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***I JUST NEED YOU TO CLOSE OUT THIS PAPER. i HAVE ATTACHED A COPY OF THE PAPER of the paper I AM WRITING. I NEED YOU TO USE THE INFORMATION WITHING THE PAPER TO FINISH THE REMAINING SECTIONS.***

SECTIONS ARE AS FOLLOW"

--STATEMENT TO THE PROBLEM--One or two strong sentences

HOW DO YOU KNOW THERE IS A PROBLEM? SEE SAMPLE PAPER

--RESEARCH QUESTIONS--One or two questions

WHAT ARE POTENTIAL SOLUTIONS?

--LITERATURE REVIEW--Four Pages

WHAT DO OTHER AUTHORS SAY ABOUT THE PROBLEM?

Please use the reading material (label literature review) attached ONLY. Read the abstracts and write briefly what the authors say about the problem in a paper (Subject: Morality in an Environment where Micromanagement ). Use at least 10 abstracts and reference in APA format. I have attached the format of the paper. Please use and continue on the word document attached Thank you in advance.


--RESULTS TO THE INTERVIEWS--LEAVE BLANK. I WILL COMPLETE THAT PORTION MYSELF


--ANALYSIS OF THE RESULTS--I took ten people survey and I just need you to summarize my results please. WHAT DID THE INTERVIEWS YIELD? HOW DID EACH PERSON DIFFER/AGREE? **2 PAGES**

--SUMMARY & CONCLUSION--GIVE AN OVERALL SUMMARY OF YOUR STUDY. SEE SAMPLE PAPER **2 PAGES**

--RECOMMENDATIONS--WHAT CAN SOCIETY DO TO CHANGE THE CURRENT PROBLEM? **1 PAGE**



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2-25 MICHELLE LITERATURE REVIEW PART 2 FOUR PAGES Introducing Morality in an Environment where Micromanagement A Closer Look at the Neo-Liberal Petri Dish: Welfare Reform in British Columbia and Ontario by Little, Margaret; Marks, Lynne Canadian Review of Social Policy/Revue Canadienne de Politique Sociale, 01/2006, Issue 57 Neo-liberal governments across Canada have radically transformed the welfare state. The BC Liberals, under Gordon Campbell, and the Ontario Conservatives,... Journal Article: Full Text Preview Neo-liberal governments across Canada have radically transformed the welfare state. The BC Liberals, under Gordon Campbell, and the Ontario Conservatives, under Mike Harris, have both played leadership roles in dramatically altering welfare policy. Both neo-liberal governments were elected to solve the "problems" of welfare but they went about achieving this goal in distinctive ways. This article explores four aspects of welfare reform in these two provinces: the focus on workfare in Ontario and its absence in British Columbia; British Columbia's far more stringent requirements for gaining access to welfare; British Columbia's imposition of time limits on receiving welfare; and, finally, Ontario's particular focus on welfare fraud and "spouse-in-the-house" rules. In order to appreciate the differences in neo-liberal welfare reform, the authors argue that it is vital to explore historical developments, both in the nature of welfare provision, and more generally, within evolving provincial cultures. It is hoped that this article will serve as a starting place for us to reconsider the many variations within neo-liberal governance. INSTILLING ETHICAL LEADERSHIP by Viv Oates; Tim Dalmau Accountancy SA, 06/2013 Today, the scope of leaders and the impact of their decisions are so much more expansive and influential than 100 or even 25 years ago. Everything is... Journal Article: Full Text Preview Today, the scope of leaders and the impact of their decisions are so much more expansive and influential than 100 or even 25 years ago. Everything is inter-connected: a poor decision made in one part of the world can seriously impact upon the lives of people in another. Ethics can be defined as the body of knowledge that deals with the study of universal principles that determine right from wrong. Ethics concerns itself with the moral principles that govern behaviour. Ethical leadership is about doing what is right for the long-term benefit of all stakeholders. It is about balancing the organisation's short-term goals and longer-term aspirations in a way that achieves a positive result for all those who could be affected by the organisation and the decisions of its leader. An organisation is much more than an economic unit of value. It is an integral part of the broader societal fabric within which it operates. It should understand the role it plays in the overall advancement of humanity. Managers and ministers: instilling Christian free enterprise in the postwar workplace by Fones-Wolf, Elizabeth; Fones-Wolf, Ken Business History Review, 03/2015, Volume 89, Issue 1 ... Elizabeth Fones-Wolf and Ken Fones-Wolf Managers and Ministers: Instilling Christian Free Enterprise in the Postwar Workplace This article examines the early... Journal Article: Full Text Preview This article examines the early industrial chaplain movement. In the midst of a postwar religious revival, companies, primarily in the South, hired Protestant ministers to care for their workers' spiritual needs. Many were motivated by both religious convictions and the desire to build a productive, loyal workforce. The opposition of unions and liberal Protestantism slowed the movement's growth, although over the last three decades thousands of employers have rediscovered the benefits of faith-based workplace programs. This article illuminates important postwar trends such as the persistence of paternalism and the importance of religion in managerial strategies. Instilling Ethical Behavior in Organizations: A Survey of Canadian Companies by R. Murray Lindsay; Linda M. Lindsay; V. Bruce Irvine Journal of Business Ethics, 04/1996, Volume 15, Issue 4 An organization's management control system can play an important role in influencing ethical behavior among employees... Journal Article: Full Text Preview An organization's management control system can play an important role in influencing ethical behavior among employees. A theoretical framework of control is developed by linking various ethics related control mechanisms reported in the literature to the primary components of a management control system. In addition, the findings of a survey of the Financial Post's Top 1,000 Canadian industrial and service companies are reported. The survey investigated organizations' use of ethical codes of conduct, whistleblowing systems, ethics committees, judiciary boards, employee training in ethics, and ethics focused corporate governance and reward systems. The findings indicate that ethics- related control mechanisms, particularly codes of conduct, are being used by a good number of organizations. However, closer analysis of the data suggests that many companies may only be paying lip service to the importance of promoting ethical behavior. Heterologous and Homologous Perspectives on the Relation Between Morality and Organization: Illustration of Implications for Studying the Rise of Private Military and... by Shadnam, Masoud Journal of Management Inquiry, 01/2014, Volume 23, Issue 1 Organization studies of morality have paid scant attention to theorizing the relation between morality and organization before engaging in empirical work, which has resulted in inconsistent... Journal Article: Full Text Preview Organization studies of morality have paid scant attention to theorizing the relation between morality and organization before engaging in empirical work, which has resulted in inconsistent and incompatible theories implicitly entailed in different empirical studies. In this article, I distinguish between two theoretical perspectives regarding this relation--heterologous and homologous--based on whether morality and organization are viewed as distinct and independent from one another or orders of intertwined constitution. I discuss the implications of taking each perspective for research question and design, and show how the choice of theoretical perspective leads to starkly different conclusions about a single phenomenon. I also illustrate these arguments in the case of studying the recent rise of private military and security industry. To conclude, I highlight the theoretical and methodological contributions of the distinction between heterologous and homologous perspectives and discuss future avenues that it opens for organization research on morality. Racial Habitus, Moral Conflict, and White Moral Hegemony Within Interracial Evangelical Organizations by Perry, Samuel L Qualitative Sociology, 03/2012, Volume 35, Issue 1 ... organizations, may be analyzed. Drawing upon qualitative data from a study of fundraising experiences within interracial evangelical organizations, I demonstrate, first, that racial conflicts within these organizations are best... Journal Article: Full Text Preview Re-conceptualizing habitus as a complex of inculcated moral dispositions that--particularly within the racialized social system of the United States--are racially-constituted, this article proposes a framework through which racial conflict and structural/cultural domination within interracial religious organizations, and perhaps other volunteer organizations, may be analyzed. Drawing upon qualitative data from a study of fundraising experiences within interracial evangelical organizations, I demonstrate, first, that racial conflicts within these organizations are best framed as disputes over moral standards arising out of divergent, racially-constituted, moral dispositions, and second, that these conflicts are worked out via the institutionalization and instilment of white cultural norms, ultimately resulting in the hegemony of white moral standards within the organizations. Intra‐firm transfer of best practices in moral reasoning: a conceptual framework by Kulkarni, Subodh; Ramamoorthy, Nagarajan Business Ethics: A European Review, 01/2014, Volume 23, Issue 1 In this paper, we develop a conceptual framework of the intra‐firm transfer of best practices in moral reasoning by integrating three streams of literature... Journal Article: Full Text Preview In this paper, we develop a conceptual framework of the intra‐firm transfer of best practices in moral reasoning by integrating three streams of literature: internal knowledge transfer in strategic management, moral reasoning and epistemology in philosophy and business ethics, and leader–member exchange in human resource management. We propose that characteristics of moral reasoning (nature of moral knowledge, tacitness of moral reasoning and causal ambiguity), source characteristics (moral development of leaders), target characteristics (integrity capacity and moral development of subordinates), leader– member exchange and internal ethical climate influence the transfer of best practices in moral reasoning. Morals in business organizations: an approach based on strategic value and strength for business management/La moral en las organizaciones empresariales: un enfoque... by Pablo Ruiz Palomino; Alexis J Bañón Gomis; Carmen Ruiz Amaya Cuadernos de Gestión, 01/2011, Volume 11 .... Moreover, its importance is also evident according to the worldwide increase of organizations and/or institutions that have implemented ethics systems... Journal Article: Full Text Preview In the last decades, the topic of business ethics has attracted great interest at the academic and professional levels. Nowadays business ethics is being increasingly implemented as a necessary discipline in universities' study plans on business management. Moreover, its importance is also evident according to the worldwide increase of organizations and/or institutions that have implemented ethics systems. However, some approaches thoroughly do not consider the importance and the need of an ethical behaviour and are still guiding the actions and the way of thinking of many academics and professionals led to consider that the only responsibility of business is limited just to profit maximization. After analyzing and debating the postulates of this line of thought, this paper concludes that the companies bear the responsibility of behaving ethically. This responsibility does not exclusively imply serving and being fair to its shareholders as the only actors to care about. Its fulfilment requires the recognition of other actors in scene, its stakeholders, to constitute a consistent basis on which companies can satisfactorily operate in the market. The implementation of an ethical management system (from now on EMS) can contribute to the generation of an ethical culture and to the improvement of the moral quality of the whole organization. As a consequence, together with the achievement of the desired Top Managers "best place to work", the corporate reputation related to its stakeholders can be improved redounding in the value creation for the company. 5 online Moral Hazard, Discipline, and the Management of Terrorist Organizations by Shapiro, Jacob N; Siegel, David A World Politics, 01/2012, Volume 64, Issue 1 ... closely with al-Qaeda in the late 1990s as an explosives expert. That two such individuals competing for prominence in a global terrorist organization would not get... Journal Article: Full Text Preview The outcome of any single attack, for example, depends on a large dose of chance.9 Simply put, terrorist leaders and their agents are not always of one mind, so the greater the ambiguity about what the agents have done and whether failure is attributable to their shirking or to circumstances beyond their control, the greater the need for memory to establish a track record. [...] the monitoring problems following from the illegal and dangerous nature of the activities create the need for procedures that necessarily reduce security.10 Second, the set of possible operatives is often small-even among populations that believe deeply in a cause, few are willing to become terrorists-and recruiting new members entails additional security risks. Virtue out of Necessity? Compliance, Commitment, and the Improvement of Labor Conditions in Global Supply Chains by Locke, Richard; Amengual, Matthew; Mangla, Akshay Politics & Society, 09/2009, Volume 37, Issue 3 Private, voluntary compliance programs, promoted by global corporations and nongovernmental organizations alike, have produced only modest and uneven improvements in working conditions and labor... Journal Article: Full Text Preview Private, voluntary compliance programs, promoted by global corporations and nongovernmental organizations alike, have produced only modest and uneven improvements in working conditions and labor rights in most global supply chains. Through a detailed study of a major global apparel company and its suppliers, this article argues that this compliance model rests on misguided theoretical and empirical assumptions concerning the power of multinational corporations in global supply chains, the role information (derived from factory audits) plays in shaping the behavior of key actors (e.g., global brands, transnational activist networks, suppliers, purchasing agents, etc.) in these production networks, and the appropriate incentives required to change behavior and promote improvements in labor standards in these emergent centers of global production. The authors argue that it is precisely these faulty assumptions and the way they have come to shape various labor compliance initiatives throughout the world—even more than a lack of commitment, resources, or transparency by global brands and their suppliers to these programs—that explain why this compliance-focused model of private voluntary regulation has not succeeded. In contrast, this article documents that a more commitment-oriented approach to improving labor standards coexists and, in many of the same factories, complements the traditional compliance model. This commitment-oriented approach, based on joint problem solving, information exchange, and the diffusion of best practices, is often obscured by the debates over traditional compliance programs but exists in myriad factories throughout the world and has led to sustained improvements in working conditions and labor rights at these workplaces. Bringing Morality Back in: Institutional Theory and MacIntyre by Moore, Geoff; Grandy, Gina Journal of Management Inquiry, 04/2017, Volume 26, Issue 2 .... From a theoretical viewpoint, it argues that institutional theory lacks a positive account of the role of morality at the organizational level... Journal Article: Full Text Preview This article sets out to explore the extent to which the moral dimension is an essential component in organizational life. From a theoretical viewpoint, it argues that institutional theory lacks a positive account of the role of morality at the organizational level. We propose that this can be addressed by integrating the work of the moral philosopher Alasdair MacIntyre with institutional theory’s notions of logics, contradictions, and legitimacy. Empirically, we look to a group of Christian churches in the northeast of England to provide insights into practitioners’ concerns with the telos of their organizations and the core practices of their faith, and hence of an essential concern for the morality of organizational life. We conclude that any understanding of practice-based organizations that ignores or underplays the moral dimension will give, at best, a diminished account of organizational life, and hence that institutional theory needs to rethink its neglect of morality. Epictetus vs. Aristotle: what is the best way to frame the military virtues? by Jensen, Mark N Naval War College Review, 06/2017, Volume 70, Issue 3 ... or the consequences that follow from it. Concerns about the character of the agent long have been a central preoccupation of military organizations. To be sure, modern military... Journal Article: Full Text Preview The virtue theoretic approach to ethics locates moral value primarily in the character of the agent rather than in the rules governing an act or the consequences that follow from it. Concerns about the character of the agent long have been a central preoccupation of military organizations. To be sure, modern military organizations in the US and other Western, liberal, democratic states pay close attention to the rules governing acts and the consequences of these acts. Nevertheless, virtue ethics are of first importance, insofar as military organizations aim to cultivate soldiers, sailors, and airmen with specific sets of character traits, habits, and practices. This interest in moral development and moral virtue is especially evident in the missions and operations of service academies, officer training schools, and Reserve Officers' Training Corps programs. It also can be found in the programs for training enlisted personnel as well as the regular, annual training provided to operational forces. HUMAN NATURE AND MORALITY IN THE ANTI‐CORRUPTION DISCOURSE OF TRANSPARENCY INTERNATIONAL by Gebel, Anja C Public Administration and Development, 02/2012, Volume 32, Issue 1 ...‐corruption international non‐governmental organisation Transparency International (TI), thereby focussing on the organisation's use of the concepts of integrity and ethics... Journal Article: Full Text Preview Against the background of failing anti-corruption programmes, this article examines the discourse of the anti-corruption international non-governmental organisation Transparency International (TI), thereby focussing on the organisation's use of the concepts of integrity and ethics. Their meaning and significance is explored by looking at policy measures advocated by TI and particularly at the conception of human nature underlying the organisation's discourse. On the basis of TI documents and interviews with TI staff, the article argues that there is dominance within TI discourse of a mechanistic conception of human nature as rational and self-interested. This leads to an over-emphasis on institutional engineering and the strengthening of oversight and control (to set 'disincentives' for corruption), while neglecting the socialmoral components of human behaviour as well as the political processes of their generation. This conception of human behaviour makes concepts such as 'ethics' mean not much more than 'rules', 'integrity' mean no more than 'rule-conforming behaviour' and 'prevention' mean no more than 'control'. While discussing some of the difficulties involved in addressing morals, the article argues that without reconsidering its conception of human nature, it will be difficult for TI to re-orient and improve its approach. The Morality of Unequal Autonomy: Reviving Kant's Concept of Status for Stakeholders by Castro, Susan V. H Journal of Business Ethics, 06/2014, Volume 121, Issue 4 ...., parental and fiduciary relations. In this article, I argue that the morality of these relations is best understood through a very old and dangerous concept, the concept of status... Journal Article: Full Text Preview Though we cherish freedom and equality, there are human relations we commonly take to be morally permissible despite the fact that they essentially involve an inequality specifically of freedom, i.e., parental and fiduciary relations. In this article, I argue that the morality of these relations is best understood through a very old and dangerous concept, the concept of status. Despite their historic and continuing abuses, status relations are alive and well today, I argue, because some of them are necessary. We must therefore carefully specify the conditions in which such status relations may morally obtain, as well as the duties of virtue and duties of right to which all parties are subject when it does (including a duty of care) to clearly articulate the ways in which these putatively moral status relations that essentially involve an asymmetry of autonomy (status relations) can go well or badly even within the context of the Kantian tradition from which our current legal and social practices arose. To this end, I offer Kant's own concept of status as a promising one because in Kant's theory, status is a nexus of virtue and right that is reducible to neither property nor contract but akin to each in familiar ways. Once status is admitted as an alternative to property and contract, status may be extended beyond Kant's domestic paradigm, most perspicuously to institutional ethics. In this article, I sketch a status-based theory of stakeholding that locates environmental impact, institutional oppression, and other significant features of our moral landscape within a Kantian framework of duties rich enough to more accurately characterize the complexities of stakeholding than current tradition has allowed. Organizational Transparency: A New Perspective on Managing Trust in Organization-Stakeholder Relationships by Schnackenberg, Andrew K; Tomlinson, Edward C Journal of Management, 11/2016, Volume 42, Issue 7 Transparency is often cited as essential to the trust stakeholders place in organizations... Journal Article: Full Text Preview Transparency is often cited as essential to the trust stakeholders place in organizations. However, a clear understanding of the meaning and significance of transparency has yet to emerge in the stakeholder literature. We synthesize prior research to advance a conceptual definition of transparency and articulate its dimensions, and posit how transparency contributes to trust in organization-stakeholder relationships. We draw from this analysis to explicate the mechanisms organizations can employ that influence transparency perceptions. Organizational transparency as myth and metaphor by Christensen, L.T; Cornelissen, J.P European Journal of Social Theory, 2015, Volume 18, Issue 2 Transparency has achieved a mythical status in society. Myths are not false accounts or understandings, but deep-seated and definitive descriptions of the world... Journal Article: Full Text Preview Transparency has achieved a mythical status in society. Myths are not false accounts or understandings, but deep-seated and definitive descriptions of the world that ontologically ground the ways in which we frame and see the world around us. We explore the mythical nature of transparency from this perspective, explain its social-historical underpinnings and discuss its influence on contemporary organizations. In doing so, we also theorize in a more general sense about the relationship between myth, as a foundational understanding and description of the world, and the constellation of metaphors, as specific ways of framing and seeing organizational reality, to which it gives rise. While observations and evidence can always be adduced to challenge a particular set of metaphors, the endogenous force of the myth may sustain the overall project. This process is explained with a detailed analysis of the transparency myth. Humanitarian Versus Organizational Morality: A Survey of Attitudes concerning Business Ethics among Managing Directors by Ulrica Nylén Journal of Business Ethics, 12/1995, Volume 14, Issue 12 ...". It seems possible to distinguish between "the humanitarian morality" versus "the organizational morality", depending on who's interests the decision maker prefers... Journal Article: Full Text Preview The results of an empirical study of attitudes toward ethical questions in business life among managing directors are presented. The study covers more than 240 Swedish firms of all sizes, from different lines of business, and it is based on a solid theoretical framework. It should be seen as a part of an effort to develop a model explaining ethical organizational behavior. Among the most important conclusions of the study is the concept of corporate moral view. It seems possible to distinguish between the humanitarian morality versus the organizational morality, depending on who's interests the decision maker prefers to take in a moral dilemma. Managing unethical behavior in organizations: The need for a behavioral business ethics approach by David De Cremer; Wim Vandekerckhove Journal of Management and Organization, 05/2017, Volume 23, Issue 3 Issues of morality and ethics have increasingly become more important in organizations and business settings... Journal Article: Full Text Preview Issues of morality and ethics have increasingly become more important in organizations and business settings. Traditionally, these issues of ethics and social responsibility in business settings have been discussed and commented on by prescriptive approaches that are grounded in philosophical traditions. Building on the idea that we need to develop a more comprehensive and complete understanding of the value that people assign to ethics and how it influences their actions and decisions, in the present article we discuss and review the importance and relevance of adopting also a descriptive approach that is grounded in the behavioral sciences (referred to as behavioral business ethics). This approach has the advantages to promote our insights into how people can show both good and bad behavior and why this is the case. Behavioral business ethics therefore represents an important research challenge for organizational researchers to pursue and engage more meaningfully with more prescriptive approaches. The non-sense of organizational morality: Processing corporate social responsibility between formal and informal organizational structures by Gentile, Gian-Claudio; Wetzel, Ralf; Wolf, Patricia Journal of Global Responsibility, 05/2015, Volume 6, Issue 1 Purpose - Companies' corporate social responsibility (CSR) activities tend to be regarded with suspicion: Taking managerial decision about engaging in CSR or... Journal Article: Full Text Preview Purpose - Companies' corporate social responsibility (CSR) activities tend to be regarded with suspicion: Taking managerial decision about engaging in CSR or communicating, this decision does not constitute the actual execution of this decision itself. A gulf can exist between deciding, speaking and doing. In fact, this gap between speaking and doing has longed fuelled the discussion about the risks, benefits and pitfalls of CSR, mainly for one reason: It remains unknown what happens to CSR concepts when they are transformed from formal decisions at the top of the hierarchy to concrete action in the rest of the organization. This paper explores this internal transformation process by combining the macro- and microlevels of observation. Design/methodology/approach - From a macro-perspective, the authors use Nils Brunsson's notion of organizational hypocrisy to elucidate the societal conditions of the intraorganizational enforcement of CSR. Second, the authors combine this framework with Karl Weick's organizational sensemaking approach to understand better how employee generate meaning and actions from contradictory expectations on the micro-level of the organization. By combining these two streams of theory, the authors provide a clear understanding of the internal sensemaking mechanisms brought about by contradicting societal norms. This approach and its usefulness is illustrated by means of an empirical case study. Findings - The paper illustrates the characteristics of the unavoidable difference between organizational talk and action, the contradictions employees face on the shop floor when executing CSR and the challenges CSR execution has to overcome. Research limitations/implications - Given the combination of theoretical and empirical reflection, the paper remains explorative. Practical implications The moral dilemmas of employees become much clearer, as much as the organizational hypocrisy which CSR drives companies into. That can help managers to better deal with employees' and the public's reaction to own CSR efforts. Originality/value - Combining Nils Brunsson (hypocrisy) with Karl Weick (sensemaking) in the context of CSR has not been undertaken. Accordingly, the insights are unique. Organizational caring and organizational justice: Some implications for the employment relationship by Faldetta, Guglielmo International Journal of Organizational Analysis, 03/2016, Volume 24, Issue 1 ... and Maitlis, 2012). Organizational caring can be defined as a structure of values and organizing principles centered on fulfilling employees' need, promoting employees... Journal Article: Full Text Preview Purpose - This article aims to analyze, from a theoretical point of view, if organizational caring and organizational justice are compatible and complementary. It proposes a link between justice and care, expanding the common notions of organizational justice, to find a relational concept of organizational justice that can lead to organizational caring. Design/methodology/approach - The article reviews the literature on the common notions of organizational justice. To find a relational concept of justice, it refers to Lévinas' thoughts. Therefore, it develops two complementary approaches to organizational caring and analyzes their practical implications. Findings - The article shows that the relational approach based on the logic of gift and on a Lévinasian concept of organizational justice can constitute the ethical basis, which will most likely lead to the creation of a caring organization. Research limitations/implications - The article is a starting point of a conceptual path that should be directed toward the theoretical and practical use of an approach about organizational caring based on the logic of gift. It is necessary to support the theoretical considerations with future empirical investigation showing the possibility of practical applications of the concept analyzed. Practical implications - The main implication for organization theory is the possibility to propose organizational caring through the logic of gift and Lévinasian ethics as a new approach in managing relationships in the organizational context. Originality/value - In the past, organizational justice has been analyzed as a way to an end and not as an end in itself. This concept of justice can make it difficult to find a link with organizational caring, unless it is based on organizational rules and norms. In this paper, the author proposes another concept of organizational justice rooted on philosophical basis, which can lead to a more effective approach to organizational caring. Managing Dialectics to Make a Difference: Tension Management in a Community-Building Organization by Driskill, Gerald W; Meyer, John; Mirivel, Julien C Communication Studies, 04/2012, Volume 63, Issue 2 This article is an ethnographic report of the dialectic tension management practices of a communitybuilding organization called the Nehemiah Group. 1 This... Journal Article: Full Text Preview This article is an ethnographic report of the dialectic tension management practices of a communitybuilding organization called the Nehemiah Group. This group unites local churches to serve the community. This three-year participant-observation study documents how group members manage two primary and intertwined dialectic tensions: noncooperation-cooperation and unity-division. Members use multiple practices to manage these tensions and other intertwined tensions: They construct narratives to voice moral issues, to alternate between tension poles to address pragmatic obstacles, to frame tensions as complementary through segmentation, and rely on prayer rituals to reframe tensions. From this analysis, three implications follow: (a) moral narratives serve to construct framing options, (b) a larger discursive history is utilized to create counternarratives, and (c) metadiscursive practices rely on rituals to manage tensions. Spiritual quotient towards organizational sustainability: the Islamic perspective by Sohail Akhtar; Mohd Anuar Arshad; Arshad Mahmood; More... World Journal of Entrepreneurship, Management and Sustainable Development, 04/2017, Volume 13, Issue 2 ...) on the organisational sustainability from the Islamic perspective. Till date, many organisations around the world are facing environmental, social and economic issues affecting their organisational sustainability... Journal Article: Full Text Preview Purpose The purpose of this paper is to explore the impact of spiritual quotient (SQ) on the organisational sustainability from the Islamic perspective. Till date, many organisations around the world are facing environmental, social and economic issues affecting their organisational sustainability. Design/methodology/approach The present paper is conceptual paper based on literature review on employee's behavioural issues and role of SQ for organisational sustainability. Findings This present paper argues that SQ must be considered as the important factor for employee development in the organisation. It develops spiritual awareness among employees which enhances their productivity within the organisation. Furthermore, SQ is necessary means of identifying and harnessing deeper inner resources with the capacity to care for the well-being of the organisation and advance its development. Research limitations/implications The paper suggests SQ and its multi-dimensions with the implication for future research in organisational sustainability. Originality/value The paper discusses the development of the concept of SQ from the Islamic perspective. Organizational Virtue and Performance: An Empirical Study of Customers and Employees by Chun, Rosa Journal of Business Ethics, 12/2017, Volume 146, Issue 4 This paper offers the first large-scale empirical study of organizational virtue as perceived by both internal and external stakeholder... Journal Article: Full Text Preview This paper offers the first large-scale empirical study of organizational virtue as perceived by both internal and external stakeholders (employees and customers, respectively) and of the links between these virtues and organizational outcomes such as identification, satisfaction, and distinctiveness. It takes a strategic approach to virtue ethics, one that differs from a more traditional Aristotelian concept of virtue and from Alasdair MacIntyre’s manner of distinguishing between internal and external goods. The literature review compares three different perspectives on the empirical study of organizational virtues, taken by virtue theorists, POS scholars, and strategy scholars. The main study describes an empirical research undertaking that involved the analysis of 2548 usable questionnaires administered to employees and customers of seven organizations in the U.K. A structural equation model was used to test the linkages of the six dimensions of organizational virtue (empathy, warmth, integrity, conscientiousness, courage, and zeal) to satisfaction, identification, and distinctiveness. All the links were significant, with the strongest between virtue and identification. For employees, identification (with a firm) was driven most significantly by integrity, whereas customers’ identification was principally influenced by empathy. The empirical finding also sounds an alarm bell to the global firms who focus on creating a differentiated image based on CSR in the hope that it will lead to satisfaction. The results lead to a discussion of how companies might build favorable stakeholder perceptions of key dimensions of virtue that most shape their identification and differentiation in the marketplace. Employee suzhi in Chinese organizations: organizational ownership behavior by Yang, Baiyin; Mei, Zhequn Journal of Chinese Human Resource Management, 10/2014, Volume 5, Issue 2 Purpose – The purpose of this paper is to examine a Chinese indigenous concept of organizational ownership behavior (OOB... Journal Article: Full Text Preview Purpose - The purpose of this paper is to examine a Chinese indigenous concept of organizational ownership behavior (OOB) as an aspect of employee suzhi in relation to organizational citizenship behavior (OCB) in the Western context. Design/methodology/approach - A content analysis based on a review of related research in Western mainstream and Chinese domestic literature is conducted. Findings Suzhi at the organizational level can be linked to the construct of OCB. In Chinese organizations, a relevant concept to OCB can be better understood as OOB to capture the sociopolitical and cultural context unique to Chinese organizations. The dimensional structure of OOB is presented to differentiate it from OCB which is popular in the Western context. Research limitations/implications - The identified construct of OOB offers important implications for indigenous Chinese management research and human resources management (HRM) practice. OOB, based on Chinese management practice, can better conform to China's unique historical and cultural context and management practices. This concept varies distinctively from Western OCB in terms of its connotation and dimensions. Originality/value - The concept of OOB as an indigenous employee organizational behavior in the Chinese context is conceptualized. The paper differentiates the OOB construct from OCB and presents an initial set of six dimensions of OOB for future research. A Taxonomy of Behavior in Organizational Settings: The Implications of Moral Identity Congruence by Matherne, Curtis; Hill, Vanessa; Hamilton, J. Brooke The Journal of Applied Management and Entrepreneurship, 07/2016, Volume 21, Issue 3 The importance or salience of moral identity to one's overall sense of identity is thought to be a significant predictor of ethical or unethical behavior. In this paper we further suggest that organizations have moral identities, and that the organization member's perception of organizational moral identity is likely to have an impact on his or her productive and counterproductive organizational behaviors. Specifically, we propose that the congruence or incongruence between the individual's moral identity and that of his or her organization will differentially impact organizational citizenship behavior, as well as various types of organizational deviant behavior. We develop several propositions in this regard and discuss implications for future empirical research. The Morality of Everyday Activities: Not the Right, but the Good Thing to Do by Daniel Nyberg Journal of Business Ethics, 09/2008, Volume 81, Issue 3 This article attempts to understand and develop the morality of everyday activities in organizations. Aristotle's concept of phronesis, practical wisdom, is utilized to describe the morality of the everyday work activities at two call centres of an Australian insurance company. The ethnographic data suggests that ethical judgements at the lower level of the organization are practical rather than theoretical; emergent rather than static; ambiguous rather than clear-cut; and particular rather than universal. Ethical codes are of limited value here and it is argued that by developing phronesis members of the organization can improve their capacity to deal with this ethical complexity. My Boss is Morally Disengaged: The Role of Ethical Leadership in Explaining the Interactive Effect of Supervisor and Employee Moral Disengagement on Employee... by Bonner, Julena M; Greenbaum, Rebecca L; Mayer, David M Journal of Business Ethics, 09/2016, Volume 137, Issue 4 .... Leader unethical conduct is undesirable for many reasons, but in terms of managing subordinates, it is particularly problematic because leaders directly influence the ethics of their followers... Journal Article: Full Text Preview Issue Title: Special Issue on Context Influences on Workplace Ethics and Justice The popular press is often fraught with high-profile illustrations of leader unethical conduct within corporations. Leader unethical conduct is undesirable for many reasons, but in terms of managing subordinates, it is particularly problematic because leaders directly influence the ethics of their followers. Yet, we know relatively little about why leaders fail to apply ethical leadership practices. We argue that some leaders cognitively remove the personal sanctions associated with misconduct, which provides them with the "freedom" to ignore ethical shortcomings. Drawing on moral disengagement theory (Bandura 1986 , 1999 ), we examine the relationship between supervisor moral disengagement and employee perceptions of ethical leadership. We then examine the moderating role of employee moral disengagement, such that the negative relationship between supervisor moral disengagement and employee perceptions of ethical leadership is stronger when employee moral disengagement is low versus high. Finally, we examine ethical leadership as a conditional mediator (based on employee moral disengagement) that explains that relationship between supervisor moral disengagement and employee job performance and organizational citizenship behavior (OCB). Results from a multi-source field survey provide general support for our theoretical model. Restructuring and Redesigning the Organization 1 Do not remove the highlights, and do not reformat the paper. Very good work, Michelle. Organizational Management Michelle Halley Morality in an Environment where Micromanagement Introduction Organizational Behavior is the study of human behavior in an organizational setting. If organizations are aware of these behaviors of the employees is useful for making the work environment more productive and effective. Human behavior in any organizational setting is a primary factor in productivity. There are countless factors of Restructuring and Redesigning the Organization 2 organizational behaviors, such as; being insubordinate, environmental, and cultural fears. There is a drop in morality and productivity in the environment where there is micromanagement (Churchill, 2017). In this research, The Importance of Morality in an Environment where Micromanagement is Practiced will be explored. Finally, recommendations for changes will be offered. Background of the Problem Leaders in an organization can cause lower productivity if they are not well trained. They should be aware of practical aspects of managerial work and ambiguity as a major factor (Adam , 2011). Organisations hire leaders who are more passionate about the work and not the position. The need to revisit recurrent ideas about leadership radically is vital; and when an organization formed by infusion, it is important to diffuse the existing traditional and contemporary opinions. Organisations established in countries that have different races should ensure equality in leadership positions because racism is unethical and does not show morality. Likewise, ethical issues and moral dilemmas should be addressed when redesigning a new company (Ming, 2016). Distributive inequity creates political accountability and public cynicism; fortunately, internal justice is a corrective process. Current reform efforts such as education culture, moral purpose, and change processes are not effective in the redesign of most organizations because they face criticism and bring disparities (Snell, & Tseng, 2002). Recommendations for professional development within a systematic context are good for organizational and procedural continuity that facilitate stakeholders’ development (Ferdinand, Pearson & Rowe, 2007). Restructuring and Redesigning the Organization 3 Redesigning an organization through new policies and ideas also need proper training to strengthen the implementation. In a family business, each member must know his role, and should complement each other to pay the bills. Since males tend to exhibit financial irresponsibility, this is the time for gendering (Thorne, 2010). Organisations redesigned during the era of globalization consider the trends of change because the twenty-first century needs creativity characterized by caring, unselfishness, innovation, and compassion. However, creativity and innovation are often misconducted and misused in educational conversations (Fuyuki, 2004). Democracy in a business protects economic liberalism and respect for fiscal discipline. Interestingly, risk regulation in reorganizing an organization is a lead issue (Guy, 2014). There is an essential role for risk regulation scholarship to analyse and offer consequences for its regulation. These results include the emergence of new risks from the failure of regulation. Inquiries from affected personnel are considerations. Mechanisms with both public orientation and formal independence, when applied in reorganizing a company, are often overburdened by elimination of risks (Heyvaert, 2011). In government organizations, cultures and jurisdictions are necessary to solve problems that may arise from rulings. Techno-science as an emerging organization is fed by the faces confrontation of instrumentalism and autonomy that define the modern condition (Ivory, 2007). When this occurs, democratic and ethical dimensions are applied. Reorganising organizations from the public to private entails hard work and passion. Organisations that allow employees to conduct their projects face these problems. The public sector frustrates the missions (Ralston, 2017). Restructuring and Redesigning the Organization 4 Statement of the Problem - One or two strong sentences HOW DO YOU KNOW THERE IS A PROBLEM? SEE SAMPLE PAPER Research Question(s) – One or two questions WHAT ARE POTENTIAL SOLUTIONS? SEE SAMPLE PAPER Restructuring and Redesigning the Organization 5 LITERATURE REVIEW – Four Pages WHAT DO OTHER AUTHORS SAY ABOUT THE PROBLEM? SEE SAMPLE PAPER Restructuring and Redesigning the Organization 6 Baldrige Management System Model (Total Integrated Baldrige Excellence System) Restructuring and Redesigning the Organization 7 Interview Questions – 15 Open-ended questions 1. What is your gender? a. Male/ Female 2. What is your ethnicity? Please circle one i. a) African – American b) Caucasian c) Hispanic d) Native American e) Asian 3. What is your age range? Please circle one a. 15 - 24 years; 25 – 34 years; 35 – 44 years; 45 – 54 years; 55 – 64 years; b. 65 – 74 years. 4. What is the highest grade or level of school that you have completed? Please circle one: High School/GED; Some College; Associate Degree; Bachelor’s Degree; Master’s Degree; PhD. 5. What is your salary range? Please circle one a. $15,000 - $34,000; $35,000 - $54.000; $55,000 - $74,000; $75,000 $94,000; $95,000+ 6. In order of importance, rank the influences of the following on the global environment workplace: a. Morality b. Leadership style c. Communication d. Diversity e. Cultural differences 7. Because of the aggressive behavior of the LGBTQ, what do you think would be the reaction toward government interference? 8. Describe how organizational leaders can keep morale up where there are double standards? 9. Describe how discrimination exists in an organization? 10. What is necessary to bring equality in an organization? Restructuring and Redesigning the Organization 8 11. What problems managers face when dealing with issues between LGBTQ and other employees? 12. How are “we” treated while the other group is being affected? 13. In your opinion, what are the issues causing problems between LGBTQ employees and other employees? 14. How should the government intervene in matters of morality in an organization? Restructuring and Redesigning the Organization 9 Results from Interviews COPY YOUR INTERVIEW QUESTIONS AND ANSWERS HERE. SEE SAMPLE PAPER Restructuring and Redesigning the Organization 10 Analysis of Results WHAT DID THE INTERVIEWS YIELD? HOW DID EACH PERSON DIFFER/AGREE? SEE SAMPLE PAPER Restructuring and Redesigning the Organization 11 Summary and Conclusion GIVE AN OVERALL SUMMARY OF YOUR STUDY. SEE SAMPLE PAPER Restructuring and redesigning an organization is more or less has the same criteria regardless of the field or the industry of the particular body. The problems that cause a team to fall out include poor communication, unethical working conditions, inadequate policing and many more. By finding solutions to these issues and preventing the causes from happening, then redesigning an organization becomes easier. Here are some of the ways different organizations found answers to problems in their company and reorganized a more efficient organization. Recommendations WHAT CAN SOCIETY DO TO CHANGE THE CURRENT PROBLEM? SEE SAMPLE PAPER Restructuring and Redesigning the Organization 12 Reference FOLLOW THESE STEPS, AND FILL IN ALL THE REQUIRED ELEMENTS. Name, Initials. (year). Title of article; Journal Name, volume(issue), p. #. Retrieved from EBSCOhost. • Adam , B. (2011). the changing character of public inquiries in the risk regulatory state . british politics. • Ferdinand, J., Pearson , G., & Rowe, M. (2007). A diffrent kind of ethics. Ethnograpny. • Fuyuki, K. (2004). The ties to bind: techno-science, ethics and democracy. philosophy and social criticism. • Guy, H. (2014). Being nfaithful to one's own principle: the israeli supreme court and house demolitions in the occupied palestines territories. Israel law review. • Heyvaert, V. (2011). Governing climate change:towards a new paradigm for risk regulation. The modern law review. • Ivory, G. (2007). All the lonely people: the struggle for private meaning and public purpose in education. critical studies in education , 1. • Ming, J. (2016). Competitive dynamics: Eastern roots, western growth. Cross cultural and strategicmanagement. • Ralston, J. S. (2017). Across the great divide. Queen's quarterly. Restructuring and Redesigning the Organization 13 • Robbins, S. P. & Judge, T. A. (2017). Organizational Behavior (Edition 17), p. 43-44. • Snell, R., & Tseng, C. (2002). Moral Atmosphere and moral influence under Chinas network capitalisation. Organisational studies. • Thorne, D. (2010). Extreme financial strain: Emergent chores, gender inequality and emotional distress. Journal of family and economic issues. • Trevor, D. (2006). Creative teaching and learning in Europe : promoting a new paradigm . Curriculum journal. • Wilkinson , M. A. (2015). Aunthoritarian liberalism in the European constitutional imagination; second times farce. European law journal.
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Restructuring and Redesigning the Organization 1
Do not remove the highlights, and do not reformat the paper.
Very good work, Michelle.

Organizational Management
Michelle Halley
Morality in an Environment where Micromanagement

Introduction
Organizational Behavior is the study of human behavior in an organizational
setting. If organizations are aware of these behaviors of the employees is useful for
making the work environment more productive and effective. Human behavior in any
organizational setting is a primary factor in productivity. There are countless factors of

Restructuring and Redesigning the Organization 2
organizational behaviors, such as; being insubordinate, environmental, and cultural fears.
There is a drop in morality and productivity in the environment where there is
micromanagement (Churchill, 2017). In this research, The Importance of Morality in an
Environment where Micromanagement is Practiced will be explored. Finally,
recommendations for changes will be offered.
Background of the Problem
Leaders in an organization can cause lower productivity if they are not well
trained. They should be aware of practical aspects of managerial work and ambiguity as a
major factor (Adam , 2011). Organisations hire leaders who are more passionate about
the work and not the position. The need to revisit recurrent ideas about leadership
radically is vital; and when an organization formed by infusion, it is important to diffuse
the existing traditional and contemporary opinions. Organisations established in countries
that have different races should ensure equality in leadership positions because racism is
unethical and does not show morality. Likewise, ethical issues and moral dilemmas
should be addressed when redesigning a new company (Ming, 2016).
Distributive inequity creates political accountability and public cynicism;
fortunately, internal justice is a corrective process. Current reform efforts such as
education culture, moral purpose, and change processes are not effective in the redesign
of most organizations because they face criticism and bring disparities (Snell, & Tseng,
2002). Recommendations for professional development within a systematic context are
good for organizational and procedural continuity that facilitate stakeholders’
development (Ferdinand, Pearson & Rowe, 2007).

Restructuring and Redesigning the Organization 3
Redesigning an organization through new policies and ideas also need proper
training to strengthen the implementation. In a family business, each member must know
his role, and should complement each other to pay the bills. Since males tend to exhibit
financial irresponsibility, this is the time for gendering (Thorne, 2010). Organisations
redesigned during the era of globalization consider the trends of change because the
twenty-first century needs creativity characterized by caring, unselfishness, innovation,
and compassion. However, creativity and innovation are often misconducted and misused
in educational conversations (Fuyuki, 2004).
Democracy in a business protects economic liberalism and respect for fiscal
discipline. Interestingly, risk regulation in reorganizing an organization is a lead issue
(Guy, 2014). There is an essential role for risk regulation scholarship to analyse and offer
consequences for its regulation. These results include the emergence of new risks from
the failure of regulation. Inquiries from affected personnel are considerations.
Mechanisms with both public orientation and formal independence, when applied in
reorganizing a company, are often overburdened by elimination of risks (Heyvaert,
2011).
In government organizations, cultures and jurisdictions are necessary to solve
problems that may arise from rulings. Techno-science as an emerging organization is fed
by the faces confrontation of instrumentalism and autonomy that define the modern
condition (Ivory, 2007). When this occurs, democratic and ethical dimensions are
applied. Reorganising organizations from the public to private entails hard work and
passion. Organisations that allow employees to conduct their projects face these
problems. The public sector frustrates the missions (Ralston, 2017).

Restructuring and Redesigning the Organization 4
Statement of the Problem - One or two strong sentences
HOW DO YOU KNOW THERE IS A PROBLEM? SEE SAMPLE PAPER
Many managers are not able to effectively manage morality issues especially issues
concerning LGBTQ people clashing with other people.
Research Question(s) – One or two questions
WHAT ARE POTENTIAL SOLUTIONS? SEE SAMPLE PAPER
How do managers handle issues of morality concerning LGBTQ people in the
workplace?

Restructuring and Redesigning the Organization 5
LITERATURE REVIEW – Four Pages
WHAT DO OTHER AUTHORS SAY ABOUT THE PROBLEM? SEE SAMPLE
PAPER
Various authors have different views on morality in micromanagement and the
workplace in general. First, morality is viewed by most researchers and writers as crucial
and essential in the workplace (Oates and Dalmau, 2013; Lindsay, M., Lindsay, L., and
Irvine, 1996; Masoud, 2014). Furthermore, the researchers adopt different concepts of
what morality should be. The first view is that morality is synonymous with ethics in the
workplace (Oates and Dalmau, 2013; Lindsay, M., Lindsay, L., and Irvine, 1996). This
view provides a generalized view of morality in an organization that transcends the
religious and cultural boundaries of defining the term...


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