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  • [Solved] 1 week ass

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  • [Solved] Write me a doctoral dissertation proposal examining the systemic drivers of physician burnout in the United States, focusing specifically on cardiologists

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    Write me a doctoral dissertation examining the systemic drivers of physician burnout in the United States, focusing specifically on cardiologists. Include clear research questions, a mixed-methods methodology (MBI surveys and qualitative interviews), and an analysis of structural stressors like 24/7…

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    Write me a doctoral dissertation examining the systemic drivers of physician burnout in the United States, focusing specifically on cardiologists. Include clear research questions, a mixed-methods methodology (MBI surveys and qualitative interviews), and an analysis of structural stressors like 24/7 STEMI call demands, EHR administrative loads, and RVU-driven productivity quotas

  • [Solved] Week 1 Discussion Response- Capstone

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    **files (4)** – ## week1discussion1.docx – ## Week1DiscussionInstructions-Capstone.docx – ## Week1LearningResources-Capstone.docx – Week1DiscussionResponse-Capstone.docx **## week1discussion1.docx** **Week 1 Discussion: The Big Picture** Strategy is a long-term guide for an organization that involve…

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    **files (4)**

    – ## week1discussion1.docx

    – ## Week1DiscussionInstructions-Capstone.docx

    – ## Week1LearningResources-Capstone.docx

    – Week1DiscussionResponse-Capstone.docx

    **## week1discussion1.docx**

    **Week 1 Discussion: The Big Picture**

    Strategy is a long-term guide for an organization that involves determining and deciding what goals an organization wants to go towards. It assists business leaders to think about the “big picture” in relation to every day decisions. In order to assess resources, plan from potential opportunities, control risk and monitor progress, leaders need an effective strategy. Without a strategy, organizations might be engaged in heavy short-term activity, and not know their long-term direction.

    Organizational culture matters as it affects the way employees think, communicate, make decisions, and react to change. From my understanding, the most essential cultural elements to consider are values, ethics, communication skills, teamwork, responsibility, and a willingness to embrace innovation. If employees know and act on organizational values, they will engage in co-operative working to achieve shared goals. Effective communication also helps employees understand their roles and their impact on the success of the organization. In addition, a culture that enables learning and innovation can assist organizations with adapting to customer expectations and competitive landscapes.

    I believe organizations can benefit a lot in being mission driven, or purpose driven. A clear mission provides direction and explains why an organization exists beyond simply generating revenue. Purpose can engage employees, reinforce organizational identity, influence customer trust, and inform long-term decision-making. If strategy is aligned with an important objective, workers might believe their job is helpful for something worthwhile. This can enhance engagement and cultivate organizational commitment.

    However, mission- and/or purpose-driven strategies can be challenging. The balance between organizations and mission versus financial sustainability, stakeholder expectations and competitive pressures must all be considered. Pursuing a social or ethical purpose may sometimes require additional resources or difficult compromises. Leaders need to therefore be sure of the mission's reality and backed by measurable goals.

    **## Week1DiscussionInstructions-Capstone.docx**

    **Week 1 Discussion**

    **The Big Picture**

    Taking into consideration what you have achieved in your academic and professional career thus far and what you plan to do in the future, what are your thoughts about “the big picture” of your life? This can include your own personal mission or purpose, the goals you have set for yourself, and so on. Perhaps you have certain goals or plans related to pursuing a particular career path, or perhaps there is a personal passion you want to pursue. In people’s personal lives, these big-picture goals may be related to career, relationships, health, financial stability, and so forth, and they may or may not be connected to a person’s sense of mission or purpose. In an organizational context, these “big picture” goals may also be financially focused, related to the sustainability of the organization, and connected to an organizational mission. In either context, long-term, strategic planning is key to ensuring that goals are met. And when driven by a mission or purpose, achievement of those goals can fulfill even greater outcomes than simply an individual person’s or business’s success. In this Discussion, you will consider your experiences with and knowledge of organizational culture and mission- or purpose-driven strategy to analyze the roles they play in an organization.

    **To prepare for this Discussion:**

    · Draw upon the knowledge and skills you have developed throughout your program.

    · Consider your experiences with and knowledge of organizational culture.

    · Consider the idea of an organization being mission driven or purpose driven.

    **Post** your analysis of the role of culture, mission, and purpose in an organization’s strategy, to include the following:

    · In your own words, briefly explain what strategy is and how it can help business leaders to focus on “the big picture.”

    · Based on your own experiences and knowledge of organizational culture, identify which aspects of culture within organizations are most critical to the development and execution of business strategy. Explain why.

    · Analyze whether it is beneficial for an organization to base its strategy on being mission driven or purpose driven. Explain why or why not. Are there any negatives or compromises that organizations might need to consider?

    **## Week1LearningResources-Capstone.docx**

    **Week 1 Learning Resources**

    **Capstone**

    **What Organizational Culture Is**

    When you think of organizational culture, what comes to mind? Simply put, organizational culture refers to a company’s mission, objectives, expectations, and values that guide business practices and employee behaviors. Using these resources, you will consider what organizational culture is and will begin using these ideas—as well as others you have examined throughout this program—to analyze the organizational culture of the organization that you selected to be the focus of your playbook.

    · Cheng, J. Y-J., & Groysberg, B. (2021, June 18).
    [Research: What inclusive companies have in common](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06F0I-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–7. http://hbr.org

    · Dillard, S. R. (2021, April 19).
    [How inclusive is your leadership?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06AN0-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–8. http://hbr.org

    **Time Estimate:** 6 minutes

    · GreggU. (2019, November 18).
    [_Organizational cultureLinks to an external site._](https://www.youtube.com/watch?v=J6Y61qshVv8) [Video]. YouTube. https://www.youtube.com/watch?v=J6Y61qshVv8

    **Note:** The approximate length of this media piece is 14 minutes.

    · Kegan, R., Lahey, L., & Fleming, A. (2014, January 22).
    [Does your company make you a better person?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH00MWO-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Greene, J. R. (2022).
    [Boards can accelerate business performance by fully engaging on organizational cultureLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=bth&AN=156834273&site=eds-live&scope=site&custid=s6527200).
    _Board Leadership, 2022_(181), 1–8. https://doi.org/10.1002/bl.30215

    · Traphagan, J. (2017, January 6).
    [We’re thinking about organizational culture all wrong](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH03E82-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4.
    [http://hbr.org](http://hbr.org/)

    **Benefits and Challenges of Organizational Culture**

    Businesses with a well-established organizational culture tend to be more successful because they have operational systems in place that not only support employee performance, productivity, and engagement, but also promote the mission, objectives, expectations, and values of the organization. There is a clear sense of purpose, whereby employees not only understand the organization’s goals but can also feel more connected to those goals and to one another. On the other hand, the culture of an organization can present challenges to the strategic success of a business as well. Through these resources, you will consider the benefits and challenges of organizational culture.

    · Furst, P. (2021, May 12).
    [Organizational culture drives (safety) performance. \
    _Occupational Health & Safety_.Links to an external site.](https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx) https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx

    · Herrity, J. (2022. October 31).
    [_Corporate culture examples and benefits_ Links to an external site.](https://www.indeed.com/career-advice/career%20-development/corporate-culture-examples-benefits). Indeed. https://www.indeed.com/career-advice/career-development/corporate-culture-examples-benefits

    · PwC. (2021).
    _Global culture survey 2021:_ [_The link between culture and competitive advantageLinks to an external site._](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf).
    [https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf)

    **Incorporating Culture into Strategy and Business Practices**

    Not only can a strong, well-defined organizational culture support employee engagement and even improve retention, but that culture can be used as part of a business’s strategy. As you consider the culture and business practices of the company that you selected to feature in your strategy playbook, also begin to think about how those elements could serve as a strategic advantage for that company. Or, if there are adjustments that may need to be made, consider how doing so can promote the organization’s success into the future.

    · Bartone, P. T., & Stein, S. J. (2020, March 9).
    [Build “hardiness” into your organizational culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05G3F-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Gafni, N. (2021, July 1).
    [_Do your DE&I efforts consider age, class, and lived experience?_](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06GA7-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–9. http://hbr.org

    · Grant, A. (2021, February 3).
    [Building a culture of learning at workLinks to an external site.](https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp). strategy+business. https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp

    · Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.  (2018, January–February).
    [The leader’s guide to corporate culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FS18010-PDF-ENG%2Frich-text).
    _Harvard Business Review_,
    _96_(1), 44–52.

    · Yohn, D. L. (2019, December 17).
    [Build a culture to match your brand](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05BK0-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–6. http://hbr.org

    · Yohn, D. L. (2018, October 2).
    [6 ways to build a customer-centric culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH04KFV-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–5. http://hbr.org

    · Yohn, D. L. (2021, February 8).
    [Company culture is everyone’s responsibility](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH065SN-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–8.
    [http://hbr.org](http://hbr.org/)

    **Important Documents for the Week**

    ·
    **Document:** [MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794?wrap=1) [Download MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794/download?download_frd=1)

    · GoSkills.com (2023, June 26).
    [_How to create a table of contents in Microsoft 365 | Microsoft Word 365 – Basic & Advanced CourseLinks to an external site._](https://www.youtube.com/watch?v=U-1vBwJvvzI)[Video]. YouTube. https://www.youtube.com/watch?v=U-1vBwJvvzI

    · ITsEasyTraining1st. (2023, January 1).
    [_How to add a bibliography entry into a Microsoft Word document_ Links to an external site.](https://www.youtube.com/watch?v=OXPGQB4PD3o) [Video]. YouTube. https://www.youtube.com/watch?v=OXPGQB4PD3o

    **Week1DiscussionResponse-Capstone.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week1discussionresponse-capstone-docx)

    **Week1DiscussionResponse-Capstone.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week1discussionresponse-capstone-docx)

    **## week1discussion1.docx**

    **Week 1 Discussion: The Big Picture**

    Strategy is a long-term guide for an organization that involves determining and deciding what goals an organization wants to go towards. It assists business leaders to think about the “big picture” in relation to every day decisions. In order to assess resources, plan from potential opportunities, control risk and monitor progress, leaders need an effective strategy. Without a strategy, organizations might be engaged in heavy short-term activity, and not know their long-term direction.

    Organizational culture matters as it affects the way employees think, communicate, make decisions, and react to change. From my understanding, the most essential cultural elements to consider are values, ethics, communication skills, teamwork, responsibility, and a willingness to embrace innovation. If employees know and act on organizational values, they will engage in co-operative working to achieve shared goals. Effective communication also helps employees understand their roles and their impact on the success of the organization. In addition, a culture that enables learning and innovation can assist organizations with adapting to customer expectations and competitive landscapes.

    I believe organizations can benefit a lot in being mission driven, or purpose driven. A clear mission provides direction and explains why an organization exists beyond simply generating revenue. Purpose can engage employees, reinforce organizational identity, influence customer trust, and inform long-term decision-making. If strategy is aligned with an important objective, workers might believe their job is helpful for something worthwhile. This can enhance engagement and cultivate organizational commitment.

    However, mission- and/or purpose-driven strategies can be challenging. The balance between organizations and mission versus financial sustainability, stakeholder expectations and competitive pressures must all be considered. Pursuing a social or ethical purpose may sometimes require additional resources or difficult compromises. Leaders need to therefore be sure of the mission's reality and backed by measurable goals.

    **## Week1DiscussionInstructions-Capstone.docx**

    **Week 1 Discussion**

    **The Big Picture**

    Taking into consideration what you have achieved in your academic and professional career thus far and what you plan to do in the future, what are your thoughts about “the big picture” of your life? This can include your own personal mission or purpose, the goals you have set for yourself, and so on. Perhaps you have certain goals or plans related to pursuing a particular career path, or perhaps there is a personal passion you want to pursue. In people’s personal lives, these big-picture goals may be related to career, relationships, health, financial stability, and so forth, and they may or may not be connected to a person’s sense of mission or purpose. In an organizational context, these “big picture” goals may also be financially focused, related to the sustainability of the organization, and connected to an organizational mission. In either context, long-term, strategic planning is key to ensuring that goals are met. And when driven by a mission or purpose, achievement of those goals can fulfill even greater outcomes than simply an individual person’s or business’s success. In this Discussion, you will consider your experiences with and knowledge of organizational culture and mission- or purpose-driven strategy to analyze the roles they play in an organization.

    **To prepare for this Discussion:**

    · Draw upon the knowledge and skills you have developed throughout your program.

    · Consider your experiences with and knowledge of organizational culture.

    · Consider the idea of an organization being mission driven or purpose driven.

    **Post** your analysis of the role of culture, mission, and purpose in an organization’s strategy, to include the following:

    · In your own words, briefly explain what strategy is and how it can help business leaders to focus on “the big picture.”

    · Based on your own experiences and knowledge of organizational culture, identify which aspects of culture within organizations are most critical to the development and execution of business strategy. Explain why.

    · Analyze whether it is beneficial for an organization to base its strategy on being mission driven or purpose driven. Explain why or why not. Are there any negatives or compromises that organizations might need to consider?

    **## Week1LearningResources-Capstone.docx**

    **Week 1 Learning Resources**

    **Capstone**

    **What Organizational Culture Is**

    When you think of organizational culture, what comes to mind? Simply put, organizational culture refers to a company’s mission, objectives, expectations, and values that guide business practices and employee behaviors. Using these resources, you will consider what organizational culture is and will begin using these ideas—as well as others you have examined throughout this program—to analyze the organizational culture of the organization that you selected to be the focus of your playbook.

    · Cheng, J. Y-J., & Groysberg, B. (2021, June 18).
    [Research: What inclusive companies have in common](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06F0I-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–7. http://hbr.org

    · Dillard, S. R. (2021, April 19).
    [How inclusive is your leadership?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06AN0-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–8. http://hbr.org

    **Time Estimate:** 6 minutes

    · GreggU. (2019, November 18).
    [_Organizational cultureLinks to an external site._](https://www.youtube.com/watch?v=J6Y61qshVv8) [Video]. YouTube. https://www.youtube.com/watch?v=J6Y61qshVv8

    **Note:** The approximate length of this media piece is 14 minutes.

    · Kegan, R., Lahey, L., & Fleming, A. (2014, January 22).
    [Does your company make you a better person?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH00MWO-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Greene, J. R. (2022).
    [Boards can accelerate business performance by fully engaging on organizational cultureLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=bth&AN=156834273&site=eds-live&scope=site&custid=s6527200).
    _Board Leadership, 2022_(181), 1–8. https://doi.org/10.1002/bl.30215

    · Traphagan, J. (2017, January 6).
    [We’re thinking about organizational culture all wrong](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH03E82-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4.
    [http://hbr.org](http://hbr.org/)

    **Benefits and Challenges of Organizational Culture**

    Businesses with a well-established organizational culture tend to be more successful because they have operational systems in place that not only support employee performance, productivity, and engagement, but also promote the mission, objectives, expectations, and values of the organization. There is a clear sense of purpose, whereby employees not only understand the organization’s goals but can also feel more connected to those goals and to one another. On the other hand, the culture of an organization can present challenges to the strategic success of a business as well. Through these resources, you will consider the benefits and challenges of organizational culture.

    · Furst, P. (2021, May 12).
    [Organizational culture drives (safety) performance. \
    _Occupational Health & Safety_.Links to an external site.](https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx) https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx

    · Herrity, J. (2022. October 31).
    [_Corporate culture examples and benefits_ Links to an external site.](https://www.indeed.com/career-advice/career%20-development/corporate-culture-examples-benefits). Indeed. https://www.indeed.com/career-advice/career-development/corporate-culture-examples-benefits

    · PwC. (2021).
    _Global culture survey 2021:_ [_The link between culture and competitive advantageLinks to an external site._](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf).
    [https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf)

    **Incorporating Culture into Strategy and Business Practices**

    Not only can a strong, well-defined organizational culture support employee engagement and even improve retention, but that culture can be used as part of a business’s strategy. As you consider the culture and business practices of the company that you selected to feature in your strategy playbook, also begin to think about how those elements could serve as a strategic advantage for that company. Or, if there are adjustments that may need to be made, consider how doing so can promote the organization’s success into the future.

    · Bartone, P. T., & Stein, S. J. (2020, March 9).
    [Build “hardiness” into your organizational culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05G3F-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Gafni, N. (2021, July 1).
    [_Do your DE&I efforts consider age, class, and lived experience?_](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06GA7-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–9. http://hbr.org

    · Grant, A. (2021, February 3).
    [Building a culture of learning at workLinks to an external site.](https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp). strategy+business. https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp

    · Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.  (2018, January–February).
    [The leader’s guide to corporate culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FS18010-PDF-ENG%2Frich-text).
    _Harvard Business Review_,
    _96_(1), 44–52.

    · Yohn, D. L. (2019, December 17).
    [Build a culture to match your brand](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05BK0-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–6. http://hbr.org

    · Yohn, D. L. (2018, October 2).
    [6 ways to build a customer-centric culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH04KFV-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–5. http://hbr.org

    · Yohn, D. L. (2021, February 8).
    [Company culture is everyone’s responsibility](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH065SN-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–8.
    [http://hbr.org](http://hbr.org/)

    **Important Documents for the Week**

    ·
    **Document:** [MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794?wrap=1) [Download MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794/download?download_frd=1)

    · GoSkills.com (2023, June 26).
    [_How to create a table of contents in Microsoft 365 | Microsoft Word 365 – Basic & Advanced CourseLinks to an external site._](https://www.youtube.com/watch?v=U-1vBwJvvzI)[Video]. YouTube. https://www.youtube.com/watch?v=U-1vBwJvvzI

    · ITsEasyTraining1st. (2023, January 1).
    [_How to add a bibliography entry into a Microsoft Word document_ Links to an external site.](https://www.youtube.com/watch?v=OXPGQB4PD3o) [Video]. YouTube. https://www.youtube.com/watch?v=OXPGQB4PD3o

    **Week1DiscussionResponse-Capstone.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week1discussionresponse-capstone-docx)

    **## week1discussion1.docx**

    **Week 1 Discussion: The Big Picture**

    Strategy is a long-term guide for an organization that involves determining and deciding what goals an organization wants to go towards. It assists business leaders to think about the “big picture” in relation to every day decisions. In order to assess resources, plan from potential opportunities, control risk and monitor progress, leaders need an effective strategy. Without a strategy, organizations might be engaged in heavy short-term activity, and not know their long-term direction.

    Organizational culture matters as it affects the way employees think, communicate, make decisions, and react to change. From my understanding, the most essential cultural elements to consider are values, ethics, communication skills, teamwork, responsibility, and a willingness to embrace innovation. If employees know and act on organizational values, they will engage in co-operative working to achieve shared goals. Effective communication also helps employees understand their roles and their impact on the success of the organization. In addition, a culture that enables learning and innovation can assist organizations with adapting to customer expectations and competitive landscapes.

    I believe organizations can benefit a lot in being mission driven, or purpose driven. A clear mission provides direction and explains why an organization exists beyond simply generating revenue. Purpose can engage employees, reinforce organizational identity, influence customer trust, and inform long-term decision-making. If strategy is aligned with an important objective, workers might believe their job is helpful for something worthwhile. This can enhance engagement and cultivate organizational commitment.

    However, mission- and/or purpose-driven strategies can be challenging. The balance between organizations and mission versus financial sustainability, stakeholder expectations and competitive pressures must all be considered. Pursuing a social or ethical purpose may sometimes require additional resources or difficult compromises. Leaders need to therefore be sure of the mission's reality and backed by measurable goals.

    **## Week1DiscussionInstructions-Capstone.docx**

    **Week 1 Discussion**

    **The Big Picture**

    Taking into consideration what you have achieved in your academic and professional career thus far and what you plan to do in the future, what are your thoughts about “the big picture” of your life? This can include your own personal mission or purpose, the goals you have set for yourself, and so on. Perhaps you have certain goals or plans related to pursuing a particular career path, or perhaps there is a personal passion you want to pursue. In people’s personal lives, these big-picture goals may be related to career, relationships, health, financial stability, and so forth, and they may or may not be connected to a person’s sense of mission or purpose. In an organizational context, these “big picture” goals may also be financially focused, related to the sustainability of the organization, and connected to an organizational mission. In either context, long-term, strategic planning is key to ensuring that goals are met. And when driven by a mission or purpose, achievement of those goals can fulfill even greater outcomes than simply an individual person’s or business’s success. In this Discussion, you will consider your experiences with and knowledge of organizational culture and mission- or purpose-driven strategy to analyze the roles they play in an organization.

    **To prepare for this Discussion:**

    · Draw upon the knowledge and skills you have developed throughout your program.

    · Consider your experiences with and knowledge of organizational culture.

    · Consider the idea of an organization being mission driven or purpose driven.

    **Post** your analysis of the role of culture, mission, and purpose in an organization’s strategy, to include the following:

    · In your own words, briefly explain what strategy is and how it can help business leaders to focus on “the big picture.”

    · Based on your own experiences and knowledge of organizational culture, identify which aspects of culture within organizations are most critical to the development and execution of business strategy. Explain why.

    · Analyze whether it is beneficial for an organization to base its strategy on being mission driven or purpose driven. Explain why or why not. Are there any negatives or compromises that organizations might need to consider?

    **## Week1LearningResources-Capstone.docx**

    **Week 1 Learning Resources**

    **Capstone**

    **What Organizational Culture Is**

    When you think of organizational culture, what comes to mind? Simply put, organizational culture refers to a company’s mission, objectives, expectations, and values that guide business practices and employee behaviors. Using these resources, you will consider what organizational culture is and will begin using these ideas—as well as others you have examined throughout this program—to analyze the organizational culture of the organization that you selected to be the focus of your playbook.

    · Cheng, J. Y-J., & Groysberg, B. (2021, June 18).
    [Research: What inclusive companies have in common](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06F0I-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–7. http://hbr.org

    · Dillard, S. R. (2021, April 19).
    [How inclusive is your leadership?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06AN0-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–8. http://hbr.org

    **Time Estimate:** 6 minutes

    · GreggU. (2019, November 18).
    [_Organizational cultureLinks to an external site._](https://www.youtube.com/watch?v=J6Y61qshVv8) [Video]. YouTube. https://www.youtube.com/watch?v=J6Y61qshVv8

    **Note:** The approximate length of this media piece is 14 minutes.

    · Kegan, R., Lahey, L., & Fleming, A. (2014, January 22).
    [Does your company make you a better person?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH00MWO-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Greene, J. R. (2022).
    [Boards can accelerate business performance by fully engaging on organizational cultureLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=bth&AN=156834273&site=eds-live&scope=site&custid=s6527200).
    _Board Leadership, 2022_(181), 1–8. https://doi.org/10.1002/bl.30215

    · Traphagan, J. (2017, January 6).
    [We’re thinking about organizational culture all wrong](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH03E82-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4.
    [http://hbr.org](http://hbr.org/)

    **Benefits and Challenges of Organizational Culture**

    Businesses with a well-established organizational culture tend to be more successful because they have operational systems in place that not only support employee performance, productivity, and engagement, but also promote the mission, objectives, expectations, and values of the organization. There is a clear sense of purpose, whereby employees not only understand the organization’s goals but can also feel more connected to those goals and to one another. On the other hand, the culture of an organization can present challenges to the strategic success of a business as well. Through these resources, you will consider the benefits and challenges of organizational culture.

    · Furst, P. (2021, May 12).
    [Organizational culture drives (safety) performance. \
    _Occupational Health & Safety_.Links to an external site.](https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx) https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx

    · Herrity, J. (2022. October 31).
    [_Corporate culture examples and benefits_ Links to an external site.](https://www.indeed.com/career-advice/career%20-development/corporate-culture-examples-benefits). Indeed. https://www.indeed.com/career-advice/career-development/corporate-culture-examples-benefits

    · PwC. (2021).
    _Global culture survey 2021:_ [_The link between culture and competitive advantageLinks to an external site._](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf).
    [https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf)

    **Incorporating Culture into Strategy and Business Practices**

    Not only can a strong, well-defined organizational culture support employee engagement and even improve retention, but that culture can be used as part of a business’s strategy. As you consider the culture and business practices of the company that you selected to feature in your strategy playbook, also begin to think about how those elements could serve as a strategic advantage for that company. Or, if there are adjustments that may need to be made, consider how doing so can promote the organization’s success into the future.

    · Bartone, P. T., & Stein, S. J. (2020, March 9).
    [Build “hardiness” into your organizational culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05G3F-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Gafni, N. (2021, July 1).
    [_Do your DE&I efforts consider age, class, and lived experience?_](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06GA7-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–9. http://hbr.org

    · Grant, A. (2021, February 3).
    [Building a culture of learning at workLinks to an external site.](https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp). strategy+business. https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp

    · Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.  (2018, January–February).
    [The leader’s guide to corporate culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FS18010-PDF-ENG%2Frich-text).
    _Harvard Business Review_,
    _96_(1), 44–52.

    · Yohn, D. L. (2019, December 17).
    [Build a culture to match your brand](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05BK0-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–6. http://hbr.org

    · Yohn, D. L. (2018, October 2).
    [6 ways to build a customer-centric culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH04KFV-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–5. http://hbr.org

    · Yohn, D. L. (2021, February 8).
    [Company culture is everyone’s responsibility](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH065SN-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–8.
    [http://hbr.org](http://hbr.org/)

    **Important Documents for the Week**

    ·
    **Document:** [MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794?wrap=1) [Download MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794/download?download_frd=1)

    · GoSkills.com (2023, June 26).
    [_How to create a table of contents in Microsoft 365 | Microsoft Word 365 – Basic & Advanced CourseLinks to an external site._](https://www.youtube.com/watch?v=U-1vBwJvvzI)[Video]. YouTube. https://www.youtube.com/watch?v=U-1vBwJvvzI

    · ITsEasyTraining1st. (2023, January 1).
    [_How to add a bibliography entry into a Microsoft Word document_ Links to an external site.](https://www.youtube.com/watch?v=OXPGQB4PD3o) [Video]. YouTube. https://www.youtube.com/watch?v=OXPGQB4PD3o

    **Week1DiscussionResponse-Capstone.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/week1discussionresponse-capstone-docx)

  • [Solved] Mini Case 2-Andersen: An Obstruction of Justice? (Due in 24h)

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    [>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting) Arthur Andersen is the CPA firm that failed to detect fraudulent financial activities in the audits of several companies, including Sunbeam, Waste Management, Enron, and WorldCom. Many articles and papers have…

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    Assignment Prompt & Instructions

    [>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting)

    Arthur Andersen is the CPA firm that failed to detect fraudulent  financial activities in the audits of several companies, including  Sunbeam, Waste Management, Enron, and WorldCom. Many articles and papers  have been written about the quality of these audits and how increasing  the firm's revenues from both audit and nonaudit services may have  supplanted audit quality as the main objective of Andersen as a firm.  However, we should not lose sight of the facts that led to Andersen's  demise and the findings that have occurred since Andersen ostensibly  closed its doors as an audit and accounting firm.

    In effect, Andersen had already received the maximum penalty even  before its trial began. Once Anderson had been indicted, most of its  clients had decided that an audit by a firm under indictment would be of  little value even if allowed by the Securities and Exchange Commission  (SEC). During the shareholder proxy season in early 2002, company after  company announced it would no longer retain Andersen as its auditor.  Whether the firm was able to defend itself or not, the days of Andersen  as a viable audit firm had come to an end.

    ## ANDERSEN GOES TO TRIAL

    In May 2002, Arthur Andersen LLP was tried for obstruction of justice  in connection with the destruction of documents during a time period  prior to a formal SEC investigation of Enron, one of Andersen's largest  clients. The main witness for the prosecution was David Duncan, a former  Andersen partner in charge of the Enron audit, who had already pleaded  guilty to obstruction of justice. The guilt or innocence of Andersen  hinged on the question of corporate direction. If Duncan had acted  illegally on his own in an effort to save himself from consequences  resulting from an SEC investigation of Enron, then Andersen as a firm  would not likely be found guilty of obstructing justice. However, if  Duncan had acted illegally on the direction of Andersen's management  within the scope of his position in an attempt to save Andersen from the  consequences of Enron, the firm as a whole would be held liable.  Therefore, the issues to be determined were (1) whether illegal acts had  been committed and (2) if they had been committed on behalf of Duncan  or on behalf of Andersen.

    ## The Prosecution's Case

    The chief prosecutor for the government was Samuel Buell. The main points in Buell's case follow:

    – Top partners in Arthur Andersen's Chicago office had permitted Enron  to use aggressive accounting practices that were very questionable  given the nature of Enron's business.
    – From late September through early October 2001, Andersen's legal  department began creating a strategy designed to protect Andersen from  regulators and litigants.
    – A major part of the strategy was to invoke Andersen's document  retention policy, which, according to prosecutors, was an obscure policy  that its employees seldom read or followed on its audits. In addition,  the policy had been revised in 2000 by an Andersen partner who had been  disciplined by the SEC for his involvement in the Waste Management  audits. According to Buell, management had known that invoking the  policy would lead to the destruction of "tons of papers and tens of  thousands of computer files" that would be of interest to  investigators.1
    – The prosecution presented notes from an October 9 conversation  between Nancy Temple, Ander- sen's legal counsel, and attorneys in  Andersen's legal department. This conversation indicated that Temple had  believed an SEC investigation was imminent and that such an  investigation could have devastating consequences for Andersen. Andersen  was still operating under a court order signed in 2000 (due to a  settlement of the Waste Management lawsuits) that could trigger a  suspension of its license to audit publicly traded companies if it was  found to have engaged in additional securities law violations.
    – Duncan had admitted to destroying documents to keep them out of the  investigation and that his actions were taken under the direction and  with the consent of Andersen management in Chicago.
    – Finally, C. E. Andrews, an Andersen partner, in his testimony before  Congress in January 2002, had said that Duncan had given every  appearance of destroying documents in anticipation of requests for  documents from federal investigators.2

    ## Andersen's Defense

    – Andersen's attorneys, led by Rusty Hardin, defended Andersen against all charges brought by the government.
    – The government's case had fallen short of proving Andersen's guilt or even proving that a crime had occurred.
    – Duncan had shredded documents prior to any formal investigation  (Andersen was not subpoenaed until November 8, 2001), and the  elimination of unnecessary documents was a normal audit procedure.
    – It was clearly sound business practice to consult with the corporate  attorneys with regard to potential litigation and the firm's rights and  obligations with regard to that investigation. In fact, Duncan, at  Temple's request, had saved many documents that could have proved  detrimental to Andersen.
    – Hardin argued that Duncan was innocent and that the government had  overstated its case against him in order to pressure him to cooperate  with its investigation in exchange for a reduced sentence.
    – While the prosecution focused on the part of the document retention  policy that instructed auditors on the documents that could be  destroyed, parts of the retention policy indicated which documentation  was required to be retained in the audit files.

    ## The Case Goes to The Jury

    Although the prosecution and defense presentations were very  contentious, possibly the most contentious part of the case focused on  the instructions that Judge Melinda Harmon gave to the jury.

    The instructions hinged on the wording of the statute that makes it a crime to

    knowingly use intimidation or physical force, threaten, or corruptly  persuade another person with the intent to cause that person to withhold  documents from or alter documents for use in an official proceeding  [emphasis added].3

    Although both sides believed that the jury needed instructions that  clarified the meaning of the statute in question, two issues were  paramount in the argument concerning the instructions:

    – The phrase knowingly corruptly persuade had been discussed at  length. The government had contended that the word knowingly was not  meant as a modifier of the term corruptly persuade. The jury had been  instructed that

    "Even if the petitioner honestly and sincerely believed that the conduct was lawful, you may find the petitioner guilty" .4

    1 Alexi Barrionuevo and Jonathan Weil, "High Noon: Andersen's  Criminal Case Goes to the Jury," The Wall Street Journal, June 6, 2002,  pp. C1, C20.

    2 Ibid.

    3 18 U.S.C. § 1512 (b)(2)(a) and (b).

    4 William Rehnquist, "Flawed Instruction Led to Andersen Verdict," Chicago Daily Law Bulletin, June 1, 2005.

    Andersen: An Obstruction of Justice?   C3

    The government had contended that the word corruptly needed to be  defined for the jury. Prior rulings in the 5th District Court (the same  court district that was trying the Andersen case) had stated that  corruptly was knowingly and dishonestly, with specific intent to subvert  or undermine the integrity of the proceedings [emphasis added].

    The government had insisted on excluding the word dishonestly and  adding the word impede to the phrase "subvert and undermine." The  instruction provided to the jury had not included the word dishonestly  and included the phrase "subvert, undermine, or impede" government  fact-finding.5

    Having heard the testimony and been given these instructions, the  jury convicted Andersen of obstruction of justice after deliberating for  10 days.

    ## ROUND TWO

    On May 31, 2005, in a unanimous decision, the U.S. Supreme Court  overturned the Andersen conviction on the basis of flawed instructions  to the jury. In writing the opinion, Chief Justice William Rehnquist  cited the following arguments:

    – Merely providing a person with information regarding a course of  action cannot be construed as persuading another person with intent to  cause that person to withhold documents.
    – It is not necessarily corrupt in persuading another person with the  intent to cause that person to withhold documents. It may be proper for  an attorney to persuade a client to withhold documents under  attorney-client privilege from an investigation. In this circumstance,  such persuasion would not be corrupt. Therefore, the withholding of  documents from an investigation cannot by itself be presumed to be a  corrupt action.
    – Document retention policies are created to keep documents from being  obtained by certain individuals and organizations, including the  government. These policies are common in business, and it is not  wrongful for a manager to instruct employees to abide by such a policy.
    – The term knowingly does modify the term corrupt both linguistically  and per the intent of the statute. The jury instructions did not convey  the requisite consciousness of wrongdoing that should be required for  conviction.
    – Substituting the term impede in place of dishonestly in the jury  instructions removed the requirement that the action be with knowledge  and forethought of wrongdoing. The term impede has a much broader  concept. Anyone who innocently persuades another to withhold information  might be considered to impede an investigation. Clearly, the term  corrupt was included in the statute to exclude such innocent behavior  from being considered unlawful.
    – A knowingly corrupt persuader cannot be someone who persuades others  to shred documents under a document retention policy that was not  enacted with regard to any particular proceeding in which those  documents might be material. A series of events is not sufficient to  indicate an intent to obstruct an investigation.

    ## CONCLUSION

    The headlines following the Supreme Court decision were telling: "A Posthumous Victory," USA Today, June 1, 2005.

    "Arthur Andersen's Hollow Victory," The Economist, June 4, 2005. "Too Late for Andersen," Legal Times, June 6, 2005.

    "A Bittersweet Court Victory for Andersen," Legal Times, June 6, 2005.

    Although Arthur Andersen's verdict had been overturned because of  faulty jury instructions, it was far from a vindication that what  Andersen had done was correct. In addition, such a decision came much  too late to provide anything but a moral victory to Andersen's former  employees.

    The government has chosen not to retry Andersen. First, there was  little to gain in terms of either financial or other penalties. Andersen  had already received the "death penalty" (and was no longer a viable  entity), whether guilty or innocent. Second, if Andersen was to be  retried and found not guilty, the Department of Justice and the SEC  would have suffered severe blows to their reputation and received a  multitude of criticism from the business community. On the other hand, a  retrial might have been what the government needed to fend off  criticism of being overzealous and overreaching in its prosecution of  Andersen. However, because the government did not retry the case, it  appears that the risks outweigh the rewards. Third, the government  received everything that it wanted with regard to Enron, WorldCom, and  Andersen with the passage of the Sarbanes–Oxley Act. Most notably, as a  result of the Andersen case, a stricter document retention policy with  more severe penalties for not following that policy was enacted. It is  interesting to note that many legal experts believe that the Department  of Justice and the SEC took a vastly different attitude toward the 2005  tax-shelter problems of KPMG because of the lessons learned from the  Andersen prosecution. Clearly, in the Andersen case, there had been no  winners, and the elimination of another international CPA firm caused  significant harm to innocent employees and created substantial chaos in  the business community.

    Finally, in March 2007, a federal judge gave final approval to a  $72.5 million settlement between Andersen and investors who sued the  accounting firm over its role in Enron's collapse.6  This finally put to rest the case of Andersen and Enron, but the repercussions may live on indefinitely.

    ## DISCUSSION  QUESTIONS

    **Part 1**

    1. Analyze the ethical implications of Andersen's document retention  policy. How might this policy have conflicted with the firm's  professional responsibilities?
    2. Evaluate the legal concept of "corrupt persuasion" in the context of  this case. How does this interpretation impact auditors' communication  practices and document retention policies?
    3. Compare and contrast the potential liability of the engagement  partner, other partners, and the firm as a whole in light of the  Andersen case.
    4. Critically assess the impact of time constraints and understaffing  on audit quality. How might these factors have contributed to Andersen's  situation?

    **Part 2**

    1. Examine the role of professional skepticism in the Andersen case. How might a more skeptical approach have altered the outcome?
    2. Analyze the potential conflicts of interest arising from providing  both audit and non-audit services to clients. How has regulation evolved  since the Andersen case to address this issue?
    3. Evaluate the adequacy of Andersen's quality control procedures in  light of this case. What improvements could have potentially prevented  this situation?
    4. Discuss the long-term implications of the Andersen case for the  auditing profession. How has it influenced current audit practices,  regulations, and public perception?

  • [Solved] dis #2

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) **What did Darwin really believe about human morality?** **It is commonly though that Charles Darwin's theory of evolution supports a picture of humankind that is similar to Hobbes' "everyone for themselves" a…

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    **What did Darwin really believe about human morality?**

    **It is commonly though that Charles Darwin's theory of evolution supports a picture of humankind that is similar to Hobbes' "everyone for themselves" attitude about how humans would treat each other in the state of nature. But this reading is incorrect, in fact, Darwin's theory displays many similarities to Hume's. This is not surprising given that Darwin's work is another step in the empiricists'** **development** **of a naturalized history of humanity.  In his book,** _**The Descent of Man,**_ **Darwin makes it very clear that "survival of the fittest" often means survival of those that work most effectively with others. In a short video on** _Aeon_ **, psychologist Dacher Keltner explains.**

    [Don’t misread Darwin: for humans, ‘survival of the fittest’ means being sympathetic | Aeon Videos](https://aeon.co/videos/dont-misread-darwin-for-humans-survival-of-the-fittest-means-being-sympathetic)

    **A more in-depth account of Darwin's views can be found** [**here on our Canvas site (click)**](https://cerritos.instructure.com/courses/110286/pages/charles-darwin-on-the-evolution-of-morality "The evolution of morality") **.**

    –Each student should post a response and also provide constructive criticism of another student's post.

    –Graded discussions in this class will be scored by content and by length of responses. Your initial post should be 200 words

  • [Solved] Article Review 2

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    see attachments **files (2)** – ## DirectionsforArticleReview.docx – Copyofchella87.pdf **## DirectionsforArticleReview.docx** **Directions for Article Review:** 1. Article reviews must be completed using APA format. 2. The first page of the article review is content related (summarize the content…

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    see attachments

    **files (2)**

    – ## DirectionsforArticleReview.docx

    – Copyofchella87.pdf

    **## DirectionsforArticleReview.docx**

    **Directions for Article Review:**

    1. Article reviews must be completed using APA format.

    2. The first page of the article review is content related (summarize the content).

    3. You must address the following:

    · Stakeholders (who are the stakeholders in this article and why are they stakeholders).

    · Practical nature of the information in the article. Discuss how this information impacts your chosen field or profession.

    · What would you have liked to have seen researched or studied in the article? How would you have changed the nature of the article to benefit you as a practitioner (academician or sport)?

    · Future research. Upon reading the article, you must do one of two things; identify what you think would be great follow-up research or identify and cite at least one research study that was “future research”. If the article you are reading is over 20 years old, there should be some additional research readily available that has been published.

    4. 2 pages, not including title page

    5. Your reference page is only inclusive of the article that I have asked you to read

    **100% NO PLAGIARISM or use of AI!!!!**

    **Copyofchella87.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/copyofchella87-pdf)

    **Copyofchella87.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/copyofchella87-pdf)

    **## DirectionsforArticleReview.docx**

    **Directions for Article Review:**

    1. Article reviews must be completed using APA format.

    2. The first page of the article review is content related (summarize the content).

    3. You must address the following:

    · Stakeholders (who are the stakeholders in this article and why are they stakeholders).

    · Practical nature of the information in the article. Discuss how this information impacts your chosen field or profession.

    · What would you have liked to have seen researched or studied in the article? How would you have changed the nature of the article to benefit you as a practitioner (academician or sport)?

    · Future research. Upon reading the article, you must do one of two things; identify what you think would be great follow-up research or identify and cite at least one research study that was “future research”. If the article you are reading is over 20 years old, there should be some additional research readily available that has been published.

    4. 2 pages, not including title page

    5. Your reference page is only inclusive of the article that I have asked you to read

    **100% NO PLAGIARISM or use of AI!!!!**

    **Copyofchella87.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/copyofchella87-pdf)

    **## DirectionsforArticleReview.docx**

    **Directions for Article Review:**

    1. Article reviews must be completed using APA format.

    2. The first page of the article review is content related (summarize the content).

    3. You must address the following:

    · Stakeholders (who are the stakeholders in this article and why are they stakeholders).

    · Practical nature of the information in the article. Discuss how this information impacts your chosen field or profession.

    · What would you have liked to have seen researched or studied in the article? How would you have changed the nature of the article to benefit you as a practitioner (academician or sport)?

    · Future research. Upon reading the article, you must do one of two things; identify what you think would be great follow-up research or identify and cite at least one research study that was “future research”. If the article you are reading is over 20 years old, there should be some additional research readily available that has been published.

    4. 2 pages, not including title page

    5. Your reference page is only inclusive of the article that I have asked you to read

    **100% NO PLAGIARISM or use of AI!!!!**

    **Copyofchella87.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/copyofchella87-pdf)

  • [Solved] Market Segmentation

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    [>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing) See attachment **files (1)** – ## DirectionsforMarketSegmentation.docx **## DirectionsforMarketSegmentation.docx** **Directions:** Based on course material covered thus far, you must devise and **submit market s…

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    Assignment Prompt & Instructions

    [>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing)

    See attachment

    **files (1)**

    – ## DirectionsforMarketSegmentation.docx

    **## DirectionsforMarketSegmentation.docx**

    **Directions:** Based on course material covered thus far, you must devise and
    **submit market segmentation technique for your fictitious RET business**. Remember that although this exercise is based on your fictitious RET business idea, the techniques used for segmentation of the market for your business must be conceivable. Your text will aid you greatly in this assignment. Be sure to use your text as a guide in properly segmenting your target market and location for your RET.

    **Please submit as a Word.docx in Arial 12 font 100% NO PLAGIARISM or AI**

    **Fictitious RET Business Idea:**

    _"Locked into Family Fun Adventure Center"_

    _Idea: My proposed RET business would be a Family Fun Adventure Center that will be designed to give families a place where they can participate in activities together. The main goal would be to create an environment where families are not just purchasing admission to an attraction, but are creating an experience for the entire family. The Family Fun Adventure Center would offer a variety of products and services to include: Virtual Reality rides, miniature golf, and bowling. There will also be private areas for birthday parties. The most important benefits would be the quality time that families will get to spend together. Another benefit would be convenience. When my family and I visited Disney World we all agreed that the Virtual Reality Rides were at the top of our "favorites" list. Unfortunately, not many people are able to afford Disney for their families and it is a great distance for most people to travel, so the convenience and experience will be a great benefit. My dream location would be in Gulf Shores, Alabama due to the area already attracting tourist due to the beaches. I would want to be located on a major roadway that is easily accessible._

    **Textbook to reference:**

    Pfister, Robert E., Tierney, Patrick T. (2009). Recreation, Event, and Tourism Businesses: Start-up and Sustainable Operations.

    **## DirectionsforMarketSegmentation.docx**

    **Directions:** Based on course material covered thus far, you must devise and
    **submit market segmentation technique for your fictitious RET business**. Remember that although this exercise is based on your fictitious RET business idea, the techniques used for segmentation of the market for your business must be conceivable. Your text will aid you greatly in this assignment. Be sure to use your text as a guide in properly segmenting your target market and location for your RET.

    **Please submit as a Word.docx in Arial 12 font 100% NO PLAGIARISM or AI**

    **Fictitious RET Business Idea:**

    _"Locked into Family Fun Adventure Center"_

    _Idea: My proposed RET business would be a Family Fun Adventure Center that will be designed to give families a place where they can participate in activities together. The main goal would be to create an environment where families are not just purchasing admission to an attraction, but are creating an experience for the entire family. The Family Fun Adventure Center would offer a variety of products and services to include: Virtual Reality rides, miniature golf, and bowling. There will also be private areas for birthday parties. The most important benefits would be the quality time that families will get to spend together. Another benefit would be convenience. When my family and I visited Disney World we all agreed that the Virtual Reality Rides were at the top of our "favorites" list. Unfortunately, not many people are able to afford Disney for their families and it is a great distance for most people to travel, so the convenience and experience will be a great benefit. My dream location would be in Gulf Shores, Alabama due to the area already attracting tourist due to the beaches. I would want to be located on a major roadway that is easily accessible._

    **Textbook to reference:**

    Pfister, Robert E., Tierney, Patrick T. (2009). Recreation, Event, and Tourism Businesses: Start-up and Sustainable Operations.

  • [Solved] case study

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    Executive Solution Overview

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) United Airlines Flight 3411: When Employee Decisions Become a Company Problem Background In April 2017, United Airlines Flight 3411 from Chicago to Louisville became an international news story after a passeng…

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    United Airlines Flight 3411: When Employee Decisions Become a Company Problem

    Background

    In April 2017, United Airlines Flight 3411 from Chicago to Louisville became an international news story after a passenger, Dr. David Dao, was forcibly removed from the overbooked flight. Passengers recorded the incident, and the video became instantly viral across social media, creating significant backlash for United Airlines.

    The incident raised questions about employee decision making, company policies, customer service, training, and HR's role in preparing employees for difficult situations. Following the incident, United made changes to its policies and procedures and rolled out additional customer service training to better prepare employees for navigating challenging situations such as this one.

    Your Role

    Imagine you have just been hired as the Human Resource Manager at United Airlines following the Flight 3411 incident.

    Senior leadership has asked you:

    – What could HR have done differently to better prepare employees for a situation like this?
    – Analyze the situation and develop recommendations for United Airlines (use what you've learned in Chapters 1 through 6, as well as any relevant outside research).

    As you analyze this case study, consider:

    – Role of HR: What responsibility does HR have when employee actions create a significant problem for an organization?
    – Job Analysis & Design: What knowledge, skills, and abilities should employees have when handling difficult customer situations? How should these requirements be reflected in the job?
    – Employee Selection: How could United assess customer service, communication, and conflict resolution skills when hiring employees?
    – Training: What training could have better prepared employees to handle this situation?
    – Policies & Employee Judgment: How much discretion should employees have when dealing with unusual or stressful situations?
    – Employee Discipline: If you were the HR Manager, how would you address the employee's actions following the incident?

  • [Solved] discussion

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

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    Assignment Prompt & Instructions

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

  • [Solved] Business & Finance Week 1 Assignment- Capstone

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    Executive Solution Overview

    **files (3)** – ## Week1AssignmentInstructions-Capstone.docx – ## Week1LearningResources-Capstone.docx – WAL_MBAX_6990_assignmentTemplate.docx **## Week1AssignmentInstructions-Capstone.docx** **Week 1 Assignment** **Capstone** **Section 1: The Organizational Profile- Part 1** Capstone Assignment …

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    **files (3)**

    – ## Week1AssignmentInstructions-Capstone.docx

    – ## Week1LearningResources-Capstone.docx

    – WAL_MBAX_6990_assignmentTemplate.docx

    **## Week1AssignmentInstructions-Capstone.docx**

    **Week 1 Assignment**

    **Capstone**

    **Section 1: The Organizational Profile- Part 1**

    Capstone Assignment Overview: Strategy Playbook for Exceptional Results

    In this Capstone experience, you will develop a strategy playbook for a selected organization. You may be familiar with the concept of a playbook as it relates to a sports team, but what might that mean for a business? The Strategy Playbook for Exceptional Results is a roadmap, of sorts, that can help an organization achieve excellence, respond to challenges, and attain short-term and long-term goals. The organization you choose for this exercise could be an organization for which you have worked (or hope to work in the future) and for which there is adequate information available to complete all necessary sections of the playbook. For the Module 1 Assignments, you will begin work on the Strategy Playbook for Exceptional Results that you will build during the 8 weeks of this course. In this playbook, you will draw upon the knowledge and skills you have gained throughout your MBA program to provide your selected company’s leadership with an analysis of the organization, as well as your recommendations for changes the company could make over the coming years to improve its organizational performance. The final compilation of your Strategy Playbook for Exceptional Results will be tangible evidence that you can put your MBA education to use, and it will provide you with a template for how you can help any organization achieve exceptional results.

    **Important Note:** This playbook could be a helpful tool for any organization that is experiencing a problem, either internal or external. Please note that your selected organization may not be currently experiencing any known issues; however, you could bring to the table certain common issues. For example, your organization could be experiencing a decline in sales and losing its once abundant target market, or, internally, the organization could be experiencing a high turnover in the operations department, and the recent climate survey showed a decline in morale throughout the organization. These examples are not all-inclusive to an organization, but they may be present in some form. For the purposes of this exercise, you are at liberty to use your creativity to craft an issue the organization is facing. Be sure to consider the different functional areas, or business units, within the organization to ensure that you are doing a thorough analysis.

    With those thoughts in mind, your task for the final playbook is to use the knowledge and skills you have developed throughout this program to perform an analysis of the organization (Section 1), assess its readiness for change and improvement (Section 2), and then develop strategic recommendations for how the organization can overcome its challenges and achieve greater organizational performance (Section 3).

    Section 1: The Organizational Profile—Part 1

    For the Assignments in this module, you will play the role of a consultant who has been brought in by the CEO of your selected organization to lead a tiger team. A tiger team is an efficient, highly motivated, and diverse team created to solve or troubleshoot specific major issues facing your organization. The Assignment will be a building block for the playbook that you will develop as you work through the rest of this course. Your final, synthesized Strategy Playbook for Exceptional Results is due at the end of Week 8, and it represents what can be thought of as a form of “due diligence analysis,” where you are stepping into the role of a consultant to a senior leadership team and are preparing a forward-looking, crisp, and impactful evaluation of where you think the company ought to be going over the next 5 years or so—and how it might get there.

    In the Assignments for this module, you will complete Section 1 of your playbook in which you will analyze your selected organization’s culture, social and economic climate, and overall purpose. This week, you will begin to compile Section 1 of your playbook. Be sure to address the requirements for Part 1 and include specific examples (where appropriate) and relevant citations from the Learning Resources or from others throughout the program, the Walden Library, and/or other appropriate academic sources to support your work.

    **To prepare for this Assignment:**

    · Once you have selected your organization, proceed to the
    **Class Café** and respond to the thread labeled “Playbook Organization Selection.” Include in your post the name of your selected organization as well as the homepage of the organization’s website (if applicable).
    **Please Note:** Be sure to select an organization other than Walmart, Amazon, or Apple.

    · Download the MBAX 6990 Assignment Template to complete Section 1—Part 1 of your strategy playbook.
    **Note:** Be sure to keep a copy of your completed Assignment this week and in every week of this course as you will be adding to the same file for every playbook Assignment for this course.

    **Submit** your approximately 2-page analysis of the organizational culture, to include the following:

    **Part 1: Analyzing the Organizational Culture**

    · Classify the current organizational culture of your selected organization, including how ethics, values, diversity, and social responsibility play a role in the culture. Provide two or more examples to support your response.

    · Examine the benefits of organizational culture to your company’s position in the market.

    · Analyze how conditioning and culture could challenge your organization’s strategy.

    **## Week1LearningResources-Capstone.docx**

    **Week 1 Learning Resources**

    **Capstone**

    **What Organizational Culture Is**

    When you think of organizational culture, what comes to mind? Simply put, organizational culture refers to a company’s mission, objectives, expectations, and values that guide business practices and employee behaviors. Using these resources, you will consider what organizational culture is and will begin using these ideas—as well as others you have examined throughout this program—to analyze the organizational culture of the organization that you selected to be the focus of your playbook.

    · Cheng, J. Y-J., & Groysberg, B. (2021, June 18).
    [Research: What inclusive companies have in common](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06F0I-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–7. http://hbr.org

    · Dillard, S. R. (2021, April 19).
    [How inclusive is your leadership?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06AN0-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–8. http://hbr.org

    **Time Estimate:** 6 minutes

    · GreggU. (2019, November 18).
    [_Organizational cultureLinks to an external site._](https://www.youtube.com/watch?v=J6Y61qshVv8) [Video]. YouTube. https://www.youtube.com/watch?v=J6Y61qshVv8

    **Note:** The approximate length of this media piece is 14 minutes.

    · Kegan, R., Lahey, L., & Fleming, A. (2014, January 22).
    [Does your company make you a better person?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH00MWO-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Greene, J. R. (2022).
    [Boards can accelerate business performance by fully engaging on organizational cultureLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=bth&AN=156834273&site=eds-live&scope=site&custid=s6527200).
    _Board Leadership, 2022_(181), 1–8. https://doi.org/10.1002/bl.30215

    · Traphagan, J. (2017, January 6).
    [We’re thinking about organizational culture all wrong](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH03E82-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4.
    [http://hbr.org](http://hbr.org/)

    **Benefits and Challenges of Organizational Culture**

    Businesses with a well-established organizational culture tend to be more successful because they have operational systems in place that not only support employee performance, productivity, and engagement, but also promote the mission, objectives, expectations, and values of the organization. There is a clear sense of purpose, whereby employees not only understand the organization’s goals but can also feel more connected to those goals and to one another. On the other hand, the culture of an organization can present challenges to the strategic success of a business as well. Through these resources, you will consider the benefits and challenges of organizational culture.

    · Furst, P. (2021, May 12).
    [Organizational culture drives (safety) performance. \
    _Occupational Health & Safety_.Links to an external site.](https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx) https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx

    · Herrity, J. (2022. October 31).
    [_Corporate culture examples and benefits_ Links to an external site.](https://www.indeed.com/career-advice/career%20-development/corporate-culture-examples-benefits). Indeed. https://www.indeed.com/career-advice/career-development/corporate-culture-examples-benefits

    · PwC. (2021).
    _Global culture survey 2021:_ [_The link between culture and competitive advantageLinks to an external site._](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf).
    [https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf)

    **Incorporating Culture into Strategy and Business Practices**

    Not only can a strong, well-defined organizational culture support employee engagement and even improve retention, but that culture can be used as part of a business’s strategy. As you consider the culture and business practices of the company that you selected to feature in your strategy playbook, also begin to think about how those elements could serve as a strategic advantage for that company. Or, if there are adjustments that may need to be made, consider how doing so can promote the organization’s success into the future.

    · Bartone, P. T., & Stein, S. J. (2020, March 9).
    [Build “hardiness” into your organizational culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05G3F-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Gafni, N. (2021, July 1).
    [_Do your DE&I efforts consider age, class, and lived experience?_](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06GA7-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–9. http://hbr.org

    · Grant, A. (2021, February 3).
    [Building a culture of learning at workLinks to an external site.](https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp). strategy+business. https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp

    · Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.  (2018, January–February).
    [The leader’s guide to corporate culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FS18010-PDF-ENG%2Frich-text).
    _Harvard Business Review_,
    _96_(1), 44–52.

    · Yohn, D. L. (2019, December 17).
    [Build a culture to match your brand](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05BK0-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–6. http://hbr.org

    · Yohn, D. L. (2018, October 2).
    [6 ways to build a customer-centric culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH04KFV-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–5. http://hbr.org

    · Yohn, D. L. (2021, February 8).
    [Company culture is everyone’s responsibility](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH065SN-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–8.
    [http://hbr.org](http://hbr.org/)

    **Important Documents for the Week**

    ·
    **Document:** [MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794?wrap=1) [Download MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794/download?download_frd=1)

    · GoSkills.com (2023, June 26).
    [_How to create a table of contents in Microsoft 365 | Microsoft Word 365 – Basic & Advanced CourseLinks to an external site._](https://www.youtube.com/watch?v=U-1vBwJvvzI)[Video]. YouTube. https://www.youtube.com/watch?v=U-1vBwJvvzI

    · ITsEasyTraining1st. (2023, January 1).
    [_How to add a bibliography entry into a Microsoft Word document_ Links to an external site.](https://www.youtube.com/watch?v=OXPGQB4PD3o) [Video]. YouTube. https://www.youtube.com/watch?v=OXPGQB4PD3o

    **WAL_MBAX_6990_assignmentTemplate.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/wal-mbax-6990-assignmenttemplate-docx)

    **WAL_MBAX_6990_assignmentTemplate.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/wal-mbax-6990-assignmenttemplate-docx)

    **## Week1AssignmentInstructions-Capstone.docx**

    **Week 1 Assignment**

    **Capstone**

    **Section 1: The Organizational Profile- Part 1**

    Capstone Assignment Overview: Strategy Playbook for Exceptional Results

    In this Capstone experience, you will develop a strategy playbook for a selected organization. You may be familiar with the concept of a playbook as it relates to a sports team, but what might that mean for a business? The Strategy Playbook for Exceptional Results is a roadmap, of sorts, that can help an organization achieve excellence, respond to challenges, and attain short-term and long-term goals. The organization you choose for this exercise could be an organization for which you have worked (or hope to work in the future) and for which there is adequate information available to complete all necessary sections of the playbook. For the Module 1 Assignments, you will begin work on the Strategy Playbook for Exceptional Results that you will build during the 8 weeks of this course. In this playbook, you will draw upon the knowledge and skills you have gained throughout your MBA program to provide your selected company’s leadership with an analysis of the organization, as well as your recommendations for changes the company could make over the coming years to improve its organizational performance. The final compilation of your Strategy Playbook for Exceptional Results will be tangible evidence that you can put your MBA education to use, and it will provide you with a template for how you can help any organization achieve exceptional results.

    **Important Note:** This playbook could be a helpful tool for any organization that is experiencing a problem, either internal or external. Please note that your selected organization may not be currently experiencing any known issues; however, you could bring to the table certain common issues. For example, your organization could be experiencing a decline in sales and losing its once abundant target market, or, internally, the organization could be experiencing a high turnover in the operations department, and the recent climate survey showed a decline in morale throughout the organization. These examples are not all-inclusive to an organization, but they may be present in some form. For the purposes of this exercise, you are at liberty to use your creativity to craft an issue the organization is facing. Be sure to consider the different functional areas, or business units, within the organization to ensure that you are doing a thorough analysis.

    With those thoughts in mind, your task for the final playbook is to use the knowledge and skills you have developed throughout this program to perform an analysis of the organization (Section 1), assess its readiness for change and improvement (Section 2), and then develop strategic recommendations for how the organization can overcome its challenges and achieve greater organizational performance (Section 3).

    Section 1: The Organizational Profile—Part 1

    For the Assignments in this module, you will play the role of a consultant who has been brought in by the CEO of your selected organization to lead a tiger team. A tiger team is an efficient, highly motivated, and diverse team created to solve or troubleshoot specific major issues facing your organization. The Assignment will be a building block for the playbook that you will develop as you work through the rest of this course. Your final, synthesized Strategy Playbook for Exceptional Results is due at the end of Week 8, and it represents what can be thought of as a form of “due diligence analysis,” where you are stepping into the role of a consultant to a senior leadership team and are preparing a forward-looking, crisp, and impactful evaluation of where you think the company ought to be going over the next 5 years or so—and how it might get there.

    In the Assignments for this module, you will complete Section 1 of your playbook in which you will analyze your selected organization’s culture, social and economic climate, and overall purpose. This week, you will begin to compile Section 1 of your playbook. Be sure to address the requirements for Part 1 and include specific examples (where appropriate) and relevant citations from the Learning Resources or from others throughout the program, the Walden Library, and/or other appropriate academic sources to support your work.

    **To prepare for this Assignment:**

    · Once you have selected your organization, proceed to the
    **Class Café** and respond to the thread labeled “Playbook Organization Selection.” Include in your post the name of your selected organization as well as the homepage of the organization’s website (if applicable).
    **Please Note:** Be sure to select an organization other than Walmart, Amazon, or Apple.

    · Download the MBAX 6990 Assignment Template to complete Section 1—Part 1 of your strategy playbook.
    **Note:** Be sure to keep a copy of your completed Assignment this week and in every week of this course as you will be adding to the same file for every playbook Assignment for this course.

    **Submit** your approximately 2-page analysis of the organizational culture, to include the following:

    **Part 1: Analyzing the Organizational Culture**

    · Classify the current organizational culture of your selected organization, including how ethics, values, diversity, and social responsibility play a role in the culture. Provide two or more examples to support your response.

    · Examine the benefits of organizational culture to your company’s position in the market.

    · Analyze how conditioning and culture could challenge your organization’s strategy.

    **## Week1LearningResources-Capstone.docx**

    **Week 1 Learning Resources**

    **Capstone**

    **What Organizational Culture Is**

    When you think of organizational culture, what comes to mind? Simply put, organizational culture refers to a company’s mission, objectives, expectations, and values that guide business practices and employee behaviors. Using these resources, you will consider what organizational culture is and will begin using these ideas—as well as others you have examined throughout this program—to analyze the organizational culture of the organization that you selected to be the focus of your playbook.

    · Cheng, J. Y-J., & Groysberg, B. (2021, June 18).
    [Research: What inclusive companies have in common](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06F0I-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–7. http://hbr.org

    · Dillard, S. R. (2021, April 19).
    [How inclusive is your leadership?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06AN0-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–8. http://hbr.org

    **Time Estimate:** 6 minutes

    · GreggU. (2019, November 18).
    [_Organizational cultureLinks to an external site._](https://www.youtube.com/watch?v=J6Y61qshVv8) [Video]. YouTube. https://www.youtube.com/watch?v=J6Y61qshVv8

    **Note:** The approximate length of this media piece is 14 minutes.

    · Kegan, R., Lahey, L., & Fleming, A. (2014, January 22).
    [Does your company make you a better person?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH00MWO-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Greene, J. R. (2022).
    [Boards can accelerate business performance by fully engaging on organizational cultureLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=bth&AN=156834273&site=eds-live&scope=site&custid=s6527200).
    _Board Leadership, 2022_(181), 1–8. https://doi.org/10.1002/bl.30215

    · Traphagan, J. (2017, January 6).
    [We’re thinking about organizational culture all wrong](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH03E82-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4.
    [http://hbr.org](http://hbr.org/)

    **Benefits and Challenges of Organizational Culture**

    Businesses with a well-established organizational culture tend to be more successful because they have operational systems in place that not only support employee performance, productivity, and engagement, but also promote the mission, objectives, expectations, and values of the organization. There is a clear sense of purpose, whereby employees not only understand the organization’s goals but can also feel more connected to those goals and to one another. On the other hand, the culture of an organization can present challenges to the strategic success of a business as well. Through these resources, you will consider the benefits and challenges of organizational culture.

    · Furst, P. (2021, May 12).
    [Organizational culture drives (safety) performance. \
    _Occupational Health & Safety_.Links to an external site.](https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx) https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx

    · Herrity, J. (2022. October 31).
    [_Corporate culture examples and benefits_ Links to an external site.](https://www.indeed.com/career-advice/career%20-development/corporate-culture-examples-benefits). Indeed. https://www.indeed.com/career-advice/career-development/corporate-culture-examples-benefits

    · PwC. (2021).
    _Global culture survey 2021:_ [_The link between culture and competitive advantageLinks to an external site._](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf).
    [https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf)

    **Incorporating Culture into Strategy and Business Practices**

    Not only can a strong, well-defined organizational culture support employee engagement and even improve retention, but that culture can be used as part of a business’s strategy. As you consider the culture and business practices of the company that you selected to feature in your strategy playbook, also begin to think about how those elements could serve as a strategic advantage for that company. Or, if there are adjustments that may need to be made, consider how doing so can promote the organization’s success into the future.

    · Bartone, P. T., & Stein, S. J. (2020, March 9).
    [Build “hardiness” into your organizational culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05G3F-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Gafni, N. (2021, July 1).
    [_Do your DE&I efforts consider age, class, and lived experience?_](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06GA7-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–9. http://hbr.org

    · Grant, A. (2021, February 3).
    [Building a culture of learning at workLinks to an external site.](https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp). strategy+business. https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp

    · Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.  (2018, January–February).
    [The leader’s guide to corporate culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FS18010-PDF-ENG%2Frich-text).
    _Harvard Business Review_,
    _96_(1), 44–52.

    · Yohn, D. L. (2019, December 17).
    [Build a culture to match your brand](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05BK0-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–6. http://hbr.org

    · Yohn, D. L. (2018, October 2).
    [6 ways to build a customer-centric culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH04KFV-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–5. http://hbr.org

    · Yohn, D. L. (2021, February 8).
    [Company culture is everyone’s responsibility](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH065SN-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–8.
    [http://hbr.org](http://hbr.org/)

    **Important Documents for the Week**

    ·
    **Document:** [MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794?wrap=1) [Download MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794/download?download_frd=1)

    · GoSkills.com (2023, June 26).
    [_How to create a table of contents in Microsoft 365 | Microsoft Word 365 – Basic & Advanced CourseLinks to an external site._](https://www.youtube.com/watch?v=U-1vBwJvvzI)[Video]. YouTube. https://www.youtube.com/watch?v=U-1vBwJvvzI

    · ITsEasyTraining1st. (2023, January 1).
    [_How to add a bibliography entry into a Microsoft Word document_ Links to an external site.](https://www.youtube.com/watch?v=OXPGQB4PD3o) [Video]. YouTube. https://www.youtube.com/watch?v=OXPGQB4PD3o

    **WAL_MBAX_6990_assignmentTemplate.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/wal-mbax-6990-assignmenttemplate-docx)

    **## Week1AssignmentInstructions-Capstone.docx**

    **Week 1 Assignment**

    **Capstone**

    **Section 1: The Organizational Profile- Part 1**

    Capstone Assignment Overview: Strategy Playbook for Exceptional Results

    In this Capstone experience, you will develop a strategy playbook for a selected organization. You may be familiar with the concept of a playbook as it relates to a sports team, but what might that mean for a business? The Strategy Playbook for Exceptional Results is a roadmap, of sorts, that can help an organization achieve excellence, respond to challenges, and attain short-term and long-term goals. The organization you choose for this exercise could be an organization for which you have worked (or hope to work in the future) and for which there is adequate information available to complete all necessary sections of the playbook. For the Module 1 Assignments, you will begin work on the Strategy Playbook for Exceptional Results that you will build during the 8 weeks of this course. In this playbook, you will draw upon the knowledge and skills you have gained throughout your MBA program to provide your selected company’s leadership with an analysis of the organization, as well as your recommendations for changes the company could make over the coming years to improve its organizational performance. The final compilation of your Strategy Playbook for Exceptional Results will be tangible evidence that you can put your MBA education to use, and it will provide you with a template for how you can help any organization achieve exceptional results.

    **Important Note:** This playbook could be a helpful tool for any organization that is experiencing a problem, either internal or external. Please note that your selected organization may not be currently experiencing any known issues; however, you could bring to the table certain common issues. For example, your organization could be experiencing a decline in sales and losing its once abundant target market, or, internally, the organization could be experiencing a high turnover in the operations department, and the recent climate survey showed a decline in morale throughout the organization. These examples are not all-inclusive to an organization, but they may be present in some form. For the purposes of this exercise, you are at liberty to use your creativity to craft an issue the organization is facing. Be sure to consider the different functional areas, or business units, within the organization to ensure that you are doing a thorough analysis.

    With those thoughts in mind, your task for the final playbook is to use the knowledge and skills you have developed throughout this program to perform an analysis of the organization (Section 1), assess its readiness for change and improvement (Section 2), and then develop strategic recommendations for how the organization can overcome its challenges and achieve greater organizational performance (Section 3).

    Section 1: The Organizational Profile—Part 1

    For the Assignments in this module, you will play the role of a consultant who has been brought in by the CEO of your selected organization to lead a tiger team. A tiger team is an efficient, highly motivated, and diverse team created to solve or troubleshoot specific major issues facing your organization. The Assignment will be a building block for the playbook that you will develop as you work through the rest of this course. Your final, synthesized Strategy Playbook for Exceptional Results is due at the end of Week 8, and it represents what can be thought of as a form of “due diligence analysis,” where you are stepping into the role of a consultant to a senior leadership team and are preparing a forward-looking, crisp, and impactful evaluation of where you think the company ought to be going over the next 5 years or so—and how it might get there.

    In the Assignments for this module, you will complete Section 1 of your playbook in which you will analyze your selected organization’s culture, social and economic climate, and overall purpose. This week, you will begin to compile Section 1 of your playbook. Be sure to address the requirements for Part 1 and include specific examples (where appropriate) and relevant citations from the Learning Resources or from others throughout the program, the Walden Library, and/or other appropriate academic sources to support your work.

    **To prepare for this Assignment:**

    · Once you have selected your organization, proceed to the
    **Class Café** and respond to the thread labeled “Playbook Organization Selection.” Include in your post the name of your selected organization as well as the homepage of the organization’s website (if applicable).
    **Please Note:** Be sure to select an organization other than Walmart, Amazon, or Apple.

    · Download the MBAX 6990 Assignment Template to complete Section 1—Part 1 of your strategy playbook.
    **Note:** Be sure to keep a copy of your completed Assignment this week and in every week of this course as you will be adding to the same file for every playbook Assignment for this course.

    **Submit** your approximately 2-page analysis of the organizational culture, to include the following:

    **Part 1: Analyzing the Organizational Culture**

    · Classify the current organizational culture of your selected organization, including how ethics, values, diversity, and social responsibility play a role in the culture. Provide two or more examples to support your response.

    · Examine the benefits of organizational culture to your company’s position in the market.

    · Analyze how conditioning and culture could challenge your organization’s strategy.

    **## Week1LearningResources-Capstone.docx**

    **Week 1 Learning Resources**

    **Capstone**

    **What Organizational Culture Is**

    When you think of organizational culture, what comes to mind? Simply put, organizational culture refers to a company’s mission, objectives, expectations, and values that guide business practices and employee behaviors. Using these resources, you will consider what organizational culture is and will begin using these ideas—as well as others you have examined throughout this program—to analyze the organizational culture of the organization that you selected to be the focus of your playbook.

    · Cheng, J. Y-J., & Groysberg, B. (2021, June 18).
    [Research: What inclusive companies have in common](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06F0I-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–7. http://hbr.org

    · Dillard, S. R. (2021, April 19).
    [How inclusive is your leadership?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06AN0-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–8. http://hbr.org

    **Time Estimate:** 6 minutes

    · GreggU. (2019, November 18).
    [_Organizational cultureLinks to an external site._](https://www.youtube.com/watch?v=J6Y61qshVv8) [Video]. YouTube. https://www.youtube.com/watch?v=J6Y61qshVv8

    **Note:** The approximate length of this media piece is 14 minutes.

    · Kegan, R., Lahey, L., & Fleming, A. (2014, January 22).
    [Does your company make you a better person?](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH00MWO-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Greene, J. R. (2022).
    [Boards can accelerate business performance by fully engaging on organizational cultureLinks to an external site.](https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=bth&AN=156834273&site=eds-live&scope=site&custid=s6527200).
    _Board Leadership, 2022_(181), 1–8. https://doi.org/10.1002/bl.30215

    · Traphagan, J. (2017, January 6).
    [We’re thinking about organizational culture all wrong](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH03E82-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4.
    [http://hbr.org](http://hbr.org/)

    **Benefits and Challenges of Organizational Culture**

    Businesses with a well-established organizational culture tend to be more successful because they have operational systems in place that not only support employee performance, productivity, and engagement, but also promote the mission, objectives, expectations, and values of the organization. There is a clear sense of purpose, whereby employees not only understand the organization’s goals but can also feel more connected to those goals and to one another. On the other hand, the culture of an organization can present challenges to the strategic success of a business as well. Through these resources, you will consider the benefits and challenges of organizational culture.

    · Furst, P. (2021, May 12).
    [Organizational culture drives (safety) performance. \
    _Occupational Health & Safety_.Links to an external site.](https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx) https://ohsonline.com/articles/2021/05/12/organizational-culture-drives-safety-performance.aspx

    · Herrity, J. (2022. October 31).
    [_Corporate culture examples and benefits_ Links to an external site.](https://www.indeed.com/career-advice/career%20-development/corporate-culture-examples-benefits). Indeed. https://www.indeed.com/career-advice/career-development/corporate-culture-examples-benefits

    · PwC. (2021).
    _Global culture survey 2021:_ [_The link between culture and competitive advantageLinks to an external site._](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf).
    [https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf](https://www.pwc.com/gx/en/issues/upskilling/global-culture-survey-2020/pwc-global-culture-survey-2021.pdf)

    **Incorporating Culture into Strategy and Business Practices**

    Not only can a strong, well-defined organizational culture support employee engagement and even improve retention, but that culture can be used as part of a business’s strategy. As you consider the culture and business practices of the company that you selected to feature in your strategy playbook, also begin to think about how those elements could serve as a strategic advantage for that company. Or, if there are adjustments that may need to be made, consider how doing so can promote the organization’s success into the future.

    · Bartone, P. T., & Stein, S. J. (2020, March 9).
    [Build “hardiness” into your organizational culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05G3F-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–4. http://hbr.org

    · Gafni, N. (2021, July 1).
    [_Do your DE&I efforts consider age, class, and lived experience?_](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH06GA7-PDF-ENG%2Frich-text) _Harvard Business Review Digital Articles_, 1–9. http://hbr.org

    · Grant, A. (2021, February 3).
    [Building a culture of learning at workLinks to an external site.](https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp). strategy+business. https://www.strategy-business.com/article/Building-a-culture-of-learning-at-work?utm_source=itw&utm_medium=itw20210701&utm_campaign=resp

    · Groysberg, B., Lee, J., Price, J., & Cheng, J. Y.  (2018, January–February).
    [The leader’s guide to corporate culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FS18010-PDF-ENG%2Frich-text).
    _Harvard Business Review_,
    _96_(1), 44–52.

    · Yohn, D. L. (2019, December 17).
    [Build a culture to match your brand](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH05BK0-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–6. http://hbr.org

    · Yohn, D. L. (2018, October 2).
    [6 ways to build a customer-centric culture](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH04KFV-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 2–5. http://hbr.org

    · Yohn, D. L. (2021, February 8).
    [Company culture is everyone’s responsibility](https://waldenu.instructure.com/courses/247046/external_tools/retrieve?url=https%3A%2F%2Fservices.hbsp.harvard.edu%2Flti%2Flinks%2FH065SN-PDF-ENG%2Frich-text).
    _Harvard Business Review Digital Articles_, 1–8.
    [http://hbr.org](http://hbr.org/)

    **Important Documents for the Week**

    ·
    **Document:** [MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794?wrap=1) [Download MBAX 6990 Assignment Template (Word document)](https://waldenu.instructure.com/courses/247046/files/21119794/download?download_frd=1)

    · GoSkills.com (2023, June 26).
    [_How to create a table of contents in Microsoft 365 | Microsoft Word 365 – Basic & Advanced CourseLinks to an external site._](https://www.youtube.com/watch?v=U-1vBwJvvzI)[Video]. YouTube. https://www.youtube.com/watch?v=U-1vBwJvvzI

    · ITsEasyTraining1st. (2023, January 1).
    [_How to add a bibliography entry into a Microsoft Word document_ Links to an external site.](https://www.youtube.com/watch?v=OXPGQB4PD3o) [Video]. YouTube. https://www.youtube.com/watch?v=OXPGQB4PD3o

    **WAL_MBAX_6990_assignmentTemplate.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/wal-mbax-6990-assignmenttemplate-docx)