to success in the information age.
6. Sense of humor. The effective use of humor is regarded as an important part of a leader?s job.
7. Emotional intelligence. Most effective leaders are alike in one essential way: they have a high degree of emotional intelligence, or the ability to manage ourselves and our relationships effectively. Emotional intelligence is also said to encompass traits and behaviors related to intelligence such as self-confidence, empathy, passion for the task, and visionary leadership.

B. Behaviors and Skills of Effective Leaders
Traits alone do not make for leadership effectiveness. Key behaviors and skills are
also linked to leadership effectiveness. An effective leader:
1. Is adaptable to the situation The essence of situational leadership is to adapt to the situation. Adaptability is based on insight and intuition.
2. Establishes a direction and demands high standards of performance from group members The group must be pointed in the right direction. Then, effective leaders emphasize high standards of performance, which raises productivity.
3. Is visible and maintains a social presence Being visible allows for spontaneous communication with group members, and a relaxed atmosphere to hear about problems.
4. Provides emotional support to group members Giving group members support improves morale and sometimes productivity.
5. Gives frequent feedback and accepts feedback To change the behavior of group members, it is necessary to provide them feedback. The effective leader also listens to feedback from group members, and acts on positive suggestions, much like 360-degree feedback.
6. Recovers quickly from setback, including crises The trait of resiliency allows
managers to recover quickly form setbacks. A key part of managing a crisis well
is for the leader to present a plant for dealing with the crisis, and be calm and
reassuring.

7. Plays the role of servant leader. Some effective leaders believe that their primary mission is to serve the needs of their constituents, thereby working for group members.

IV. LEADERSHIP STYLES
Leadership style is the typical pattern of behavior a leader uses to influence employees to
achieve organizational goals. Much of the balance of this chapter relates to leadership styles.

A. Participative Leadership Style
A participative leader shares decision making with group members, as favored in the
modern organization. Because of its frequent use in teams, the participative leadership
is also referred to as the team leadership style. Three subtypes are: the consultative
leader simply gathers input before making a decision; the consensus leader works
toward complete agreement; the democratic leader confers final authority on the group.

Participative leaders can be found in all types of organizations, and at all levels. The
celebrated consulting firm, McKinsey & Co. chose a participative leader to help
invigorate the firm. Participative leadership works well with people who want to share
decision making. Yet consensus and democratic leadership is time consuming and
results in many meetings.

B. Autocratic Leadership Style
Autocratic leaders retain most of the authority for themselves and make most
decisions unilaterally. Autocratic leadership works well in a crisis, but has lost favor in
the modern organization. Nevertheless, several visible leaders such as O?Neal at Merrill Lynch and Donald Trump of the Trump organization are autocratic.

C. Leadership Grid? Leadership Styles
Research extending over 55 years has shown that the dimensions of tasks and relationships contribute to both performance and satisfaction. The widely quoted Leadership Grid is based on different combinations of the leader?s concern for results (tasks) and people (relationships). The Grid identifies five stereotypes. The developers of the Grid argue strongly for the value of sound (team) management (9, 9). Note that the version of the Grid presented in the text is from 2006.

D. The Situational Leadership?II
Situational leadership II (SLII) of Kenneth H. Blanchard and his colleagues
explains how to match the leadership style to the capabilities of group members on a
given task. Leaders are taught to use the leadership style that matches or responds to the needs of the situation. The major premise of SLII is that the basis for effective leadership is managing the relationship between a leader and a subordinate on a given task. Leaders adapt their behavior to the level of commitment and competence of a particular subordinate to a given task. The four combinations of commitment and competence are (a) Enthusiastic Beginner, (b) Disillusion Learner, (c) Capable but Curious Performer, and (d) Self-Reliant Achiever. Effective leadership depends on two independent behaviors: supporting and directing.

The style match up is as follows: Directing for the Enthusiastic Beginner; Coaching
for the Disillusioned Learner; Supporting for the Capable but Cautious Performer; and Delegating for the Self-Reliant Achiever.

A key point of SLII is that no one style is best: an effective leader uses all four styles depending the subordinate?s developmental level on a given task. The situational model makes sense in that competent people require less direction than do the less competent. But, in reality, leadership situations are less clear-cut that the four quadrants suggest. Also, the prescriptions for leadership will work only some of the time.

E. The Entrepreneurial Leadership Style
Entrepreneurial leaders tend to be task-oriented and charismatic, and their style is linked to personal characteristics, including the following: (1) a strong achievement drive, (2) high enthusiasm, creativity, and visionary perspective, and (3) uncomfortable with hierarchy and bureaucracy.

A general comment about leadership styles is the importance of adaptability to the
situation. A study of 3,900 executives found that leaders who achieve the best results do not stick with one leadership style. The effective executive selects the best style to fit a given situation.

V. TRANSFORMATIONAL AND CHARISMATIC LEADERSHIP
A transformational leader helps organizations and people make positive changes in the way they do things. Transformational leadership combines charisma, inspirational leadership, and intellectual stimulation.

A. How Transformations Take Place
Transformations are accomplished in one or more of three ways: (1) raising consciousness levels about the importance of rewards and how to achieve them, (2) getting people to transcend their self-interest, and (3) raising people beyond a focus on minor satisfaction to a quest for self-fulfillment. During the downturn in high-technology firms several years back, many leaders of these firms attempted to become transformational leaders.

B. Charismatic Leadership
Charisma is the ability to influence others based on personal charm, magnetism,
inspiration, and emotion. A charismatic leader (1) has vision, (2) has a masterful communication style, (3) inspires trust, (4) energy and action orientation, and (5) inspiring leadership. Charisma may be related to personality factors, but often the leader is perceived as charismatic because he or she has attained outstanding performance.

C. Developing Charisma
Managers can improve their chances of being perceived as charismatic by engaging in favorable interactions with group members, using a variety of techniques. Among them are to use visioning, make frequent use of metaphors, make others feel capable, smile frequently, make others feel important, and multiply the effectiveness of their handshake.
David Brandon, the CEO of Domino?s Pizza, provides a good example of a
transformational and charismatic leader.

D. The Downside of Charismatic Leadership
Some charismatic leaders are unethical and lead their organizations toward illegal and immoral ends. People are willing to follow the charismatic leader down a quasi-legal path because of his or her charisma. Some charismatic business leaders become so caught up in receiving publicity and mingling with politicians, they neglect the operations of the business. Because of this, lower-key executives are more in style than previously.

VI. THE LEADER AS A MENTOR AND COACH
Another vital part of leadership is being a mentor, a more experienced person who develops a prot?g?'s ability through tutoring, coaching, guidance, and emotional support. Coaching deals with helping others improve performance, is described in Chapter 16. A mentor can be an immediate manager, a staff professional, a co-worker, or someone in another company or industry. Helping the prot?g? solve problems is an important part of mentoring. Mentoring can be an informal relationship, or a formal relationship assigned by the company. A recently popular approach to mentoring is shadowing, or directly observing the work activities of the mentor by following him or her around for a stated period of time.

VII. LEADERSHIP SKILLS
Leadership involves personal qualities, behaviors, and skills (a present capability). Many of these skills have been mentioned throughout the book. Additional skills include sizing up situations so as to use the best leadership approach, exerting influence, motivating team members, and developing an inspiring mission statement.

Please number it the same way it is numberes. You can even use some bullet points. Use times new roman with 11 point font size.
This is a work study paper for Guest relation executive (GRE) position at a hotel.
Part VI
Examples of specific learning experiences in the following areas:
A. Providing quality service and products to external customers (guests)
1. Overall, how you would critique the organization(s) in how well quality service and products were consistently provided. This critique should include a brief description of the customer demographics and level of customer expectations.
2. Examples of at least three difficult situations in which you accommodated difficult customer demands made angry customers satisfied or otherwise dealt with challenging customer interactions.
3. A self-evaluation of your strengths and weaknesses in interpersonal skills based on your hospitality work experiences in providing quality customer experiences.
4. Constructive ideas based on Total Quality Management principles of what the organization(s) for which you have worked could do in providing higher levels of service and/ or products.
B. Providing quality service to internal customers (other employees)
1. Your critique of the level of teamwork that existed in the involved organization(s) and level of employee satisfaction and commitment to the organization's mission.
2. A self-analysis of your part in the team operation of the involved organization(s).
What were your strengths and weaknesses as a team member? What roles did you play as a team member?
2. What suggestions could you make to the organization(s) in how to better maximize teamwork? Include in this discussion the level of employee empowerment involved and if this level was sufficient and accompanied by necessary organizational supports and training?
C. In every organization, there are conflicts and changes that occur. In Part IV. C, discuss:
1. At least three situations of conflict in which you were personally involved and how
these were resolved (or not). Delineate specifically what you learned from these conflict situations and what you would do differently, if anything, if faced with a similar situation again.
2. At least three situations of change in which you were personally involved and how these were handled. Delineate specifically what you learned about positively dealing with change.
D. Understanding diversity
1. Discuss the level of cultural diversity you experienced in your place(s) of employment with customers and/ or employees. What did you learn from you work experiences on the topic?
2. As a present or future manager, how can you apply your experience in cultural diversity to better enable employees you supervise to work with culturally diverse groups?
3. Add any other experiences of diversity that you learned from - i.e. working with different age groups, people from different socioeconomic backgrounds, educational level and so forth.
Part VII
Business Ethics - give at least three examples of how during your employment situations you encountered in which you had to make ethical decisions. What did you learn about your personal "code of ethics" from these situations? If you could, how would you handle the
situations differently? As a manager, how would you help employees in bettering understanding principles of ethics?
Part VIII
Professional image - Critique your professional image in the following areas. Indicate particular strengths or weaknesses and any action plans that you may have. For example: Weakness: Do not own an appropriate suit for interviewing. Action plan: Start saving on weekly basis, shop around for good " bargain" spots or hit sale times.
A. Overall professional image - Grooming, body language, eye contact, handshake style, other non-verbal language
B. Communication style
1. Oral
2. Written
C. Wardrobe
Part IX
Indicate any special projects or assignments you worked on during your hospitality work experience(s). Include a description of the project, your role, percent of time or actual number of hours involved, and specific skills or knowledge acquired through working on such assignments. Additional work samples can be included.
Part X
Knowing what you know about your organization's profitability, what suggestions can you offer to maximize profits? Include cost control suggestions as well as marketing suggestions to increase revenue.
Part XIII
This section focuses on environmentally aware practices of hospitality employers.
A. For each of your employers, delineate green environmentally-proactive processes and activities practiced.
B. If there are no such processes/activities, are there any planned for the future?
C. For those employers who have adopted green practices, what have been the benefits?
For example, are there Return on Investment figures available?
Has the business received any favorable, positive media coverage? Have certain business segments been gained from going green?
D. What ideas do you have for the business in becoming more environmentally conscious?

Term Paper Guidelines:
Thoroughly research the topic using an equal number of research references totaling 6 (2 books, 2 journals, 2 internet). The subject matter should be carefully researched, analyzed, and written in order to clearly inform the reader/listener in regard to the writer's knowledge of the subject mater and how it pertains to the human resource field today. Issues should be considered pertaining to the changing global workforce, corporate culture, organizational behavior, management issues, workforce diversity, employee empowerment, human behavior/motivation, information technology, etc.

Paper must be a minimum 6 full pages, in text length.
Paper must include a Works Cited or bibliograph.
Works cited/bibliography are not included in the 6 pages of Body/text

Write on the Best Practices of SWA

What can you take as best practices from their example? What can you improve upon? Make recommendations on the specific steps the company could take to address deficiencies

Summary/Conclusion


Outline of paper for reference

a. A brief history of the business
b. Products and services offered (http://www.southwest.com/programs_services/

c. Financial information for the last five years (Mal)
d. 2006
2006 Financial Statistics: (http://www.southwest.com/about_swa/press/factsheet.html#Leadership)

Net income: $499 million
Total passengers carried: 96.3 million
Total RPMs: 67.7 billion
Passenger load factor: 73.1 percent
Total operating revenue: $9.1 billion

Corporate culture and management

e. Mission statementf.
f. Organizational structure
g. Decision-making strategies

Motivational strategies
identify which of the following strategies the selected company uses to motivate employees:
h. Employee empowerment
i. Selection and training
j. ** Incentives
k. ** Benefits
l. ** Quality programs
m. ** Managerial roles
n. Goals and objectives
o. Performance appraisals
p. Job design
q. Alternative work schedules
r. Stress management
s. ** Leadership style
t. Other

** Writing on this particular strategy

Analysis

Consider what makes working for this company a positive experience for its employees. What is the essence of its approach to motivation? How does it combine the use of various motivational techniques to be successful? How is the combination of techniques that it uses unique in any way? Do the companys motivational strategies serve as an attraction for new employees, or do they improve employee retention?

I NEED ONLY NUMER 4 IN THE LIST


Your research will involve determining what makes this company unique and one of the best places to work in America. You are to determine how the following topics in the outline are related to organizational effectiveness as research shows that historically these companies have consistently outperformed (Great Places to Work Institute, 2010, para. 1) the broader market and they are the employers of choice.

The format of your team paper should be as follows:

1. Title Page with Authors
2. Table of Contents (authors to be noted for each section with beginning page number)
3. Brief Overview of the Company

How does the company use the following to achieve organizational effectiveness? Assess the following in the paper:

4. Motivational tools and strategies such as Work Life Balance, Benefits ,Virtual Work, Rewards, Recognition, Performance Management, Training and Development
5. Leadership/ Management Style
6. Organizational Culture / Corporate Values/Norms
7. Teams and Employee Empowerment
8. Diversity Initiatives
9. Organizational adaptability and response to change, innovation
10. Conclusion
11. References

The research paper will be 15-20 double-spaced pages in length, not including cover page or Appendices and be written by assigned teams of 3-5 people. Each team participant must contribute at least 2 references and at least 4 pages to the project. The paper must be written according to APA style and be carefully referenced.

Appropriate references: This is a library research paper and you must use a minimum of 8 different sources (no Wikipedia or textbooks). Each students section must include a minimum of 2 separate references and each team member is expected to complete at least 4 pages of the project. Use the NSU databases to obtain your research.. Do not use the World Wide Web for your sources as there is no quality control and we do not know how reliable those sources are. You may use journal articles, government or educational sites (.gov or .edu) websites or other reputable business sources such as the Wall Street Journal,

Choose any electronic journal (relating the any subject below) online. Select an article of interest that has been published within the last 7 years. Review the article with regard to its purpose, methodology, theoretical backround, and conlclusions. ATTACH THE ACTUAL ARTICLE COPY. (please use a simple language, basically you will be writing about what you interpret from the actual article)

article of interest can be any one of the followings:
Cultural differences in managment style, Gender differences in managment style, Customer service, Globalization, Menthoring Programs, Business ethics, communication in a diverse workplace, emotional intelligence, Charismatic leadership, The female manager, Employee empowerment programs etc.
Please e-mail me if you have any questions. REMEMBER:I have to have a copy of the actual article.
THANKS.

Analysis and Application of OD Interventions ? Case Study

The purpose of this section is to develop analytical skills and apply OD intervention concepts to contemporary issues in organizations.

Organization structural design deals with the ways in which the overall work is organized and divided into subunits and distributed for task completion. Organizational strategy deals with the analysis of the organization?s current state and involves fundamental decisions and actions that determine how an organization will achieve its goals. Organizational Development looks at the entire organizational systems and the people within them and seeks to devise ways in which systems and people can achieve greater effectiveness. Organizational interventions aimed at effecting change involve determining the appropriate methods to be employed, as well as the organizational level(s) in which to apply them.

Instructions for the Assignment:

1. Select a case study from this week?s assigned articles; write a 5 page paper using a minimum of two additional references to support your position.

A. Describe the problem or reason for the initial study.

B. Provide a clear and concise description of the study: Please include the researcher?s methods of study, the population of the organization(s), and the industry in
which the organization operates

C. Describe the results. If applicable, report the results given in the article.

2. Once the results have been discussed, imagine that you are a consultant who has been hired to design an intervention for an organization with the presenting problem
discussed in the case study.

A. The results of the case study can be considered as the diagnostic phase ? with this information consider how you would proceed in resolving or preventing further
occurrences of this problematic situation. Include your opinion of the results and include any downfalls or limitations of the study.

B. In designing your intervention, write a brief outline of the steps you would take using the concepts discussed in this week?s session. Develop ideas to establish an
appropriate intervention and discuss your implementation strategies.

Helpful Tools and Hints for the Assignment:

Although OD is designed to look at organizations in their entity, it is necessary to be keenly aware of the levels of interaction within an organization. In designing interventions, OD professionals examine all levels of an organization which include the individual, group (team or department), organization and the environment. Interventions can be designed to address issues at any and all of these levels.

The following is a list of categories which provides a brief description of the names and specific types of OD interventions.

Human Process Interventions involve interpersonal and group approaches which may address issues such as how to communicate, solve problems, make decisions, and how to lead.

Team Interventions: Teams and Work Groups: Strategic Units of Organizations Team Building Interventions, Group Diagnostic Meetings, Team Building Meetings, Role Analysis Technique Intervention, Role Negotiation Techniques, Responsibility Charting, Force Field Analysis Technique, Gestalt Orientation to Team Building.

Intergroup Interventions and Third Party Peacemaking Interventions: Inter-group Team Building Interventions, Third Party Peacemaking Interventions Organization, Mirror Interventions, and Partnering.

Personal, Interpersonal and Group Process Interventions: Employee Empowerment, Sensitivity Training Laboratories, The Johari Window Model, Transactional Analysis, Behavior Modeling , Life and Career Planning Interventions, and Stress Management Interventions.

Human Resource Management Interventions can involve performance management issues including how to develop management and line staff, how to attract competent people, assess goals and rewards, plan and develop careers.

Comprehensive Interventions: Strategic Management Activities, Survey Feedback. Rensis Likert?s System & Management, Grid Organization Development, and the Contingency Theory of Lawrence and Lorsch.

Technological Interventions: May include restructuring organizations, employee involvement and work design, how to divide labor, how to coordinate departments, produce products or services and to design work.

Structural Interventions and OD: Suggested Criteria for Congruency/In congruency with OD Job Design, Quality Circles MBO and Appraisal, Socio technical Systems and Work, Restructuring Quality of Work Life Projects.
Readings
Textbooks: https://secure.coursesmart.com/login
User:: lynneboisrond (at) yahoo.com
Pass: Rigelq93
Readings
1. Textbook:
Koppes, L. (Ed) (2007). Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Erlbaum.
Chapter 6: The Influence of the Formal and Informal Organizations on the Development of I-O
Chapter 14: Applications of Organizational Psychology: Learning Through Failure or Failure to Learn?

2. Articles:
Sminia, H. & Van Nistelrooij, A. (2006). Strategic management and organization development: Planned change in a public sector organization. Journal of Change
Management, 6(1), 99-113. (EBSCOhost Accession Number: AN 2006-05852-008).

CASE STUDIES: please choose one

Allen, S. (2009). An exploration of theories of action in leadership development: A case study. Organization Development Journal, 27(2), 39-51. (EBSCOhost
Accession Number: AN 43798690).

Burns, S. (2005). The so what test: A case study of strategic educational change. Organization Development Journal, 23(4), 92-95. (EBSCOhost Accession Number:
AN 19282785).

Cangemi, J. (2009). Analysis of an adversarial labor/management situation in a Latin American industrial setting: A case study using Maslow's Hierarchy of Needs.
Organization Development Journal, 27(1), 37-47. (EBSCOhost Accession Number: AN 38797440).

deKlerk, M. (2007). Healing emotional trauma in organizations: An O.D. framework and case study. Organization Development Journal, 25(2), 49-P55. (EBSCOhost
Accession Number: AN 26232912).

Landau, D. (2005). Transformational change: The case of Nationalab. Organization Development Journal, 23(4), 61-76. (EBSCOhost Accession Number: AN
19282782).

Recommended Readings

1. Article:
Cronshaw, S. & McCulloch, A. (2008). Reinstating the Lewinian vision: From force field analysis to organization field assessment. Organization Development Journal,
26(4), 89-103. (EBSCOhost Accession Number: AN 38797435).

Recommended Websites

Academy of Management: www.aomonline.org

The Academy of Management (the Academy; AOM) is a leading professional association for scholars dedicated to creating and disseminating knowledge about
management and organizations.

American Management Association: www.amanet.org

American Management Association (AMA), and its international affiliates, is an organization that provides training solutions for individuals, teams, organizations and
government agencies. This website offers seminars, webcasts, podcasts, articles and white papers, live and online training sessions. Visit this website for a review of
their comprehensive portfolio of twenty-one training subject areas.

American Psychological Association: www.apa.org

The American Psychological Association (APA) is a scientific and professional organization that represents psychology in the United States. With 150,000 members,
APA is the largest association of psychologists worldwide. Visit this website to explore issues relating psychological topics, publications, the psychology help center,
news and events, research, education, careers and membership.

Organization Development Network: www.odnetwork.org

The Organization Development Network is an international professional association of organization development practitioners. Our members come from all 50 states of
the USA, Canada, Mexico, Puerto Rico, and around the world. Some are external consultants; others work within their organizations to promote healthy change. They
may specialize in such areas as human resources, training, leadership or talent development, change management, strategic planning, and a broad range of initiatives
designed to make organizations more effective.

Society of Industrial and Organizational Psychology: www.SIOP.org.

Society of Industrial and Organizational Psychology (SIOP), a division of APA, is a membership organization that provides invaluable and reliable resources for
professionals, students and educators. Visit this website for information about membership, meetings and conferences, services, publications, jobs, and learning
resources.

This can be about any major department store of your choosing. Thank you.

Write a five paper in APA format, double spaced, in 12-point font and with a 1? margin. Make sure to properly cite all sources. In your paper, you will first discuss the fundamentals of exceptional customer service in general. Then, you will describe how the company you are profiling uses these fundamentals to provide the exceptional customer service it does.

Introduction
Discuss the fundamentals of good customer service. Cover these topics (one to two pages):

?What is your definition of good customer service?
?How are good customer relations and rapport established?
?What are basic customer needs common to all customers?
Company Profile
Evaluate the exceptional customer service of the company you selected. Cover these topics (three to four pages):

?What is the background of the company? Its history? Mission statement?
?What are the customer service policies like? Is the focus placed on customer needs?
?What is the relationship between employee empowerment and accountability? How does this affect employee morale?
?What communication strategies are used to develop good customer relations and rapport?
?What is the complaint resolutions process?
?Illustrate an effective complaint resolution technique used by the company. Why is this technique effective?
Conclusion
Conclude your paper by answering the following questions (one page):

?What are the strengths and weaknesses of the customer service environment?
?What suggestions for improvement do you have?
?Does the company promote a ?customer first? attitude? Explain. What is the value of doing so?

The subject of the paper is an organization that I am currently working in and has identified a problem that lends itself to resolution using organization development and change techniques. This problem is getting a new boss who is a micromanager and the need to adjust office dynamics to cope with him.

2. Topic. Adjusting Workplace Functions to Cope With a Micromanager

Use our text, An Experiential Approach to Organizational Development, Sixth Edition, Harvey & Brown as a guide in your research.

Major areas of the Research Paper will include: (1) introduction, (2) body, (3) conclusion, and (4) references.

Sub topics for the body of the research paper should include: (a) anticipated the need to change (b) impact of the organization's culture, (c) consultant considerations, (d) diagnostic process, (e) overcoming resistance, (f) institutionalization timelines, and (g) OD intervention strategies.

All papers should include an interview with organizational members, even if informally. Senior members or officials are better than junior ones. Ensure the personal interviews are used and referenced in the paper.

In your conclusion, restate or highlight a potential OD intervention that may be beneficial in resolving the organizational problem. An overview of OD interventions are listed on page 227, Harvey & Brown.

Please use Microsoft WORD for composing your research paper. Utilize APA format. The research paper should be at least ten pages long, not including the cover page and reference page. A template is provided below; please ensure you use it, to include the detailed table of contents. The template conforms to APA style with some instructor preferences.

TABLE OF CONTENTS
Page


INTRODUCTION X

BODY X

Anticipating the Need to Change X

Impact of the Organization?s Culture X

OD Consultant Considerations X

Diagnostic Process X

Overcoming Resistance X

Institutionalization Timelines X

OD Intervention Strategies Recommendations X

CONCLUSION X

REFERENCES X

Note: Keep in mind that in this research you are developing a managed change process that will ultimately recommend an Organization Development (OD) intervention. The managed change process is your perception and does not have to be implemented. Essentially, you are developing an OD plan through your research. Very good ideas are never implemented because a managed changed process is not considered. Your research will allow you to develop a managed change process and is reflective of your readings in Harvey and Brown, our text.

INTRODUCTION

Have a general introduction that identifies the organization; for example? Park University is traditionally an ?institution of higher learning committed to the pursuit of knowledge, to intellectual and social development and to work and serve within a non-sectarian Christian setting? (Park 1, 2000, p. 11). In recent years Park has become an innovated leader in delivering distance education. ?Park University has provided benchmark educational programs to military and other extended learning students for more than 25 years. These extended learning programs, offered at sites nationwide, became the foundation for the enhanced and multifaceted distance learning system. Since 1996 distance learning formats have been used to meet the unique needs of students nationwide.? (Park 2, 2000, p. 2) The leadership assignment I have assumed is to ensure that traditional instructors understanding the benefits of online teaching and integrate some aspects of online teaching in their traditional classroom teaching strategy??

Body

There will be a series activities that are required in order to develop a clearer understanding of organizational development and change: (a) anticipated the need to change (b) impact of the organization?s culture, (c) consultant considerations, (d) diagnostic process, (e) overcoming resistance, (f) institutionalization timelines, and (g) OD intervention strategies.

Anticipating the Need to Change

What is your perception of the organization?s problem, disequilibrium or need for improvement. Refer to Chapter 1, page 16 of Harvey & Brown in developing this sub-topic.

Organization Culture

Describe the organization culture. What are the implication of the organization?s culture toward resolving the problem, disequilibrium or need for improvement? Refer to Chapter 3, Harvey & Brown, pages 69, 70, and 71 to develop this subtopic. Also, consider items related to changing culture page 439.

OD Consultant Consideration

Would you recommend an internal or external consultant? Why? What style of consultant would be best? What formalization would you insist on? Refer to chapter 4, Harvey & Brown to develop this subtopic.

Diagnostic Process

What diagnostic model is appropriate for the organization problem, disequilibrium or need for improvement? What are some data collection processes or instruments that could be used to gather information? Refer to chapter 5, pages 135 - 140 of Harvey & Brown to further develop this subtopic.

Overcoming Resistance to Change

While considering the organization?s problem, disequilibrium or need for improvement what are some restraining forces blocking implementation of change? What are some strategies to lessen resistance? Refer to chapter 6, pages 170 -177 of Harvey & Brown to further develop this subtopic.

Institutionalization Timelines

Note events that will be used to complete and stabilize the change in three stages; initial, transitional, and institutionalization.
Institutionalization Timelines
Leadership Plan MatrixFor Development of a Hybrid Course
Initial Stage*study current state*ask questions*market the idea*develop ?buy-in?*ask for hybrid adjunct faculty member volunteers*train hybrid volunteers*design and implement hybrid internet based learning community Transition Stage* begin teaching pilot hybrid courses*assess the success of hybrid courses*provide leadership to internet based learning community *new procedures introduced Institutionalization Stage*revise reward and compensation systems *promote/advance those who support and teach hybrid course*develop hybrid teaching manual *goal achieved
Continuous re-evaluation, two-way communication, feedback, recognition and reward
Nov Dec Jan Feb Mar Apr May Jun Jul Aug

OD Intervention Strategies

What OD intervention(s) could potentially solve the organization problem, disequilibrium, or need for improvement? Why would the selected intervention be the most effective? How would it be implemented? Note the overview of potential OD interventions on page 227, Harvey & Brown. Additionally, consider process intervention, employee empowerment, interpersonal interventions, team development interventions, inter-group development interventions and goal setting as outlined in chapters 7, 9, 10, 11, and 12 in developing this sub-topic.

CONCLUSION

Summarize your research?

REFERENCES

Kouzes, J.M. & Posner, B.Z. (1995). The leadership challenge: How to keep getting extraordinary things done in organizations. San Francisco, CA: Jossey Bass.

Park University. (2000). Park Undergraduate Catalog. Parkville Mo: University Press.

Park University. (2000). World Wide Web Degree Completion Program. Parkville Mo: University Press.

Other examples?..

Example of a journal reference:
Bruffee, K. A. (1994). Making the most of knowledgeable peers. Change, 26(n3), 43.

Example of a text references:

Conner, P. E., & Lake, L. K. (1996). Managing organizational change (2nd ed.).
Westport, CT: Praeger Publishers.

Cummings, T. G., & Worley, C. G. (2001). Organization development & change (7th. ed.). Cincinnati, OH: South-Western College Publishing.

Palloff, R. M., & Pratt, K. (1999). Building learning communities in cyberspace.
San Francisco, CA: Jossey-Bass Publishers.

Wenger, E. (1999). Communities of practice. Cambridge, UK: Cambridge University Press.

Example of a newspaper reference:

Garreau, J. (2001, September 12) Shaken global village on the internet. The Washington Post. p. C5.

Examples of an internet reference:

Kotwica, K. (1998). CIO magazine survey: virtual world communities [Online]. Retrieved September 20, 2001 from the World Wide Web: http://www.cio.com/behavior/edit/survey4.html

Learning Mastery. (2001). Gallery walk: an introduction to the collaborative learning network [Online]. Retrieved September 15, 2001 from the World Wide Web: http://www.learnmaster.com/index2.html.

Palloff, R. M., & Pratt, K. (1999). Building learning communities in cyberspace.
San Francisco, CA: Jossey-Bass Publishers.

Wenger, E. (1999). Communities of practice. Cambridge, UK: Cambridge University.

Example of a personal interview reference:

Wixxel, J. E. (2001, August 15) Union Steward Local 123, personal communication.

Reading Assignment:
Primary reading:

?Walters, J. H. (2010). Positive management: Increasing employee productivity. New York: Business Expert Press. Retrieved from Safari Books Online database.
?Recommended chapters or sections:
?Chapter 1: Positive Management, Strategy, and Productivity
?Chapter 9: Positive Management and the Day-to-Day Business of Managing
?Marketing strategy from the masters. (2010). Upper Saddle River, NJ: FT Press Delivers. Retrieved from Safari Books Online database.
?Recommended chapters or sections:
?Chapter 7: Pricing Strategy
?Chapter 34: Pricing Strategy and Objectives

Assignment Type: Individual Project Deliverable Length: 500?750 words
Points Possible: 110 Due Date: 5/20/2012 11:59:59 PM CT


Your manager believes in learning from other companies' success stories as well as stories of failure. In particular, she likes to apply various management theories when possible, rather than starting from the beginning every time a decision has to be made. She asks you to write a memo to her addressing the following:
From any recent or current event in the news, discuss and explain the use of these two specific theories that the firms you researched believed in

?In the human resource area, moving toward an employee empowerment culture
?In the marketing area, the theory of penetration pricing
For each of these two, explain the following:

?The issue being addressed that gave rise to employing these theories
?How the theory being followed leads to specific actions on the part of the company
?Results achieved
?If you had been the senior manager in these situations, at those companies, how might you have addressed the situation any differently? What other theory could have been the basis for the decision.
Please submit your assignment.

For assistance with your assignment, please use your text, Web resources, and all course materials.

Unit Materials







Assignment Type: Discussion Board Deliverable Length: 150?250 words
Points Possible: 75 Due Date: 5/20/2012 11:59:59 PM CT


The Discussion Board (DB) is part of the core of online learning. Classroom discussion in an online environment requires the active participation of students and the instructor to create robust interaction and dialogue. Every student is expected to create an original response to the open-ended DB question as well as engage in dialogue by responding to posts created by others throughout the week. At the end of each unit, DB participation will be assessed based on both level of engagement and the quality of the contribution to the discussion.

At a minimum, each student will be expected to post an original and thoughtful response to the DB question and contribute to the weekly dialogue by responding to at least two other posts from students. The first contribution must be posted before midnight (Central Time) on Wednesday of each week. Two additional responses are required after Wednesday of each week. Students are highly encouraged to engage on the Discussion Board early and often, as that is the primary way the university tracks class attendance and participation.

The purpose of the Discussion Board is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each week.

Using the library and credible Internet resources, complete the following:

?Find an example of a recent major decision (whether in business, politics, etc.) that was made based on assumptions that turned out to be incorrect.
?Explain why at least 2 assumptions for this decision were incorrect, and explain what led to their use as a basis for the decision.
?What would you have done to test the validity of the assumptions? What specific kinds of research, testing, or surveying might you have performed if you were the decision maker in a similar situation in the future? What, if anything, would you do differently about the assumptions being made?
In your own words, please post a response to the Discussion Board and comment on other postings. You will be graded on the quality of your postings.

For assistance with your assignment, please use your text, Web resources, and all course materials.

Unit Materials

please write a paper as if you were writing an executive summary to your CEO letting her know if this leadership class she sent you to was worth the money and should we send more employees to this class or was it not worth the time and money.? 1 page or less. Then write a 2 page reflection paper about the course what you learned and how it will help you in the future. This should be in the the following title and format: Create a Leadership Development Journal (LDJ) - write about how your mistakes went when you let yourself lead out of your comfort zone . basically you tried things out of your comfort zone and what happened? how did this work for you. what were the pros and cons. Also how many people a day did you make feel good? and how did you do it? then reflect on the magic pole excerise how did that go and what did you get from that? how did the other leadership excersises go just generalize them good or bad overall ?
Then write a Final LDP- 1-2 pages
For the Leadership Development Plain create an assessment of where you are now as a leader,communicator, current skills, and accomplishments. include short, medium, and long term goals what are your actions/commitments to achieve the objective This must be done in the SMART format ( my goals are short term pass the course, medium goals- get this move to the new house over with, long term- one day become president of the US)
S = Specific
M = Measurable
A = Attainable
R = Realistic
T = Timely
( some background on this and me... of course this is a made up one- I'm the COO of the VA in the SF bay area. I'm the youngest COO they have every had and I'm coming into this leadership role the same time the VA scandal broke on CNN- how did I transition into your role, what leadership style did you take ( I was a very direct/ military type approach with a lot of manipulation to get the old staff to do the right "new things") and a lot of ice cream socials. ?


The following is the desorption and the objectives (use this as material for the paper -did you learn the below?- answer should be yes to most of it)
COURSE CATALOG DESCRIPTION( project management class): Gain the leadership and communication skills to support successful projects in your organization. Through team-based activities and projects, master the most difficult aspects of team management. Discover how to build and maintain a high-performing, motivated project team using techniques such as teamwork and employee empowerment. Learn how to work together with your project team to avoid and resolve conflicts, make collaborative decisions, and build the foundation of trust and interpersonal relationships required for cohesive teamwork and successful project results.
OVERALL OBJECTIVE: The primary objective of this course is to equip executive staff with the soft skills of managing people and teams in projects including leadership, communications, team organization and development, conflict management, quality management, and negotiating.
SPECIFIC OBJECTIVES: At the completion of this course, participants will understand the role of leaders and team dynamics in projects. Participants will be able to:
Describe and apply various leadership and communication styles
Assess ones own leadership strengths and weaknesses and create a development plan
Recognize various organizational?structures and operate efficiently within ?them commitment to projects.
Demonstrate methods for gaining Negotiate for project resources
Organizational Influences
Organizational cultures and styles
Organizational structures: functional, ?matrix, and projectized
How projects typically fit into the overall corporate organizations ?Project Leadership
Leadership styles
Principles of Exemplary Leaders
Leadership versus management
Motivating -- WIIFM
Delegating: Why it is necessary and how to do it effectively
How to assess your interpersonal skills Project Communication ?Informal and formal presentations Assertive versus aggressive?Perception?Assume Positive Intent ?Feedback versus criticism ?
Problem Solving
Barriers to problem solving in projects Defining it?Generating options?Selecting solution
Problem solving tools and techniques
Consensus versus...? Our People
Leading AND following?5 Dysfunctions of Teams?Team organization and development?Aligning people to project goals?Virtual teams?Team evolution and what to do about it Ethics and Politics
Project Communication Management
Stakeholders
Establishing and communicating clear ?project goals
Information: creating, distributing/access




?

Answer the following questions in your own words:

Q1. They say the world is flat. They say that globalization is important to all businesses. They say that outsourcing is an important way to maximize profits. They also say that globalization erodes the competitive advantage of US companies and loses US jobs. What do you think?

Q2.Consider the following portrayal of strategies employed by the major recording studios:
Some recording artist and the Recording Artists Coalition claim that the worlds five major music recording studios-Universal, Sony, Time Warner, Emi/Virgin, and Bertelsmann- deliberately employ strategies calculated to take advantage of musicians who record for them. One practice to which they strenuously object is that the major-label record companies frequently require artists to sign contracts committing them to do six to eight albums, an obligation that some artists say can entail an indefinite term of indentured servitude. Further,
it is claimed that audits routinely detect unpaid royalties to musicians under contract; according to one music industry attorney, record companies misreport and underpay artist royalties by 10 to 40 percent and are "intentionally fraudulent." One music writer was recently quoted as saying the process was an entrenched system whose prowess and conniving makes Enron look like amateur hour." Royalty calculations are based on complex formulas that are paid only after artists pay for recording costs and other expenses and after any advances are covered by royalty earnings.
A Baffler magazine article outlined a hypothetical but typical record deal in which a promising young band is given a $250,000 royalty advance on a new album. The album subsequently sells 250,000 copies, earning $710,000 for the record company; but the band, after repaying the record company for $264,000 in expenses ranging from recording fees and video budgets to catering, wardrobe, and bus tour costs for promotional events related to the album, ends up $14,000 in the hole, owes the record company money, and is thus paid no royalties on any of the $710,000 in revenues the recording company receives from the sale of the band's music. It is also standard practice in the music industry for recording studios to sidestep payola laws by hiring independent promoters to lobby and compensate radio stations for playing certain records. Record
anies are often entitled to damages for undelivered albums if an artist leaves a recording studio for another label after seven years. Record companies also retain the copyrights in perpetuity on all music recorded under contract, a practice that artists claim is unfair. The Dixie Chicks, after a year-long feud with Sony over contract terms, ended up refusing to do another album; Sony sued for breach of contract, prompting a countersuit by the Dixie Chicks charging "systematic thievery" to cheat them out of royalties. The suits were settled out of court. One artist said,."The record companies are like cartels. Recording studios defend their strategic practices by pointing out that fewer than 5 percent of the signed artists ever deliver a hit and that they lose money on albums that sell poorly.

A) If you were a recording artist, would you be happy with some of the strategic practices of the recording studios? Would you feel comfortable signing a recording contract with studios engaging in any of the practices?

B) Which, if any, of the practices of the recording studios do you view as unethical?


Q3. Suppose you found yourself in the following situation: In preparing a bid for a multimillion-dollar contract in a foreign country, you are introduced to a consultant who offers to help you in submitting the bid and negotiating with the customer company. You learn in conversing with the consultant that she is well connected in local government and business circles and knows key
personnel in the customer company extremely well. The consultant quotes you a six-figure fee.
Later, your local coworkers tell you that the use of such consultants is normal in this country-and that a large fraction of the fee will go directly to people working for the customer company. They further inform you that bidders who reject the help of such consultants have lost contracts to competitors who employed them. What would you do, assuming your company's code of ethics expressly forbids the payments of bribes or kickbacks in any form?

Q4. Using Google toolbar or other online databases, do a search for recent writings on decentralized decision making and employee empowerment. According to the articles you found in the various management journals, what are the conditions for effectively pushing
decision making down to lower levels of management?

Assume the same role of VP of HR as in the previous assignments.

1.Develop a strategy specific to your organization for integrating job performance and training.
2.Discuss the most significant performance management challenges the organization you have researched has faced.
3.Outline the basics of a performance management initiative that would significantly improve employee performance across the organization as well as encourage employee retention.
4.Create a set of best practices specific to your organization for improving employee relations.
5.Cite at least five (5) references, three (3) of which must be from peer-reviewed journals.

Previous Order Numbers:
A2062096
Strategic HR Management
A2063639
Employment Laws
A2065160
Selection and Retention

Customer is requesting that (Maryamkazi) completes this order.

This paper is a concept analysis paper and I need 15 pages.
My concept is empowerment: Find cases or scenarios to describe empowerment in the first paragraph.
In the second paragraph use 3-5 definitions of empowerment ( from Merriam-Webster and other sources). In the third paragraph do a literature review of the concept. In the fourth paragraph define attributes( from Walker & Avant) and use it in relationship with the concept of empowerment. The fifth paragraph identify a model case define it ( from Walker & Avant) and use it in relationship with the concept. In the sixth paragraph indentify a bordeline case and define it (from Walker & Avant) and use it in relationship with concept. In the seventh paragraph identify a related case define it (from Walker & Avant) and use it in realtionship with the concept. In the eighth paragraph identify a contrary case define it according to ( Walker & Avant) and use it in realtionship with the concept. In the nineth paragraph identify a contrary case define it according to ( Walker & Avant) and it in relationhip with the concept. In the tenth paragraph identify an invented case define it according to (Walker& Avant) and use it in relationhip with the concept. In the eleventh paragraph identify an illegimate case define it according to ( Walker & Avant) and use it in relationship with the concept. In the twelveth paragraph define antecedent according to ( Walker & Avant) and use it in relationship to the concept. In the thirteenth paragraph define consequences according to ( Walker & Avant) and use it in relationhip with the concept. In the fourteenth paragraph define empirical referents according to ( Walker & Avant) and use it in relationship with the concept. In the fifteenth paragraph provide a detailed description on how the concept is or ( can be ) used in advanced nursing practice or advanced nursing education.
Like I mentioned most of the definitions need to come from the book " Strategies for Theory construction in Nursing" from Walker & Avant and the rest of the references need to come from other nursing or medical sources. Please let me know if you have the book " Strategies forTheory construction in Nursing" because most of my definitions need to come from that book as I mentioned above.
There are faxes for this order.

1. The specific subject of the dissertation is the following:
"'Empowerment is more about coercion thatn commitment'. Discuss with reference to contemporary work systems."

2. would prefer to use british bibliography/ sources, but not exclusively; may use american or other but not rare sources.

3. use enough references; there is not a specific number but better not less than 3 per page

Pls do not hesitate to e-mail me since you need further specifications.

Thank you

Analyze recent research in delegation and empowerment approaches used in
organizations (last 6 years). Assess best practices that demonstrate methods and approaches that enable leaders to efficiently delegate responsibilities among team members
to meet or exceed expectations. Evaluate the importance of empowering subordinates in order to foster a positive and productive working environment.

Choose the best articles that relates to Empowerment. The format is as following:
1. DEFINITION: a brief definition of the key term followed by the APA reference for the term; this does not count in the word requirement;
2. SUMMARY: Choose 1 of the articles and summarize IN YOUR OWN WORDS- this should be in the 100 - 125 word range. Be sure to note the article's author, note their credentials and why we should put any weight behind his/her opinions, research or findings regarding the key term.
3. DISCUSSION: Using a minimum of 300 words, write a brief discussion, IN YOUR OWN WORDS, of how the article relates to the selected chapter Key Term. A discussion is not rehashing what was already stated in the article, but the opportunity for you to add value to the discussion by sharing your experiences, thoughts and opinions. This is the most important part of the posting!

There are faxes for this order.