BUS 520 Wk 4 Strategic Solutions to The CEO Discussion

User Generated


Business Finance

BUS 520 Leadership And Organizational Behavior



  1. n your first assignment, you conducted a research analysis of the company and proposed strategic solutions to the CEO. As you continue your consulting role, the next task is to deliver a professional development program to the CEO of your chosen organization. It is important that your program's proposal be based on your research of emotional intelligence (EI) and specifically details how a new incentive program, based on an EI management approach, will:
    • Foster teamwork.
    • Strengthen interpersonal relationships.
    • Enhance communication.
    • Increase overall performance.
    • Benefit not only managers but the bottom-line.


    Write a 5–7 page, double-spaced proposal that includes the following components:
    1. EI and Motivation:
      • Which of the EI building blocks would impact management’s ability to enhance employee performance and job satisfaction?
      • Based on your research on motivational theory, describe which motivational theory you would utilize to influence the members of the organization and aid in helping to resolve the issue. Provide examples to support your solution.
    2. EI and Social Skills and Decision Making:
      • Explain how the core concepts of emotional intelligence would enhance the decision-making efficacy of the management team.
    3. Effective Teams:
      • Describe the core attributes of an effective team and the strategies you would implement to develop team dynamics that will benefit the organization.
    4. Reward Systems:
      • Create an effective reward system for this organization based on how you want to resolve the organizational issue. Determine the strategies you would incorporate to motivate employees and influence behavior.
    5. References and Citations:
    6. Formatting and Writing Standards:
      • This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course.
    Confidentiality: Since you will be addressing real issues in real organizations in your assignments, it is important to respect confidentiality. Feel free to use an alias for any company or individuals you might mention in your assignments. Remember that all discussions about these organization should only occur within this course and not be shared with people outside the course. The specific course learning outcome associated with this assignment is:
    • Develop a proposal for a program to help managers use reward systems and emotional intelligence to motivate team members.

    Quick Tip Week 6 Assignment 2
  2. By submitting this paper, you agree: (1) that you are submitting your paper to be used and stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your institution may use your paper in accordance with your institution's policies; and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its affiliates.

Unformatted Attachment Preview

Running head: LEADERSHIP AND ORGANIZATION BUSINESS Leadership and Organization Business Frances Mendoza BUS520: Leadership and Organizational Behavior 10/25/2020 1 LEADERSHIP AND ORGANIZATION BUSINESS 2 Leadership and Organization Business Corporation for National and Community Service (CNCS) Corporation for National and Community Service (CNCS) is the central governing organization that oversees three youth services in the U.S; namely, the AmeriCorps, Learn and Serve America, and Senior Corps. It offers an influential unifying resource where the American youth can easily access information and be involved civically. The CNCS is an independent federal organization that works in partnership with national, state, and local organizations. The organization has more than 600 employees working around the United States and other territories. The organization's objective is to improve the American youth's lives by reinforcing communities and enabling civic commitment by serving and volunteering in their communities. The CNCS achieves its aim by overseeing specific youth programs and organizations that are established to meet the communities’ needs through service. CNCS assists them in obtaining resources and in partnering with state, national, and local organizations (AmeriCorps, n.d.). The issue you will be analyzing. The issue I will focus on is the company's credibility. Questions about how the organization performs its oversight and governing roles have risen. There have been complaints about the organization's laxity to deal with complaints made by people working in different youth services organizations governed by the CNCS. Moreover, the Government Accountability Office reported that the organization had failed to monitor the youth services, resulting in continued misconduct. Since the organization is tasked with ensuring the proper running of the youth service organizations, it is concerning that there have been dismissals or delays in dealing with complaints. As an oversight body, the management's accountability and taking speedy are LEADERSHIP AND ORGANIZATION BUSINESS 3 essential to guarantee effectively playing governing and overseeing (Committee on Education & Labor Republicans, 2018). How the issue hinders organization efficiency? Since the organization aims to improve American youth's lives, credibility influences its efficiency. If the organization is deemed untrustworthy or unreliable, the community it is supposed to serve may lose faith in its efficiency in performing its duties. Moreover, most complaints have come from young people who have volunteered or enrolled in youth service programs. Hence, other youths may be hesitant to join the organization for fear of facing the same problems. There have been suggestions to eliminate the funding of the CNCS, which would prove dire to the bodies that rely on the organization to acquire resources. Without the federal funds, the organization would not fulfill its civic role to the youth and the community. Overall, stakeholders’ supposition that the organization is unreliable inhibits its efficiency. LEADERSHIP AND ORGANIZATION BUSINESS References AmeriCorps. (n.d.). ABOUT. Accessed from https://www.nationalservice.gov/about Committee on Education & Labor Republicans. (2018). The Failures of the CNCS — Fraud Edition. Accessed from https://republicansedlabor.house.gov/news/documentsingle.aspx?DocumentID=402601 4 Running head: ORGANIZATIONAL ISSUES AND SOLUTIONS Organizational Issues and Solutions Frances Mendoza Wanda Tillman BUS520: Leadership and Organizational Behavior 10/30/2020 1 ORGANIZATIONAL ISSUES AND SOLUTIONS The organization and the issue to resolve: Corporation for National and Community Service (CNCS) is a government entity that oversees three main youth groups' operations in the US. Some of the youth services that the organization oversees include; AmeriCorps, Senior Corps, and Learn and serve America. The organization's current workforce is about 600 employees, and it partners with local, state, and national organizations to better execute its functions. CNCS's goal is to empower the youths at the community level by encouraging them to volunteer in community service to improve their lives (AmeriCorps, 2020). Therefore, the organization oversees the smooth operations of the community services that are spearheaded by the youths. Currently, there are questions about the organization's credibility in handling complaints brought to the organization's attention. For instance, over the last couple of days, several employees have complained about laxity in dealing with workplace issues brought to the organization's attention. There are also allegations that some youth concerns have been dismissed without any investigations being done. The credibility issues raised are likely to affect the organization's efficiency. This is because; most of the complaints originate from young people who have volunteered their services to improve people's lives at the community level. More so, CNCS being an oversight body; it is unexpected that the organization can dismiss employees' concerns, and therefore, people may start losing confidence with the organization. Current corporate culture: Organizational culture affects the efficiency and productivity of an organization. For instance, a strong corporate culture is likely to improve the productivity of the organization; while on the other hand, a weak culture denotes failure and inefficiency in operations (Kawiana 2 ORGANIZATIONAL ISSUES AND SOLUTIONS et al., 2018). CNCS's mission is to foster young people's civic engagement in service delivery to the communities mainly by volunteering. Therefore, young people are required to volunteer their services to the community. The organization's culture is to create an enabling environment that encourages more young people to volunteer their services to the community. Additionally, the organization has a culture of stewardship in the use of its revenues. This means that the organization aims at minimizing operational costs as much as possible. Consequently, the employees' poor working conditions are a result of the constrained use of organizational resources. CNCS is unwilling to incur a lot of expenditures in its operations, which has led to poor working conditions for the workers, and their claims have been dismissed. Areas of weakness: To begin with, the organization does not have a clear recruitment policy for volunteers. This is because; there are no job descriptions for the volunteers, and still, their goals and objectives are not considered when assigning roles. Consequently, most of the volunteers are not offering their services in their esteemed areas. Simply put, most of them are fixed at random without their input. Job dissatisfaction is likely to affect the morale of the employees, and therefore they may feel less motivated to offer their services (AmeriCorps, 2020). Additionally, there have been constant changes in the administration of youth programs. The new leaders take time to focus, and therefore they cannot address the issues at hand. Moreover, the company has no orientation programs for the youth leaders selected to serve in various positions. Therefore, most of them do not have the requisite skills to mobilize their workforce in moving in a specific direction. Finally, the organization suffers a strain in resources, and therefore it cannot improve the working conditions of its employees. 3 ORGANIZATIONAL ISSUES AND SOLUTIONS Solutions: Training and development programs are very effective in improving the leadership skills of the management (Lai et al., 2017). Therefore, I recommend that the organization conduct several training and development programs, especially for the youth leaders. Through the programs, the leaders can be trained on how to handle workplace issues and how to improve the morale of the workforce. Motivated employees are less likely to complain since they are the problem-solvers and not the cause of problems. Additionally, the organization should provide an elaborate plan that guides the recruitment process of the volunteers. Consequently, only the qualified volunteers will be selected, such as those who can work with constrained resources. This will significantly reduce the workplace complaints received from the youths. Finally, the organization should redefine the process of appointing youth leaders. Therefore, the organization should select only those youth who possess leadership skills like active listening, patience, effective feedback, to name just a few. 4 ORGANIZATIONAL ISSUES AND SOLUTIONS References AmeriCorps. (2020). ABOUT. Retrieved from https://www.nationalservice.gov/about Kawiana, I. G. P., Dewi, L. K. C., Martini, L. K. B., & Suardana, I. B. R. (2018). The influence of organizational culture, employee satisfaction, personality, and organizational commitment towards employee performance. International research journal of management, IT and social sciences, 5(3). Lai, S. C., Li, H., Lin, H., & Wu, F. (2017). The influence of internal control weaknesses on firm performance. Journal of Accounting and Finance, 17(6). 5
Purchase answer to see full attachment
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached. Please let me know if you have any questions or need revisions.


Professional Development
Name of Student
Institutional Affiliation
Date of Submission




Professional Development
Emotional intelligence can help managers understand employees' diverse needs hence
guiding them to develop a relevant reward system for every team member. Emotional
intelligence is the capability to understand and control one’s emotions and read those of others. It
can help an individual communicate effectively and empathize with others. Employees are the
core pillars of an organization. A company’s success in this era of intense competition heavily
relies on its employees’ capability to innovate and apply available resources cautiously to deliver
quality products and services. To attract and retain employees that can go beyond their job
description scope to solve daily challenges and satisfy clients, managers need to build and
enhance employee satisfaction. Workforce productivity is not only dependent on skill set but also
on an individuals’ passion for the job and working environment. Research indicates that happy
employees yield better results. Financial compensation is a suitable incentive for motivating
employees but cannot always quarantine employee retention or satisfaction. Therefore, the
Corporation for National and Community Service (CNCS) managers need to invest in employee
development programs and organization cultures that motivate employees to do their best and
continuously strive to perform better. Usually, treating employees well makes them develop
interests in the company and their jobs. Emotional intelligence allows managers to understand
workers better and develop suitable organizational cultures that support job satisfaction. The
essay discusses the role of emotional intelligence and reward systems in motivating members.
Emotional Intelligence and Motivation
Self-awareness is a crucial emotional intelligent component that can impact a manager’s
capability to improve employee performance and job satisfaction. Self-awareness is an



individual’s ability to understand and control his emotions (Kay & Kite, 2011). A self-aware

Really great stuff, couldn't ask for more.


Similar Content

Related Tags