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ASSIGNMENT 2
PROFESSIONAL DEVELOPMENT
PROGRAM PROPOSAL
Due Week 6: 240 points
As you continue your consulting role, the next task is to deliver a
professional development program to the CEO of your chosen organization.
It is important that your program’s proposal be based on your research of
emotional intelligence (EI) and specifically detail how a new incentive
program, based on an EI management approach, will:

foster teamwork,

strengthen interpersonal relationships,

enhance communication,

increase overall performance, and

benefit not only managers but the bottom-line.
INSTRUCTIONS
Create a double-spaced 5 to 7 page proposal that includes the following components:
1) EI and Motivation
• Which of the EI building blocks would impact management’s ability to
enhance employee performance and job satisfaction?

Based on your research on motivational theory, describe how you
would utilize positive or negative reinforcement to influence the
members of the organization and resolve the issue. Provide examples
to support your solution.
2) EI and Social Skills and Decision Making
• Explain how the core concepts of emotional intelligence would
enhance the social skills and the decision-making efficacy of the
management team.
3) Effective Teams
• Describe the core attributes of an effective team and the strategies
you would implement to develop team dynamics that will benefit the
organization.
4) Reward Systems
• Create an effective reward system for this organization. Determine
the strategies you would incorporate to motivate employees and
influence behavior.
5) References and Citations
• Provide at least 2 quality resources.

In-text citations are required when paraphrasing or quoting another
source.
6) Formatting and Writing Standards
• Formatting and writing standards are part of your grade. Align your
formatting to the Strayer Writing Standards.
*Grading for this assignment will be based on the following criteria and evaluation standards:
POINTS: 240
Criteria
1. EI and
Motivation
Weight: 20%
2. EI and Social
Skills and
Decision Making
Weight: 20%
3. Effective
Teams
Weight 25%
4. Reward
Systems
Weight 20%
5. Reference
minimums;
Reference quality
ASSIGNMENT 2: PROFESSIONAL DEVELOPMENT PROGRAM PROPOSAL
Exemplary
100% – A
Proficient
85% – B
Fully describes how
motivation and
reinforcement would be
used to influence members
of the organization to
resolve the issue. Draws
compelling, logical
connections between theory
and solution. Examples are
strong and support solution.
Satisfactorily describes
how motivation and
reinforcement would be
used to influence members
of the organization to
resolve the issue. Makes
logical connections
between theory and
solution. Examples support
solution.
Partially describes how
motivation and
reinforcement would be
used to influence members
of the organization to
resolve the issue. Makes
loose connections between
theory and solution.
Examples do not fully
support solution.
The description does not
address how motivation
and reinforcement would
be used to influence
members of the
organization to resolve the
issue. Examples are not
provided.
Fully describes how
motivation and
reinforcement would be
used to influence members
of the organization to
resolve the issue. Draws
compelling, logical
connections between theory
and solution. Examples are
strong and support solution.
Satisfactorily describes
how motivation and
reinforcement would be
used to influence
members of the
organization to resolve
the issue. Makes logical
connections between
theory and solution.
Examples support
solution.
Partially explains how core
concepts of emotional
intelligence would enhance
the social skills and the
decision-making efficacy of
the management team.
Loose connections are
made to support the
relationship between EI and
management’s skills.
Application of research is
minimal.
The description does not
explain how the core
concepts of emotional
intelligence would
enhance the social skills
and the decision-making
efficacy of the
management team.
Completely describes the
core attributes of an
effective team. Strategies to
develop team dynamics are
strongly articulated and
detailed. Benefits to the
organization are logical and
well supported.
Satisfactorily describes
the core attributes of an
effective team.
Strategies to develop
team dynamics are
articulated. Benefits to
the organization are
stated. Additional details
and source support
would improve the
description.
Partially describes the core
attributes of an effective
team. Strategies to develop
team dynamics lack details
and source support or are
not fully articulated. Benefits
to the organization are
unclear.
Does not describe the core
attributes of an effective
team or strategies to
develop team dynamics.
Benefits to organization
are not presented.
Creates an effective reward
system and articulates wellthoughtout strategies to
motivate employees to
influence behavior. The
connection between strategy
and influence is strong and
supported by source
material.
Creates an effective
reward system and
provides motivational
strategies. Details and
source material support
how behavior would be
influenced.
Partially creates an effective
reward system and
articulates some
motivational strategies.
Supporting details are given
but could be expanded to
describe how behavior
would be influenced.
Application of research is
minimal.
Did not create an effective
reward system or
determine strategies to
motivate employees to
influence behavior.
Meets or exceeds number of
required references; all
references high quality
choices.
Meets number of
required references;
some references may be
poor quality choices.
Does not meet the required
number of references; some
references may be poor
quality choices.
No references provided or
all references poor quality
choices.
Followed all writing
standards.
Met page minimums.
Followed most writing
standards.
Met page minimums.
Followed few writing
standards.
May not have met page
minimums.
Followed few to no writing
standards.
Did not meet page
minimums.
Weight 5%
6. Follows writing
standards;
Meets page
minimums
Weight 10%
Fair
75% – C
Unacceptable
0% – F
Running head: ORGANIZATIONAL ISSUES
Organizational Issues
Willie J Grier
BUS 520: Leadership and Organizational Behavior
Dr. Wanda Tillman
Strayer University
27 April, 2019
1
ORGANIZATIONAL ISSUES
2
Organizational Issues
The organizational structure in any organizational setting plays a critical role in
determining the standards of operation and quality of output from the members of the said
organization. Although the staff has a responsibility to meet the objectives of the organization, the
presence of oversight into the activities of the employees in the organization therein, or lack
thereof, always has an impact on output. This explains some of the discrepancies experienced
between employees in the private sector and those in the public sector, in which case lack of clear
targets, especially in social services departments, results to more complacency among the
employees than is the case with the employees in the private sector. However, some organizational
settings, such as the United States Navy, experience challenges in their recruitment processes,
which in turn influences the quality of employees and level of motivation among the senior most
members of the navy, but who may have limited control over the recruitment process.
According to the Navy’s mission statement, the United States Navy seeks to recruit, train
and maintain combat-ready forces, which would be capable of defending and deterring aggression
from the sea. Consequently, the mission statement clearly indicates the necessity of an ideal
recruitment framework, which would in turn influence the quality of the forces available for
training, to guarantee effective deterrence and maintenance of the country’s sovereignty at sea.
However, the quality of navy recruiters involved in selecting new recruits for the navy remains
relatively low. Additionally, the retention of minority sailors in the technical fields also remains
an issue that has so far reduced the quality of services provided by the navy in addition to adversely
affecting the level of motivation among the organization.
Notably, a workplace culture has the potential to influence the activities within the
organization to the levels of productivity therein. In the organization herein, the recruitment
ORGANIZATIONAL ISSUES
3
process includes the different recruiters having a set objective, which they then have to meet by
the end of the month in terms of recruitments to the navy (Arkes & Cunha, 2015). This approach
has resulted in a compromise on quality, as the recruiters make an effort to meet the minimum set
targets for recruitment. Ultimately, there is often limited effort to understand the recruits, which
implies that not all those who eventually get drafted are qualified enough for the different positions
of interest. This is bound to affect the organizations ability to meet the objectives as indicated in
its mission statement, which in turn adversely affects the general motivation among the citizens
serving in the Navy.
In particular, one of the consequences of a poor recruitment process lies in the difficulties
experienced in training the unqualified personnel. In particular, training is one of the most
important steps in ensuring that the US Navy is combat-ready, and capable of deterring aggression
(Johnson & Andersen, 2015). Consequently, there the recruits are not qualified enough for some
of the training processes, their trainers experience significant difficulties that they would otherwise
not have experienced were the recruitment process thorough enough. Additionally, the lack of
continuity in different positions during turnover presents a challenge for the future of the navy and
its ability to meet different responsibilities. Ultimately, the human resource capital ends up
experiencing significant challenges due to the challenges in the structure of the department.
Clearly, the primary source of weakness lies in its human resource framework, whose
consequences are direct and adversarial to the quality of output from the navy. Consequently, the
best solution to addressing the problem would be a review of some of the policies that have so far
contributed to the experienced challenges. Emphasis on quality as opposed to the quantity of
recruits could give the recruitment personnel an opportunity to evaluate the level of qualifications
more than would be the case with the necessity to meet a particular number of minimum recruits.
ORGANIZATIONAL ISSUES
4
ORGANIZATIONAL ISSUES
5
References
Arkes, J., & Cunha, J. M. (2015). Workplace goals and output quality: evidence from timeconstrained recruiting goals in the US navy. Defence and Peace Economics, 26(5), 491515.
Johnson, W. B., & Andersen, G. R. (2015). Mentoring in the US Navy: Experiences and attitudes
of senior Navy personnel. Naval War College Review, 68(3), 76-90.
Name: BUS520 Assignment 2


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BUS520-A2-1
1. EI and
Motivation
Exemplary 100% Proficient 85% -A
B
Points:
48 (20%)
Points:
Fully describes
40.8 (17%)
how motivation Satisfactorily
and reinforcement describes how
would be used to motivation and
influence
reinforcement
members of the
would be used to
organization to
influence
resolve the issue. members of the
Draws
organization to
compelling,
resolve the issue.
logical
Makes logical
connections
connections
between theory
between theory
and solution.
and solution.
Examples are
Examples support
strong and support solution.
solution.
Points:
48 (20%)
Fully describes
how motivation
and reinforcement
would be used to
influence
members of the
BUS520-A2-2
organization to
2. EI and Social
resolve the issue.
Skills and
Draws
Decision Making
compelling,
logical
connections
between theory
and solution.
Examples are
strong and support
solution.
Fair 75% – C
Unacceptable
0% – F
Points:
36 (15%)
Partially describes
how motivation
and reinforcement
would be used to
influence
members of the
organization to
resolve the issue.
Makes loose
connections
between theory
and solution.
Examples do not
fully support
solution.
Points:
0 (0%)
The description
does not address
how motivation
and reinforcement
would be used to
influence
members of the
organization to
resolve the issue.
Examples are not
provided.
Points:
36 (15%)
Points:
Partially explains
40.8 (17%)
how core concepts
Satisfactorily
of emotional
describes how
intelligence would
motivation and
enhance the social
reinforcement
skills and the
would be used to
decision-making
influence
efficacy of the
members of the
management
organization to
team. Loose
resolve the issue.
connections are
Makes logical
made to support
connections
the relationship
between theory
between EI and
and solution.
management’s
Examples support
skills. Application
solution.
of research is
minimal.
Points:
0 (0%)
The description
does not explain
how the core
concepts of
emotional
intelligence would
enhance the social
skills and the
decision-making
efficacy of the
management
team.
BUS520-A2-3
3. Effective
Teams
BUS520-A2-4
4. Reward
Systems
BUS520-A2-5
5. References
and Citations
Exemplary 100% Proficient 85% -A
B
Points:
Points:
51 (21.25%)
60 (25%)
Satisfactorily
Completely
describes the core
describes the core attributes of an
attributes of an
effective team.
effective team.
Strategies to
Strategies to
develop team
develop team
dynamics are
dynamics are
articulated.
strongly
Benefits to the
articulated and
organization are
detailed. Benefits stated. Additional
to the organization details and source
are logical and
support would
well supported.
improve the
description.
Points:
48 (20%)
Creates an
Points:
effective reward
40.8 (17%)
system and
Creates an
articulates welleffective reward
thoughtout
system and
strategies to
provides
motivate
motivational
employees to
strategies. Details
influence
and source
behavior. The
material support
connection
how behavior
between strategy
would be
and influence is
influenced.
strong and
supported by
source material.
Points:
Points:
12 (5%)
10.2 (4.25%)
Meets or exceeds Meets number of
number of
required
required
references; some
references; all
references may be
references high
poor quality
quality choices.
choices.
Fair 75% – C
Unacceptable
0% – F
Points:
45 (18.75%)
Partially describes
the core attributes
of an effective
team. Strategies to
develop team
dynamics lack
details and source
support or are not
fully articulated.
Benefits to the
organization are
unclear.
Points:
0 (0%)
Does not describe
the core attributes
of an effective
team or strategies
to develop team
dynamics.
Benefits to
organization are
not presented.
Points:
36 (15%)
Partially creates
an effective
Points:
reward system and 0 (0%)
articulates some Did not create an
motivational
effective reward
strategies.
system or
Supporting details determine
are given but
strategies to
could be expanded motivate
to describe how employees to
behavior would be influence
influenced.
behavior.
Application of
research is
minimal.
Points:
9 (3.75%)
Does not meet the
required number
of references;
some references
may be poor
quality choices.
Points:
0 (0%)
No references
provided or all
references poor
quality choices.
Exemplary 100% Proficient 85% -A
B
BUS520-A2-6
6. Formatting
and Writing
Standards
Unacceptable
0% – F
Points:
Points:
Points:
Points:
0 (0%)
24 (10%)
20.4 (8.5%)
18 (7.5%)
Followed few to
Followed all
Followed most
Followed few
no writing
writing standards. writing standards. writing standards.
standards. Did not
Met page
Met page
May not have met
meet page
minimums.
minimums.
page minimums.
minimums.
Name:BUS520 Assignment 2
Fair 75% – C

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