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Research Question(s):

1. What is the role of ethics in the design and implementation of Organization Behavior programs?

2. What are the strategic and lower-level challenges of implementing Organizational Behavior programming?

Article Review:

Provide a review of relevant scholarly articles that answer the research question(s). Keep in mind that you may have to alter the question wording in your searches in order to identify relevant works. It is important to look for key writers/researchers in the field, and prevailing theories and hypotheses. This article review should provide a foundation to answer the research question(s), but it is not meant to be an exhaustive review of all relevant literature – if you choose to pursue this topic later in your program, you will be able to use this information as a base to continue your secondary research. A review of 2-4 articles is appropriate for this section. (approx. 3 pages)

Application:

1. Identify and explain methods of maximizing employee productivity in an ethical manner within a music record company.

2. Identify limitations of implementing these methods. (approx. 1.5 pages)

READINGS & RESOURCES
Bolman, L.G., & Deal, T.E. (2017). Reframing Organizations. (6th ed.) San Francisco, Jossey-Bass.
Chapter 19: Reframing Ethics and Spirit
This chapter highlights real world examples of ethical challenges, and how they might be viewed through the perspective of each organizational frame.

Optional Resources:

The text below is only supplemental and the readings in this book are completely optional. This book is helpful if you have been away from the world of organizational behavior for a long time and need a refresher on terms, concepts, etc… These chapters explain how structure, culture, and change contribute to organizational behavior.

Robbins, S. P., & Judge, T. A. (2018). Essentials of Organizational Behavior. (14th ed.). New York, Pearson.
Chapter 15: Foundations of Organizational Structure Chapter 16: Organizational Culture Chapter 17: Organizational Change and Stress Management

Submission Instructions:

Submit your paper as a Word document.

APA formatting, proper in-text citations, and references are required for all written submissions.

Review the attached rubric before submitting.

You will need to submit your paper to BOTH this assignment AND Turnitin separately. Turnitin is used to check for issues of plagiarism. Find the Turnitin Submission area directly below this assignment.English Worksheet
I’m working on a English exercise and need support.

MARXISM and IDEOLOGIES

Classism: is a belief that our value as human beings is directly related to our social status: the higher

the social class, the higher is our inborn superiority. In traditional classist societies, social class is

determined by birth, “in the blood” and cannot be changed upon the accumulation or loss of wealth.

Marxist theory is against classism considering it unjust and unwise as it privileges a small segment

of the population. * In US, classism exists despite the fact that social class can change upon

accumulation or loss of wealth; those who become the upper-class expect and are treated as if they

were superior to those bellow hem on socio-economic ladder.

Capitalism: is a system where everything, every object, activity, person can be defined in terms of its

worth in money on a specific market.

Capitalist Ideologies: a. Competition- Capitalism believes that competition among individuals, for jobs,

for pay raises, for awards, in educational level, lifestyle, etc. is the best way to promote a strong

society because it ensures that the most intelligent and capable will rise to the top. Marxist Theory

considers competition repressive as competition emphasizes the importance of the individual-“I, I, me,

me, me” instead of the group.

b. Commodification: encourages relating to things and people as commodities with a tag value or

exchanging value. Ex. A girl commodifies a man she is dating if he treats her well and spends on her.

Thus, she is dating him for his exchange value or commodifies him for impressing her friends.

c. American dream: anyone who works hard and is persistent can rise from: “rags to riches” because

America is a land of equal opportunities for all. Marxist Theory claims that our belief in the American

Dream blinds us to the reality that a vast number of people do not have equal opportunity in

education, jobs, housing, etc. And worse, American Dream leads to a belief that poor people who are

unable to improve must be shiftless and lazy.

d. Rugged individualism/ the hero motif: born from the American Dream, this ideology holds up to our

admiration the example of the individual who strikes out alone in pursuit of a goal not easily achieved

or requiring high risk. Marxist Theory claims that it is romanticized in folklore, it is actually putting self-

interest above the needs of the community.

Religion as ideology: Marxist Theory suggests that religion too is to oppress the poor; “it is the opiate

of the masses” keeping the poor quiet and calm from rebelling- they are satisfied with the knowledge

that they will get fair treatment and will be rewarded in heaven.

Colonialist Ideology: is based on colonizer’s belief in their own superiority over the colonized. One

becomes a colonial subjects by mimicry (imitation of the dress, speech, behavior, or lifestyle of

members of dominant culture) and/or by unhomeliness (feeling of having no cultural identity/upon

rejecting their culture as inferior)

Analysis of the short story “Two Kinds” using the terms of Marxism and Ideology-12p

Student:________________________________________

1. Find textual evidence that shows how young Amy and her mother had adopted Capitalist Ideologies.

Choose one type of Capitalist Ideology and state how they ( or one of them) had internalized. (3p)

English 102/103 K. Yegoryan

Theme: Power and Ideology

2

2. Find evidence in the story that supports the existence of Commodification Ideology in their community (3p)

3. Do you think Classism Ideology and/or Marxist’s Religion Ideology exists in the community/ society

Amy lives in? Identify at least one, and explain supporting your answer with the textual evidence. (3p)

4. Do you think Amy or her mom is a Colonial Subject or not? Why? Explain referring to the story. (3p)Two BUS370 discussion Questions: nursing homework help
I don’t know how to handle this Business question and need guidance.

*Responses of at least 250 words*

Question 1 Forbes Article

Read the Forbes article: Every Leader Must be a Change Agent or Face Extinction (Links to an external site.). Given that change is interwoven in organizations today, a leader must be prepared for change in order to multiply growth opportunities. How can leaders remain ready for change and motivate their employees to embrace those changes?

Question 2 Change Assessment

Referencing this week’s lecture, assess the changes you have made in your personal or professional life and evaluate how well you maintained the change. Do you agree with the argument that change is easier to make than maintain? Why or Why not?

Week Three Lecture

We hear the word change so often it appears it has become a buzzword and a cliché in some instances. I can speak from experience that if change is strategic, planned, and rolled out properly, it can be a huge success. OD practitioners have witnessed organizations and entrepreneurs embrace the process, work a strategic well-thought-out plan, and achieve success. Conversely, they have also witnessed organizations and entrepreneurs who had the best of intentions; however, their impatience and ego prevailed! That is what Senge et al (1999) refer to as “Walk the Talk,” a phrase we have all heard. It is not enough to stand on a stage in front of your employees and talk up the need for change, the great outcomes, and commitment to the process if you cannot back it up with action.

One of the earliest change theories introduced was Lewin’s (1951) force field model. His model is comprised of two specific components: the three stage change model and the force field analysis. The first is the process of change where Lewin suggests there are three stages to change.

The first stage of unfreezing is where employees come to understand that the way they used to perform or do things will no longer be adequate. In this stage, an organization must communicate and educate. Employees need to understand how the changes will affect them and how the organization will benefit. By educating and communicating often, employees can then focus on the change at hand and move forward as a valuable part of the process. Connor (1995), Senge, et al (1999), Kahan (2010), and Yukl (2006) agree that communication and explaining the relevance of change are key components to unfreezing and changing. The actual change stage is where new ways of doing things, norms, and/or procedures employees are to follow are conveyed. Communication remains a key component to the success of the process. Finally, in the refreezing stage, the change is solidified and reconfirmed. This is now the way in which we operate. In order for this stage to take hold, everyone understands reverting to old ways is simply not an option.

Depending on the size of the organization or the magnitude of the change, it can take 18 months to 5 years for the change process to be completed and established. While it may become tedious in the midst of the change process, remember, change has a greater chance of failure if rushed. Attempting to expedite the change process will increase the risk of failure exponentially.

The second component is Lewin’s Force Field Analysis (1951) tool.

As you can see from the diagram, it provides a visual for all the driving and restraining forces. Ideally, you would brainstorm all of the driving forces for change and restraining forces hindering change. From the brainstorming data, you can then examine the restraining forces first to determine those factors that are a non-issue and those that are valid concerns. Likewise, the same process takes place for the driving forces. This simple process allows an organization to reduce the resistance and thereby increase the driving forces for change. The force field analysis is a powerful tool for issues or problems, professional or personal.

References:

Connor, D. R. (1995). Managing at the Speed of Change: How resilient managers succeed and prosper where others fail. New York, NY: Villard Books.

Kahan, S. (2010). Getting change right: How leaders transform organizations from the inside out. San Francisco, CA: Jossey-Bass.

Lewin, K. (1951). Field theory in social science. New York, NY: Harper & Row.

Senge, P., Kleiner, A., Roberts, C., Ross, R., Roth, G., & Smith, B. (2006). The dance of change: The challenges of sustaining momentum in learning organizations. New York, NY: Doubleday.

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