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\nVisit Below Link, To Download This Course:\n\nhttps://www.tutorialsservice.net/product/mgmt-591-complete-week-dq-pack-latest-devry/\n\nOr \nEmail us on\nSUPPORT@TUTORIALSSERVICE.NET\n\nMGMT 591 Complete Week DQ Pack Latest-DeVry\nMGMT591\nMGMT 591 Week 1 Discussion 1 Latest-DeVry\nOB Challenges (graded)\nThis week, our text discusses the definition of organizational behavior, and in particular, its applied focus. Our lesson focuses on high-performance organizations (HPOs). However, in order to become a HPO, an organization needs to navigate the complexities of the workforce as well as mitigate the challenges that exist. What are some of the biggest challenges and opportunities that exist for managers in using OB concepts? Give specific examples.\n

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mgmt 591 complete week dq pack latest devry

MGMT 591 COMPLETE WEEK DQ PACK LATEST-DEVRY

Visit Below Link, To Download This Course:

https://www.tutorialsservice.net/product/mgmt-591-complete-week-dq-pack-latest-devry/

Or

Email us on

SUPPORT@TUTORIALSSERVICE.NET

MGMT 591 Complete Week DQ Pack Latest-DeVry

MGMT591

MGMT 591 Week 1 Discussion 1 Latest-DeVry

OB Challenges (graded)

This week, our text discusses the definition of organizational behavior, and in particular, its applied focus.

Our lesson focuses on high-performance organizations (HPOs). However, in order to become a HPO, an

organization needs to navigate the complexities of the workforce as well as mitigate the challenges that

exist. What are some of the biggest challenges and opportunities that exist for managers in using OB

concepts? Give specific examples.

How can the study of OB help organizations work through these challenges successfully?

MGMT 591 Week 1 Discussion 2 Latest-DeVry

The Individual: Diversity in Organizations (graded)

People are so complicated, there’s so much going on inside each of them, much of what we think we

know about each of them we don’t. That’s where perception, presumption, and attribution, not to mention

stereotype, fail us. There is no one set path. Idiosyncratic is the best way to really describe people.

Everyone is outside the box. Everyone is an exception to the rule. No one is “the average.” It is ultimately

the only true diversity. That makes each person, each individual, one of kind. Nothing routine about any of

them. Source: Adapted from Louis Scheimer, Valdosta State University.

let s begin our exploration of individuals with

Let’s begin our exploration of INDIVIDUALS with a focus on diversity in the workplace from an OB

perspective by discussing the following case study.

MGMT 591 Week 2 Discussion 1 Latest-DeVry

Satisfied Workers + Individual Differences (graded)

Our discussion this week focuses on the topics in Chapter 3-6 in the textbook. For starters…assume you

are new to your job, and on the first day you have a conversation with your boss, who says, “Satisfied

workers are productive workers.” Do you agree with her statement? Why? Why not? Please support your

opinion with evidence from our readings. Please also remember to respond to your classmates’ posts to

stimulate further discussion.

I will also introduce discussion starters related to emotion and mood, personality and values, and

emotional intelligence as the week unfolds

MGMT 591 Week 2 Discussion 2 Latest-DeVry

Decision Making + Perception (graded)

Poor quality decisions are endemic in business today. As Paul Nutt remarked in his 2002 book, Why

Decisions Fail, “Half of the decisions made in organizations fail, making failure far more prevalent than

previously thought” (p. 22). Unfortunately, things have not improved dramatically since then. Fortunately,

we have a useful body of knowledge available to help us improve our decision making skill. We’ll begin

with a case study to get at some basic decision making fundamentals coupled with additional material I’ll

share as we explore this important topic.

Here is our case study on decision making. Discussion questions found at the end of the case document.

Address only ONE question at a time.

Mid-week we’ll shift our focus to perception and attribution.

MGMT 591 Week 3 Discussion 1 Latest-DeVry

Application of Motivation Theories (graded)

CLASS…here is our case study on motivation for this week. Concentrate your efforts on helping the class

understand the varied motivation theories in our readings this week.

MGMT 591 Week 3 Discussion 2 Latest-DeVry

job characteristics model rewards recognition

Job Characteristics Model + Rewards/Recognition (graded)

In Chapter 8 our authors introduce the Job Characteristics Model. Please open the attached excel

spreadsheet– Job Diagnostic Survey. Click on the survey tab at the bottom of the sheet and complete the

survey.

Note that there are 5 tabs…introduction, survey, results, graph of your results, and tutorial.

Post your Motivating Potential Score (MPS) with a shortened title describing the job for which the score

applies. Then describe specific things that can be done to enrich the job using the core job dimensions

identified by the job characteristics model. What obstacles would have to be overcome to apply the model

to this particular job? [Please list the scores for each of the 5 core job dimensions as well] NOTE:

Mid-week we shift our focus to rewards and recognition.

MGMT 591 Week 4 Discussion 1 Latest-DeVry

What Constitutes a Team? (graded)

CLASS….here is our group and team dynamics case study for this week.

I look forward to your comments and analysis.

MGMT 591 Week 4 Discussion 2 Latest-DeVry

A Lesson in Team Building (graded)

“Help! I have just been assigned to head a new product design team at my company. The division

manager has high expectations for the team and for myself, but I have been a technical design engineer

for four years since graduating from college. I have never managed anyone, let alone led a team. The

manager keeps talking about her confidence that I will be very good at creating lots of teamwork. Does

anyone out there have any tips to help me master this challenge? Help!”

You immediately start to formulate your recommendations. What are the three key things you will advise

her to do, and why those three first?

MGMT 591 Week 5 Discussion 1 Latest-DeVry

Communication + Conflict (graded)

Class…here is our case study on conflict and communication.

p.s. Be sure to complete the conflict styles inventory in my first posting in this thread.

mgmt 591 week 5 discussion 2 latest devry

MGMT 591 Week 5 Discussion 2 Latest-DeVry

Leadership (graded)

CLASS…here is our leadership case study for this week–Tale of Two Leaders.

PLUS as part of our coverage of leadership, complete the Personal Power Profile assessment in my first

thread and share your results.

NOTE: Toward the end of the week, look for my discussion topics on followership and organizational

politics.

MGMT 591 Week 6 Discussion 1 Latest-DeVry

Organizational Culture + OCI (graded)

CLASS…Here is our case study on organizational culture.

Please see my first thread posting. Also share your OCI results in the threads.

MGMT 591 Week 6 Discussion 2 Latest-DeVry

Organizational Structure + Design (graded)

CLASS…here is our case study on organization design and structure.

Self-assessment: Organizational Design Preference…Click here–>ORGANIZATION DESIGN

PREFERENCE

MGMT 591 Week 7 Discussion 1 Latest-DeVry

Resistance to Change (graded)

CLASS…here is our case study on change for this week. Although a simple example of a change

initiative gone wrong, it offers us many lessons to explore the full spectrum of change management

issues. Focus all your efforts on this case study this week! I look forward to your comments and analysis

in the threads.

Note: I will add further topics related to resistance and change as the week unfolds.

MGMT 591 Week 7 Discussion 2 Latest-DeVry

Stress Management + Performance Management (graded)

currently a quarter of all employees view their

Currently, a quarter of all employees view their jobs as the number one stressor in their lives, according to

the Centers for Disease Control and Prevention. The World Health Organization describes stress as the

“global health epidemic of the 21st century.” Many of us now work in constantly connected, always-on,

highly demanding work cultures where stress and the risk of burnout are widespread.

This is a problem that costs U.S. businesses significant losses in terms of productivity, increases in

worker’s compensation claims, increased turnover, and increased health-care costs. Workers will

experience job stress at some point in their lives. But what effect does it have on our health? According to

new research, work stress damages our health just as much as exposure to secondhand cigarette

smoke. See http://www.medicalnewstoday.com/articles/299142.php and here.

The effects of stress exist on a bell curve (see Video Here) — that is, some is good, but too much

becomes bad: As the nervous system secretes more and more stress hormones, performance increases,

but up to a point; after that tipping point, performance begins to suffer as the hormones continue to flow.

Because stress is a threat to productivity and employee well-being, it is important we spend some time on

this topic this week.

Review the chapter reading on stress. Complete the attached stress self-assessment. Sharing your

results with the class is optional.

Let’s begin our discourse on stress management by starting with Case 5 in our textbook (copy resides in

doc sharing).

Mid-Week we shift our focus to performance management in Chapter 17.

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