Who can help me with this assignment? MGMT 603 Organization Development

Research assignment on Organization Development. Instructions are attached.

*Please use the attached research outline and annotated bibliography for assignment.

Assignment: Research Paper – Part I

Instructions

Your final research paper will be based on
Organization Development. You may use some of the readings assigned in the class and expand on a particular topic.
In order to complete this task, 

you will need to write the first half of your final paper. To be successful, a minimum of five (5) pages of substantive content toward your final paper must be submitted in APA format

2

Organizational Development Research Outline

Student Name

American Public University

MGMT603: Organizational Development

Professor

Due Date

Organizational Development Research Outline

I.
Introduction

A.
Definition of organizational culture

Lubis and Hanum (2020) state that a company’s culture consists of its employees’ commonly held assumptions about how things should be done in the workplace.

B.
Overview of the importance of organizational culture

Organizational culture is a potent force that may have a significant influence on employee involvement, efficiency, and morale. It is essential for organizations to understand and appreciate the importance of developing a strong and positive culture, in order to create a productive and successful work environment.

C.
Statement of the problem/Thesis

This paper will examine the influence of Walmart Inc.’s corporate culture on its productivity and examine ways in which the company can improve its organizational culture in order to improve performance and productivity.

II. The Organization

A.
Overview of the organization

The organization selected for this research project is Walmart Inc. Among the most successful firms in the US, Walmart is also the world’s most popular retailer (Neebe, 2020). Worldwide, Walmart runs its trademark low-priced department and warehouse shops. To help people live comfortably on less money is Walmart’s core purpose.

III. Literature Review

A.
Theoretical foundations of organizational culture

i.

History

Weber argued that organizations were made up of distinct cultures, and that the structure and experiences of the organization were based on the beliefs and values of its members (Haveman & Wetts, 2019). It is the invisible force that guides the behavior and actions of the corporation’s personnel, and is shaped by the corporation’s values, goals, and experiences.

ii.

Components

Organizational culture is composed of several components, including values, beliefs, norms, symbols, and artifacts. Values are the beliefs and ideas that guide the behavior of the organization’s members, while beliefs are the accepted truths or assumptions of the organization (Haveman & Wetts, 2019).

B.
Organizational culture in large businesses

i.

Types of cultures

Organizations can have either a strong or a weak culture. A strong culture is one in which the organization’s values, beliefs, and norms are deeply embedded in the organization’s culture and are widely shared by its members.

ii.

Impact on organizational success

Organizational culture has a significant impact on a firm’s capability to realize its goals. Najeemdeen (2018) illustrates that a strong organizational culture can lead to increased employee engagement, improved performance, and higher morale.

C.
Tools for assessing and developing organizational culture

i.

Surveys

Surveys are a useful tool for assessing an organization’s culture. Surveys can be used to measure the levels of employee engagement, performance, and morale, as well as the organization’s values, beliefs, and norms.

ii.
Interviews

Interviews are another useful tool for assessing an organization’s culture. Interviews can be used to gain a deeper understanding of an organization’s values, beliefs, and norms, as well as the experiences of its members.

IV. Program Development

A.
Establishing objectives

The objective of this program is to design, develop, implement, and maintain a program that will improve the organizational culture of Walmart Inc. in order to improve performance and productivity.

B.
Program design

The program will focus on training and development, communication, and performance management. The program will include several components, including training and development, communication, and performance management. The activities of the program will include surveys, interviews, and other activities that will help to assess and improve the organization’s culture.

C. Findings

· The program aims to improve the organizational culture of Walmart Inc. by addressing the organization’s values, beliefs, and norms, as well as the experiences of its members.

· The program will include training and development, communication, and performance management activities in order to assess and improve the organization’s culture.

· Theories of organizational development will be used to help guide the program design and implementation. Analyzing organizational culture will allow for better decision making and improved performance.

· Surveys, interviews, and focus groups will be used to assess and evaluate the effectiveness of the program.

V. Conclusion

A.
Summary of key points

This research paper has explored the bearing of organizational culture on Walmart’s performance, and examined ways in which the company can improve its organizational culture in order to improve performance and productivity. The paper has discussed the theoretical foundations of organizational culture, the types of cultures that exist in large businesses, and the tools that can be used to assess and develop organizational culture. The paper has also discussed the program design, implementation, and evaluation that will be used to improve the organizational culture of Walmart Inc.

B.
Recommendations

i. It is recommended that Walmart Inc. develop, implement, and maintain a program that will assess and improve the organization’s culture in order to improve performance and productivity.

ii. The program should include training and development, communication, and performance management activities, and should be evaluated on an ongoing basis in order to ensure that it is achieving its desired outcomes.

iii. Through a PESTEL and a SWOT analysis, Walmart Inc. can gain a better understanding of the external and internal factors that are influencing its organizational culture, and use this information to inform their program design and implementation. Political factors such as changes in government regulations and economic factors such as changes in the market can have a significant impact on the organization’s culture (David et al., 2019).

VI. References

David, F. R., Creek, S. A., & David, F. R. (2019). What is the key to effective SWOT analysis, including AQCD factors. 
SAM Advanced Management Journal, 
84(1), 25-35.

https://search.proquest.com/openview/4c789215c77a8b288b1288e6a92710c5/1?pq-origsite=gscholar&cbl=40946

Haveman, H. A., & Wetts, R. (2019). Organizational theory: From classical sociology to the 1970s. 
Sociology Compass, 
13(3), e12627.

https://onlinelibrary.wiley.com/doi/abs/10.1111/soc4.12627

Lubis, F. R., & Hanum, F. (2020, December). Organizational culture. In 
2nd Yogyakarta International Conference on Educational Management/Administration and Pedagogy (YICEMAP 2019) (pp. 88-91). Atlantis Press.

https://www.atlantis-press.com/proceedings/yicemap-19/125949878

Neebe, K. (2020). Sustainability at Walmart: Success over the long haul. 
Journal of Applied Corporate Finance, 
32(2), 64-71.

https://onlinelibrary.wiley.com/doi/abs/10.1111/jacf.12405

Najeemdeen, I. S. (2018). Perceived organizational culture and perceived organizational support on work engagement. In 
Perceived organizational culture and perceived organizational support on work engagement: Najeemdeen, Iliyasu Shiyanbade.

http://zbw.eu/econis-archiv/bitstream/11159/2510/1/1037068858

Organizational Development Annotated Bibliography

Name

American Public University

Course: Name

Professor

Date

David, F. R., Creek, S. A., & David, F. R. (2019). What is the key to effective SWOT analysis, including AQCD factors. SAM Advanced Management Journal, 84(1), 25-35.

https://search.proquest.com/openview/4c789215c77a8b288b1288e6a92710c5/1?pq-origsite=gscholar&cbl=40946

David et al. (2019) research are essential to understand the effectiveness of SWOT analysis as a tool for organizational development. The authors used a mixed-method approach to analyze the data from a case study of an organization in the United States. This approach included a quantitative survey and an in-depth interview with the organization’s director. Through this approach, the authors sought to determine the factors contributing to the success of the SWOT analysis. The authors found that the most critical factor contributing to the success of SWOT analysis was the inclusion of AQCD factors. AQCD stands for “Analysis of Quality, Cost, and Delivery,” which refers to assessing the quality of the organization’s products and services, the cost of providing them, and their delivery. The authors found that AQCD factors were essential for a successful SWOT analysis as they provided an in-depth understanding of the organization’s strengths and weaknesses. The article’s findings are helpful for my research as it gives insight into how a SWOT analysis can be used for organizational development. The article’s discussion of the importance of AQCD factors for a successful SWOT analysis provides an understanding of the complexities of corporate growth. Additionally, the report provides valuable insight into using a mixed-method approach to evaluate the effectiveness of an organization’s SWOT analysis.

The main limitations of this article are that the sample size was small and the research was limited to one case study. Despite the limitations, this article will be helpful in my research on organizational development as it provides valuable insight into using SWOT analysis and its potential for improving an organization’s growth. The article’s discussion of the importance of AQCD factors for a successful SWOT analysis provides an understanding of the complexities of organizational development. Additionally, the paper provides valuable insight into using a mixed-method approach to evaluate the effectiveness of an organization’s SWOT analysis. By understanding the importance of AQCD factors and the usefulness of a mixed-method approach, researchers can better understand the complexities of organizational development.

Haveman, H. A., & Wetts, R. (2019). Organizational theory: From classical sociology to the 1970s. 
Sociology Compass, 
13(3), e12627.

https://onlinelibrary.wiley.com/doi/abs/10.1111/soc4.12627

The article by Haveman & Wetts (2019) provides an overview of the development of organizational theory from its roots in classical sociology to the 1970s. The authors use a variety of historical and sociological sources to illustrate the effect of organizational theory, including the works of early sociologists such as Emile Durkheim and Max Weber. The article covers various topics, including the emergence of bureaucracy, leadership’s role, technology’s impact, and the relationship between organizations and their environment. This article is highly relevant to my research topic as it provides an overview of the development of organizational theory over time. The main limitation of the article is that it needs to provide a detailed analysis of the various ideas instead of focusing on the broader trends in the development of the field. The authors conclude that organizational theory has become increasingly complex and multifaceted and has been influenced by various forces. This article will form the basis of my research as it provides an overview of the development of organizational theory and outlines the different approaches that have shaped the field. Furthermore, it will provide context for my research and be an invaluable source of information to help inform my analysis.

Lubis, F. R., & Hanum, F. (2020, December). Organizational culture. In 
2nd Yogyakarta International Conference on Educational Management/Administration and Pedagogy (YICEMAP 2019) (pp. 88-91). Atlantis Press.

https://www.atlantis-press.com/proceedings/yicemap-19/125949878

Organizational culture is an essential factor in determining organizational performance. In their article, Lubis and Hanum (2020) explore the effects of corporate culture on organizational performance in the Indonesian context. The authors use a combination of theoretical and empirical research to examine how organizational culture impacts organizational performance. They note that corporate culture can have both positive and negative effects. For example, in the Indonesian context, a solid hierarchical organizational culture can lead to high levels of employee satisfaction, motivation and commitment, increasing organizational performance. On the other hand, a culture of mistrust or hostility among employees can lead to decreased motivation and performance levels. The authors conclude that organizational culture significantly affects performance and should be considered when developing corporate growth and strategies. They suggest that organizational leaders should create a culture of respect and trust, allowing employees to feel valued and empowered and leading to higher motivation and performance levels. The authors recommend that organizational leaders strive for a culture of openness, enabling employees to share ideas and take the initiative. Such an environment will foster innovation, creativity, and collaboration, which have all been shown to lead to higher performance levels.

Neebe, K. (2020). Sustainability at Walmart: Success over the long haul. 
Journal of Applied Corporate Finance, 
32(2), 64-71.

https://onlinelibrary.wiley.com/doi/abs/10.1111/jacf.12405

Neebe’s (2020) article on the sustainability of Walmart is a comprehensive and highly relevant piece of research for my research topic. The article examines all aspects of Walmart’s sustainability, from its corporate responsibility to its human resources and environmental policies. Neebe employs various research methods, including interviews, surveys and observation, to gain insight into Walmart’s strategies, business practices and the decisions that have contributed to its success. The article is highly relevant to my research topic, as it provides an in-depth overview of Walmart’s sustainability practices, which can be used to identify key strategies that could be applied to other organizations. The main limitation of this article is that it primarily focuses on Walmart, so it may not apply to other organizations. Nevertheless, the article provides valuable insight into Walmart’s sustainability practices, which can be used to identify strategies for other organizations. For example, Neebe’s research reveals that Walmart’s commitment to sustainability has been critical to its success and that other organizations should consider following its example. This could be through investing in renewable energy, minimizing waste and developing more sustainable supply chains. Walmart’s human resource practices, such as providing benefits and investing in training, could be used as a model for other organizations.

Najeemdeen, I. S. (2018). Perceived organizational culture and perceived organizational support on work engagement. In 
Perceived organizational culture and perceived organizational support on work engagement: Najeemdeen, Iliyasu Shiyanbade.

http://zbw.eu/econis-archiv/bitstream/11159/2510/1/1037068858

Najeemdeen’s (2018) research is highly relevant to my research on organizational development, as it comprehensively examines the effect of perceived organizational culture and perceived administrative support on work engagement. This research found that perceived organizational culture and perceived organizational support were significantly associated with work engagement, indicating that both factors are important for increasing employee satisfaction and productivity. The study was conducted on a sample of 304 employees in Nigeria, using an online survey to measure the participants’ responses to the questions posed. The study found that perceived organizational culture had a direct and significant effect on work engagement, while perceived administrative support indirectly affected work engagement via its impact on perceived corporate culture. This finding suggests that organizations should strive to create an environment of support and recognition for their employees, as this will lead to increased work engagement. The study was also limited by its sample size, as the results may not accurately represent the general population. Despite this limitation, the study provides valuable insight into the importance of perceived organizational culture and perceived organizational support in increasing work engagement. The study is helpful for my research on organizational development, as it provides insight into the effect of perceived organizational culture and perceived organizational support on work engagement. Najeemdeen’s conclusion is that perceived organizational culture and perceived organizational support are important factors influencing work engagement in organizations. Therefore, organizations should strive to create an environment of support and recognition for their employees, leading to increased work engagement and, consequently, greater productivity and satisfaction.

Running head: GUIDED IMAGERY AND PROGRESSIVE MUSCLE RELAXATION

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Title of Paper in Bold Centered

Student Name

American Public University

COURSE####: Course Title

Instructor Name

Due Date

Repeat the Title – Level 1 Header

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References

Lastname, C. (2008). Title of the source without caps except Proper Nouns or: First word after colon.
The Journal or Publication Italicized and Capped, Vol#(Issue#), Page numbers.