Category: Organizational behavior

Find one scholarly journal article (I recommend using the ACC library system) that discusses the use of self-management systems with the population with whom you are preparing or would like to work. Write a brief synopsis (1 page) of the article and submit it.

Write a 710 page analysis paper about the Riverbend scenario (the 7-10 pages does not include the title page and reference page). Focus on applying Senges core disciplines, organizational disabilities, systems archetypes, and systems maps to events in the scenario. Include critical thinking questions for stakeholders and recommendations for the CEO based on this analysis. This assessment provides an opportunity for you to gain insight into organizational changes. Senge’s core disciplines, organizational disabilities, systems archetypes, and systems maps can be applied in the Riverbend case study. Through your analysis of the events and stakeholders in the case, you will be able to advance your understanding of key course concepts as they appear in authentic organizational contexts. The case will prompt you to interpret events from various viewpoints and to identify crucial decision points in the case. The Situation Ongoing communication problems between the Hmong community and Riverbend City Medical Center (RCMC) were negatively affected by the train derailmentespecially through the altercation with the Vang family. An embarrassing article about the altercation in the Free Press prompts hospital CEO Eugene Pittman to investigate options to implement change, including researching a successful Merced, California, program. In Merced, the medical community has been teaching principles of Western medicine to Hmong shamans (traditional spiritual healers). The shamans act as a bridge between medical professionals and the Hmong community. When consulting with Hmong patients, the shamans instruct the patients in Western medicine and also perform traditional rituals. Considerations It is important for leaders to consider the cultural norms and needs of the people they serve. It also sometimes becomes necessary to consider ideas that may seem unorthodox. As you read about the strategies being considered by RCMC leadership, consider the degree to which you feel the Merced program will be effective. What other steps should the hospital CEO take to address the current situation? How might a systems thinking approach be helpful? Website for guidelines for writing a case study analysis: https://westcoastuniversity.edu/online-student-resources/research-and-writing/writing-a-case-study-analysis Write an 710 page analysis paper about the Riverbend scenario. Focus on applying Senges core disciplines, organizational disabilities, systems archetypes, and a systems map to events in the scenario. Include critical thinking questions for stakeholders and recommendations for the CEO based on this analysis. Synopsis of the Case Study Introduce the case. Provide a synopsis of the case study, focusing on how communication problems and cultural misunderstandings created conflict in the organization. A Systems Lens – The Four Core Disciplines Apply the four core disciplines to the case. Using the lens of Senge’s four core disciplines (personal mastery, mental models, team learning, and shared vision), analyze the extent to which each discipline reveals organizational dynamics and contributes to organizational learning or to the organizations problems. How could application of the four disciplines support a systems thinking approach that would have a beneficial impact on the organization? A Systems Lens – Organizational Disabilities and systems Archetypes Apply a systems lens to the case. Analyze Senges organizational disabilities and systems archetypes present in the case. Identify at least one organizational disability that contributes to the current organizational conflict. Explain at least one example of a systems archetype that can be seen in the case. Include a systems map of this archetype as part of your explanation. Practical Recommendations Provide a set of specific and practical recommendations about how the CEO should proceed in a way that furthers the goals of supporting increased cultural understanding among Riverbend staff and the Hmong community. APA Format

Addressing Organisational Problems at Tech Lab, Inc.

Overview

Your assignment is to use data and your knowledge of organisational behaviour to inform a series of recommendations to Tech Lab, who have hired you as an outside consultant to address two major problems plaguing their company. You will be assessed in terms of your ability to (a) present a professional report, (b) draw upon the organisational behaviour literature to provide evidence-based recommendations, (c) use data to inform your decisions, and (d) use creativity in developing and presenting these recommendations to enhance the extent to which Tech Lab is likely to use them. Particular emphasis will be placed on (b). The marking criteria are shown below.

Identifying Top Talent

In your meetings with Tech Lab, they have voiced concerns that they cannot seem to hire the right people for the job. They are concerned that their recent hires seem talented in the beginning but ultimately turn out to be mediocre performers, who either quit or have to be let go for poor performance. Tech Lab keeps track of the applicant data they collect prior to making a hiring decision and want to know if they can improve their employee selection decision-making in the future (see Tech Lab hiring data.sav datafile in Moodle). The current hiring process calls for applicants to meet education standards (a university degree or better), undergo on-site interviews (with three different managers), and complete an online cultural values test that assesses whether applicants personal values match the Tech Labs values. Tech Lab is planning to hire a large number of new data scientists using their current protocol, but wants to know how they can improve it. The job description for the data scientist role is attached (see Appendix A: Data Scientist job description).

Your job is to recommend ways Tech Lab can improve their broken hiring system. In your recommendation, it is essential that you (a) provide guidance as to which procedures Tech Lab should keep (if any) and which procedures they should drop (if any), and (b) suggest other procedures that would improve their talent selection/hiring process. Your recommendations should be supported by evidence from the organisational behaviour literature (and your own analyses of the data provided). Guidance on data analysis is also attached (see Appendix B: Tips on Using Multiple Regression and ANOVA).

Improving Satisfaction and Motivation

Tech Lab has also set a company goal to improve satisfaction and motivation across its five main departments: accounting, human resources, research and development, consulting, and sales. An outside company recently conducted an employee satisfaction survey of Tech Labs employees, but the outside company did not analyse the data (see Tech Lab employee satisfaction data.sav in Moodle) or provide Tech Lab with results and insights on what to do to improve employee satisfaction and motivation. The survey asked employees to rate their satisfaction with their job overall, their coworkers, their supervisors, the job environment, and their pay and benefits. They have asked you to look at these data and offer a set of actionable recommendations as to what they should do to improve employee satisfaction and retention. It is essential that you (a) identify the departments and aspects of the job with the lowest levels of satisfaction, and (b) explain what specific steps can be taken to improve satisfaction and motivation across the company. Your recommendations should be supported by evidence from the organisational behaviour literature (and your own analyses of the data provided). Guidance on data analysis is also attached (see Appendix B: Tips on Using Multiple Regression and ANOVA).

Things to Remember when Developing Your Recommendations

• Your report should include the following:
• A professional-looking title page
• An executive summary (not counted in the word total)
• Key recommendations (not to exceed 1,000 words):
• Explain why you are recommending a course of action
• Provide evidence for your recommendations
• Refrain from making changes that are not improvements
• Any relevant tables, charts, or analyses (not counted in the word total)
• References pageall references should follow APA style guidelines: https://

Please note that the text below in Section Fsaying that you will be marked down for incorrect analysesdoes not apply to this assignment. While every effort should be made to conduct the correct analyses, this is not a statistics course and you will not be marked down for performing incorrect analyses. However, you are expected to do as much with the data as you can, given the knowledge and resources at your disposal. The important thing is being able to make defensible recommendations that show knowledge of class material based on the analyses conducted.

The marking rubric can be found at the end of this document. Please familiarize yourself with the rubric and read the attached notes carefully.

This assessment contributes towards the achievement of the following stated module Learning Outcomes as highlighted below:

• Use theory and evidence to inform their decisions at work.
• Understand their own leadership styles and assess their own personal development.
• Critique and offer useful alternatives to dubious management practices.
• Understand and apply findings from organisational behaviour to common workplace issues, such as how to motivate employees.
• Use data to enrich and inform their leadership decision-making.

RMG200

Major Individual Assignment (30%)

Winter 2026

Topic:

Retail Failure Analysis in the Canadian Market

Assignment Overview

This individual assignment examines retail failure in the Canadian market through a

strategic and marketing lens. Students will analyze why selected retailers failed or

underperformed in Canada and identify lessons for future retail entrants

I need a 4 page case study! I have attached the details of assignments

By now you’ve read the one-page summary from the 2023 text (p 169) about how Netflix motivates employees with high expectations and high accountability. You’ve also read the article in HRReview and the memo Netflix posted on their own website (link to Netflix job website hereLinks to an external site.). An outsider with little Organizational Behavior knowledge might be horrified by Netflix’ approach to culture. They might imagine employees coming to work everyday with high levels of anxiety and distrust. It all sounds very stressful and undesirable. However, how does one explain their high levels of employee satisfaction and such low employee turnover? Link: Book: 2025 New Release Organizational Behavior by Colquitt Jason chapter 6&7 If it is well-known within the company and even on the outside that Netflix will fire anyone who does not consistently earn “A’s” then why are the employees so happy? How do they not all have ulcers if they seemingly have such tenuous job security? On this discussion board please give your thoughts as to why that might be. Please try to use terminology from chapters 6 & 7 including: Motivation, self-efficacy, expectancy theory, goal setting theory, equity theory, trust, justice, ethics, and any other concepts from those chapters. Your post should be brief and you do not need to use all of the terms, but your answer should be justified by concepts from the chapters. Hearing your personal experience (if you’ve been in this situation) is helpful too!

rewrite the post for class

A critical insight provided by Ramannas *Managing in the Age of Outrage* (2022) book is that organizations need to recognize that often, what fuels outrage among stakeholders or the public is not purely a function of objective or technical reality but rather a function of perceived fairness and accountability. In a fast-paced crisis management scenario, stakeholders do not simply evaluate whether or not there was adherence to policy but also assess whether there was integrity and empathy involved. Ramannas argument here suggests that what leaders ought to strive for is strategic transparency, which means providing information transparently and timely but not being defensive or evasive. This framework seems especially relevant to the Centre for Addiction and Mental Health (CAMH) case study, where heightened scrutiny and media engagement fueled emotional reactions. In such a context, strategic transparency does not mean revealing all the details but rather revealing a willingness to be transparent and providing clarity on the decision-making process while correcting misinformation as soon as possible. This approach helps to manage any speculation that might result from a lack of information and thereby reinforce credibility.

Equally important to consider are elements like empathy and strategic messaging. Ramannas argument here suggests that leaders need to validate stakeholders emotions before attempting to defend organizational actions. In a context like CAMHs, this might mean recognizing the emotional salience of the issue at hand and delineating steps being taken to address these very issues. Strategic messaging might require maintaining consistent messaging across all channels and aligning it with organizational values to ensure interpretive outcomes within a polarized media environment. By integrating elements like strategic transparency with elements like empathy and strategic messaging, an organization can hope to secure its own reputation not by dismissing or denying negative publicity but by proving its accountability and responsiveness to stakeholders.

The specific instructions are in the documents even an example is provided if youre able to create the project for me please let me know thanks

The specific instructions are in the documents even an example is provided if youre able to create the project for me please let me know thanks

Scenario: In Touchstone 1, you developed a SWOT analysis to fully understand the position of the Quenchbliss soda company in the current market. You should use that analysis to help inform your decisions on this Touchstone. You will continue your role as an Organizational Behavior Consultant to help Quenchbliss leaders grow their organization.

For this Touchstone, we will make the following assumptions:

• Quenchbliss needs to restructure the organization. As noted in the scenario, the company has grown fast and organically.
• Based on the SWOT analysis performed in the Unit 1 Touchstone, Quenchbliss wants to expand into two more countries, Jamaica and the Dominican Republic, in the next 5 years.
• Because they have high turnover, Quenchbliss needs to work on their motivation strategies to keep their people happy and engaged.

Consider the following as you develop your organizational structure:

• Quenchbliss has historically been an organic organization but needs to make mechanistic changes as it expands. Review the content on .
• Quenchbliss does not have a clear path to promotion, which can be one motivational factor. According to the , showing employees that desirable behavior leads to positive outcomes, like promotions, is important as part of the organizational structure design.

Consider the following questions as you develop your motivational plans:

• How can a manager motivate employees extrinsically but also ensure they are intrinsically motivated?
• Which motivational theory do you think is the most valid and applicable to Quenchblisss organization?

Assignment: Develop a slide deck for a presentation for the leadership at Quenchbliss. As an OB expert, your presentation will address how the company can change the organizational structure, provide a graphic on a proposed structure, and also address motivational strategies that are tied to motivational theories.

Note: This Touchstone should be completed as a slide deck using software such as Microsoft PowerPoint, Google Slides, or another similar program.

A. Directions

Step 1: Determine an Organizational Structure and Change Process

• Review the tutorials on and . The tutorials on and will also be helpful. All of these are in Unit 1, Challenge 3: Organizational Structure and Change.
• Based on the fact that Quenchbliss is changing from organic to mechanistic, consider what formalized organizational structure might work best, and what the process would look like for Quenchbliss.

Step 2: Decide on a Motivational Plan

• Review Fundamentals of Motivation. You will then want to review all of the motivational theories and strategies covered in Unit 2, Challenge 4, Attributions: Interpreting the Causes of Behavior, and Unit 2, Challenge 5, Attitudes and Behavior.
• As you review, consider which ones might apply best to Quenchbliss. Consider the theories and which best fits the organizational circumstances as you described in the first Touchstone.

Step 3: Prepare a Presentation for the Quenchbliss Leadership Team

Prepare a slide deck (PowerPoint presentation or equivalent) for a presentation to the Board of Directors and the Leadership Team at Quenchbliss. The presentation should have 10 slides:

• A title slide; this should also include your name and the date.
• An introduction slide that addresses what youll be covering in the presentation and why it is important. This will include elements of your SWOT analysis; in particular, weaknesses and opportunities will explain the need for structural change and a plan to address motivational issues.
• Three slides that describe the recommended organizational structure and why it is appropriate. One of these three slides should graphically present the proposed organizational structure.

hint

If you use Microsoft PowerPoint, go to insert and chart and search for the appropriate organizational chart layout.

• Three slides that present each of your motivational suggestions and rationale for selection, along with a discussion on how they relate to a motivational theory.

hint

There should be three separate motivational theories, one supporting the rationale for each of your motivational strategies”

• A closing summary slide.
• A slide listing at least four sources you used; these sources should include two Sophia tutorials and two outside sources that you used to do your SWOT analysis. These should be given in APA format. See the examples below for correct formatting.

EXAMPLE Sophia Learning. (n.d.). Complex Adaptive Systems. Organizational Behavior.

EXAMPLE Bonvissuto, D. (2023, October 13). What Makes Food Kosher? WebMD.

Step 4: Add Speaker Notes or Commentary

For technical reasons, students are encouraged to use Option B, Add Speaker Notes, at this time.

If you were giving this presentation to a group, you would also have an oral component, providing additional explanation, examples, or highlights as you reach each slide. In this step you can either record those comments orally OR write detailed speaker notes directly in your slide deck.

Option A: Add Commentary

In practice you would usually share your recommendations orally in a face-to-face (virtual or in-person) meeting, so it is highly recommended that you include audio clips to each slide to simulate such a presentation.

• In Microsoft PowerPoint, do this by clicking on record at the top to make that ribbon visible, then clicking audio to access that toolbar. Click the red circle when you are ready to speak, and click the square when you are done.
• If you use Google Slides, you must record audio separately and then upload the audio files for each slide. Many computers and digital devices have built-in software and hardware to do voice recordings. You can also find recorders online; one is vocaroo.com.
• If you use Google, be sure that you keep all files in the same folder so our graders have access to the audio files. See for instructions.

Option B: Add Speaker Notes

You may also add your commentary to the presentation as text, using the notes pane. This pane appears beneath each slide as you develop the presentation.

If you choose this option, write exactly what you would say, using complete sentences. You should have about a paragraph (5-6 sentences) per slide. Some may be longer or shorter.

hint

If you do not see the pane for these beneath your slides, go to View: Notes (in PowerPoint); in Google Slides the notes pane is always visible.

Step 5: Submit Your Presentation

Once you have completed your slides, added commentary or speaker notes, and reviewed the checklist below, it is time to submit your presentation! If you are using PowerPoint, you simply need to save your presentation and upload the file to Sophia. If you are using another slide presentation software, download the slide deck as a Microsoft PowerPoint (.pptx) and upload this version to Sophia. In Google Slides this is under File: Download: PowerPoint. In Apple Keynote it is under File: Export to: PowerPoint.

Refer to the checklist below throughout the process. Only submit your Touchstone once it meets these guidelines.

1. General Presentation Guidelines

Are your slides clear and succinct?

Have you used an easily readable slide design?

Have you added audio commentary OR written speaker notes for each of the slides?

2. Content Guidelines

Did you recommend an organizational structure?

Did you provide a graphic of an organizational chart?

Did you provide a rationale on why you picked this structure?

Did you select three motivational strategies Quenchbliss should implement, and provide a rationale on why you selected these?

Did you tie each of your motivational strategies to a motivation theory and discuss it?

Did you provide complete notes and/or audio for each slide?

Did you include a final slide with at least four sources (2 outside sources and 2 Sophia sources) that you used for the presentation, and are these in the correct APA format?

B. Rubric Advanced (100%)Proficient (85%)Acceptable (75%)Needs Improvement (50%)Non-Performance (0%)Organization and Format

Design a presentation that follows best practices in design. (10%)

The slide deck is well organized with appropriate design and fonts.The slide deck is mostly well organized but lacks some organization, or/and the design has minor issues.The slide deck is somewhat disorganized or has design issues that made the slides hard to read.The slide deck is very disorganized and has design issues that made the slides hard to read.So little work is evident in the slide deck that no credit can be given.Slides on Organizational Structure

Demonstrate understanding of organizational structure by selecting an appropriate structure for an organization and justifying that decision. (20%)

Three or more slides describe a structure, provide justification for this structure based on the SWOT analysis, and include an organizational chart to illustrate the structure.Three or more slides describe a structure and either include justification for this structure based on the SWOT analysis OR include an organizational chart to illustrate the structure.Three or more slides describe a structure but do NOT include justification for this structure based on the SWOT analysis and do NOT include an organizational chart to illustrate the structure.There are fewer than three slides describing a structure, or the structure is not clearly explained; presentation may or may not include justification based on the SWOT analysis or an organizational chart.There are no slides on organizational structure, or so little work is evident that no credit can be given.Slides on Motivational Strategies

Demonstrate understanding of motivation by selecting three motivational strategies for an organization and supporting the decision with motivational theories. (20%)

Three motivational strategies are discussed and tied to motivation theories with clear rationale. Each strategy is tied to a different motivational theory.Three motivational strategies are discussed but are missing details or rationale about how they fit with the company or how they fit with motivational theories.Two motivational strategies are discussed and may lack significant detail or rationale.One motivational strategy is discussed and may lack significant detail or rationale.There are no slides on motivational strategies, or so little work is evident that no credit can be given.Ancillary Slides: Title, Introduction, and Summary

Give appropriate context to information on structure and motivation and meet conventions for academic work. (10%)

Ancillary slides are present and provide an overview and summary of the presentation.Ancillary slides are present and somewhat provide an overview and summary of the presentation, but some elements are missing.Ancillary slides are present but do not provide a viable overview and/or summary of the presentation.Ancillary slides are missing or very incomplete.There are no ancillary slides, or so little work is evident that no credit can be given.Detailed Speaker Notes OR Audio Commentary

Provide professional commentary (orally or written) that further illustrates and explains the theories presented in the slides on organizational structure and motivation.(20%)

Each slide has clear and comprehensive speaker notes OR audio commentary that provides more explanation of each slide.Each slide has speaker notes OR audio commentary that provides more explanation of each slide; these fall short of advanced in clarity or quality.Most slides have speaker notes OR audio commentary that provides more explanation of each slide; two to three may be short, unclear, or missing.Some slides have speaker notes OR audio commentary that provides more explanation of each slide. Four or more are short, unclear, or missing.There are no audio files and no notes, or so little work is evident that no credit can be given.Research

Use and appropriately cite sources to support an informative presentation. (10%)

Cites four or more appropriate sources (2 outside sources and 2 Sophia sources) following APA conventions.Cites three appropriate sources, following APA conventions.Cites two appropriate sources, following APA conventions.Cites one appropriate source, following APA conventions.No sources are cited, or sources are not appropriate.Conventions

Minimize errors in standard English grammar, punctuation, and spelling. (10%)

Includes virtually no minor errors in grammar, punctuation, and spelling.Includes fewer than five minor errors in grammar, punctuation, and spelling.Includes five minor errors in grammar, punctuation, and spelling.Includes more than five minor errors in grammar, punctuation, and spelling.Includes consistent significant errors in grammar, punctuation, spelling, capitalization, and usage.

C. Requirements:

• The slide deck is 10 slides (including the title slide and final slide listing references).
• The slide design is high contrast, with a readable font.
• If you chose Option A, there are 20-30 seconds of clear audio commentary on each slide.
• If you chose Option B, the speaker notes are in complete sentences with about one paragraph per slide.
• The content is original, created for this assignment by you without use of AI, and appropriate for an academic audience.
• Your name, the date, and the title of the class are on the title slide.
• All of the assignment components are included and saved in .ppt or .pptx format.