nVisit Below Link, To Download This Course:nnhttps://www.tutorialsservice.net/product/mgmt-591-complete-week-dq-pack-latest-devry/nnOr nEmail us onnSUPPORT@TUTORIALSSERVICE.NETnnMGMT 591 Complete Week DQ Pack Latest-DeVrynMGMT591nMGMT 591 Week 1 Discussion 1 Latest-DeVrynOB 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 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 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
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
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.
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
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
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 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
Mid-Week we shift our focus to performance management in Chapter 17.