ASSIGNMENT 2 PROFESSIONAL DEVELOPMENT PROGRAM PROPOSAL Due Week 6, worth 175 points As an MBA and leader, you must be able to present your management plans and leadership strategies to inform stakeholders and gain buy-in. For this assignment, you’ll practice this by developing a proposal for a professional development training program. The program centers on motivational strategies and how an emotional intelligence management approach would benefit department managers. PREPARATION Continue with the same organization you selected in Assignment 1. Imagine that the CEO has charged you, the task force leader, with researching emotional intelligence (EI) in order to propose a professional development program. Your proposal should detail how a new incentive program, based on an EI management approach, will foster teamwork, strengthen interpersonal relationships, enhance communication, and increase overall performance. You need to help the CEO gain approval for this initiative. Your program’s proposal must include supporting research concerning how motivational strategies enhance job satisfaction and team output. Prepare for this assignment by identifying the resources you’ll use to create your proposal. You will need to provide at least two quality resources such as the course textbook, company website, business websites (CNBC, Bloomberg, etc.), resources from the Strayer Library, and/or outside sources. Note: Wikipedia and web-based blogs do not qualify as credible resources. INSTRUCTIONS Create a proposal (five to seven pages recommended) 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 how your task force would utilize positive or negative reinforcement to influence the members of the organization and 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 social skills and 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. Determine the strategies you would incorporate to motivate your employees and influence behavior. 5. Executive Summary Prepare a one-page executive summary that you will present to the CEO in an upcoming executive meeting. Note: An executive summary is a condensed version of your full report. It should summarize briefly all the main points in concise paragraphs. It should be written clearly and should use language appropriate for the audience. PROFESSIONAL AND APA FORMATTING REQUIREMENTS Your assignment must follow these general APA formatting requirements: Be typed (five to seven pages recommended, excluding cover and reference pages), double-spaced, using Times New Roman font (size 12) with one-inch margins on all sides Include a References List Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date Include in-text citations following APA style, using attributive tags and signal verbs Cite at least two credible sources POINTS: 175 Criteria 1. EI and Motivation Weight: 20% ASSIGNMENT 2: PROFESSIONAL DEVELOPMENT PROGRAM PROPOSAL Unacceptable Below 70% F Fair 70-79% C Proficient 80-89% B Exemplary 90-100% A The description does not address how motivation and reinforcement would be used to influence members of the organization to resolve the issue. Examples are not provided. Partially describes how motivation and reinforcement would be used to influence members of the organization to resolve the issue. Makes loose connections between theory and solution. Examples do not fully support solution. Satisfactorily describes how motivation and reinforcement would be used to influence members of the organization to resolve the issue. Makes logical connections between theory and solution. Examples support solution. Fully describes how motivation and reinforcement would be used to influence members of the organization to resolve the issue. Draws compelling, logical connections between theory and solution. Examples are strong and support solution. 2. EI and Social Skills and Decision Making Weight: 20% 3. Effective Teams Weight: 20% The description does not explain how the core concepts of emotional intelligence would enhance the social skills and the decision-making efficacy of the management team. Partially explains how core concepts of emotional intelligence would enhance the social skills and the decision-making efficacy of the management team. Loose connections are made to support the relationship between EI and management’s skills. Application of research is minimal. Satisfactorily describes how motivation and reinforcement would be used to influence members of the organization to resolve the issue. Makes logical connections between theory and solution. Examples support solution. Fully describes how motivation and reinforcement would be used to influence members of the organization to resolve the issue. Draws compelling, logical connections between theory and solution. Examples are strong and support solution. Does not describe the core attributes of an effective team or strategies to develop team dynamics. Benefits to organization are not presented. Partially describes the core attributes of an effective team. Strategies to develop team dynamics lack details and source support or are not fully articulated. Benefits to the organization are unclear. Satisfactorily describes the core attributes of an effective team. Strategies to develop team dynamics are articulated. Benefits to the organization are stated. Additional details and source support would improve the description. Completely describes the core attributes of an effective team. Strategies to develop team dynamics are strongly articulated and detailed. Benefits to the organization are logical and well supported. 4. Reward Systems Weight: 20% 5. Executive Summary Weight: 10% Did not create an effective reward system or determine strategies to motivate employees to influence behavior. Partially creates an effective reward system and articulates some motivational strategies. Supporting details are given but could be expanded to describe how behavior would be influenced. Application of research is minimal Creates an effective reward system and provides motivational strategies. Details and source material support how behavior would be influenced. Creates an effective reward system and articulates well-thought-ou t strategies to motivate employees to influence behavior. The connection between strategy and influence is strong and supported by source material. Did not prepare a one-page executive summary. Prepares a partial executive summary. The issue and problem are not clearly stated and the main points are not summarized. Paragraphs are not short or concise. Language could be more appropriate for the audience. Satisfactorily prepares an executive summary. The issue and problem are stated and most of the main points are summarized. Paragraphs could be more concise. Language is appropriate for the audience. Prepares an exemplary executive summary. The issue and problem are clearly stated. All of the main points are summarized. Paragraphs are short and concise, providing the right amount of detail. Language is ideal for the audience. 6. Write Professionally Using Quality Resources Writing does not meet minimum standards. Tone is not professional. Communication is wholly lacking in logic, clarity, and/or consistent formatting. Contains many spelling, mechanical, formatting, citation, and/or grammatical errors. Writing is satisfactory. Professional tone is developing. Shows moderate logic, clarity, and/or consistent formatting. May contain more than a few spelling, grammar, mechanical, formatting, or citation errors. Writing could be improved, but meets acceptable standards. Tone is professional. Shows logic, clarity, and consistent formatting. May contain few or no spelling, mechanical, and/or grammatical errors. There may be minor formatting or citation errors. Meets the number of required references; all references are high-quality choices Writing is excellent. Tone is professional and sophisticated. Shows logic, clarity, and consistent formatting. Contains no spelling, mechanical, or grammatical errors. Is free of formatting and citation errors. Exceeds number of required references; all references are high-quality choices. Running head: LEADERSHIP AND ORGANIZATIONAL MANAGEMENT Leadership and Organizational Management Institution Affiliation Date 1 LEADERSHIP AND ORGANIZATIONAL MANAGEMENT 2 Describing the Organization and the Issue to Resolve HP is quite a common household name when it comes to technological appliances. The company was developed by two students from the same class in Stanford University that shared the innovative idea. These were Bill Hewlett and Dave Packard hence the initial HP for the companies name (Malone, 2015). The company went on to get established on the first day of the year 1939. The organization has its headquarters based in Palo Alto in California. The company deals with the designing of, manufacture and servicing of products within the technical field. Currently, HP holds the position of the world's best-selling PC’s while also holding the fifth position among the most exquisite software companies (Malone, 2015). The company boasts of employing over a hundred and seventy-two employees across a hundred and twenty nations. This gives the organization an annual revenue of about one hundred and five billion dollars (Malone, 2015). HP is quite dominant in the technology market and has a position well placed above other companies throughout history. Despite the successful record through the years, HP also faces some issues when it comes to its operations. The establishment of the organization in over 120 countries creates a multicultural and diverse workforce (Harvey, & Allard, 2015). This kind of workforce has become an issue when it comes to management. The workforce has brought about two different problems. For one, the accommodation of other cultures has been quite a bother to the company. Since the company is based on an American culture, its expansion to other regions has brought a need to accommodate new traditions. The other issue in the diversification of the workforce is the satisfaction of minority groups within the organization. This comes in line with their wages and promotion to higher ranks in their employment. Most especially women. LEADERSHIP AND ORGANIZATIONAL MANAGEMENT 3 These two problems fall under diversity management which is the main issue for the organization. The slow uptake of foreign cultures has been a hindrance to productivity in other nations. The production rate is slowed down as the organization tries to learn the new culture and learn how to interact with the new market. On women promotion, the growth of the organization is limited in that the women may not fully give their best input due to the dissatisfaction. This limits the maximization of profits as well as the utilization of the labor resource for the company. When one woman creates the idea of dissatisfaction among the rest, it becomes quite hard for the organization to maintain a peaceful internal environment. This acts as a distraction since the time used in dealing with this issue could have been used in other production processes. Analyzing Current Corporate Culture The current corporate culture of the organization is an outgoing one. The company is focused on infiltrating other markets in other nations. The company is set on the notion that diversity is a strong market dominance tool (Harvey, & Allard, 2015). Through this diversification, the organization has been able to keep their brand at the top of the market chain. The inclusion of minority groups in the workforce has also come as a result of diversification (Harvey, & Allard, 2015). Through this HP believes that they have a better market grip and true enough the diversification has put them at the top of the market. They believe that diversification is a competitive advantage. ‘HP has managed to adopt the three dimensions of diversification. They have fully accommodated the primary, secondary and tertiary dimensions in their enhancement as a company. Diversification makes it easier for them to interact with new environments. HP also strives to achieve ethics appreciation in its organizational functions. To stay in line with ethical expectations legally and in societal eyes, diversity has been deeply LEADERSHIP AND ORGANIZATIONAL MANAGEMENT 4 incorporated into the organization (Ferrell, & Fraedrich, 2015). All this are in line with their vision to become a renowned technological company in the world. This emphasis on diversification has not only been beneficial to the organization. It is through the diversification that the issue to do with diversity management comes in. The organization has faced the problem of culture adoption only because of the culture that drives them to explore the market. This move has been directly linked to the diversity management issue. No matter how willing the organization is willing to succeed, such challenges have to come by when they go into a new cultural environment. Their move on diversification is also responsible for the organization's that involves the minority groups. Accommodation of minority groups in order to enhance ethical organizational management has gone ahead to cause the issues that come with them. Analyzing Areas of Weakness HP's weakness comes in how fast they are when it comes to the uptake of a workforce that embraces the needs of diversity. The organization is fast to employ individuals from the minority groups to satisfy ethical requirements but it does not act equally as fast in accommodating them within the organization. The organization fails to accommodate them by lacking the equal sharing of opportunities immediately they involve new individuals. They should be able to provide equal pay and job promotion for their workforce regardless of the sex, race, and religion among other factors that determine diversity (Ferrell, & Fraedrich, 2015). The promotion of women into top job positions has been quite slow even after the issue was raised. The equalization of pay has also been quite slow and has been ongoing for years with very little changes. LEADERSHIP AND ORGANIZATIONAL MANAGEMENT 5 When it comes to the infiltration of other markets, the problem comes in with the adoption of the culture. The adoption is slow due to the dissatisfied workforce from the issue of equal treatment within the organization in terms of pay and promotion. The weakness here also lies in the lack of patience when going into a new environment. HP can be more successful if it took more time to study a market before it expanded there (Bernaciak, 2015). Currently, it does, but in a hurried manner. The process requires time to learn each market specifics. Through this study, there is time-saving when it comes to market expansion since the new culture can be quickly adopted. Proposing Solution In order to overcome this challenges, some measures can be put in place in order to ensure that diversification only has a positive impact on the organization. First of all, HP can have a specified format for promotion. The organization can include a gender rule in top job spaces. They can have equality achieved her by emphasizing that for every man that is in a leadership position, their deputy must be a female or vice versa. In this way, top position holdings can be balanced out among individuals in the organization. When it comes to salaries, the organization can have a specified payroll that caters to this. It can assign different salaries to members of the organizations but with a clear relation to the roles that these individuals play within the organization. This will enable the feeling of equality due to the clear illustration of where the salary difference comes in. On market infiltration, the organization can have prior preparation by first establishing research teams in the foreign market then deciding how efficient it is to go into this market (Bernaciak, 2015). This way, the company can have smooth entrances into new markets. LEADERSHIP AND ORGANIZATIONAL MANAGEMENT 6 Executive Summary From my research, I managed to identify the real sources of our organization's issues. They simply originate from our culture of diversification. I figured out that we are quite fast to satisfy ethical requirements but slow to accommodate their results (Ferrell, & Fraedrich, 2015). This can be seen in how we are able to come up with a workforce that is diversified. We are able to include minority groups in our force but their accommodation seems to surpass us. In the case of market sourcing and infusion, we are also good at identifying worthy markets and making moves to establish our company there. Our problem comes in where we have to start struggling with the accommodation of the new culture. The culture of new markets has time and again taken us quite a period of time before we can actually grasp and totally understand it. This is quite limiting to our progress as an organization and delays our efforts to enhance our market domination. In order to successfully recover from this challenges, I recommend that we, first of all, introduce a credible promotion system. By this, I mean imposing a gender rule when it comes to the occupation of the top positions in our organizations. Let's take for example my position in my committee, my assistant should be of the opposite sex which is not the case. This way, the genders can be balanced and a peaceful internal environment can be enhanced. On the issue to do with the infiltration into new markets, the best solution would be in first establishing a strong basis in the new market. This can be done by deploying research teams within the target market prior to the move (Bernaciak, 2015). The information gathered in their expedition can be used to successfully indulge in the market. The knowledge of the new market will reduce the time that is wasted when settling there and learning the new culture (Bernaciak, 2015). These methods can help our organization solve the issue of diversity management. LEADERSHIP AND ORGANIZATIONAL MANAGEMENT 7 References Malone, M. S. (2015). Bill & Dave: How Hewlett and Packard built the world's greatest company. Penguin. Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson. Bernaciak, M. (Ed.). (2015). Market expansion and social dumping in Europe. Routledge. Ferrell, O. C., & Fraedrich, J. (2015). Business ethics: Ethical decision making & cases. Nelson Education. 
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